According to the Centers for Disease Control and Prevention, there are more than 125 health conditions that oral health can affect or be affected by. Conditions as widely varied as cardiovascular disease, HIV/AIDS, obesity and autoimmune disorders are intertwined with oral health. For example, the CDC says adults who have diabetes are almost twice as likely to have gum disease as non-diabetic adults.
The Employee Benefits Blog
Now that open enrollment is over, you and your employees can breathe a sigh of relief and forget all about this for another 10 months or so, right? Wrong.
Now that employees have made their selections and may be working diligently to become healthier or more financially savvy in 2016, they’ll be heading to the doctor or financial planner and will have questions. Your job, as their HR or benefits pro, is to be ready to answer questions and remind them of the impact their choices will have. Be ready to explain to employees that a high deductible plan will mean a little more cash out of pocket during a doctor’s visit, but saves them money in monthly premiums. Provide details about life insurance and disability plans so they can meet their financial goals and protect their income.
Managing employees in the retail industry can be tricky. After all, many retail positions are seasonal or part-time, and turnover is always an issue. One study from the Hay Group found a 67 percent turnover rate for part-time retail employees in 2012, for example.
Companies typically use wellness programs to better their bottom lines. They incentivize various healthful activities for the staff and, in theory, the staff becomes healthier and more productive. Most companies have taken the incentive approach and let employees decide what they value more. Some employees want the gift —- the discounted insurance, gift cards, a half day off or whatever the company offers. Some simply value their lifestyle as is, and don’t want to change. To reach those employees, some companies have chosen to offer disincentives.
When it comes to the Patient Protection and Affordable Care Act, it can feel like history is repeating itself. Also known as the ACA or “Obamacare,” the Act has seen a pushback in timelines, delays in implementation and yearly changes as some regulations go into effect over time. It can be confusing and frustrating to stay on top of everything, but that’s going to be the reality for the coming year. HR must play a leading role in helping their organizations and employees understand what the ACA means to them; here’s what you need to know for 2016.
Do your employees seem stressed lately? Do you know the warning signs to watch for?
Employee stress costs companies billions of dollars a year in lost productivity and turnover. It can take a toll on health costs and morale. Between looming economic uncertainty, depressing world events and everyday work/life stressors, there’s plenty to be worried about. Add to that employees who may be taking on extra work as a cost-saving measure at your organization, or who simply have a dangerous job, and the stress can pile up and take a toll.
Stress happens to all of us at some point, but if it’s becoming chronic at your organization, it’s time to look into the causes and try to help with some solutions. We hope the following articles shed some light and help lead your team toward sunnier days.
As benefits project manager at Winston Benefits, I work with clients on benefits implementation and open enrollment. I’m right on the front lines with HR professionals as they switch their benefits administration system to an online platform, prepare for open enrollment and reassess their benefits offerings. I know how much work it takes to manage benefits for a company of any size. My job gives me insight into what every organization should know about managing benefits with a partner. Here are some tips I’ve learned.
This is a guest post with employee benefits compliance advice from Winston Benefits partner Joe Lazzarotti, a benefits attorney and practice group leader at Jackson Lewis P.C. He specializes in employee benefits counseling, with a heavy emphasis on health benefits and the Patient Protection and Affordable Care Act.
More and more employers are recognizing one of the best features of voluntary benefits: their customization potential. Just like a bespoke suit, voluntary benefits can be tailored to fit the unique needs and demographics of your organization. They can offer financial planning tools to young staff saving for a first home or those nearing retirement. Vision and dental coverage can benefit families of all ages, and critical illness coverage can especially help certain populations as they age or if they have other risk factors for a serious illness.
Employee benefits are always changing. While you may have just come off your open enrollment season, it’s never too early to start thinking about the next season’s offerings and whether you’re putting together a benefits package that employees will truly value. These are the employee benefits trends we’re expecting to take hold in 2016. How do your benefits plans stack up?
Topics: 2016 employee benefits trends