Accuchex Blog

Finding and keeping good employees is an essential function in every business. And a key component of successful recruiting and hiring is an engaging company culture.

[This post was originally published in July 2018 and has been substantially revised and updated to reflect a more current view of this topic.]

Your company's culture exists either by default or by design. While some of the factors are organic in nature, there are definite culture development practices that organizations can implement to help build and sustain an engaging culture. 

Many employee benefits are required by law, such as minimum wage, overtime, family leave, workers compensation and disability. In addition, many employers offer bonuses as performance rewards. But is that the only way to compensate workers?

What was once a common approach to an alternative business model in California is being threatened. Building a workforce primarily of independent contractors may no longer be a viable option for California employers.

In 2018, California’s Supreme Court ruled on Dynamex Operations West, Inc. v. Superior Court of Los Angeles County. Their ruling has now made it more difficult for businesses to classify workers as independent contractors.

Every employer knows that an employee benefits offering is an essential part of having workers. But not every employer approaches their benefits offerings as a strategic approach to getting and keeping great employees.

Statistically, it is being seen that broader benefits packages are on the rise and the trend is growing. For example, the Society for Human Resource Management (SHRM) conducted its annual survey of U.S. employers in early 2018. The survey determined, among other insights, that in just one year employers have increased benefits offerings in three times as many benefits as previously assessed.