Howard Lake | 24 January 2005 | News 22 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. Simon Burne, Chairman of the Institute of Fundraising, has joined THINK Consulting Solutions this month.Simon was previously Director of Marketing and Fundraising at children’s charity NCH where he increased net income by 25% in his first year. Before that, he was Director of Fundraising and Communications at Acorns Children’s Hospice, where he had overall responsibility for fundraising and marketing, doubling income in three years and increasing prompted awareness to over 90% in its catchment area. He has been involved in voluntary sector marketing for 14 years, first at Intermediate Technology, and then at Relate and The Children’s Society. He is also Chairman of the Institute of Fundraising. Advertisement Simon Burne joins THINK AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Tony Elischer, MD at THINK, said: “When Simon announced he was leaving NCH, every consultancy had an eye on him. We are delighted he has chosen to join THINK. “We are careful about how we grow our team: we need people who combine heavyweight thinking with hands-on experience and a non-formulaic approach to problem-solving for clients. Simon fits the bill perfectly. As our work continues to develop on the international front, Simon’s fluency in French and Spanish may come in handy too.” Tagged with: Consulting & Agencies Recruitment / people
About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. Twestival returns with Twestival Local and Twestival 2010 Howard Lake | 18 June 2009 | News Amanda Rose, one of the founders of Twestival, the global network of volunteer-led fundraising events that are organised and promoted using Twitter, has announced two more events for the next eight months.Speaking in New York, Rose announced “Twestival Local” which will take place on 12 September. This will be an opportunity for local groups of Twitter users to create and host fundraising events in aid of their favorite charities. The Twestival of February 2009 raised funds for a single nonprofit, charity:water. Advertisement AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis 25 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Tagged with: Digital Events Twitter Registration for Twestival Local will be open from 1 July.Rose also announced that .imelda on flickr.com
SHARE Previous articleClosing CommentsNext articleGMO-Free Labeling Fear Based Hoosier Ag Today By Hoosier Ag Today – Sep 11, 2017 Home Indiana Agriculture News Second Round of NAFTA Talks Conclude with Progress Made Facebook Twitter The United States, Mexico, and Canada completed the second round of North American Free Trade Agreement (NAFTA) talks, a five-day meeting that ended on Sept. 5 in Mexico City. While media reports suggested considerable differences on key issues, the lead negotiators signaled solid progress. At a press conference following the talks, U.S. Trade Representative Robert Lighthizer said, “I am hopeful we can arrive at an agreement that helps American workers, farmers, and ranchers, while also raising the living standards of workers in Mexico and Canada.”The third round of talks is set to take place Sept. 23 – 27 in Ottawa. Retaining zero tariff rates and the enormous benefits realized by the U.S. economy, agriculture industry, and pork sector are among NPPC’s top trade advocacy priorities. The National Pork Producers Council said withdrawing from NAFTA would cost the U.S. pork industry $1.5 billion.Source: NPPC SHARE Facebook Twitter Second Round of NAFTA Talks Conclude with Progress Made
Pasadena’s ‘626 Day’ Aims to Celebrate City, Boost Local Economy 7 recommended0 commentsShareShareTweetSharePin it First United Methodist Church continues its Movie Nights series with “Mary and Martha,” on January 25. FUMC will begin with an evening of fellowship with a light supper of pizza, salad, and cold beverages at 5:30 p.m.For those of you who cannot make supper, the church usually begins the movie at 6:15ish. Hope to see you there, and bring a friend!First United Methodist Church of Pasadena, 500 East Colorado Blvd., Pasadena, (626) 796-0157 or visitÂ fumcpasadena.org. Get our daily Pasadena newspaper in your email box. Free.Get all the latest Pasadena news, more than 10 fresh stories daily, 7 days a week at 7 a.m. faithfernandez More » ShareTweetShare on Google+Pin on PinterestSend with WhatsApp,Virtual Schools PasadenaHomes Solve Community/Gov/Pub SafetyPASADENA EVENTS & ACTIVITIES CALENDARClick here for Movie Showtimes Pasadena Will Allow Vaccinated People to Go Without Masks in Most Settings Starting on Tuesday Community News Name (required) Mail (required) (not be published) Website Top of the News HerbeautyAmazing Sparks Of On-Screen Chemistry From The 90-sHerbeautyHerbeautyHerbeautyIs It Bad To Give Your Boyfriend An Ultimatum?HerbeautyHerbeautyHerbeautyInstall These Measures To Keep Your Household Safe From Covid19HerbeautyHerbeautyHerbeauty5 Things To Avoid If You Want To Have Whiter TeethHerbeautyHerbeautyHerbeautyWant To Seriously Cut On Sugar? You Need To Know A Few TricksHerbeautyHerbeautyHerbeautyPriyanka Chopra’s 10 Year Challenge Pic Will Surprise YouHerbeautyHerbeauty Faith & Religion Events First United Methodist Church Movie Night Presents “Mary and Martha” Article and Photo courtesy of FIRST UNITED METHODIST CHURCH Published on Friday, January 16, 2015 | 4:50 pm Community News Your email address will not be published. Required fields are marked * EVENTS & ENTERTAINMENT | FOOD & DRINK | THE ARTS | REAL ESTATE | HOME & GARDEN | WELLNESS | SOCIAL SCENE | GETAWAYS | PARENTS & KIDS First Heatwave Expected Next Week More Cool Stuff Make a comment Subscribe Business News Home of the Week: Unique Pasadena Home Located on Madeline Drive, Pasadena
Community News Midnight (A379903) is a 10-week-old, neutered male kitten. This adorable guy is all black and will likely have a medium legth hair coat. Midnight is an active young kitten who loves to play with toys. He is a graduate of the PHS Foster Program for very young kittens. He is already neutered, microchipped and vaccinated. His adoption fee is $70. This week, we introduce you to four pets up for adoption now at the Pasadena Humane Society. See a friendly face you want to bring home? Call (626) 792-7151 with the ID number.Darcy (A380612) is a 7-year-old, spayed Labrador retriever mix. This friendly girl enjoys the company of adults and children. She walks well on leash alongside small and large dogs. She knows her “sit” command. Darcy has been a regular on our Mobile Unit and is quickly becoming a volunteer favorite. Her adoption fee is $125, including the spay surgery, microchip and a set of vaccines. She also qualifies for our Seniors for Seniors Program where we waive the adoption fee for adopters 60 and older when adopting a pet 5 or older. Name (required) Mail (required) (not be published) Website More Cool Stuff Pasadena’s ‘626 Day’ Aims to Celebrate City, Boost Local Economy Top of the News 0 commentsShareShareTweetSharePin it Get our daily Pasadena newspaper in your email box. Free.Get all the latest Pasadena news, more than 10 fresh stories daily, 7 days a week at 7 a.m. top box 6 Pets of the Week Published on Thursday, July 16, 2015 | 7:15 pm Community News Herbeauty5 Things To Avoid If You Want To Have Whiter TeethHerbeautyHerbeautyHerbeautyA Mental Health Chatbot Which Helps People With DepressionHerbeautyHerbeautyHerbeautyRed Meat Is Dangerous And Here Is The ProofHerbeautyHerbeautyHerbeautyTips From A Professional Stylist On How To Look Stunning In 2020HerbeautyHerbeautyHerbeauty8 Yoga Poses To Overcome Stress And AnxietyHerbeautyHerbeautyHerbeauty9 Of The Best Family Friendly Dog BreedsHerbeautyHerbeauty EVENTS & ENTERTAINMENT | FOOD & DRINK | THE ARTS | REAL ESTATE | HOME & GARDEN | WELLNESS | SOCIAL SCENE | GETAWAYS | PARENTS & KIDS First Heatwave Expected Next Week For the “Extra Love Category”Dot (A378567) is an 8-year-old, spayed female. This calico beauty is very sweet, but also very shy. She is currently housed in our communal cat area, where she spends a lot of her time hiding. Dot enjoys being petted by people and loves the company of other cats. According to her former owners, she loves to cuddle. Dot needs to be on a managed diet for weight control. As a longterm resident, Dot’s adoption fee is $35, which includes the spay surgery, microchip and set of vaccines. She also qualifies for our Seniors for Seniors Program where we waive the adoption fee for adopters 60 and older when adopting a pet 5 or older. Make a comment Huck (A380016) is an adult, neutered male rabbit. This all white cutie-pie is very friendly and enjoys being petted. When you approach him, he lowers his head to be petted and will nudge your hand and start to groom you. Overall, a very sweet bun-bun! His adoption fee is $15, including the neuter surgery and a microchip. Your email address will not be published. Required fields are marked * Our friends in Pasadena Humane Society have some tips in animal adoption:Adopting an animal may be more involved than you realize, they warn. Keep in mind that everything they do is aimed at getting the best permanent home possible for the animals and that everyone who comes to the Pasadena Humane Society to adopt an animal goes through the same process.You must apply in person, be at least 18 years old and have a current photo ID.The process takes a minimum of 30-45 minutes. Here is what will happen:You can take a walk through the animal areas and write down the ID number or “A” number on the kennel card of any animal that interests you. Bring this list to the adoption office.Then complete the application for adoption. (You do this before visiting with any of the animals in order to minimize stress for the animals.)Next, a member of the adoptions staff will meet with you and ask questions about your experience, and discuss the information we have about your potential pet. You can ask questions, too, about spay/neuter, training classes, or anything else you can think of.You may be asked to obtain your landlord’s approval for the adoption. This policy helps us reduce the number of animals that are returned to us.After you have spoken with an adoptions staff member, you will visit with your potential pet. Eventually, we ask that all members of your family meet the animal, too. If you are adopting a dog and have another dog, we want them to get along well, so we arrange a time for you to bring in your pet for a visit.When your new pet is ready to go home with you, you will be asked to sign an adoption contract and pay an adoption fee. The fee helps to cover the cost of surgery, vaccines and daily care that your pet received.For more information and inquiries, call: (626) 792-7151 or email: [email protected] Pasadena Will Allow Vaccinated People to Go Without Masks in Most Settings Starting on Tuesday Business News faithfernandez More » ShareTweetShare on Google+Pin on PinterestSend with WhatsApp,Virtual Schools PasadenaHomes Solve Community/Gov/Pub SafetyPASADENA EVENTS & ACTIVITIES CALENDARClick here for Movie Showtimes Subscribe Home of the Week: Unique Pasadena Home Located on Madeline Drive, Pasadena
Brian Honea’s writing and editing career spans nearly two decades across many forms of media. He served as sports editor for two suburban newspaper chains in the DFW area and has freelanced for such publications as the Yahoo! Contributor Network, Dallas Home Improvement magazine, and the Dallas Morning News. He has written four non-fiction sports books, the latest of which, The Life of Coach Chuck Curtis, was published by the TCU Press in December 2014. A lifelong Texan, Brian received his master’s degree from Amberton University in Garland. Data Provider Black Knight to Acquire Top of Mind 2 days ago February 17, 2015 1,281 Views Bank of America Delinquent Mortgage Loans Large Banks 2015-02-17 Brian Honea Related Articles The Best Markets For Residential Property Investors 2 days ago The Week Ahead: Nearing the Forbearance Exit 2 days ago Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Tagged with: Bank of America Delinquent Mortgage Loans Large Banks Print This Post As the size of Bank of America’s delinquent loans portfolio is shrinking, so is the megabank’s workforce – late last week, the bank announced that it was laying off 250 employees from its delinquent mortgage loan division in its headquarters city of Charlotte, North Carolina.The affected employees worked in the bank’s Legacy Asset Servicing Division, which is the division at the bank that handles troubled loans, according to a release from the bank.”The size of the delinquent mortgage portfolio has reduced to just 189,000 loans at the end of Q4, down from a peak of 1.4 million in January 2011,” the bank said in a statement. “We continue to reduce the size of our mortgage servicing operations in line with the successful reduction of our portfolio of delinquent mortgage customers. We have a strong track record for working with employees to identify opportunities both inside and outside the bank.”Bank of America originally announced it was laying off 540 Legacy Asset Servicing workers in Charlotte last June. According to the bank, 150 of those employees were successfully transitioned to short-term roles which are now nearing completion; those 150 were included in the layoffs announced late last week.A report in the Charlotte Observer indicated that the number of employees in Bank of America’s troubled mortgage division had declined by nearly two-thirds in slightly more than two years – from almost 50,000 in 2012 down to about 17,100 in December 2014. Meanwhile the bank’s delinquent loans have also seen a 42 percent decline from the fourth quarter of 2013 to the fourth quarter of 2014, down to about 189,000, according to the report.Bank of America augmented its troubled mortgage division in response to the financial crisis and in particular to handle the subprime loans the bank acquired when it bought out Countrywide in 2007. Bank of America has since had to pay billions in settlements to the Department of Justice over the packaging and selling of faulty mortgage-backed securities, largely due to the activities of Countrywide. That includes a record $16.65 billion settlement with the DOJ in August 2014. Data Provider Black Knight to Acquire Top of Mind 2 days ago Demand Propels Home Prices Upward 2 days ago Subscribe The Best Markets For Residential Property Investors 2 days ago Home / Daily Dose / Bank of America Further Reduces Size of Delinquent Mortgage Loan Division Bank of America Further Reduces Size of Delinquent Mortgage Loan Division Servicers Navigate the Post-Pandemic World 2 days ago Demand Propels Home Prices Upward 2 days ago Previous: DS News Webcast: Tuesday 2/17/2015 Next: Three Firms Settle With Pension Fund for $235 Million Over RMBS Fraud Complaints Servicers Navigate the Post-Pandemic World 2 days ago About Author: Brian Honea in Daily Dose, Featured, News, REO Governmental Measures Target Expanded Access to Affordable Housing 2 days ago Sign up for DS News Daily Share Save
News UpdatesKerala HC Refuses To Stay Online Classes; Refers Parent’s Plea To Division Bench [Read Order] LIVELAW NEWS NETWORK4 Jun 2020 7:54 AMShare This – xThe Kerala High Court has refused to stay the online classes conducted in Kerala. A parent had approached the High Court seeking a direction to the state government and the Kerala Infrastructure and Technology for Education (KITE) to stop broadcasting online classes till all state school students are provided with the technological facilities for attending such classes. In her petition,…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginThe Kerala High Court has refused to stay the online classes conducted in Kerala. A parent had approached the High Court seeking a direction to the state government and the Kerala Infrastructure and Technology for Education (KITE) to stop broadcasting online classes till all state school students are provided with the technological facilities for attending such classes. In her petition, CC Girija, mother of two children, contended that children especially from the remote areas as well as those belonging to ST/SC and economically backward class communities are being discriminated against because they have not been not provided with the facilities to access the virtual classes. Therefore, these should not be continued till all students are provided with the facilities. The petition came up today before Justice CS Dias who heard it via video conference. The state, through Government pleader, submitted that all the necessary facilities would be provided to students before commencing regular online classes, which the Government hopes to commence by 14.6.2020. The Govt. Pleader said that the online mode is introduced only to ensure that students do not miss out on classes, as regular classes cannot be commenced due to pandemic. Also, the online classes are in a downloadable format, which can be compiled together and shown to students who have missed out on classes, the state submitted. The court recorded the submission and observed that it does not find any exigency to grant an interim order at this stage. The Court noted that a writ petition seeking similar relief was referred to a division bench, in view of the “substantial public interest involved”. Therefore, this petition was also referred before the division bench. In its order passed yesterday, the Court had restrained a school from levying additional fees on students for holding virtual classes. Click here to Read/Download OrderRead Order Next Story
News UpdatesJustice Sanjay Gupta (59), Sitting Judge Of Jammu and Kashmir HC Passed Away LIVELAW NEWS NETWORK27 July 2020 8:50 PMShare This – xA sitting judge of Jammu and Kashmir High Court Justice Sanjay Gupta (59) has passed away.Justice Sanjay Kumar Gupta was Born on 24.11.1961, did matriculation from Oriental Academy, Jammu in 1976, did B.Sc with full medical subjects from G.G.M Science College, Jammu in 1982, did L.L.B. from University of Jammu. He enrolled as Advocate in Bar Council of Delhi in 1986, joined Jammu…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginA sitting judge of Jammu and Kashmir High Court Justice Sanjay Gupta (59) has passed away.Justice Sanjay Kumar Gupta was Born on 24.11.1961, did matriculation from Oriental Academy, Jammu in 1976, did B.Sc with full medical subjects from G.G.M Science College, Jammu in 1982, did L.L.B. from University of Jammu. He enrolled as Advocate in Bar Council of Delhi in 1986, joined Jammu bar in the Chamber of S.S Lehar (Senior Advocate) and practised in all fields including criminal, civil, revenue , MACT etc in subordinate courts and before High Court. He wHe was selected as direct recruit in higher judicial service as District and Sessions Judge on 22.01.2004 and was posted as Additional District and Sessions Judge Doda, served as District and Sessions Judge in various courts at Jammu, including 1st additional, 2nd additional ,3rd additional ,additional District and Sessions judge and Principal District and Sessions Judge Jammu. He was also remained posted as 3rd and 4th additional District and sessions Judge Srinagar ,Judicial member special tribunal, J&K at Jammu. One man forest tribunal Jammu and Kashmir, Principal District and Sessions Judge Leh, Principal District and sessions Judge, Rajouri. Lastly was posted as Principal District and Sessions Judge, Jammu, from where he was elevated to permanent judge of High Court of Jammu and Kashmir. He took oath on 06.06.2017 as High Court Judge. [Source: Jammu and Kashmir High Court Website]Next Story
ABC News(NEW YORK) — It’s good to be King and now one proud pup has the official title to match his moniker. The 7-year-old wire fox terrier was named best in show Tuesday night at the 143rd Westminster Kennel Club dog show.“It was overwhelming to me,” King’s handler Gabriel Rangel said on ABC News’ Good Morning America the morning after taking top prize at Madison Square Garden in New York City. “I was very proud of him.”King, whose full show name is Kingarthur Van Foliny Home, became the 15th of his breed to be named America’s top dog. “They have historically had the most wins but, you know, today we’re really here to celebrate this dog,” Westminster director of communications Gail Miller Bisher said. “This dog is a beautiful example of the standard.”Head judge Peter Green, who Rangel called “a national treasure” and “mentor” for terrier people, examined King’s eyes, ear shape, coat texture and condition. “It takes a lot of work to get a terrier to this point,” she said. ” It takes somebody who has the skill and know-how.”Placing second was a Havanese from the toy group named Bono. A Sussex spaniel named Bean from the sporting group and a longhaired dachshund named Burns from the hound group joined Wilma the boxer and Baby Lars the bouviers des Flandres in the final ring. More than 2,800 dogs entered the competition.With King, Rangel won for the third time as a handler, working with Sadie the Scottie in 2010 and Sky, another wire fox, in 2014. “Gabriel has been doing it for many years and it takes several months to get the dog ready for the show,” Bisher said. Fun facts about King, the Best in Show winner:NicknameHe goes by “The King”Post-Win TreatHis favorite meal to indulgence in is a steak dinner. Daily Training King conditions on the treadmill as well as takes long walks. Favorite Play Time Activity“He loves to play ball all day long,” Rangel said. Favorite ToyLike most animals his favorite toy is something that belongs to his humans, their sandals. Favorite TV Show Good Morning America Pump Up SongKing’s favorite jam is by Queen — “We Are the Champions” Quirky HabitThe fox terrier is known to suck on the corner of his dog bed. Copyright © 2019, ABC Radio. All rights reserved.
Traditionally employee benefits have been fixed and non-negotiable. However,times have changedThere is a long history of companies offering extra benefits to theiremployees in exchange for a portion of their salary. Manufacturers have offeredemployees the chance to buy their company’s products at a reduced rate forhundreds of years. More recent developments include the opportunity to vary pensioncontributions, or to put money into company share schemes. However, over the past five years or so, the concept has evolved beyondthese simple beginnings to offer employees a far wider choice and greaterpersonalisation of their benefits. The ‘home’ of flexible benefits is the US, where the concept is stronglyestablished. With a limited national health service, medical insurance is theresponsibility of the individual, and is a key consideration in the overallbenefits package an employee receives. There are numerous instances of healthcare organisations to choose from andUS organisations tend to provide employees with a degree of choice inhealthcare provider. As such, the US HR function has been built on the need tooffer a wider choice to employees. This made the transition for offering morechoice with other benefits such as company cars and sports club membershipeasier. 1. Why choose flexible benefits in the UK? For most businesses, employees represent the lifeblood of the organisation. Finding and retaining high quality staff can be the difference betweenmarket leadership or business failure. A satisfied workforce leads to highermorale and greater productivity. Organisations known for a progressive approach towards employment havegreater ability to attract the type of employees they want and need to runtheir businesses effectively. One way for companies to attract and retain high quality employees is toprovide them with a flexible benefits package, giving them scope to make theirown decisions about the composition of their remuneration package. 2. Why don’t we all have flexible benefits then? The nature of this approach to employee benefits means there is usuallyheavy administration involved. In the UK, without the driver of medicalinsurance, while many companies would like to offer their employees a greaterdegree of choice in the benefits they receive, the costs involved have beenprohibitive. A number of schemes started in the UK in the 1990s have been scaled back orstopped altogether. Research conducted in the UK by RebusHR showed thatinterest remained strong, but there were strong reservations about thepaperwork involved. 3. What has changed recently to solve this? Since the 1990s, technology has strongly advanced, especially withdevelopment of wider networks and the internet, and growth in e-HR andself-service applications. Companies like RebusHR, working with Microsoft andothers, have developed new applications that reduce administrative needs. As aresult, many organisations are rethinking their attitude towards flexiblebenefits. 4. How do such schemes work? A flexible benefits scheme enables an organisation to offer its employeesgreater choice in the composition of their salary packages. Rather than givingemployees a specified salary and set additional benefits that can either betaken or left, the fundamental concept is that an employee is given a packagevalue and is able to select their benefits within pre-defined limits. These schemes cover a broad range of benefits from traditional items such ascompany cars, healthcare and pension contributions, to leisure club membership,retail vouchers and even free fruit. An organisation may also extend its schemeto provide flexibility in terms of holiday entitlement, allowing employees toexchange annual leave for other items within the flexible benefits scheme. 5. What are the key business benefits? There are several business reasons that might contribute towards anorganisation’s decision to begin a flexible benefits scheme, ranging fromattraction and retention of employees to government legislation. For example, a company that has been involved in merger or acquisitionactivity may have a diverse range of packages for staff undertaking similarroles. It may require considerable flexibility to accommodate valuable staffthat had agreed a favourable package while employed by the merged or acquiredcompany. Similar pressures apply when a company begins to operate in new territorieswhere the workforce has different demands to its domestic staff. Taxefficiencies may also vary between regions. If organisations have the flexibility to adapt to different legislativeenvironments, they can pass tax efficiencies on to employees. Another important consideration is lifestyle changes. Younger employees maybe more inclined to trade in holidays for a higher salary, whereas olderemployees may be more concerned about the level of their pension contributions.Organisations also tend to be able to attract discounted rates for itemscovered within a benefits scheme. So, for example, employees would benefit bychoosing sports club membership at a discounted rate within the flexiblebenefits scheme rather than taking the value in the form of a higher salary andthen joining the same sports club at the full rate. Similar employee benefitsarise where a company can offer a not-for-profit service, such as a crèche orcompany loan, within a flexible benefits package. There is also legislative pressure – companies being asked to provide betterwork-life balance options (for example childcare) can build this into theoverall package. 6. Who can benefit from flexible benefits? Market research by RebusHR reveals a growing awareness of, and interest in,flexible benefits among large organisations. The first customers for the newapplication are likely to be existing clients that have already expressed aninterest in flexible benefits. The company also has plans to introduce flexiblebenefits for its own employees using the new application. “A scheme of this scope tends to be more suitable for medium to largeorganisations, those with 500 or more employees,” says Kevin Shepherd,senior product planning manager at RebusHR. He adds: “We expect the flexible benefits application to beparticularly popular among dynamic and ‘culture conscious’ companies whichpride themselves on providing a flexible and rewarding workingenvironment.” Eight key business drivers for introduction of flexible benefits– Attraction and retention of staff– Globalisation– Mergers and acquisitions– Tax efficiencies– Group rates– Reduced third party costs– Not-for-profit service– Government legislation/pressureFlexible benefits researchThe research gives an insight intocurrent experiences of using flexible benefits schemes, perceived advantagesand disadvantages, and future plans. The findings are based on an independentsurvey involving 156 telephone interviews with senior HR managers, sponsored byRebusHR, carried out by Sandheys Consulting during 2002. All of theorganisations involved employ more than 500 people and represent a cross-sectionof industry sectors.Keyfindings– The number of organisations with a flexible benefits schemeor planning to introduce one has doubled in the past two years– Flexible benefits are seen as a weapon in the battle torecruit and retain high-quality staff– The growing popularity of flexible benefits reflects theconcern of HR with work-life balance issues– The main opposition to schemes is around the amount ofadministration workload anticipated and the challenges involved incommunicating the changes to employees– There have been problems with the accuracy of data andintegration with the other information systems within organisations1. Why organisations introduceflexible benefits25 per cent of the organisations interviewed either alreadyhave or plan to implement a flexible benefits system within the next 12 months.No organisations have any doubt about the advantages of having a scheme100 per cent of firms with a scheme said it is beneficialbecause it allows staff to vary or choose benefits to suit their lifestylerequirements100 per cent agreed it helped or would help with recruitment,motivation and retention of staff. A small number also thought a scheme is auseful incentive in mergers for harmonising benefits, for negotiating betterdeals with benefits suppliers, and as an example of innovative thinking in HREven among those organisations with no plans for introducingflexible benefits, there is little uncertainty about what could be gained:89 per cent believed a scheme would help staff to choosebenefits to suit their lifestyle requirements87 per cent acknowledge it would help with recruitment,motivation and retentionWhat they said:”To attract, motivate and retain staff: these were ourmain objectives. We had benefits available, we just had to change them into aflexible benefits scheme.”HR manager, financial services company”It acknowledges that people areindividuals and not cattle.”HR manager, management consultancy”Flexible benefits helps in asituation where an employee has a problem and perhaps needs extra time off, orthey have a debt problem and need advice. It allows a difficult situation to betaken care of by the employee with the help of the employer.”HR manager, local authority”It opens up the range ofbenefits to more staff and removes the grade or status factor from benefits.”HR manager, leisure services company2. Reasons for saying ‘no’ toflexible benefitsMany companies aren’t ready to make the change. The five mainreasons given were:– Current levels of benefits are considered acceptable– Company culture is not appropriate for such a scheme– Introduction and administration costs would be too expensive– It has never been considered – Lack of manpower resourcesThe responses reveal a cautiousapproach, where organisations appear not to believe it is worth overcomingknown challenges to reach the potentially large, but more unknown, rewards forthe business as a whole.What they said:”It may not fit with the company philosophy, and there isthe burden of flexible benefits administration.”HR manager, financial services company”We are heavily trade unionisedso we have to be careful. We need to do it in conjunction with them, and it issomething we are looking at. Unions, so far, are positive in their attitudes toit.”HR manager, manufacturing company3. The challenges of administrationNone of the respondents expect it tobe easy. Few organisations are able to introduce a wide-ranging new schemeintegrated with existing systems without overcoming some complex challenges,both technical and human.Asked about the difficulties they hadfaced or expected to face:43 per cent of interviewees pointed to the additional workloadand administration caused37 per cent were concerned about communicating changes toemployees28 per cent with deciding which benefits to offer andcalculating their value28 per cent with the need to upgrade information systems andmerge different employee databases26 per cent had struggled with, or expected to struggle with,getting the right information in place to administer and maintain the system23 per cent with training the workforce to use the systems andrefer to them in annual reviews18 per cent with the time and costs of setting up a scheme9 per cent with the basic complexity of the scheme and 5 percent with measuring the perceived benefits, finding a supplier/outsourcer tohandle the scheme, and the possible mixed reception from managers and workers9 per cent said they had not experienced, or did not expect toexperience any real difficulties.What they said:”It’s very challenging to administer two different car andpension schemes.”HR manager, accountancy firm”Flexible holidays were fine,but childcare vouchers threw up tax problems – a minefield on tax and NIcontributions.”HR manager, banking sector company4. What benefits – and which arethe biggest challenge to introduce?The following are currently the mostcommonly offered benefits, or are benefits that organisations are planning tooffer:Benefit %Private medical insurance 90Holidays 83Life assurance 83Pension scheme 75Health screening 63Dental insurance 63Critical illness insurance 63Permanent health insurance 63Company cars 60Pensions (additional voluntary contributions) 60Personal accident insurance 58Childcare vouchers/allowance 55 Leisure club membership 50Travel insurance 45Dependant’s pension on death in service 45Financial counselling 40Training and development allowance 30Retail vouchers 28Private car leasing 25Health cash benefits 20Legal expenses insurance 10Benefits most likely to be added toexisting schemes in the future are retail vouchers, childcarevouchers/allowance, financial counselling, health cash benefits, legal expensesinsurance and travel insurance.Administration workloads appear not to be a seriousconsideration in terms of which benefits are offered. There is no relationshipbetween the difficulty in administering particular benefits and theirpopularity. Benefits which cause the most headaches are thought to be: companycars, holidays, leisure club membership, training and development allowance,childcare vouchers/allowance, pension schemes, AVCs, financial counselling andretail vouchers. The least problematic were considered to be: personal accidentinsurance, private car leasing, health cash benefits and dental insurance.What they said:”We have outsourced it to save on administration – theyare the experts. We can exchange data in standard format and service is prettygood. Annual enrolment by employee is done personally via our company intranetsite to the provider direct.”HR manager, financial services company”It’s early days, and we aredoing it slowly. The providers have not always offered what they said theywould, leaving members of staff saying ‘I told you so, it doesn’t work.’”HR manager, building society Where did the idea of flexible benefits come from? And other frequently asked questionsOn 24 Sep 2002 in Auto-enrolment, Personnel Today Previous Article Next Article Comments are closed. Related posts:No related photos.