Some of the highlights from the survey from consultant Watson Wyatt:

• 53% say they’re not planning any layoffs for the next 12 months
• 67%  say they’re not going to use hiring freezes
• 76% aren’t anticipating salary freezes
• 70% won’t change employer contributions to 401(k)s and other retirement plans

There’s one idea lurking behind the numbers: The managers surveyed are saying, “We’ve done all we can to cut back, so there just isn’t any more we can do.”

On the downside:

• The managers surveyed said hardship withdrawals from retirement plans went up — 35% said they saw such withdrawals in February, compared to 44% in April
• Also in the February-to-April comparison, the number of companies that decreased or eliminated 401(k) matches went from 12% to 22%.

The numbers from the full report are at www.watsonwyatt.com/news/press.asp?ID=21018.

(Percentage totals do not add up to 100 because some respondents said they tried more than one approach.)

• Hiring freezes: 66%
• Wage freezes: 63%
• Layoffs: 60%
• Decreased benefits: 31%
• Furloughs: 18%

Some comments by the respondents:

“Concern among employees about being laid off, even though we are doing well and have communicated that many times.”

“Reassigned employees to new positions involving cuts in pay and, in some instances, benefits. More on the way.”

“Employees are borrowing against or withdrawing from 401(k)s at a higher rate than normal.”

“More motivational activity and employee-relations efforts. Employees are seeking a good and encouraging word.”

“We’re streamlining; all employees must do more with a tighter budget than last year’s. Managers must work harder to keep employees engaged, focused and positive.”

73%: Communication skills

13%: Decision-making skills

14%: Other

Many of those who responded said that a lot of problems could be solved if their managers had better communication skills — with their employees, their bosses, other managers and HR.

A practical skill-booster: One HR manager said her firm had found a way to give managers “practice” at communicating. The company hooked up with a local vocational school that wanted to give its students experience at interviewing for their first jobs.

So the company agreed that new managers would hold simulated interviews with the students — giving students and managers the experience of interviewing without the risk of making a mistake. The HR manager observes those interviews and gives the manager feedback that can be used in actual interviews and other communication situations.

71%: 401(k)

11%: Traditional pension

9%: IRA

9%: Don’t offer a retirement plan

The traditional pension is becoming less traditional all the time. Further proof: A survey by the Pension Research Council shows that in 1980, 40% of workers who had an employer-sponsored retirement plan said they were in a traditional pension plan.

And the surge in 401(k) and IRA investors shows just how vulnerable retirement plans — and the people covered by them – are to the ups and downs of the stock market.

Yes: 85%

No: 15%

Many of those who responded said they felt that an orientation session was a good investment of time because informed employees are less likely to walk into the HR office later with questions about their benefits.

A lot of HR managers said their companies had developed intranets to communicate benefits info; most of those with intranets still said they held orientation sessions, and introduced new hires to the company intranet as part of the orientation.

Some HR managers said they also held benefits “refresher courses” for veteran employees, highlighting changes in benefit packages, particularly the more complicated ones, such as FSAs..

Yes: 46%

No: 38%

Don’t have part-timers: 16%

Offering part-timers some type of benefits package has become popular as some companies try to attract nontraditional workers, such as retirees or some working parents who don’t want fulltime jobs but do want some perks.

Part-timers’ share of the workforce has been growing and is likely to continue growing. According to the U.S. Bureau of Labor Statistics, workers putting in fewer than 35 hours per week accounted for 23.9 % of the workforce in 2007, up from 18.3 percent in 1996. A lot of companies that rely on part-timers, such as Starbucks and UPS, use their benefits packages to attract higher quality workers away from the competition.

I almost always get back to them and let them know: 74%

I try to get back to them if I have the time: 23%

I don’t bother getting back to them: 3% 

In a recent survey, job-hunters said their No. 1 pet peeve was “HR people not getting back to me.” If you’re one who does get back to them, pat yourself on the back. If nothing else, it’s good PR for your company.

• 401(k) or similar: 73%
• Fixed pension: 5%
• A combination: 16%
• None: 6%

So it’s official: The fixed-pension plan is becoming a dinosaur. What’s gaining? Health Savings Accounts. 

At last count, about 6 million employees had signed up for HSAs, the high-deductible plans that allow workers to shelter earnings they don’t use for medical expenses. 

To read more about how HSAs are used – and why some experts oppose them – click here.

None: 72%

1 to 5: 23%

More than 5: 5% 

If you have employees who go on active duty or are reserve members who could be called into active duty, stay abreast of the two military-related changes to the Family and Medical Leave Act:

Service Member Caregiver Leave
FMLA leave for this purpose can be up to 26 weeks (rather than the standard 12 weeks), and is available to individuals who may not be family members under the current definition in the FMLA, and can be related to conditions that may not be “serious health conditions” as previously defined by the FMLA.  An employee who is a spouse, son, daughter, parent or nearest blood relative to a member of the Armed Forces who is being treated for, recuperating from or is on the temporary disability retired list due to a serious injury or illness is entitled to a total of 26 work weeks of leave during a 12-month period to provide care for the service member. 

Note that “serious injury or illness” is defined in the amendment as an injury or illness incurred in the line of active duty that may render the member medically unfit to perform the duties of the member’s office, grade, rank or rating.  This leave is only available during a single 12-month period.  The U.S. Department of Labor has stated that employers need to comply with this portion of the amendment immediately and will be issuing regulations in the future.  In the meantime, employers need to use “good faith” in providing Service Member Caregiver Leave. 

Family Leave Due to Call to Active Duty
Employees also are entitled to FMLA leave due to a “qualifying exigency” arising out of the fact that a spouse, son, daughter or parent is on active duty or has been called or notified about an impending order to active duty in support of a contingency operation. 

Contingency operations involve actions, operations or hostilities against enemies of the United States or opposing forces or active duty during a war or national emergency. 

Yes: 73%

No: 27%

Usually, understanding – and caring about – retirement needs increases as employees get older, and our respondents confirmed that in most instances, it was the older employees who had a better grip of what they’d need for a comfortable retirement.

What are HR managers doing to increase awareness?

– Some bring in third-party retirement-plan administrators, such 401(k) plans, to educated employees about the finances of retirement.

– Others hold retirement-planning orientation for new employees to make them aware of the needs and promote participation in company retirement plans.

– Still others are making employees aware of healthcare-coverage needs for retirees, and to what extent the employer will cover those needs. (About half of all private employers provide some type of health coverage for their retirees.)