While managing core benefits (pay, health care, retirement and vacation/paid time off) takes up a large portion of HR executives' energy, Losch said employers are focusing on non-core benefits now more than ever to meet the demands of today's workers. Popular non-core benefits include:

Remote work options;
Unlimited PTO, which Losch noted does not always work well because employees tend to not use their PTO when they're not forced to;
Child care benefits through partnerships with local day care centers (onsite day cares tend to carry too many risks);
Private offices and workspaces (workers have found the "open office" trend to be too distracting, she noted);
Benefit offerings for part-time workers;
Student loan repayment;
Assistance with fertility and adoption services;
Financial wellness (employees suffering from financial difficulties can become highly distracted at work, Losch said); and
Small inclusion and recognition efforts, such as a paid lunch or happy hour for employees who have gone the extra mile.

Scott Blakeslee, CECL product director for Visible Equity.

Using the Time Before the CECL Deadline Wisely

The effective date of the Current Expected Credit Loss (CECL) standard may have been delayed until January 2023, but if credit unions want to be fully prepared for the new compliance requirements, they should not slow or procrastinate their efforts, Scott Blakeslee, CECL product director for Visible Equity of Salt Lake City, Utah, warned attendees in his session. He said there are three key things credit unions should be doing to prepare for the CECL standard – which is designed to give financial statement users decision-useful information about a financial institution's expected credit losses – despite the delay:

Instant Insights /

MAXX Sessions Highlight CECL Prep, Benefits Trends: Onsite Coverage

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