by jeffp | May 20, 2015 | Employee Benefits
Employees care about benefits, and the package you offer can make the difference between maintaining a top-notch staff and losing your best workers to the competition. While federal law mandates some perks, including time off to vote and serve jury duty, others are purely voluntary offerings intended to improve the health, happiness and productivity of your workforce.
Of course, you should be aware that a rock-solid benefits program requires more than a health plan and some sort of time off. In fact, surveys have repeatedly shown that there are many other types of benefits employers can offer that are attractive to workers and pack a positive psychological punch to boot. They don’t even have to cost a bundle. Consider the following low to no-cost benefits that really add up.
Heartfelt Appreciation – Taking the time to thank employees for a job well done has never really gone out of style. When workers feel appreciated and know their contributions are valued, you build employee loyalty and longevity. That’s not just good for company culture; it will also benefit your bottom line.
Employee Ownership – Workers who feel like stakeholders in your business will be more committed to and satisfied by the work they do. Ownership can be creative—it doesn’t have to involve stock grants. While bonuses tied to organizational performance can play a part in an employee ownership program, allowing your staff to play a direct role in decision-making processes may provide an even greater incentive.
Professional Development – Your best workers likely have a vision for their future. You can help them get there by paying for additional training and providing mentoring opportunities. Not only will you increase your company’s core competitiveness by bettering your workforce, you’ll also build employee loyalty.
Flexible Schedules – If you want to improve productivity, allow workers to create schedules that best fit their lives. Top-notch performers who are capable of self-management will find a flexible schedule particularly appealing—maybe even more so than a raise or promotion.
Telecommuting – While Yahoo may have cut telecommuting as an employee benefit, it’s still growing in popularity at many other companies. If your business will allow employees to work from just about anywhere, telecommuting can be a very attractive option. It may even reduce your staff’s usage of sick days.
Guilt-Free Vacations – Our modern-day corporate culture often makes employees feel guilty for taking the vacation time they’ve rightfully earned. Unfortunately, discouraging time away from the office only leads to a burned out, uninspired workforce. Require your employees to use their vacation time and they’ll come back rested, recharged and full of renewed enthusiasm.
Wellness Programs – From an onsite gym to the occasional yoga class or visit from a nutritionist, there are many ways you can incorporate wellness into your employee benefits package. A healthier workforce means improved productivity and fewer absences. When employees work out together, a wellness program can also build camaraderie and morale.
Talk with your benefits provider about other ways you can economically expand the benefits you offer to your employees. You may be surprised at the difference a few low or no-cost additions can make in employee retention, productivity and your bottom line.
by jeffp | May 7, 2015 | Employee Benefits
Workplace wellness programs are benefits that employers offer voluntarily or mandatorily to their employees to promote wellness and fitness. Employees benefit from these programs that encourage employees to quit their unhealthy habits such as drinking and smoking and take up exercise.
The benefits of the workplace wellness programs can be helpful for both the employees and employers, if legally implemented. Employees benefit by becoming healthier; thus, reducing the risk of having more serious health problems. As a result, employers will pay lower costs for health insurance. Employers can also receive larger profits because of the increased productivity of their employees.
There are two types of wellness programs. The first one is voluntary. This program’s implementation is at the employee’s discretion to participate or not. Usually, there are rewards and incentives given to the employees who will participate. The second is mandatory. This requires the employees to undergo the wellness program. Mandatory wellness programs often penalize employees who will not participate.
Although both the employers and employees benefit on the wellness programs, legal issues may still arise. The implementation of the workplace wellness programs must comply with the state and federal law. These laws or acts are Health Insurance Portability and Accountability Act (HIPPA), Genetic Information Non-Discrimination Act (GINA), American with Disabilities Act (ADA) and Age Discrimination in Employment Act (ADEA).
Health Insurance Portability and Accountability Act (HIPPA) requires the employers to keep the medical records of their employees. It is also their responsibility to keep their employees’ medical information private, only to use it in a legal way. Employees benefit from this because it allows equal opportunities and incentives for everyone who will participate in the wellness program.
Genetic Information Non-Discrimination Act (GINA) gives the employees the right not to disclose their genetic information. An employer must not request or require his employee to disclose such information. Medical family history is also included in the said information. Because of this, the employees are eligible to undergo the wellness program of their organization. They also have the right to receive the proper amount of insurance premium without disclosing their genetic information or family medical history.
American with Disabilities Act (ADA) prohibits the employers to ask their employees on their disabilities. The disabled employees benefit from this because they still have the right to participate in a wellness program voluntarily without any fear for punishment.
Age Discrimination in Employment Act or (ADEA) is applied to workers who are over 39 years old. This act does not permit the employers to discriminate their workers based on age. Every wellness program must be flexible on age and health conditions of their employees.
It is recommended for employers, who want to establish a wellness program, to hire an experienced professional who will guide them. Employees should understand the legalities involved in the wellness programs implemented in their workplace.
Contact us with any questions you might have on workplace wellness or other employee benefits.
by jeffp | Apr 29, 2015 | Employee Benefits
As anyone with more than a handful of employees knows, enrollment and management of employee benefits is a frequently tedious, time consuming process. Between the constant fight to remain in compliance with HIPAA and other federal and state laws, open-enrollment periods that can keep HR professionals tied up for weeks at a time, and the usual demands of hires, fires and COBRA issues, you have a major man-hours project on your hands.
While good HR is vital, these hours invested don’t represent direct revenue to the company. Anything you can do to streamline your HR operation while still fulfilling the essential functions of the department is a plus.
That’s why more and more employers are turning to automation. Software developers are creating ever more specific solutions to common business problems – and there are now a number of “off-the-shelf” solutions specifically for employee enrollment.
In the right situation, and investment in technology can provide the following benefits for employers:
Decreased costs. Paper forms tie up two workers: The rank and file or management employee who has to fill them out, and then the HR worker or manager who has to instruct the worker in completing the forms, and who must then, in a separate process, enter the information into multiple insurance carrier portals and file them. Automation can save multiple man-hours per enrollment, freeing workers up to do more productive tasks.
Improved compliance. Software packages typically come with high-quality encryption and built-in safeguards against the accidental disclosure of personally identifiable information – a potential felony under the Health Insurance Portability and Accountability Act. Penalties for even accidental disclosure are steep. And one slip-up accidentally sending the wrong Excel spreadsheet to the wrong person can result in severe consequences for the employer.
Using a well-designed software package can help segregate your employee benefit information from other files, and assist you with stripping out sensitive information in your reports – lowering your liability.
Lower error rate. Employers have been sued over manual input errors, where an HR worker accidentally mis-typed information from a paper form into a computer. By using an automated solution with a built-in employee verification system, you eliminate a significant source of potential error – and protect workers at the same time.
Improved Convenience. Many carriers or providers feature an online portal that employees can use to enroll and make changes in their coverage. For example, BenefitFocus offers a customizable interface that employers can brand with their own logo and company information.
Not only do employees enter their own enrollment information and select options from the benefit menu with a few clicks, but the portal itself streamlines communication with the employee: The employer can place messages, alerts and bulletins concerning their benefits right there on the portal, so employees get the relevant information precisely when they need it: When actively engaged in the process of making enrollment and benefit decisions for themselves and their families. This was the specific solution chosen by the State of North Carolina, which had to scale up their outreach to as many as 400,000 state employees and 270 agencies.
The advantage to employees was substantial. Adoption of an automated system, including an interactive portal, had the following benefits:
- Employees could specify their own language preference.
- Compare plans side-by-side
- Update beneficiaries easily and quickly – without putting HR staff in the middle of the process, creating the possibility of error or delay.
- Initiate changes to benefits themselves – again without tying up HR staff or company management.
- Update personal information
- Watch educational videos.
Improved Services. Automation can help your HR staff be more proactive about reminding workers of upcoming open enrollment and other deadlines: Some programs allow you to enter key deadlines and reminder dates in the system, alerting HR staffers about when it’s time to issue another communique to workers. Who wins? Everyone. Your HR operation becomes more efficient and pro-active. Your workers get more lead time to make important decisions regarding their enrollments.
Connect Workers with Benefits. Some platforms allow workers to log onto a Web platform to handle changes to their own plans. Normally, valuable benefits are “out of sight, out of mind.” But automation allows and encourages workers to get involved with the administration of their own plans, so they can see their value.
Smoother Open Enrollment Processes. Open enrollment doesn’t have to be ‘panic month’ for your HR workers and managers. A well-oiled and automated process can streamline your open enrollment processes tremendously – and reduce their spillover into operations. That means improved productivity for all workers – not just your HR people.
Reduce Paperwork. Online employee portals and in-house, HR-operated solutions both enable paperless, automated communication with plan carriers and vendors. At the same time, the employer’s exposure to HIPAA privacy violation is reduced, simply because there is much less paperwork to find its way into wastebaskets and out of the building, where personally identifiable health information could possibly be compromised.
Prevent Fraud. Some online enrollment portals, including Ebix’s Fringe Facts eEnroll Online solution, include an “audit check” option to verify dependent eligibility. This way, only individuals eligible for coverage are allowed to enroll in the plan, controlling overall plan costs.
More and Better Options. Some companies avoid certain kinds of benefits because they take too much trouble for HR workers to administer. For example, while many employers would love to offer their employees the benefit of flexible savings accounts, 401(k) loans, or a fully-stocked Section 125 “cafeteria” plan with all the fixings, some employers shy away from these options fearing an extensive commitment to ongoing administration. After all, if you offer a 401(k) loan option, or an FSA, you may find that your HR professionals could spend an inordinate amount of time explaining them, handling paperwork, and processing transactions. Some software packages fully automate these processes, allowing the employee to do everything online – leaving your HR workers free to pursue more profitable projects.
by jeffp | Apr 16, 2015 | Employee Benefits
According to a 2013 employer survey conducted by Accelir, a human resource strategy advisory firm, 91 percent of companies include a service rewards program as part of their employee benefits package. In addition to traditional milestone awards for five, 10 and 20 years of employment, many of these companies are beginning to recognize employees after as little as one year of service.
It’s a smart trend considering the generational transition occurring in today’s workforce. According to data from the Bureau of Labor Statistics, average tenure at U.S. jobs is currently less than five years. And the Millennial generation—born between 1981 and 1997—often stay with one employer for a maximum of three years.
While regular service rewards can boost employee engagement—and, therefore, productivity and profits—many companies put little thought into what their workers might actually want. They award customized pens, coffee mugs, and impersonal gift certificates—failing to maximize the potential benefits of their program as a result. Fortunately, there are other options. Consider these suggestions to get the most from your service rewards program.
- Make it personal – If you’re going to take the time to recognize an employee for his or her years of service, put some real effort into it. Boilerplate letters, cards or emails addressed to “valued employee” aren’t going to cut it. Whether you do it yourself or have your assistant tackle the task, purchase a unique card that suits your employee’s personality. Make sure you include a personalized note that proves you are aware of his or her individual contributions to the company.
- Give something they actually want – Sure, there are businesses out there that will provide you with a catalog of customizable service awards—from the aforementioned pens to wall plaques—and using them might make running your program a little easier. But you’re not going to get the results you want. Instead, find out what your employees really desire—then provide it. Take generational differences into account and stock up on a range of options.
- Offer more than service awards – If you’re only thanking your employees for their hard work every five years, your business is likely suffering the consequences of disengagement. Even annual recognition—while certainly something to look forward to—may not be enough. Instead, look for reasons for frequent celebrations. Everything from birthdays, weddings and new babies to the achievement of quarterly business goals can merit a party.
When you make employee recognition and appreciation a part of your company culture, your business will naturally benefit. For additional tips on enhancing your service rewards program or any of your other employee benefits, contact us today.
by jeffp | Mar 31, 2015 | Employee Benefits
Should employers concern themselves with the wellness of their workers? If employers want to spend less for health care costs, the answer is yes. This claim is based on many studies on big companies that adopt a wellness plan.
Doctors Richard Milani and Carl Lavie studied how a wellness program helps lessen the medical costs in a certain company with 185 workers. The employer implemented an exercise training and cardiac rehabilitation for his employees as a wellness program.
Some of the workers were classified as prone to heart problems based on their blood pressure, body fat, anxiety, etc. After 6 months, 57 percent of those prone to heart problems were reclassified as low-risk. It was observed that there was a significant decline of medical claim costs by $1,421 per participant.
Other companies, such as Johnson & Johnson, SAS Institute, Biltmore Tourism Enterprise, Chevron, MD Anderson Cancer Center, and others reported large wellness plan investment returns. Undoubtedly, as these big companies as show, adopting a wellness program really helps companies gain more annual yields.
Laying down a list of considerations in choosing a wellness plan provider would not give justice to the complexity of wellness issues. Instead, consulting a wellness expert should be the paramount consideration. Contacting or subscribing to a newsletter provider for assistance with workplace wellness plan is also an equally important consideration.
Nevertheless, a company must consider the following important points before adopting wellness program.
Consider how to make the workers participate in the wellness program.
Some employees do not want to participate in the program for various reasons. One might cite no interest in doing exercise. Others may say they are too busy to participate. And the rest are just lazy.
Mistrust over the leadership of the company is another reason some employees are reluctant to participate. Remember that a wellness program is an unusual mandate. Employees who have mistrust over the leadership may doubt as to the real intent of the program.
It needs a persuasive, passionate, and persistent leadership to make employees participate in a wellness program.
To avoid suspicion among employees, the employers must show that the wellness program is not all about greater annual yields. The program must be projected as purely for the health benefits of the employees.
Middle managers should play a vital role in persuading the employees since they are the closest to them. In addition, wellness program managers must learn to adjust to the behavior of the employees in the workplace. Not the employees to the wellness program manager. A wellness program manager must be friendly, collaborative, and methodical.
Consider gradual implementation of wellness programs
Wellness programs should not be implemented all at once. Remember that a wellness program is unusual for most companies. Sudden workplace culture shifts may produce culture shock.
The best way to start the program is by making a plan that gradually introduces wellness concerns to the employees. In implementation, patience is needed. Make monthly meetings, for example, that discuss employees’ concerns and wellness. Once employees are introduced to the importance of wellness in the workplace, they are ready to accept wellness program.
Consider that wellness is not just physical, but also mental as well as social.
This must also be considered in choosing a wellness plan provider. Not all causes of employees’ absences and unproductivity are brought by physical problems. People may suffer from adverse stress and depression. These two problems are not only mental but also social, affecting mostly family members, friends, and officemates.
In choosing a wellness program and plan provider, consider adding guidance counseling. To cite a concrete example, Biltmore Tourism Enterprises offers, as part of its wellness program, a nondenominational chaplain service. This service gives advice to the employees regarding divorce, and other family issues like death, grief, child rearing, etc.
Also consider adding “fun” factor to the programs. Remember that everybody loves to do enjoyable activities and are more likely to participate if it isn’t drudgery.
Consider making the wellness plan low cost or free.
Providing low-cost or free health and fitness services to employees is a good way to promote wellness. Putting an on-site fitness or recreation center is now becoming common to larger companies.
Organizing health fairs is also effective to provide free health services to employees. Providing healthy, tasty and affordable food or snacks for employees will definitely promote good health.
Some companies view the provision of free services to their employees as part of their wellness program.
Consider Partnership with Health and Wellness Institutions
Partnerships with these institutions is governed by a give and take attitude. For example, some companies who have developed a partnership with local health institutions sometimes participate in their local medical practices. The trainees in the local health institutions make use of the employees of the partner company as subjects, while the employees receive medical attention for free.
Consider Communication
Here is where the media and the Internet play an important role. Companies who had successfully implemented wellness plans made use of different communication strategies. For example, Nelnet includes wellness-related messages in its weekly emails to their employees. And H-E-B developed competitiveness among units and departments that vie with one another to have their health-success stories featured on their website.
The Internet is also an effective source of new information about wellness. Make use of it. Many newsletters nowadays are sent through emails. It is a good idea to subscribe to a newsletter provider that assists their subscribers with wellness programs.
by jeffp | Mar 18, 2015 | Employee Benefits
It’s no secret that America’s workers are busy. Between family obligations (like sick kids or ailing parents) and necessary errands (like annual physicals and renewing driver’s licenses at the DMV), few can dedicate paid days off to real vacation time. Fortunately, some companies have found a way to remedy this situation. They call their solution “unlimited PTO,” and it combines paid sick days and personal/vacation days under one “paid time off” umbrella for employees to utilize at their own discretion.
So far, these vacation-generous employers are few. According to the Society for Human Resource Management (SHRM), less than 1 percent of U.S. employers currently offer unlimited PTO. While many are small start-ups, the policies are gaining popularity among larger employers as well. Recent companies with unlimited PTO policies mentioned in the news include Best Buy, Motley Fool and Netflix. The SHRM reports that another 2 percent of organizations are considering adding an unlimited PTO benefit within the next year. Should you join them? Consider the following pros and cons.
Pro: Fresher, energized employees.
Unlimited PTO policies allow workers to take time off when they need it. Whether they’re coming down with a cold or could just benefit from a “mental health” day, a small break enables them to renew and recharge. You’ll have more employees working consistently at 100 percent rather than plodding along, suffering from burnout out.
Pro: Reduced administrative work.
PTO policies require employees to use paid time off “within reason” while giving them the freedom to take time away from the office at their discretion. This means you (or your HR department) no longer have to track days off against vacation and sick time balances. You also won’t have to “pay out” unused time when an employee moves on.
Pro: More attractive benefits package.
Today’s workers value flexibility, making unlimited PTO an extremely attractive benefit in the eyes of potential hires. But there’s more: not only may offering unlimited PTO help you recruit the best new workers, it will also increase current employee loyalty. This means less costly turnover.
Con: Potential for unequal opportunity.
You obviously cannot allow everyone in your company to take time off at the same time. But making sure every worker has an equal opportunity to use PTO can be difficult. Even the best managers may find it impossible to coordinate a fair and effective schedule.
Con: Not all jobs work with unlimited PTO.
Some jobs require workers to be present, making unlimited PTO difficult to implement. This can lead to resentment between employees or departments where one’s job works well within the policy paradigm and the other’s does not. Unlimited PTO may also not work well within an industry that is unionized or at large organizations with hundreds of nonexempt hourly workers.
If you’d like to explore using unlimited PTO—or another new benefit—to enhance your company’s employee benefits package, we can help. Contact us today to learn more about the latest popular options.
