HRL - Woman - Frustrated

Are you addressing your employee’s financial health?

Do your employees find themselves bogged down with financial concerns? Maybe it's time to help them out. In this article, our partner, UBA, explores some of the ways your employees may be struggling with their financial health, and how you can help.


The importance of health and wellness in the workplace is more apparent than ever. It’s obvious why healthy individuals make better employees and the positive impact this has on your bottom line. When thinking about building a program to improve the well-being of your employees, don’t forget about the importance of their financial health.

In recent years, studies show that employees have a wide range of financial concerns that affect their work. Some financial issues are widespread, impacting a large number of employees, while others may be more unique based on an employee’s specific circumstances.

Financial stress in the workplace influences productivity, absenteeism, physical health, emotional well-being, and the overall happiness of employees. Nearly 25 percent of employees confirm personal finance issues are a distraction at work and 39 percent say they spend three hours or more each week at work dealing with personal financial issues.1

Some of the biggest financial stressors impacting employees today include:

  • Student loan debt – 2 million Americans collectively owe $1.3 trillion in student loans – that’s more than credit card and auto loan debt, and second only to mortgage debt 2
  • Retirement savings – 56 percent of Americans have less than $10,000 in retirement savings 3
  • Emergency funds – 46 percent are unable to cover a $400 emergency 4
  • Other debt – 48 percent of Americans have more credit card debt than savings 5

Unfortunately, financial stress can go unnoticed because it is usually not as openly discussed or addressed. Discussing personal finance with co-workers and even family members is still considered difficult for many. This makes it even more important to have a program in place to educate and empower your employees to make positive financial decisions.

There are a wide variety of financial wellness programs and services available. When developing a program, be sure that you include both educational resources and tools that support behavioral change.

  • Educational resources – Education is the backbone to any financial wellness program. Remember, financial issues can impact anyone in your company and not everyone learns the same way. Offer a variety of resources including workshops, seminars, books, online courses and access to financial consultations. It’s important to assure employees that they are in a safe environment where they can learn and feel comfortable asking questions and seeking more information.
  • Empowering behavioral change – Financial wellness doesn’t stop with education. Worksheets, budgeting tools, financial consultants, loan repayment plans and retirement savings plans are all tools that aid employees in making long-term behavioral changes that improve their financial health. Celebrating the small successes early on will help employees commit to making more long-term changes. Be sure to have programs in place that offer the tools and resources needed for employees to set goals, change their behavior and celebrate their success.

 

You can read the original article here.

Source:

Cannon N. (3 October 2017). "Are you addressing your employee’s financial health?" [web blog post]. Retrieved from address http://blog.ubabenefits.com/are-you-addressing-your-employees-financial-health


New Regulations Broadening Employer Exemptions to Contraceptive Coverage: Impact on Women


You can read the original article here.

Source:

Sobel L., Salganicoff A., Rosenzweig C. (6 October 2017). "New Regulations Broadening Employer Exemptions to Contraceptive Coverage: Impact on Women" [Web Blog Post]. Retrieved from address https://www.kff.org/womens-health-policy/issue-brief/new-regulations-broadening-employer-exemptions-to-contraceptive-coverage-impact-on-women/

The Trump Administration has issued new regulations that significantly broaden employers’ ability to be exempt from the Affordable Care Act’s (ACA) contraceptive coverage requirement.  The regulation opens the door for any employer or college/ university with a student health plan with objections to contraceptive coverage based on religious beliefs to qualify for an exemption. Any nonprofit or closely-held for-profit employer with moral objections to contraceptive coverage also qualifies for an exemption. Their female employees, dependents and students will no longer be entitled to coverage for the full range of FDA approved contraceptives at no cost.

On October 6, 2017, the Trump Administration issued two new regulations greatly expanding the types of employers that may be exempt from the Affordable Care Act’s (ACA) contraceptive coverage requirement.  These regulations are a significant departure from the Obama-era regulations that only granted an exception to houses of worship.  One of the regulations allows nonprofits or for-profit employer with an objection to contraceptive coverage based on religious beliefs to qualify for an exemption and drop contraceptive coverage from their plans.  The other regulation also exempts all but publicly traded employers with moral objections to contraception from rule. These new policies, effective immediately, also apply to private institutions of higher education that issue student health plans. The immediate impact of these regulations on the number of women who are eligible for contraceptive coverage is unknown, but the new regulations open the door for many more employers to withhold contraceptive coverage from their plans.

New regulations from the Trump administration greatly expand exemption from #ACA contraceptive coverage rule

Contraceptive coverage under the ACA has made access to the full range of contraceptive methods affordable to millions of women. This provision is part of a set of key preventive services that has been identified by the Health Resources and Services Administration (HRSA) for women that must be covered without cost-sharing. Since it was first issued in 2012, the contraceptive coverage provision has been controversial. While very popular with the public, with over 77% of women and 64% of men reporting support for no-cost contraceptive coverage, it has been the focus of litigation brought by religious employers, with two cases (Zubik v Burwell and Burwell v Hobby Lobby)  reaching the Supreme Court. This brief explains the contraceptive coverage rule under the ACA, the impact it has had on coverage, and how the new regulations issued by the Trump Administration change the contraceptive coverage requirement for employers and affect women’s coverage.

How do the new regulations change contraceptive coverage requirements for employers?

Since they were announced in 2011, the contraceptive coverage rules have evolved through litigation and new regulations. Most employers were required to include the coverage in their plans. Houses of worship could choose to be exempt from the requirement if they had religious objections. This exception meant that women workers and female dependents of exempt employers did not have guaranteed coverage for either some or all FDA approved contraceptive methods if their employer had an objection. Religiously affiliated nonprofits and closely held for-profit corporations were not eligible for an exemption, but could choose an accommodation. This option was offered to religiously affiliated nonprofit employers and then extended to closely held for-profitsafter the Supreme Court ruling in Burwell v. Hobby Lobby. The accommodation allowed these employers to opt out of providing and paying for contraceptive coverage in their plans by either notifying their insurer, third party administrator, or the federal government of their objection. The insurers were then responsible for covering the costs of contraception, which assured that their workers and dependents had contraceptive coverage while relieving the employers of the requirement to pay for it.

As of 2015, 10% of nonprofits with 5,000 or more employees had elected for an accommodation without challenging the requirement. This approach, however, has not been acceptable to all nonprofits with religious objections.1 In May 2016, the Supreme Court remanded Zubik v. Burwell, sending seven cases brought by religious nonprofits objecting to the contraceptive coverage accommodation back to the respective district Courts of Appeal. The Supreme Court instructed the parties to work together to “arrive at an approach going forward that accommodates petitioners’ religious exercise while at the same time ensuring that women covered by petitioners’ health plans receive full and equal health coverage, including contraceptive coverage.”2

On October 6, 2017, the Trump Administration issued new regulations greatly expanding eligibility for the exemption to all nonprofit and closely-held for-profit employers with objections to contraceptive coverage based on religious beliefs or moral convictions, including private institutions of higher education that issue student health plans (Figure 1).  In addition, publicly traded for-profit companies with objections based on religious beliefs also qualify for an exemption. There is no guaranteed right of contraceptive coverage for their female employees and dependents or students. Table 1 presents the changes to the contraceptive coverage rule from the Obama Administration in the new Interim Final regulations issued by the Trump Administration.

Figure 1: Employers Objecting to Contraceptive Coverage: Exemptions and Accommodations Under the Trump Administration Regulations

The accommodation will be available to employers that previously qualified for the accommodation.  They now will also have the choice of an exemption. The federal departments issuing the regulations posit that these new rules will have limited impact on the number of women losing contraceptive coverage.   However, it is not clear how many employers previously utilizing the accommodation will now opt for an exemption, resulting in the loss of contraceptive coverage for their employees and dependents.  In addition, there are also an unknown number of organizations that were not previously eligible for either the accommodation or exemption that may now opt for an exemption. These new regulations create two new categories of employers who can now qualify for an exemption or can voluntarily chooses an accommodation:  1) publicly traded for-profit companies with a religious objection and 2) nonprofit and closely held for-profit employers who have a moral objection to contraceptives, a considerably larger pool of employers than when the exemption was available only to those who were employees of a house of worship or who were eligible for an accommodation in the past.

Table 1: Summary of Changes in the Contraceptive Coverage Regulations for Objecting Entities
  Obama Administration
August 2012 to October 5, 2017
Trump Administration
Effective October 6, 2017
What types of contraceptives must plans cover without cost-sharing? At least one of each of the 18 FDA approved contraceptive methods for women, as prescribed, along with counseling and related services must be covered without cost-sharing. No change
Are any employers “exempt” from the contraceptive mandate?
  • Religious institutions defined as “houses of worship”
  • Grandfathered plans
  • No notice to employees is required. Women workers and female dependents must pay for their own contraceptives.
  • Religious institutions defined as “houses of worship”
  • Grandfathered plans
  • Nonprofit or  for-profit employers (including publicly traded companies), insurers, or private colleges or universities that issue student insurance plans with a religious objection to contraceptive coverage
  • Nonprofit or closely held for-profit employers, insurers, or private colleges or universities that issue student insurance plans with a moralobjection to contraceptive coverage
  • Notice is only required if the plan previously included contraceptive coverage. Women workers and female dependents must pay for their own contraceptives.
Who pays for contraceptive coverage for employees of organizations receiving an exemption?
  • The cost of contraceptives is borne by women workers and female dependents.
  • There is no guarantee of contraceptive coverage for employees of an exempt organization.
  • The employer may choose to cover some methods, but has no obligation to cover all 18 FDA methods without cost sharing
No change

What type of employers may seek an “accommodation” to avoid paying for contraceptives in their plans?  
  • Closely held for-profit corporations and religiously affiliated nonprofits with religious objections to contraception can opt out of providing and paying for contraceptive coverage
  • Notice must be provided to either their insurer, third party administrator, or the federal government of their objection.
  • Women workers and female dependents receive no cost contraceptive coverage.
  • Any entity (except for houses of worship) eligible for an exemption can choose the accommodation instead of the exemption.
  • Notice must be provided to either their insurer, third party administrator, or the federal government of their objection.
  • Women workers and female dependents receive no cost contraceptive coverage.
Who pays for contraceptive coverage for employees of organizations receiving an accommodation?
  • Insurance companies of firms obtaining an accommodation must pay for contraceptive coverage.
  • Third-party administrators (TPA) of self-funded health plans must cover the costs of contraceptives for employees. The costs of the benefit are offset by reductions in the fees the TPA pays to participate in the federal exchange.
No change
When can entities change from an accommodation to an exemption? N/A
  • When an employer or private college or university currently using the accommodation opts for an exemption, the revocation of contraceptive coverage will be effective on the first day of the first plan year that begins 30 days after the date of the revocation or 60 days notice may be given in a summary of benefits statement.
  • The issuer or third party administrator is responsible for providing the notice to the beneficiaries.

How has the contraceptive coverage rule affected women?

Contraceptive use among women is widespread, with over 99% of sexually-active women using at least one method at some point during their lifetime.3 Contraceptives make up an estimated 30-44% of out-of-pocket health care spending for women.4 Since the implementation of the ACA, out-of-pocket spending on prescription drugs has decreased dramatically (Figure 2). The majority of this decline (63%) can be attributed to the drop in out-of-pocket expenses on the oral contraceptive pill for women.5 One study estimates that roughly $1.4 billion dollars per year in out-of-pocket savings on the pill resulted from the ACA’s contraceptive mandate.6  By 2013, most women had no out-of-pocket costs for their contraception, as median expenses for most contraceptive methods, including the IUD and the pill, dropped to zero.7

Figure 2: The Contraceptive Coverage Policy Has Had a Large Impact on Out-Of-Pocket Spending in a Short Amount of Time

This provision has also influenced the decisions women make in their choice of method. After implementation of the ACA contraceptive coverage requirement, women were more likely to choose any method of prescription contraceptive, with a shift towards more effective long-term methods.8  High upfront costs of long-acting methods, such as the IUD and implant, had been a barrier to women who might otherwise prefer these more effective methods.  When faced with no cost-sharing, women choose these methods more often9, with significant implications for the rate of unintended pregnancy and associated costs of childbirth.10

Finally, decreases in cost-sharing were associated with better adherence and more consistent use of the pill. This was especially true among users of generic pills.  One study showed that even copayments as low as $6 were associated with higher levels of discontinuation and non-adherence,11 increasing the risk of unintended pregnancy.

Do states with no-cost contraceptive coverage laws allow exemptions to objecting entities?

The federal standards under Affordable Care Act created a minimum set of preventive benefits that applied to most health plans regulated by the federal government (self-funded plans, federal employee plans) and states (individual, small and large group plans), including contraceptive coverage for women with no cost-sharing.  States have also historically regulated insurance, and many have had mandated minimum benefits for decades. State laws, however, have more limited reach in that they only apply to state regulated fully insured plans, do not have jurisdiction over self-funded plans, where 61% of covered workers are insured.12 In self-funded plans, the employer assumes the risk of providing covered services and usually contracts with a third party administrator (TPA) to manage the claims payment process. These plans are overseen by the Federal Department of Labor under the Employer Retirement Income Security Act (ERISA) and are only subject to federally established regulations.13  The ACA sets a minimum standard of coverage for preventive services for all plans. However, state laws regulating insurance, including contraceptive coverage, can require fully insured plans to provide coverage beyond the federal standards.

Eight states have strengthened and expanded the federal contraceptive coverage requirement (CA, IL, MD, ME, NV, NY, OR, VT).  Another 20 states have contraceptive equity laws that require plans to cover contraceptives if they also provide coverage for prescription drugs but they do not necessarily require coverage of all FDA-approved contraceptives or ban cost-sharing (Figure 3).

Figure 3: Many States Have Contraceptive Coverage Requirements

Many of the 28 states that have passed contraceptive coverage laws (both equity and no-cost coverage) have a provision for exemptions, but the laws vary from state to state and only apply to fully insured plans.  This means that there may be a conflict between the state and federal requirements when it comes to religious exemptions.  In some states with a contraceptive coverage requirement, some employers who are eligible for an exemption under federal law will not qualify for an exemption under state law (Table 2). Employers in those states will have to have to meet the standards established by their state even though they may qualify for an exemption based on the new federal regulations.  This conflict may set the stage for future litigation.

Table 2: State Requirements for No-Cost Contraceptive Coverage
StateDate Effective Applies to Coverage required without cost sharing Exemptions allowed
  Private plans Medicaid With RX all FDA approved OTC Vasectomy Religious Moral
CaliforniaJanuary 2015 X MCOs X Narrowly defined nonprofit religious employers None
IllinoisJanuary 2017 X X X
except male condoms
Any employer, or insurer with a religious objection Any employer, or insurer with a moral objection
MarylandJanuary 2018 X X X X X Religious organizations if the coverage conflicts with the organization’s bona fide religious beliefs and practices None
MaineJanuary 2019 X X Narrowly defined nonprofit religious employers None
NevadaJanuary 2018 X X X Insurers affiliated with a religious organization None
New YorkAugust 2017 X X Narrowly defined nonprofit religious employers* None
OregonAugust 2017 X X X Narrowly defined nonprofit religious employers None
VermontOctober 2016 X X – and all other public health assistance programs X X None None
NOTES: *Requires the insurer to offer a rider to policyholders so that women will have contraceptive coverage.
SOURCE: Kaiser Family Foundation analysis of state laws and regulations.

Conclusion

The Trump Administration’s new regulations substantially expand the exemption to nonprofit and for-profit employers, as well as to private colleges or universities with religious or moral objections to contraceptive coverage. It is unknown how many of these employers and colleges will maintain coverage through the accommodation as before and how many will now opt for the exemption leaving their students, employees and dependents without no-cost coverage for the full range of contraceptive methods. As a result of the new regulation, choices about coverage and cost-sharing will be made by employers and private colleges and universities that issue student plans. For many women, their employers will determine whether they have no-cost coverage to the full range of FDA approved methods.  Their choice of contraceptive methods may again be limited by cost, placing some of the most effective yet costly methods out of financial reach.

You can read the original article here.

Source:

Sobel L., Salganicoff A., Rosenzweig C. (6 October 2017). "New Regulations Broadening Employer Exemptions to Contraceptive Coverage: Impact on Women" [Web Blog Post]. Retrieved from address https://www.kff.org/womens-health-policy/issue-brief/new-regulations-broadening-employer-exemptions-to-contraceptive-coverage-impact-on-women/


What's the Dish? A Phenomenal Party Chex Mix

In this month's Dish, we have the amazing-ly yummy "Party Chex Mix" presented by Jodi Van Nocker!

Jodi is the current Benefits Administration and Benefits Marketing Expert of Hierl Insurance, Inc. She is always eager to assist our clients with a great attitude and an open mind. She is responsible for client services with our technology based products and wellness programs.

Jodi offers creative ideas and an enthusiastic personality to help you with your concerns

 

Dine In

Chex Party Mix

6 Tbsp Butter

1 ¼ tsp Garlic Salt

4 Tbsp Worchester Sauce

1 ¼ tsp Season Salt

2 Cups Rice Chex cereal

2 Cups Wheat Chex cereal

2 Cups Corn Chex Cereal

2 Cups Pretzels

12 oz can Mixed nuts

Melt butter. Stir in Gralic Salt, Worchester Sauce, and Season Salt. In a separate bowl, mix cereals, pretzels and nuts. Drizzle butter/seasoning mix over the cereals to evenly coat. Spread on oven baking sheet. Bake in oven at 250 degrees for 1 hour, making sure to stir every 15 minutes so it does not burn. Allow to cool, then enjoy. Great to share with family and friends!

 

Dine Out

Red Cabin at Green Acres

My favorite restaurant is Red Cabin at Green Acres. Great food using local ingredients. Fun, yet relaxing atmosphere, with friendly service. You can even see the wildlife outside by the pond while you eat.

Everything on the menu is delicious, however my recommendation would be the Dotyville Italian Chicken. For a side, make sure to try the green beans. Lastly, the bread pudding is amazing for dessert.

 

Thanks for sharing your yummy Dish with us and others, Jodi!

Connecting Business with the College Community, the Next Step in HR Education

Written by Mark Fogel on the SHRM blog is this informative article on connecting business with the college community, and how it is a fantastic next step in HR education. How do you feel about this update in HR eduction?

You can read the original article here.


 

Many of you know I am passionate about preparing our next generation of HR practitioners for the workforce of tomorrow. I have been teaching graduate, and occasionally undergraduate HR courses, in the business school at a major university on Long Island for close to a decade. It is hard to integrate my classes with local businesses when the courses are primarily at 6 or 8pm at night. I am sure many if not most graduate HR programs face a similar challenge.

I try to bring practitioners in to speak, host panels and do an online HR simulation in one of my classes. But, the real-life experiences of being integrated into a business is and will always be the best learning experience as far as I am concerned. So short of the occasional internship opportunity, my students and those at the university have faced a void of HR reality that I have looked to fill throughout my tenure.

I have now found a solution that I want to share with the HR community in hopes that you think about partnering with local schools too.

I have partnered with GEICO insurance to do a case competition in my graduate selection and recruiting class on Attraction and Retention of Millennials for GEICO’s Management Development Program. The project involves having 6 teams of students research millennial hiring and retention trends as it relates to Geico’s current and future employment needs.

GEICO’s local talent team is providing support and opening their doors at a major work center to have my students come into their business to interview and observe their employment practices. Their regional facility has expanded hours of operation and this helps in coordinating schedules for on-sites too. The project/competition ends late in the semester with formal presentations and prizes for the best research. They bring in a few senior executives along with the Talent team to listen, question, and discuss the research results, which adds to the overall experience and creates great networking opportunities.

This is an amazing partnership that can be replicated by other businesses on a variety of projects and is a win-win for all. Students get a bird’s eye view of HR challenges and Geico gets great insight and research in return. With minimal to no cost and great ROI, this is a no brainer.

This is not to say that SHRM and other learning systems, courses, and conferences are not great value adds in the learning experience. They obviously are and I continue to do my part in volunteering in the conference space myself, however this is a missing piece of the puzzle for HR education. Especially for early and emerging practitioners or those wishing to enter the field.

What are you waiting for?

You can read the original article here.

Source:

Fogel M. (3 October 2017). "Connecting Business with the College Community, the Next Step in HR Education" [Web Blog Post]. Retrieved from address blog.shrm.org/…/connecting-business-with-the-college-community-the-next-step-in-hr-educatio


Workout - Girl - Stretching - Pixabay

Apple, Fitbit to join FDA program to speed health tech

Wondering how technology can speed the process of developing health tech? In this article from BenefitsPro written by Anna Edney, gain a close insight on how Apple and Fitbit are working together with the FDA to make your health of vital importance.

You can read the original article here.


A federal agency that regulates apples wants to make regulations on Apple Inc. a little easier.

The Food and Drug Administration, which oversees new drugs, medical devices and much of the U.S. food supply, said Tuesday that it had selected nine major tech companies for a pilot program that may let them avoid some regulations that have tied up developers working on health software and products.

“We need to modernize our regulatory framework so that it matches the kind of innovation we’re being asked to evaluate,” FDA Commissioner Scott Gottlieb said in a statement.

The program is meant to let the companies get products pre-cleared rather than going through the agency’s standard application and approval process that can take months. Along with Apple, Fitbit Inc., Samsung Electronics Co., Verily Life Sciences, Johnson & Johnson and Roche Holding AG will participate.

 

A new report and video from the Health Enhancement Research Organization (HERO) identifies six promising practices for effectively integrating wearables...
The FDA program is meant to help the companies more rapidly develop new products while maintaining some government oversight of technology that may be used by patients or their doctors to prevent, diagnose and treat conditions.

Apple is studying whether its watch can detect heart abnormalities. The process it will go through to make sure it’s using sound quality metrics and other measures won’t be as costly and time-consuming as when the government clears a new pacemaker, for example. Verily, the life sciences arm of Google parent Alphabet Inc., is working with Novartis AG to develop a contact lens that could continuously monitor the body’s blood sugar.

Faster Pace

“Historically, health care has been slow to implement disruptive technology tools that have transformed other areas of commerce and daily life,” Gottlieb said in July when he announced that digital health manufacturers could apply for the pilot program.

Officially dubbed the Pre-Cert for Software Pilot, Gottlieb at the time called it “a new and pragmatic approach to digital health technology.”

The other companies included in the pilot are Pear Therapeutics Inc., Phosphorus Inc. and Tidepool.

The program is part of a broader move at the FDA, particularly since Gottlieb took over in May, to streamline regulation and get medical products to patients faster. The commissioner said last week the agency will clarify how drugmakers might use data from treatments already approved in some disease to gain approvals for more conditions. In July, he delayed oversight of electronic cigarettes while the agency decides what information it will need from makers of the products.

Rules Uncertainty

As Silicon Valley developers have pushed into health care, the industry has been at times uncertain about when it needed the FDA’s approval. In 2013, the consumer gene-testing company 23andMe Inc. was ordered by the agency to temporarily stop selling its health analysis product until it was cleared by regulators, for example.

Under the pilot, the FDA will scrutinize digital health companies’ software and will inspect their facilities to ensure they meet quality standards and can adequately track their products once they’re on the market. If they pass the agency’s audits, the companies would be pre-certified and may face a less stringent approval process or not have to go through FDA approval at all.

More than 100 companies were interested in the pilot, according to the FDA. The agency plans to hold a public workshop on the program in January to help developers not in the pilot understand the process and four months of initial findings.

You can read the original article here.

Source:

Edeny A. (27 September 2017). "Apple, Fitbit to join FDA program to speed health tech" [Web Blog Post]. Retrieved from address http://www.benefitspro.com/2017/09/27/apple-fitbit-to-join-fda-program-to-speed-health-t

Wondering how technology can speed the process of developing health tech? In this article from BenefitsPro written by Anna Edney, gain a close insight on how Apple and Fitbit are working together with the FDA to make your health of vital importance.

You can read the original article here.


A federal agency that regulates apples wants to make regulations on Apple Inc. a little easier.

The Food and Drug Administration, which oversees new drugs, medical devices and much of the U.S. food supply, said Tuesday that it had selected nine major tech companies for a pilot program that may let them avoid some regulations that have tied up developers working on health software and products.

“We need to modernize our regulatory framework so that it matches the kind of innovation we’re being asked to evaluate,” FDA Commissioner Scott Gottlieb said in a statement.

The program is meant to let the companies get products pre-cleared rather than going through the agency’s standard application and approval process that can take months. Along with Apple, Fitbit Inc., Samsung Electronics Co., Verily Life Sciences, Johnson & Johnson and Roche Holding AG will participate.

 

A new report and video from the Health Enhancement Research Organization (HERO) identifies six promising practices for effectively integrating wearables...
The FDA program is meant to help the companies more rapidly develop new products while maintaining some government oversight of technology that may be used by patients or their doctors to prevent, diagnose and treat conditions.

Apple is studying whether its watch can detect heart abnormalities. The process it will go through to make sure it’s using sound quality metrics and other measures won’t be as costly and time-consuming as when the government clears a new pacemaker, for example. Verily, the life sciences arm of Google parent Alphabet Inc., is working with Novartis AG to develop a contact lens that could continuously monitor the body’s blood sugar.

Faster Pace

“Historically, health care has been slow to implement disruptive technology tools that have transformed other areas of commerce and daily life,” Gottlieb said in July when he announced that digital health manufacturers could apply for the pilot program.

Officially dubbed the Pre-Cert for Software Pilot, Gottlieb at the time called it “a new and pragmatic approach to digital health technology.”

The other companies included in the pilot are Pear Therapeutics Inc., Phosphorus Inc. and Tidepool.

The program is part of a broader move at the FDA, particularly since Gottlieb took over in May, to streamline regulation and get medical products to patients faster. The commissioner said last week the agency will clarify how drugmakers might use data from treatments already approved in some disease to gain approvals for more conditions. In July, he delayed oversight of electronic cigarettes while the agency decides what information it will need from makers of the products.

Rules Uncertainty

As Silicon Valley developers have pushed into health care, the industry has been at times uncertain about when it needed the FDA’s approval. In 2013, the consumer gene-testing company 23andMe Inc. was ordered by the agency to temporarily stop selling its health analysis product until it was cleared by regulators, for example.

Under the pilot, the FDA will scrutinize digital health companies’ software and will inspect their facilities to ensure they meet quality standards and can adequately track their products once they’re on the market. If they pass the agency’s audits, the companies would be pre-certified and may face a less stringent approval process or not have to go through FDA approval at all.

More than 100 companies were interested in the pilot, according to the FDA. The agency plans to hold a public workshop on the program in January to help developers not in the pilot understand the process and four months of initial findings.

You can read the original article here.

Source:

Edeny A. (27 September 2017). "Apple, Fitbit to join FDA program to speed health tech" [Web Blog Post]. Retrieved from address http://www.benefitspro.com/2017/09/27/apple-fitbit-to-join-fda-program-to-speed-health-t


Be Prepared: Workplace Violence

Be Prepared is committed to preventing violence in the workplace. In order to keep our workplace as safe as possible, please observe the following guidelines:

Identifying Your Risk

Workplace violence can include actions or words that endanger or harm you, and cause you to believe that you may be in danger, including the following:

  • Verbal or physical harassment
  • Verbal or physical threats
  • Assaults or other violence
  • Any other behavior that causes you to feel unsafe (bullying or sexual harassment)

Staying Safe

  • Participate in all safety training and apply the knowledge learned to your everyday job.
  • Learn, understand and comply with all company safety procedures and precautions.
  • Share any suggestions for making our workplace safer with your supervisor.
  • Report all violent incidents immediately and accurately, regardless of whether the violence is between an employee and a client or customer, or between multiple employees. Even if you are not involved, be sure to report incidents that you witness.
  • Call 911 immediately if the violent incident is serious. After help has arrived, be prepared to discuss what happened with both authorities and company officials.
  • Report behaviors such as threatening, bullying, stalking or harassing. If it is ongoing, it is helpful if you document each episode.
  • Let your supervisor know if you ever feel threatened or nervous, and would like additional security measures to be established.
  • Report any worrisome or distinguishable changes in a co-worker to a supervisor.
  • Remember, you will never be penalized for reporting violence, whether you are a victim or a witness. The company will observe complete confidentiality. Our concern is for the safety of all employees.


Ribeyes & Cocktails

Our June Dish is brought to you by our very own CEO, Mike HierlMike Hierl

Mike is the 3rd generation owner of Hierl Insurance, Inc. with a strong insurance background and a desire to help others. When he isn't in the office, you can find him on the golf course perfecting his swing or pheasant hunting with his 2 labs.

When it comes to eating out, Mike enjoys the classic combo of pizza and caesar salad and Gino's Italian Restaurant in Fond du Lac is the place to get it. Need directions?

At home, Mike enjoys ribeyes and cocktails! His cocktail of choice would be a Brandy Old Fashioned Sour with olives and mushrooms. Now he wouldn't part with his ribeye recipe which we're sure is amazing, but have no fear! We do have one for you courtesy of Certified Angus Beef and it's sure to make your mouth water!


Classic Pan-Seared Ribeye Steak

Here's what you need:

  • 1 16-ounce ribeye steak
  • Cast Iron Skillet
  • 1 teaspoon peanut or canola oil
  • 1/2 teaspoon coarse kosher salt
  • 1/4 teaspoon freshly cracked black pepper
  • 3-4 thyme sprigs
  • 2 garlic cloves, partially crushed
  • 2 tablespoons butter

What to do:

  1. Place skillet in over and preheat oven to 450° F. Brush both sides of steak with oil and season with salt and pepper. When over is heated, carefully remove pan and plan on stovetop over medium heat.
  2. Place steak in skillet and sear for 2 minutes. Flip, top with garlic and thyme and place skillet back in oven for 6-7 minutes
  3. Put skillet back on stovetop over low heat. Flip steak, top with butter and carefully tilt pan while scooping melted butter, garlic and thyme to continually coat steak for 1-3 minutes. Confirm doneness with an instant read thermometer and pull from skillet at 120-125° F for medium rare. Let rest 5 minutes and coat with browned butter before serving.

Are you ready for Pizza Night?

Our May Dish is brought to you by our very own Tonya Bahr

With her passion for educating employees and business owners on benefit options, Tonya is expertly suited as a Benefits Advisor here at Hierl.

Outside of work, Tonya is kept busy with her three children and their various extracurricular and athletic activities, including: basketball, soccer, football, track, dance and cheerleading. Like her children, Tonya leads an active lifestyle with activities such as: running, hiking, biking, working out and playing tennis. She also has a competitive streak! Challenge her to a round of bowling or even your favorite card game and have a good time!

When she isn't running all over the place,  Tonya favors two restaurants that feature dishes as appetizing as their dining atmospheres! Ruth's Chris Steak House and RED Sushi are places you HAVE to try at least once.

At home, Friday nights come with a family tradition: pizza night! Sausage pizza, to be exact.

"We put a blanket down on the living room floor and create a picnic while watching a movie. We're not picky about our pizza! Sometimes it's homemade, sometimes it's delivered, and sometimes it's frozen from the freezer.

Everyone takes turns picking the movie for the week. It's a great family tradition we've been doing for years and I hope my kids will continue it, or perhaps a healthier variation, with their families in the future."

Whether you decide to head to one of the local fine dining establishments or relax at home with a pizza and a movie, you're sure to have a great time! Thanks Tonya! Save us a slice of pizza!

 


Cindy's Mexican Favorites Will Fill You With Love

Our April Dish is brought to you by our very own Cindy Contreras

Cindy joins Hierl as our Administrative Assistant. With her degree in Management/Human Resources and Finance, she's a perfect fit for our office and our clients.

At home, Cindy enjoys spending time with her husband and 3 children. She thoroughly enjoys watching her children grow and experience the wonders of life. Together, they enjoy outdoor activities like bicycling and camping, as well as indoor activities such as visiting the library and cozying up for a nice movie.

When it comes to eating out, Cindy enjoys a local favorite that features authentic Mexican food that's truly made with love.

"Mi Casa is small little restaurant owned by people who really care about making good food. My favorite meal is the camaron suizos. Shrimp sautéed with bacon, onions and mushrooms in a cheese sauce. So delicious!"

Need Directions?

At home, Cindy enjoys making Mexican comfort foods and one of her favorites is Arroz Con Leche (Mexican Rice Pudding). Be sure to check out the delicious recipe below!

 


Arroz Con Leche (Mexican Rice Pudding)

"It's a dessert that can be served after lunch or dinner, but will also make a great treat for your children during breakfast time. Give it a try! I guarantee you won't be disappointed!"

Here's what you'll need:

  • 1 cup uncooked riceIY0109_Arroz.jpg.rend.hgtvcom.616.462
  • 1 cinnamon stick
  • 1/4 teaspoon salt
  • 1/4 cup raisins (optional)
  • 1 can condensed milk
  • 1 can evaporated milk
  • 1/4 teaspoon cinnamon
  • lemon peel (optional)
  • 2 teaspoons vanilla

Let's get started:

  1. In a medium saucepan, let rice soak in two and a half cups of water for 15-20 minutes. Add three cups more of water and then cinnamon stick. Simmer for 15 minutes covered.
  2. Add salt and raisins (optional), cook for another ten minutes or until the rice is tender. If you think it needs more time and water for the rice to get tender, just add one or two cups of water and let cook until soft.
  3. Mix the condensed milk, evaporated milk, cinnamon, lemon zest and vanilla and then add it to the rice. Verify sweetness and add more condensed milk if necessary. Cook uncovered on moderate heat for ten minutes, moving constantly to prevent rice pudding from sticking to the pot.
  4. Remove from heat; the consistency should be a little watery since the pudding will thicken as it cools. After five minutes, discard the lemon zest and cinnamon stick. Serve hot or cold sprinkled with ground cinnamon.

A dessert that can be served at any time of the day is a MUST! Can't wait to try it out Cindy!


What it Takes to Make Good Decisions in the New World of Work

With many companies taking employee education and training into their own hands employers must be properly prepared for the changing future. Check out this great article from SHRM about what employers must do to keep pace in the ever evolving workplace by Ross Smith and Madhukar Yarra

We live in a world where phenomena such as the internet, globalization, social media, and mobility are accelerating change faster than ever before. Today’s digital age fed by big data is manifested in new businesses disrupting existing business models, which are remnants of the industrial era. These new models, typified by the Ubers, Amazons, Teslas, Airbnb’s and Facebooks of the world, are fossilizing the older generation of companies.

It is difficult for the education system to keep pace with this kind of change. The education system is a behemoth whose design is evolving to address the need for agility and speed. They change after the fact and therefore almost always take refuge in ‘best practices’. The MBA as we know it, has also fallen prey to this.

The MBA has been designed to provide a pool of mid-level managers for large corporations and questions arise about the future. Armed with an MBA, new hires walk into a large corporation with a desire to prove their worth through a strong knowledge of historical best practices. They may miss the value of ‘first principles’ thinking, and more often than not, face challenges to make an impact. Over time, this can create a disconnected or disillusioned workforce.

The question then becomes - if emerging and disruptive business models no longer subscribe to historical best practices, and by extension, to business schools, as their source for leadership, where should they look? What is that institution or model that allows individuals to build decision making capabilities in today’s world?

The reliance on irrelevant frameworks, outdated textbooks, and a historical belief in “best practices” all run counter to how a leader needs to be thinking in today’s fast paced digital world.  There are no established best practices for marketing in a sharing economy or creating a brand in a digital world. The best practices might have been established last week. The world is moving fast, and leaders need to be more agile. Today, Millennials are leading teams, calling the shots in many corporations, which means that the energy created is one that leaves little time for rules and structures to effectuate and/or create impact. Making good decisions in today’s business world requires a new and different kind of thinking, and there are tactics that can help grow these new types of leaders.

Importance of questions: most leadership and business programs today evaluate and assess students based on answers, not the ability to ask good questions. Thoughtful and incisive questions lead to innovation and as business problems become more granular and interconnected, this skill will help leaders arrive at better decisions.

Experimentation over experts: Students are encouraged to seek “expert advice” rather than formulating their own hypotheses that can be tested as low cost experiments. While consulting with those who have walked the same path has its benefits, relying on the experiences of others may hinder growth, particularly when change is accelerating. The shift to globalization, digitization, social, and agile are changing rapidly, there is no “right answer”, so experimentation is a crucial skill.

Interdisciplinary perspective: Disciplines and industry sector models are glorified at a time when discipline barriers are being broken to create new ideas. A conscious intermingling of disciplines creates more fertile minds for innovative thoughts to occur.

In today’s management programs, outdated content and old-school delivery mechanisms are limiting  students and businesses alike. There is a dire need to help business and young talent alike embrace a new art of problem solving, essential for the realities of today.

Many companies are starting to take education and employee training into their own hands. The advent of online courses, MOOCs, and other innovative programs in employee education are supplementing traditional education.

HR professionals can learn from companies who have set up their own deep technical training programs. With the work they do to augment decision science skills, Mu Sigma University is a great example of a modern day tech company, building skills across technology, business, analytics, and design. The workforce is changing. Many traditional jobs are being replaced with automation, robots, cloud-based machine learning services, and artificial intelligence – while at the same time, the demand for high end engineering, analytics, business intelligence, data and decision science is booming. Many companies, such as Mu Sigma, are spinning up advanced technical training investments to ensure their employees are equipped for a rapidly evolving future.

See the original article Here.

Source:

Smith R. &  Yarra M. (2017 March 15). What it takes to make good decisions in the new world of work [Web blog post]. Retrieved from address https://blog.shrm.org/blog/what-it-takes-to-make-good-decisions-in-the-new-world-of-work