9 things to leave off your LinkedIn

In our rapid-fire digital age, the Internet has completely revamped the way we traditionally look at recruiting. Resumes are sent as PDFs, online portfolios reign supreme, and LinkedIn has become the new Facebook for recruiters in every industry.

Wondering what you shouldn’t include on your LinkedIn profile in order to appear as marketable as possible to potential employers? Read on to find out.

1. Job titles that don’t say what you really do

When trying to describe your previous positions, it works to your advantage to be as precise as possible. That way, recruiters know exactly what your skillset is, and how it might fit into their company.

2. Your age

Unfortunately, some people have reservations hiring someone they think is either too young or too old. Don’t get knocked out of the running for a job by including school graduation years or other age identifiers.

3. Bad spelling, punctuation, and grammar

When writing up descriptions of your responsibilities in each job, take care to avoid punctuation, grammar, or spelling mistakes. Look at it as a test of your writing and communication abilities—highlighted for everyone to see.

4. A goofy profile photo

Unfortunately, some people don’t seem to realize that LinkedIn is not the place to put a goofy or odd profile photo—unless you’re looking for a job at the local comedy club. Spend a little money on getting a quality headshot that will impress those who see it, not make them wonder if you’re a serious candidate.

5. References from previous positions

There’s no reason to include references with phone numbers or contact information on your LinkedIn page. If an employer is really interested in hiring you, they’ll contact you for them directly. However, do encourage people you’ve worked with or for to leave recommendations for you on your LinkedIn profile page. They can really make you stand out from other candidates.

6. Salary or pay

One of the most unprofessional things you can do is include your salary for each position you held at various companies on your LinkedIn profile page. Unless you’re asked, it doesn’t make sense to disclose such personal information on such a public platform.

7. High school jobs

Unless you just graduated from high school, then jobs you had in high school (or earlier!) don’t belong on your professional LinkedIn page. While you may have enjoyed your summer job flipping burgers or mowing lawns, it’s not going to make much of an impression on someone who’s doing the hiring for a position with much greater responsibilities. It’s much better to put your best foot forward by showcasing standout roles in more recent jobs.

8. Personal information

Refrain from adding information about your ethnicity, religious affiliation, political party, or other potentially sensitive or controversial information. Regardless of how open-minded your recruiter may be, saying less is definitely safer than saying too much when you don’t know your audience.

9. Unprofessional posts or memes

Don’t forget that your LinkedIn profile and any posts you make on LinkedIn are potentially going to be viewed by the very person who is going to interview you for your dream job. What do your posts say about you? What about those funny memes (silly cat photos and so forth) that everyone seems to be passing around today? Will they make the interviewer even more excited to make you a job offer, or stay far away?


Read the original article.



Economy P. (4 December 2017). "9 things to leave off your LinkedIn" [web blog post]. Retrieved from address http://workwell.unum.com/2017/12/9-things-to-leave-off-your-linkedin/


Benefits to plants at your desk


Leaves on trees have turned, and a walk to the office often feels like a walk through an icebox. Open windows are a thing of months past. Cooped up, breathing dry indoor air, no one could blame you for feeling down.

But you can brighten your mood and boost your health by adding a plant or two to your workspace. You don’t even need much natural light or a green thumb.

Plants bring a bit of nature inside, along with other good stuff.

They make people happy, and taking care of them can make people even happier. That’s especially true if you’re digging in a garden – horticultural therapy helps sharpen memory and cognitive skills – but desk-side pruning can do wonders for your mental state too.

Plants are also terrific air purifiers.

The air in your office (and home) might be more polluted than air outside – especially if you’re in a big city. Furniture, carpet, plastic items and other synthetic materials are to blame, according to the Environmental Protection Agency.

Plants help by wicking away airborne chemicals and the carbon dioxide we puff out, and then give us oxygen, research from NASA shows.

Four decades ago, NASA scientists found more than 100 volatile organic compounds floating through the air of the Skylab space station. The bad stuff came from synthetic materials off-gassing low levels of chemicals such as formaldehyde, benzene and trichloroethylene – known irritants and potential carcinogens that are in earthly buildings too.

When the chemicals are trapped in an area, people breathing within that same area can get sick because the air isn’t getting “the natural scrubbing by Earth’s complex ecosystem,” as NASA puts it.

Hail plants.

Here are two that demand next to nothing and tolerate very low light (but are just as happy with lots of it). Expect them to live for years and years, without repotting. I speak from experience, but you’ll also find them on plenty of lists and in lots of books about easy-care plants that are good for your health.

Snake Plant or Mother-In-Law’s Tongue (Sansevieria trifasciata)

A sturdy plant with upright and stiff leaves. Ideally, its soil should dry out between waterings. It will grow bigger and look better if you water it as soon as the soil dries (not wait forever) and if it’s in medium light. But it still will live for months if you ignore it, and spring back to robust happiness when you give it a little love.

Pothos (Epipremnum aureum)
A flowing plant with vine-like stems that can easily take over your desk. Ideally, its soil should stay a little moist. But if you let the soil dry out completely, you can jolt the plant back to life with watering. It’s perfectly happy with all kinds of lighting, including florescent, but it will be fuller with better color when it gets decent natural light.


Read the original article.

Malek M. (4 December 2017). "Benefits to plants at your desk" [web blog post]. Retrieved from address http://workwell.unum.com/2017/12/3255/

It’s the most stressful time of the year: 5 tips to get your employees through the holidays

It’s that time of year again. Employees are preoccupied with thoughts of holiday shopping, party planning and visiting relatives, and the stress of it all can seriously impact their work. So what can you do to help?

While stress is a year-round issue, there are more obvious triggers for it around the holidays. Mark Malis, the head of global human resources at LifeWorks, assembled a list of five common causes of stressduring this time of year, and what you can do to tackle them.

1. Heavier workloads

Employees taking more days off means less time to get things done. It’s hard not to feel overwhelmed with work and holiday deadlines coming up fast.

The fix: Help your employees relax a little by making them feel valued. Let them know their hard work isn’t going unnoticed. You can even encourage employees to identify which colleagues are going the extra mile, and reward them with gifts.

2. Unhealthy eating

Plenty of sugary food options are always floating around during the holidays. All of the cookies and eggnog can really make your employees feel sluggish.

Encourage your employees to make better choices by hosting a healthy potluck. You can even turn this initiative into a weight loss competition to keep the good food choices going.

3. Finances

With the average American shopper expecting to spend almost $1,000 this holiday season, it’s no wonder money is on everyone’s mind.

Financial wellness workshops or budget planning seminars could really help your employees come up with a realistic budget and control their holiday spending. The less they’re worrying about money, the more employees will be able to focus on their work.

4. Depression

The holidays aren’t a joyful time for everyone. Some employees could be struggling with sad memories that resurface around this time of year.

When it comes to mental health, openness is always a good way to go. Encourage employees to discuss these feelings with each other in a supportive group setting. This can allow employees to help each other find solutions and make anxious workers feel less alone.

5. Illnesses

With the holiday season comes cold and flu season, too. Getting sick when you have a million things to get done can be disastrous.

It’s important to remind your employees about good hygiene practices. Make it clear that anyone who’s sick needs to stay home; the last thing you need is half the office out with the flu. Distributing handbooks or posters with tips to stay healthy can be a big help, too.


You can read the original article here.

Mucha R. (16 November 2017). "It’s the most stressful time of the year: 5 tips to get your employees through the holidays" [Web blog post]. Retrieved from address http://www.hrmorning.com/its-the-most-stressful-time-of-the-year-5-tips-to-get-your-employees-through-the-holidays/

6 tips to balance your work, family time

Climbing the career ladder as a bachelor or bachelorette is challenging enough, but having a partner or loved ones at home can add a significant level of complexity and even some guilt. There are a few ways to help manage the constant balance.

Drop Multitasking

It may be tempting to get on a work call while you are playing with your kid or out with your spouse, but the act makes you less present for your family and your client. Instead, whenever possible, choose which one you want to focus on at that moment.

Only Make Commitments You Can Keep

Stay honest in what you are capable of, as family needs sometimes will trump work needs, and vice versa. Frank conversations are easier than broken promises, particularly if you respect that both your family and your work are of equal importance and that which takes precedence depends not just on your values, but on the circumstances of the moment.

Build in Work into Vacations

It is counterintuitive, but consider setting aside an hour or so during family days or vacations to get work done. The thoughtful act puts you on the offensive (choosing your time) rather than the defensive (worrying about getting away), raises your chances of actually being productive and allows you to get the work out of the way so you can be completely focused on your loved ones later.

Know Your Family Absolutes

Most loved ones or families have absolute priorities, like always eating dinner together or always attending a partner’s event. Discussing and establishing the non-negotiables allows you to know the boundaries and creates a level of flexibility around the less important activities.

Separate Temporary From Permanent

A month of late nights and early mornings is different than a five-year career-only focus. Honestly look at the pattern of your work at the moment, assess where things are headed and avoid panicking over what could be a short-term imbalance.

Explain Your Work to Loved Ones

It can be easier to keep work at work, but try sharing some details of your current career track with your family. Even the youngest members or the least experienced loved ones may give empathy and perhaps will show more flexibility in their own needs after they better understand why you are struggling with balancing everything in your life.


You can read the original article here.

Brown D. (25 September 2017). "6 tips to balance your work, family time" [Web blog post]. Retrieved from address http://workwell.unum.com/2017/09/6-tips-balance-work-family-time/

What to consider when redesigning a benefits program

"The secret sauce to getting employees engaged and on board is to create and promote a culture of health." Check out this article from Employee Benefit Advisor for an insight look at designing successful benefit programs.

The concept of design is matching people’s needs with what’s technologically feasible — and redesigning health plans is no different for employers looking to shake things up.

Creating a culture of health, rather than looking at plans as a way to curb costs, should be a priority for benefits executives when they redesign benefits programs, a panel of industry insiders said recently at the National Alliance of Healthcare Purchaser Coalitions conference in Arlington, Va.

Employers must have design standards and strive to make things better for employees, explained Marcia Peterson, manager of benefit design and strategy at Washington State Health Care Authority. That was her strategy when WSHCA redesigned its benefits program. She wanted to change the experience from start to finish and looked to the Bree Collaborative, an evidenced-based quality standard, as her blueprint for design, she said.

The goal of the collaborative is to identify and recommend evidence-based strategies in areas where there is unnecessary change in the way care is delivered and/or increased care that isn’t improving outcomes.

[Image credit: Bloomberg]
[Image credit: Bloomberg]

“What we focused on was the member experience and quality … not cost,” Peterson said, comparing healthcare purchasing to buying a cup of coffee.

“If we bought coffee the way we bought healthcare, it would be awful,” she said, noting consumers would need to get a cup from one vendor, some beans from another and then find someone to grind the beans.

But there is a disconnect in benefit plans between what employers say and what employees feel, added Ron Goetzel, vice president, consulting and applied research, at IBM Watson Health. He suggests employers find what the employee pulse is when designing benefit programs.

“We always look at the cost, but we never ask the consumer about the process,” he said. The secret sauce to getting employees engaged and on board, he said, is to create and promote a culture of health.

Goetzel said employers have the misconception that if they pay employees to quit smoking or eat healthy that they’ll do it. “Money alone won’t do it; it’s got to be an internal motivation,” he says. Employers need to exude health and wellness as a part of the organization. “[Employees] do it because they want to have a healthier family, money may be the wrong signal,” he adds.

In designing benefit plans, the goal should not to contain healthcare costs, said Ray Fabius, co-founder of HealthNEXT, a healthcare consulting group. “The real goal is to bend the healthcare cost curve, and it’s possible,” he said.

For the last 50 years, medical inflation has exceeded general inflation by about two to one, he explained. And that’s despite the fact that “we’ve come up with all these benefit designs — from HMOs to PPOs and now HDHPs and benefit exchanges.” Still, he said, one thing is absolutely certain: changing design by itself is not going to stem the march of higher costs or make a workforce more productive.

Echoing Goetzel, Fabius said that talking to and surveying employees about what they want from their benefits can be insightful and even therapeutic.

“You have to keep the well people well, reduce the risks of the high-risk and help people with chronic illness not succumb to the complication of their chronic conditions,” he said of designing benefit programs.


Read the original article.

Otto N. (20 November 2017). "What to consider when redesigning a benefits program" [Web blog post]. Retrieved from address https://www.employeebenefitadviser.com/news/what-to-consider-when-redesigning-a-benefits-program?brief=00000152-1443-d1cc-a5fa-7cfba3c60000



5 ways digital tools can help build a better benefits package

"...digital tools can be excellent motivators and are a popular option for keeping employees to their wellness objectives..." In this article from Employee Benefit Advisor, we get a fantastic look at some statistics and digital tools to create better employee engagement.

The American workforce has an employee engagement problem: Half of U.S. workers are disengaged, according to a recent Gallup poll. That not only has a detrimental effect on individual wellness, but on company culture and the bottom line. According to The Engagement Institute, disengaged employees cost organizations between $450 and $550 billion every year. In addition to being less productive, they’re also more likely to quit.

One of the most effective ways to improve employee engagement is to offer better benefits. In fact, research conducted by Willis Towers Watson found 75% of employees said they were more likely to stay with their employer because of their benefit program. This demonstrates the value of designing an employee benefits package that really works for your staff. And to even better engage workers with benefits, employers should utilize HR apps and employee wellness software.

They vary in functionality, device compatibility, and of course price, but they all share five considerable advantages:

They’re highly adaptable. Unlike programs that rely on in-person use or resources that are primarily stored in binders, digital content can be updated on the fly. This flexibility makes it very easy to keep the information current and relevant, and it even opens the door to personalized benefits. For instance, if each employee has their own login, they can bookmark the resources they find most useful and receive suggestions based on those picks. Seventy-two percent of employees in a MetLife survey say being able to customize their benefits would increase their loyalty to their current employer, which makes this perk doubly advantageous.

They’re fully integrative. One major complaint employees have is that their health information is so disjointed. Dental, physical, psychological and nutritional data is siloed, creating a cumbersome situation for employees when it comes to accessing and updating their records. Digital tools neatly solve this problem by collecting all these resources in one place. All employees have to do is sign into one account to view all their health-related resources, benefits, emergency phone numbers, enrolment information, health savings account balance and so on.

They’re constantly accessible. Have you noticed your staff using fewer and fewer benefits over time? It’s easy to assume they’ve lost interest, but chances are they’ve simply forgotten what’s available to them. Digital tools are a fantastic way of combating that attrition for a couple of reasons. First, they’re super easy to access because they can be used essentially anytime, anywhere. The second reason your staff is more likely to continue using their benefits with a digital platform is because it can serve them with notifications and reminders. They no longer have the excuse of being unaware when fresh content is added, or missing medical appointments.

They encourage employee goals. To add to the previous point, digital tools can be excellent motivators and are a popular option for keeping employees to their wellness objectives. Two of the most common goals are weight loss and smoking cessation, but your employees can use calendar, reminders, notes, fitness trackers and other features to push them toward any goal they like.

They’re easily scalable. Finally, digital tools are the most efficient way of reaching a large employee base, especially if they’re spread over a large geographical distance. It’s impossible to expect a thousand employees located in different states to attend a stress management seminar, for example, but it’s not unreasonable to ask them to watch a five minute video or listen to a podcast. Digital resources are changing the game when it comes to reaching all employees equally so that no one gets left behind.

Some things to keep in mind

Now that you’ve been convinced to digitize your employee wellness program, there are a couple of assurances you should make. The first is confidentiality. Your employees need to feel safe accessing your health resources, so guaranteeing the security and privacy of their information is a must. You should also make accommodations for various accessibility concerns. In other words, having all your resources in video format isn’t helpful for employees who are visually impaired. Also be aware of the different situations in which your staff might need access (at home, on the go, with or without an internet connection, etc) to ensure maximum ease of use.

Why is this all so important? As cool and cutting-edge as many of these digital tools are, at the end of the day your goal is to promote employee well-being and engagement. Anything that encourages your staff to come into work with a smile on their faces is worthwhile. Gallup studies have shown highly engaged organizations are 21% more profitable, 17% more productive, and achieve a 41% reduction in absenteeism. No matter how effective your current benefits package is, you can — and should — take it to the next level with a digital program.


Read the original article.

Mittag A. (17 November 2017). "5 ways digital tools can help build a better benefits package" [Web blog post]. Retrieved from address https://www.employeebenefitadviser.com/opinion/5-ways-digital-tools-can-help-build-a-better-benefits-package?feed=00000152-1387-d1cc-a5fa-7fffaf8f0000




How millennials are shaping employee benefits

By 2025, the millennial generation will make up more than 75% of the U.S. workforce. With this spike and the need for new ways of thinking, employers are updating their benefits packages to entice the future talent of their companies.

Traditionally, the two big-hitting variables for potential employees are, you guessed it, salary and benefits. But what are millennials looking for when it comes to the actual benefits package? They’re looking for good pay and insurance, to be sure, but Care@Work names eight of the most swoon-worthy benefits for the millennial generation including flexible employee benefit options, holistic approaches to wellness, and lifestyle solutions.

Flexible employee benefit options

As the spice girls sing, “I’ll tell you what I want, what I really, really want.” Excuse the pop culture reference, but millennials will get it – and they know what they want. They don’t fit into a cookie-cutter benefits package, and instead look for flexible plans to satisfy their needs. Flexible benefit plans allow employees to choose benefits they want from a package of programs offered by their employer. Flex plans may include health insurance, retirement benefits or reimbursement accounts.

Holistic approaches to wellness

Millennials are constantly bombarded with the notion of living a healthy lifestyle. They are looking for employers who don’t just hand them a health insurance packet but also serve as proactive partners for their health and well-being. They are looking for opportunities to join work-sponsored club sports, health screenings at the campus clinic and lunch-and-learns on low carb Crockpot diets. Can you hear those spice girls singing in the background again? An added bonus: Companies benefit from this approach as well!

Lifestyle solutions

Another hallmark of millennials is the “access over ownership” mentality. With the majority of employees’ everyday lives revolving around technology, companies are finding ways for them to access and elect their benefits online rather than the old pen and paper approach. Millennials want solutions to their everyday responsibilities while they are giving their all on the job. So, other lifestyle solutions they might look for are child care services, therapists and dog walkers. Instead of driving home during your lunch break to walk the dog or pick up the kids, why can’t dogs and kids come to work with you and have their needs met at daycare while you’re on the third floor running from meeting to meeting?

“Employees are looking for the ‘total package’ and that’s what Unum is hoping to offer,” says Ben Roberge, human resources benefit consultant at Unum. “We want to think of benefits in terms of total rewards, combining compensation and benefits to entice and engage existing and future employees.”

Whether you just landed that big job or are still weighing your options, consider if your company is forward-thinking and meeting your needs and wants.


You can read the original article here.

Dunham H. (21 June 2017). "How millennials are shaping employee benefits" [Web blog post]. Retrieved from address http://workwell.unum.com/2017/06/millennials-shaping-employee-benefits/?utm_sq=flhwx3lz6b&utm_source=Twitter&utm_medium=social&utm_campaign=workwelltweets&utm_content=Benefiting+you

Dealing with Employee Dishonesty & Sexual Harassment

Study Links Work Performance Goals to Employee Dishonesty

Although some employers believe that pushing their employees to the limit can help increase productivity, a new study has shown that this type of performance pressure can cause employees to be dishonest or cheat.

Researchers from the University of Georgia and Arizona State University recently published a study that examined the behaviors of employees who must meet performance benchmarks. According to the study, employees who believe that their jobs are at risk because of performance pressure are much more likely to lie in order to protect their jobs. In fact, 55 percent of employees surveyed as a part of the study have seen a co-worker manipulate numbers to appear more productive. This type of dishonesty can also have drastic consequences for businesses, especially those in industries that require strict recordkeeping.

The best way to keep your employees productive and honest is to strike a balance between job requirements and incentives. For example, managers can set baseline expectations for a certain position as well as incentivized milestones for exceptional work.

Creating a Sexual Harassment Policy That’s Right for Your Business

In order to keep your business productive, you need to establish a work environment that’s supportive and actively discourages sexual harassment. Any instance of sexual harassment can cause intense emotional and physical distress that affects your entire business. You also have a legal obligation to protect your employees, and ignoring the topic of sexual harassment could expose you to costly lawsuits and tarnish your reputation.

Even if you don’t believe that sexual harassment is a problem in your workplace, taking the time to draft a formal policy can help protect your employees and your business. Here are some important topics to include in a sexual harassment policy:

  • Emphasize that your business has a strict no-tolerance policy for any type of sexual harassment. Your policy should also outline that any employee found guilty of harassment will be subject to disciplinary action, including termination.
  • Establish what physical and verbal behaviors are regarded as sexual harassment, and stress that employees should feel safe at all times.
  • Create a formal procedure for making a sexual harassment claim that protects your employees’ privacy.
  • Encourage employees to come forward with sexual harassment claims so management can take steps to remedy the situation and prevent future harassment. You should also emphasize that there will be no retaliation of any kind against employees who make a claim.
  • Make a procedure for forming a sexual harassment investigation team. The investigation team should never have personal ties to anyone involved with the sexual harassment claim, and should include both male and female employees.

For more help creating a safe, violence-free workplace, contact us at 920-921-5921 today.


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4 tips for workplace gift giving

The holidays should be a time of bliss and celebration. However, this often isn’t the case when the stress of deciding if coworkers will make it on your holiday shopping list sets in.

So, as you make that list, check it twice, and consider these key points before you find yourself in an uncomfortable workplace gift exchange.

The company gift-giving policy

Almost every large company has one, and it isn’t just excluded to company clients and outside business partners. It also applies to gifts given between employees. While many companies allow for gifts to be given below a certain dollar amount, make sure to look for this policy or contact Human Resources before purchasing any gifts or organizing a gift-exchange.

Reasons for giving

While all gifts should be exchanged in the spirit of the holidays, some people may have ulterior motives. If you have recently begun negotiations for a raise or promotion, you will want to steer clear of buying your manager anything that seems to be trying to influence their decision. Typically, the flow of gifts should always be downward, not upward within a company.

Office culture

This is especially important if you are new to the company. Did people start talking about the annual gift exchange before Thanksgiving? Or have you already received an invite to the holiday team lunch?

Among a survey of U.S. workers, 45 percent say they give their office peers a gift during the holiday season, and 56 percent spend more than $20 doing so.

It’s important to use your best judgment to determine the office norm and if you need to, ask a co-worker to confirm your suspicions.

Be inclusive

If your company does allow for gifts to be exchanged, make sure everyone on the team is included. A great way to do this is by offering an opt-in vs opt-out gift exchange. This way everyone is invited, but not everyone has to choose to participate. This is mindful of employees who may be experiencing a financial hardship that won’t allow for unnecessary purchases this holiday season.

With all things considered, remember that gift giving at work is a company specific characteristic and the best place to look to find answers to your questions may be internal. Who knows, the coworker sitting three cubicles down playing Christmas music in October and the coworker next to him whose personality closely resembles the Grinch, may actually be in agreement on a policy like this one.


You can read the original article here.

Taylor K. (20 November 2017). "4 tips for workplace gift giving" [Web blog post]. Retrieved from address http://workwell.unum.com/2017/11/4-tips-for-workplace-gift-giving/

Safety Focused Newsletter - December 2017

Preventing Sprains and Strains

Sprains, strains and tears to muscles and connective tissues are some of the most common injuries workers experience. Sprains and strains can result from lifting injuries, being hit by falling objects or even a simple misstep. Overusing your muscles can also cause these injuries.

To reduce your risk of experiencing sprains and strains on the job, keep the following tips in mind:

  • Use extreme caution if you are lifting something particularly heavy. When in doubt, ask for help.
  • Reduce repetitive movements if possible. Chronic strains are usually the result of overusing the same muscles.
  • Use proper form when completing tasks, as extensive gripping can increase the risk of hand and forearm strains.
  • Consider your posture when sitting for long periods of time and maintain an overall relaxed position.
  • Maintain a healthy fitness level outside of work to keep your body strong and flexible.
  • Stretch before you begin working, and take short breaks throughout the day to stretch and rebalance your body.

If you have any questions or concerns about sprains or strains, do not hesitate to contact your supervisor.


The Hazards of Headphones

In many workplaces, it’s common for employees to listen to music while they work. While this provides workers with entertainment while they perform their job duties, the overuse of headphones may lead to hearing loss over time, particularly if they listen to media at a high volume.

The following are some common symptoms to look out for if you are concerned that frequent headphone use is contributing to hearing loss:

  • Straining to understand conversations
  • Having to watch people’s faces closely to understand what they’re saying
  • Continuously increasing the volume on the TV or radio, especially to the point where others complain
  • Sounds seem muffled after listening to music
  • Ringing in the ears (tinnitus)

If you find that you have any of these symptoms, visit your doctor and ask for a hearing test. Your doctor will be able to tell you if you are at risk for further hearing loss.

To continue to use headphones at work safely, there are a number of strategies to keep in mind.

If you use a smartphone or MP3 player, check to see if you can set a volume limit on it. Many devices have this feature built-in and include instructions on how to set it in the manual.

Another way to reduce your risk of hearing loss is to purchase headphones that go over your ears, rather than ear buds. Ear buds fit inside your ear and don’t provide any noise isolation, which causes people using them to turn the volume up louder.

As a general rule, set your music volume no higher than 60 to 70 percent of the maximum, and limit listening to one hour per day. Doing so will ensure that you can enjoy your favorite media without harming your hearing.


Download the December 2017 Safety Focused Newsletter PDF