High-stress, demanding retail positions where constant customer demands are front and center can leave employees feeling overwhelmed and burnt out, resulting in lower productivity and higher turnover for employers.

Increasing societal awareness of mental health issues, and a general push by employees to recognize their lives outside of the workplace, has fueled a growing call for retail employers to respond to the evolving workforce needs. Retail employees, particularly the younger generations, increasingly seek employers that provide non-traditional benefits as part of a comprehensive benefits program. Consequently, many retailers are prioritizing employee mental health and other wellness-related benefits. The availability of these benefits not only helps recruitment and retention, but it also shows the employer’s investment in the well-being of employees as people and can help companies establish themselves as an employer of choice. More…

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Photo of Kellie M. Thomas Kellie M. Thomas

Kellie M. Thomas is co-leader of the firm’s Employee Benefits practice group. Her goal with every client is to provide practical and straightforward advice that breaks down and makes accessible the myriad issues and considerations arising under ERISA, the Internal Revenue Code (including…

Kellie M. Thomas is co-leader of the firm’s Employee Benefits practice group. Her goal with every client is to provide practical and straightforward advice that breaks down and makes accessible the myriad issues and considerations arising under ERISA, the Internal Revenue Code (including Sections 280G, 401(k), 403(b), 409A and 457(b) and (f)), the Affordable Care Act, COBRA, HIPAA, and the various other federal and state laws and regulations affecting benefit plans.

As part of her day to day advice and counsel work, Kellie regularly reviews, drafts and amends self- and fully-insured health and welfare plans; cafeteria plans; qualified and non-qualified retirement plans; employment, consulting, severance and change in control agreements; and stock option and other equity-based compensation plans. She drafts and prepares submissions under the Internal Revenue Service’s Employee Plans Compliance Resolution System and the Department of Labor’s Voluntary Fiduciary Correction Program, and reviews and qualifies proposed Qualified Domestic Relations Orders and Qualified Medical Child Support Orders. Kellie also counsels on corporate governance and fiduciary matters, including the structure and duties of retirement and benefit plan committees.

Kellie also has extensive experience advising on all benefits-related aspects of corporate transactions, from due diligence and transaction document negotiations to benefits integration following a closing. She particularly enjoys building relationships during the transaction process that continue after the deal is done.

Photo of Kent Maze Kent Maze

Kent Maze is an associate in the Chicago, Illinois, office of Jackson Lewis P.C. He assists employers with ERISA, executive compensation, and employee benefits matters.

Kent works with all types of employer-provided employee benefit plans and executive compensation arrangements. He enjoys helping clients…

Kent Maze is an associate in the Chicago, Illinois, office of Jackson Lewis P.C. He assists employers with ERISA, executive compensation, and employee benefits matters.

Kent works with all types of employer-provided employee benefit plans and executive compensation arrangements. He enjoys helping clients drive success by developing creative, practical solutions. As a former high school teacher, he excels at presenting material in a clear, accessible way. One of his favorite parts of his practice is helping clients understand this complex area of the law. Kent has successfully represented employers in front of the IRS, Department of Labor, and the Pension Benefit Guaranty Corporation.