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How employers can take advantage of the best-kept wellness secret

Did you know: Some insurance carries pay wellness dollars to companies who implement wellness programs. Continue reading this blog post to learn how companies can take advantage of insurance companies’ best-kept secret.


Did you know some insurance carriers pay companies to implement wellness programs? It’s called wellness dollars, and it is insurance companies’ best-kept secret.

Wellness dollars are a percentage of a company’s premiums that can be used to cover wellness-related purchases. The healthier employees are, the fewer dollars insurance carriers need to pay out for a policy. Many insurers have incentives like wellness dollars for employers to improve the well-being of their workers.

The benefits of adding a wellness program are plenty. These programs typically generate a positive return on investment for companies. Research done by three Harvard professors found that overall medical costs decline $3.27 for every dollar spent on wellness programs. Costs from absenteeism fall about $2.73 for each dollar. Well-designed programs can improve employees’ overall wellbeing and life satisfaction, according to a report from the U.S. Chamber of Commerce.

It’s a new year, and group health insurance plans are starting fresh. Here’s how employers can take advantage of wellness dollars.

Get in touch with your carrier. The first step is to get in touch with your insurance carrier to find out if your self-insured or fully-insured plan covers participatory or health-contingent programs. If you don’t have wellness dollars, it’s still early in the year, and it’s worth negotiating to see if you can include them in your company’s current package.

You will work with your insurance carrier to determine how your wellness dollars can be spent, based on an agreed-upon contract. The amount of wellness dollars that you receive depends on the number of employees and profitability.

Every company is different, so the range of services varies and could include wellness programs, gym memberships, nutrition programs, massages and more. Sometimes incentives for wellness activities can be used; sometimes it can’t. Ask your carrier for a complete list of covered expenses. This will help you as you shop around to find the right offerings. Save receipts and records for reimbursements.

Determine the best use. There are a few ways to determine what offerings you should use for your company. Before making any decisions, ask your employees and the leadership team what type of program they would be most likely to engage in. Gallup named the five elements that affect business outcomes: purpose, social, community, physical and financial. Look for a comprehensive program that includes these five elements, instead of coordinating with multiple vendors. If only a portion of your expenses will be reimbursed, it’s still worth getting a wellness program. They have cost-savings on an individual and team level.

Wellness programs are all about building culture, and with unemployment at a record low, it’s a sticking point to keep employees invested in your company. A few examples of wellness offerings include fitness classes, preventive screenings, on-site yoga, financial wellness workshops, healthy living educational workshops, and health tracking apps.

Once you’ve implemented wellness offerings in your workplace, keep track of your company’s progress. Create a wellness task force, a healthy workplace social group, or conduct monthly survey check-ins to make sure employees are staying engaged. Some wellness programs utilize technology to track participation, integrate with wearables, and report other analytics. Ask your insurance carrier if wellness dollars have flexibility in adding or changing the services throughout the year, based on engagement.

SOURCE: Cohn, J. (14 February 2019) "How employers can take advantage of the best-kept wellness secret" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/how-employers-can-take-advantage-of-the-best-kept-wellness-secret


Seeds of Change

Fruits and vegetables fill a variety of essential nutritional needs and help protect us against certain diseases. Continue reading this blog post from UBA to learn more about how adding more fruits and veggies to your diet can positively impact your health.


Has anyone ever said to you, “Eat your vegetables!”? Have you ever admonished your own kids to do the same? Are you guilty of throwing away the banana your mom packed in your lunch bag, or ignoring that apple you brought to the office — the one that’s now shriveled up and inedible?

Chances are you can answer “yes” to at least one of the above. While many people are trying to include more fruits and veggies in their diets, most of us could probably do better — in fact, most of us should probably eat twice what we’re currently eating. That’s because fruits and vegetables fill an incredible variety of essential nutritional needs and can help protect against certain diseases. These may include heart disease, type 2 diabetes, stroke, and even some cancers. They can also help reduce the risk of digestive and eye problems.

Veg out

Let’s hear it for vegetables. These colorful foods are cholesterol free and low in fat and calories. Depending on the variety, they offer vitamins A and C, folate, and potassium, along with fiber to aid digestion. The fiber also helps you feel fuller faster, which may help you stay away from less-nutritious, higher-calorie foods. They’re just as good for you whether cooked or raw, fresh, frozen, or canned, whole or chopped. Even 100% vegetable juice counts. Try to eat a wide variety, including red and orange (such as peppers and carrots), dark green leafy (such as spinach), peas and beans (such as lentils), and starchy (sweet potatoes).

More fruit? Sweet!

As with vegetables, fruits provide a host of nutrients. Potassium, vitamin C, folate, and fiber are just a few. In addition, fruits are low in sodium, calories and fat and have zero cholesterol. Some fruits contain plant chemicals (phytochemicals) that may play a part in keeping you healthy — but this is being looked into further by scientists. In general, though, a diet that includes plenty of fruit may help reduce the risk of stroke, type 2 diabetes, birth defects, and heart disease. The potassium in fruit may help with bone strength. And fruit may also protect against certain kinds of cancer. Like veggies, you can enjoy fruit fresh, frozen, whole, chopped or sliced, or as 100% juice.

How much?

So just how much do you need to consume to get “enough” fruits and veggies? It depends on your age, your activity level and whether you’re male or female. For adult women, 1½ to 2 cups of fruit and 2½ to 3 cups of vegetables per day is recommended. Men should strive for 2 to 2½ cups of fruit and 3 to 4½ cups of veggies. Try to eat a variety of each, as no one fruit or veggie will give you all the nutrients you need. If you try to make half the food on your plate fruit and vegetables, you’ll be well on your way to getting the earthborn nutrients they offer.

So think green. And red, yellow, orange, blue and purple. Experiment with different varieties and recipes. Sneak spinach into sauces and omelets. Make frozen treats from fresh fruit. There are so many ways to enjoy fruits and vegetables — and you’re sure to enjoy their health benefits, too.

Sources:

USDA. ChooseMyPlate.gov. Why is it important to eat vegetables? June 2015 https://www.choosemyplate.gov/vegetables-nutrients-health (Accessed 1/3/2019)

USDA. ChooseMyPlate.gov. Why is it important to eat fruit? June 2015     https://www.choosemyplate.gov/fruits-nutrients-health (Accessed 1/3/2019)

Healthyeating.org. Health benefits of vegetables. https://www.healthyeating.org/Healthy-Eating/All-Star-Foods/Vegetables (Accessed 1/3/2019)

Healthyeating.org. Health benefits of fruits. https://www.healthyeating.org/Healthy-Eating/All-Star-Foods/Fruits (Accessed 1/3/2019)

Produce for the Better Health Foundation & the Centers for Disease Control. Fruits & Veggies – More Matters. Top 10 reasons to eat more fruits & vegetables. http://www.fruitsandveggiesmorematters.org (Accessed 1/3/2019)

Harvard School of Public Health. The nutrition source. Vegetables and fruits.
https://www.hsph.harvard.edu/nutritionsource/what-should-youeat/vegetables-and-fruits/ (Accessed 1/3/2019)

Helpguide.org. Healthy eating. https://www.helpguide.org/articles-healthy-eating/healthy-eating.htm (Accessed 1/3/2019)

SOURCE: Olson, B. (12 February 2019) "Seeds of Change" (Web Blog Post). Retrieved from http://blog.ubabenefits.com/seeds-of-change


Employee wellness programs and compliance: What to know right now

Do you know whether your wellness plan is “purely participatory” or “health-contingent?” Under the Health Insurance Portability & Accountability Act (HIPAA) current guidance, employers need to assess whether the plan is “purely participatory” or “health-contingent.” Read on for more.


Defining “wellness” for any one person is no simple task, and neither is deciphering a given wellness program’s compliance under the law.

In 2016, when the Equal Employment Opportunity Commission (EEOC) released its final regulations defining a “voluntary” program under the Americans with Disabilities Act (ADA), the entire landscape — at least what can be seen on a hazy day — appeared defined. But thanks to AARP’s successful challenge to these regulations and the EEOC’s recent acknowledgment of the demise of its incentive limitations, employers find themselves back in the “Wild West” of sorts for wellness compliance.

That being said, the uncertainty is not new for employers with wellness programs, and there is now more guidance than before, so let’s take a moment to take in the current view.

The current guidance under the Health Insurance Portability & Accountability Act (HIPAA) remains unchanged, so any wellness program integrated with a health plan or otherwise constituting a health plan itself, employers need to assess whether the plan is “purely participatory” or “health-contingent.” The health-contingent plans (which condition the award of incentives on accomplishing a health goal) will require additional compliance considerations, including—but not limited to—incentive limitations, reasonable alternative standards (RAS), and notice requirements.

The RAS should be of particular importance because they can be missed most out of the compliance parameters. Often there is an “accidental” program such as a tobacco surcharge, and the employer does not even realize the wellness rules are implicated, or the employer’s RAS is another health-contingent parameter that actually necessitates another RAS.

The Department of Labor is actively enforcing compliance in this area, so employers will want to take care.

Additionally, the EEOC’s ADA (and Genetic Information Nondiscrimination Act) regulations are still largely in force. This seems to be a common misconception—ranging from a celebration of no rules to a lament for the end of incentivized wellness programs that include disability-related questionnaires (like an average health risk assessment) or medical examinations (including biometric screenings).

The truth is somewhere in the middle.

The ADA’s own RAS and notice concepts still apply, along with confidentiality requirements. All that has changed is that the EEOC has declined (again) to tell us at what point an incentive turns a program compulsory. So employers sponsoring wellness programs subject to the ADA have three choices, based on risk tolerance (In truth, there are four options, but charging above the ADA’s previous incentive limitations would be excessively risky):

  • Run incentives for ADA plans up to the 30 percent cap that existed before. This is the riskiest approach. To take this route, an employer must rely upon HIPAA’s similar (though not exactly the same) incentive limitations as indicative of non-compulsory levels. The fact that Judge Bates did not accept this argument in the AARP case advises against this approach, but this case does not have global application. If this path is chosen, it will be imperative to document analysis as to why this incentive preserves voluntariness for your participants.
  • Keep the incentives below the previous 30 percent cap but incentivize the program. This approach does have risk because no one knows at what point an incentive takes choice away from participants. However, the incentive is a useful tool to motivate and reward health-conscientious behavior. The wellness incentive limitations stood at 20 percent under the HIPAA regulations for quite some time without much concern, so this could be a relatively safe target. But the most important thing is to carefully assess the overall structure of the program(s) offered, consider the culture and demographics of the employees who may participate, and balance the desire to motivate against the particular tensions of the program to decide on a reasonable incentive. Make sure to document this analysis and reconsider it every time a program changes.
  • Not incentivize the program at all. This is the most conservative approach from a compliance perspective but ultimately not required. Before the EEOC’s 2016 regulations, employers were incentivizing programs subject to the ADA, and nothing about the AARP case or the EEOC’s response to it prohibits incentives.

There’s no doubt the wellness compliance landscape has changed a little over this last year, but this is also just the tip of the iceberg. With enforcement heating up, it is imperative for employers to carefully consider compliance, document the reasonableness of incentive choices and lean on trusted counsel when necessary to avoid potentially costly and time-consuming issues.

SOURCE: Davenport, B. (13 February 2019) "Employee wellness programs and compliance: What to know right now" (Web Blog Post). Retrieved from https://www.benefitspro.com/2019/02/13/employee-wellness-programs-and-compliance-what-to-know-right-now/


Tackling Workplace Bullying

According to recent research, about 75 percent of U.S. employees have been impacted by workplace bullying. Continue reading this blog post from UBA to learn how employers can tackle workplace bullying.


A recent study reports more than half of employees in global businesses witnessed or experienced workplace bullying. While that’s alarming, research focused on the U.S. says closer to 75 percent of employees have been impacted by workplace bullying.

What are some of those impacts? Individuals experiencing bullying report increased stress, depression, lower self-esteem and disengagement. A company culture that allows workplace bullying to go unchecked is a culture that will struggle with overall retention, productivity and worker satisfaction. While the social-emotional and productivity impacts are not to be ignored, studies cited in Safety and Health Magazine also show an increased risk of cardiovascular disease at rates rivaling diabetes and drinking as risk factors.

Given these impacts, it’s not surprising workplace bullying is getting significant attention from both researchers and the popular press. While it would be easy to assume, then, that solutions are being proactively developed, that’s not always the case. Several factors impact HR and other company leadership’s ability to aggressively tackle this hot topic.

One challenge is that workplace bullying can be seen as harmless, unintentional, or a matter of subjective interpretation. To counter that, the Workplace Bullying Institute says to look for deliberate behavior or language that is repeated, harmful, intimidating, insulting, humiliating or sabotages the target according to an article in Entrepreneur. When looking, it’s also important to look up and down the corporate ladder. This kind of workplace problem can come from a coworker or a misuse of power by a manager or leader.

According to an article in The HR Director, while more than 9 in 10 businesses want to make feeling safe a hallmark of employee wellbeing, only 1 in 10 is doing something about it. One reason so few are taking action is due to a disconnect about who should take the lead. Senior management skews toward expecting HR to take the lead, but most employees think management should be leading. A first critical step, then, is determining if employee psychological safety is a priority and then empowering a department or team to do something.

Once your team is ready, here are five steps to take.

Establish policies against bullying and to address allegations if you don’t already have them. If you do have policies, take meaningful time to assess and improve them. Consider your social media policies as well. Not all workplace bullying happens at a physical place of work. Much happens online.

Educate employees on new or existing policies. Employees who know there are clear systems in place are more satisfied and more likely to get help. Consider onboarding education for new employees and how you can let them know you’re a company with a plan in place. Formal training that addresses bullying and how to intercede as a bystander can put everyone on the same team.

Empower employees to report bullying. Many people who experience workplace bullying are unsure if they should report it, worried they’ll get in trouble if they do report it, and aren’t comfortable reporting it because they’re being bullied by a supervisor or manager.

Explore how your workplace works for gig economy freelancers and contractors. It’s important to decide how your HR department will acknowledge and deal with their bullying concerns. Are they less likely to report something you should know about because they have less job security or don’t feel protected by policies?

Exemplify the type of behavior you wish to see, says Forbes. Workplace civility and culture start at the top, and managers set expectations. Take claims seriously, behave in respectful, authentic ways, and you’re on your way to a better experience for your employees.

Read more:

Workplace bullying is not going away

Here Is Why We Need To Talk About Bullying In The Work Place

Five Ways To Shut Down Workplace Bullying

Study shows workplace bullying rivals diabetes, drinking as heart disease risk factor

Effectively Addressing A Workplace Bully

SOURCE: Olson, B. (19 February 2019) "Tackling Workplace Bullying" (Web Blog Post). Retrieved from http://blog.ubabenefits.com/tackling-workplace-bullying


Treat Your Weekend Like A Vacation

On-going research shows that how you feel at work on Monday may reveal a lot about how you approached the previous weekend. Read on to learn how your approach to the weekend can improve your mood at work on Monday.


Take a moment to recall how you felt at work on a recent Monday. Were you happy and satisfied? Or stressed and worried?

Your answer may reveal a lot about the way you approached the prior weekend. According to our research in progress, making one small mindset change — treating your weekend like a vacation — can increase your happiness. And unlike taking a more traditional vacation, this emotional boost doesn’t have to be expensive or time-consuming.

My colleagues Colin West, Sanford DeVoe, and I came to these conclusions over the course of several studies. First, we looked at the effects of actual vacations on hundreds of thousands of Americans by analyzing the subscription-only 2014–2016 data from the Gallup U.S. Daily Poll. We found that individuals who prioritize vacation are significantly happier: They exhibit more positive emotion, less negative emotion, and are more satisfied in life.

The problem is that Americans are really bad at taking vacations. Compared to workers in the European UnionAmericans spend more hours in the office each week and take less time off. Part of the reason is that the U.S. is the only industrialized nation without legally mandated vacation — one out of four employed Americans receive no paid vacation days at all. But Americans don’t even use the few vacation days they are allotted: More than 50% of Americans leave their paid vacation days unused each year.

This got us thinking. While most working Americans take little time off for vacation, the majority get (and take) two days off from work every week: the weekend. We wanted to see if there’s a way to help people leverage the time they already take off from work to enjoy the potential happiness they would get from a vacation.

To do this, we ran an experiment among more than 400 working Americans over the span of a regular weekend in May 2017. The intervention was simple: On the Friday leading into the weekend, we randomly instructed half of the participants to treat the weekend like a vacation. The other half, serving as a control condition, were instructed to treat the weekend like a regular weekend. That was it. How they interpreted the instructions was entirely up to them. Everyone was left to do whatever they wanted during those next two days.

When participants were back at work on Monday, we followed up with a survey measuring their current happiness (that is, their positive emotion, negative emotion, and satisfaction). The results showed that those who had treated their weekend like a vacation were significantly happier than those who had treated it like a regular weekend. This effect held when we controlled for the amount of money they reported to have spent. Thus, without taking any extra time off from work and without needing to spend any additional money, the simple nudge to treat their time off like a vacation increased their happiness when they were back at work on Monday.

These results seemed too good to be true, so we ran the study again with more than 500 different people on another regular weekend in January 2018. This time, we also measured how happy people were during the weekend, how they spent their time, and the extent to which they were mentally present. The experimental treatment was exactly the same: At random, half were instructed to treat their weekend like a vacation, and the other half were instructed to treat it like a regular weekend. Yet again, the vacationers were statistically happier at work on Monday. They were happier throughout the weekend as well.

How did treating the weekend like a vacation boost happiness? Yes, the “vacationers” behaved somewhat differently: doing less housework and work for their jobs, staying in bed a little longer with their partner, and eating a bit more. These differences in activities, however, weren’t responsible for their increased happiness. Instead, treating the time like a vacation seems to have shifted people’s mindset. Specifically, the vacationers were more mindful of and attentive to the present moment throughout their weekend’s activities.

For example, two women — one in the control group and one instructed to treat her weekend like a vacation — reported making breakfast on Saturday morning. The first woman reported doing so with enjoyment: “Made biscuits and gravy for breakfast. It’s my favorite!” The second woman took her enjoyment one step further: “I woke everyone up with pancakes this morning. It’s something I like to do when we are on vacation. I found myself enjoying the morning more than usual, maybe it’s because I focused on staying in the moment.” The difference between the women’s experience is subtle, but crucial. Even though their activities and behaviors were largely the same, it was the second woman’s attention to the present moment — her mindset — that produced the subsequent effect on happiness during the rest of the weekend and the following Monday.

Why does this mindset shift have such a powerful effect? Research shows that slowing down and paying more attention to your surroundings, the activity at hand, and the people who are involved allows you to enjoy the activity more. Without ruminating on the past or getting distracted by anxieties or fantasies about the future, increasing your attention to the present moment makes you more sensitive to the pleasures that are already in the environment. It helps you savor experiences and life a bit more.

Even if you can’t take the entire weekend “off” because of a looming work deadline or household obligations, it is still possible to gain the benefits of a vacation mindset. You can carve out a piece of the weekend (or perhaps even the workweek) to fully enjoy and be in the present, as you would on vacation. Or you can apply a vacation mindset to whatever task is at hand. Slow down, notice, and make it more fun; turn on some upbeat music in the car while running errands, or make yourself a margarita for folding laundry.

One word of caution: Given that the vacation mindset and resulting happiness stems from mentally breaking from routine and the day-to-day grind, this intervention cannot itself become a routine. Treating every single weekend or evening off from work like a vacation might cause a reduction in its cognitive and emotional impact. We recommend saving the mental vacations for when you really need the break.

When used judiciously, however, this simple reframing allows you to enjoy some of the happiness from a vacation without taking additional time off. Our experiments suggest that your mindset is more important than the activities you take part in, or the amount of money you spend, when you’re not at work. So between weekend errands, soccer practices, and birthday parties, try to notice and appreciate the time you do have. Treating this time like a vacation can provide a needed break from the typical grind, allowing you to appropriately savor moments spent at the soccer field or gathered around the dinner table with family and friends. And when you do head back to work, you’re more likely to feel refreshed and ready to tackle your week.

SOURCE: Mogilner Holmes, C. (31 January 2019) "Treat Your Weekend Like A Vacation" (Web Blog Post). Retrieved from https://hbr.org/2019/01/treat-your-weekend-like-a-vacation


With the Advent of Remote Work, Is the ‘Sick Day’ Becoming Passé?

Do your remote workers take sick days when needed? With many employees working from home full time, the idea of a sick day could become out of date. Continue reading this post from SHRM to learn more.


Your advertising manager works from home full time. She has a nasty cold. But hey—she only needs to walk a few steps from her bedroom to her desk, can nap when she needs to and won't infect her colleagues. So she doesn't really need to take a sick day, right?

Well, she probably should, but as remote work continues to rise, workplace experts find that those who do their jobs from home are inclined to stay on the clock while soldiering through colds, the flu and other maladies—in part because they don't want to appear to be taking advantage of their work-from-home benefit.

"Remote workers find it hard to integrate work with the rest of their life because it is so easy to overwork and even plow through your work while you are sick," said Jeanne Meister, founding partner of Future Workplace, a New York City-based HR executive network and research firm. "If you are only traveling from your bedroom to your home office, remote workers may rationalize, 'What harm can be done if I work while I am sick? At least I'm not contagious.' "

In addition, the advent of remote working has introduced another trend: managers suggesting that onsite employees work from home when they're sick.

"It's no secret that many [workplaces] have cultures that encourage the 'always-on' mentality," said Erica Denner, head of people and culture at YouEarnedIt/HighGround, an Austin, Texas-based company that focuses on employee recognition, rewards and performance management. "In my experience, I've found that because of this, employees at these organizations can find it difficult to ask for time off when they're sick and are often encouraged to work from home instead."

Circumstances Matter

Thanks to technology that facilitates remote work, there are instances when working during what otherwise would have been a sick day may actually be a win for the employee and employer.

"There are all kinds of reasons to take sick days," said Ellen Galinsky, president of the Families and Work Institute and a senior research advisor for the Society for Human Resource Management. "If employees have a condition that affects their ability to be mobile, like a broken bone or torn tendon, they might have to take a sick day if they work in a traditional workplace because travel to work would be difficult, but they could easily work at home. I can think of other such illnesses, such as having something contagious and not wanting to infect others but feeling good enough to work or being postoperative and being able to work in short spurts. Working at home could be ideal for that."

Consider U.S. Supreme Court Justice Ruth Bader Ginsburg, who recovered from cancer surgery at home but nonetheless heard arguments in a case before the court. A court spokesperson said Ginsburg would participate "on the basis of briefs, filings and transcripts," CNBC reported.

But if working while ill prevents an employee from fully resting and recuperating, this will likely hinder performance—and even future productivity and morale.

"If an employee is really sick, he or she might power through and get a few things done but might not do them well," Galinsky said.

Working through your cold, sore throat or flu not only can lead to a decline in physical well-being but "also can present mental health challenges," Meister said.

Contractors, or so-called gig workers, in particular, may be wary of taking sick time. Lacking job security, they may fear that doing so would make them appear dispensable to their employers.

What Employers Can Do

To discourage employees from avoiding sick days because they're working remotely:

Communicate to employees that you expect them to take time off when they're sick. Or, encourage them to be open about how much work, if any, they feel they can accomplish. "If you can't produce high-quality work, even from the comfort of your own home, when you're under the weather, relay that message to your manager," Denner said. "If they value your contributions and are a good supervisor, they will understand and step in to help until you're feeling better."

At YouEarnedIt/HighGround, workers are asked to make it clear when they are out sick and unavailable. This includes setting up not only the typical out-of-office notification by e-mail but also notifications across productivity platforms the company uses, such as Slack. "It's remarkable how effective turning on the 'out sick' emoji in Slack is in terms of alerting colleagues you need time to recover," Denner said. "When employees are out on a longer-term medical leave, we actually remove their technology access so they can't check e-mails or Slack. This way, the employee doesn't feel guilty or obligated to respond to messages."

Talk about the importance of taking sick days for one's physical and mental well-being. Bring up the topic during all-hands meetings with onsite as well as remote workers. In benefits materials and handouts, address the importance of taking sick days.

Ensure that managers and executives take sick days themselves. When a boss shows up at a meeting sniffling and coughing, she sends the clear message that work is too important to be interrupted by illness. And that only leaves her subordinates feeling guilty if they take sick days.

"We've found that [modeling sick-day behavior] actually goes a long way in not just encouraging our employees to do the same, but also in further solidifying a culture of trust and respect," Denner said.

Encourage remote workers to take time for themselves even when they're healthy—such as taking a midday break—and reinforce how this is important for their well-being and productivity.

SOURCE: Wilkie, D. (6 February 2019) "With the Advent of Remote Work, Is the ‘Sick Day’ Becoming Passé?" (Web Blog Post). Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/remote-workers-and-sick-days-.aspx


4 Ways to Help Employees Keep Their Resolution

Have you kept your New Year’s resolutions so far this year? Continue reading for four ways HR departments can help employees keep their resolutions this year.


As we ring in 2019, there are plenty of resolutions being made and likely already broken. Inc. Magazine’s list of the ten most common resolutions doesn't contain too many surprises. Prioritizing health and fitness through diet and exercise, spending quality time with friends and family, and other self-improvement plans are on many people’s minds. Endless how-to articles and listicles are published this time of year to motivate and inspire individuals to stick with their resolutions.

In a recent articleUSA Today discusses several resolutions employees can make to have their best year ever at work. But more than a best year at work, HR teams can support both personal and professional resolutions. An HR department ready to support those employees may just see happier, more productive and more engaged employees.

Here are some common resolutions and some proactive ideas for HR departments to consider.

1. Support Employee’s Healthy Eating

Many of your employees are looking to eat healthier in the new year. Employee Benefit News suggests a few key changes, rather than aggressive wellness pushes, can help employees make better food choices. Putting healthier options in vending machines or making healthy snacks a free break room benefit makes eating better an easier choice. Plan a tasting or activity around healthy and delicious food options to model better habits. Do keep in mind that dietary restrictions and preferences means a one-size-fits-all employees approach is likely to backfire!

2. Empower Employee Networking

If your team members want to get out and meet people in related fields as a resolution, champion that cause. Encourage connection because, as an article in Mint highlights, beyond benefitting the employee, it can have incredible benefits for your company, too. Candidates referred by a current employee are eight times more likely to get hired. Employees are one of the best ways for potential hires to learn about a company and openings. Encourage networking within your company, too. At the office, encourage cross-pollination by creating opportunities for employees to interact and learn from one another across departments or business units.

3. Invest in Employee’s Skills

Learn a new skill, a resolution on many minds, may include tackling a craft or an instrument at home. It could also mean learning a new skill at work. One HR professional recommends via Fast Company that employees commit to improving a work skill in the New Year. Investing in your employees through offering trainings, sponsoring professional development, or reimbursing coursework or certifications means a more skilled, more engaged, and even more loyal workforce. If budget is a concern, consider championing a mentor match, inviting employees to share expertise through lunch and learns, or create other opportunities for informal skill sharing through inter-office networking opportunities mentioned earlier.

4. Support Employee Financial Goals

Saving more is a common resolution, and one that’s commonly failed. While retirement may be top of mind when it comes to savings, Workforce recommends considering other financial safety nets like a rainy day fund since 8 out of 10 Americans live paycheck to paycheck and would not be able to afford a $400 emergency. USA Today encourages employees to make a point of brushing up on financial benefits like commuter assistance, 401(k) company match. HR can make all this even easier by helping employees brush up on what’s available or show how to set up direct deposits to make saving easier. Consider having a workshop or office hours for employees who want to ensure their financial resolution success this year.

Read more:

10 Top New Year's Resolutions for Success and Happiness in 2019

4 Ways to Help Employees Make Better Choices About What They Eat

9 New Year’s Resolutions You Should Consider Setting for Your Career in 2019

9 Ways to Be a Better Employee in 2019

Networking Basics You Should Not Ignore

12 Expert Tips to Make 2019 Your Most Productive Year Yet

Help Workers Save for Rainy Days, Not Just Golden Years

SOURCE: Olson, B. (23 January 2019) "4 Ways to Help Employees Keep Their Resolution" (Web Blog Post). Retrieved from http://blog.ubabenefits.com/4-ways-to-help-employees-keep-their-resolution


Why chiropractic services could be the next big thing in wellness

Chiropractic services could be the next popular wellness perk for employer-sponsored benefit plans. The American College of Physicians' care guidelines recommends the conservative, non-pharmacologic treatment chiropractors provide. Read on to learn more.


The next popular wellness perk could be offering chiropractic services at on-site medical centers.

On-site or near-site clinics typically offer services to employees including first aid, occupational health, condition management, wellness and ancillary services — and increasingly chiropractic care.

Employees, healthcare administrators and physicians are recognizing the health and employee satisfaction benefits of integrating chiropractic care into multidisciplinary settings, research suggests. Care guidelines from the American College of Physicians recommend the conservative, non-pharmacologic treatment chiropractors provide. Employers are finding that adding chiropractic care to their worksite health center teams reduces direct costs of care, decreases opioid prescriptions for neuro-musculoskeletal episodes and improves health outcomes.

Healthcare costs for employers are expected to reach $15,000 per employee in 2019, according to the National Business Group on Health. The direct and indirect costs associated with low back pain are estimated between $85 billion and $238 billion, and expenditures for back pain are rising more quickly than overall health expenditures. To help stem that growth, as many as 65% of large companies are expected to offer on-site or near-site care by 2020, NBGH reports.

Employer focus on improving workers’ health and wellness has gained momentum in recent years, as evidenced by last year’s announcement from Amazon, Berkshire Hathaway and JPMorgan Chase that they would form an independent healthcare company for their U.S. employees. Another example is employers with self-funded health plans contracting with narrow, high-quality provider networks and even negotiating directly with local hospitals on their prices.

Clinics offer similar cost control and oversight benefits. More importantly, they offer faster and easier access to care that keeps employees healthy, motivated and engaged — and out of the emergency room or hospital. As such, 54% of large employers currently offer on-site or near-site clinics, while another survey showed that 94% of employers reported their clinics improved employee health and 95% said they contributed to increased employee productivity.

Each clinic’s services, cost-sharing, use privileges and staffing can be customized to meet the needs of a specific organization and employer benefit plans. These decisions should be reflective of the objectives of the sponsoring employer and the healthcare needs of the population.

While most healthcare clinics are located on-site or close to the workplace, a growing number are near-site or shared clinic locations, serving populations from multiple locations of the same employer or various employers. Additionally, more care is being delivered virtually. The objective is to provide easy access and immediate attention for employees, at little or no cost, for a host of services and products that an employee would normally have to leave the work site to obtain.

According to a recent survey by the National Association of Worksite Health Centers, the majority of employers reported their workers had expressed interest in chiropractic services at their clinics. The nationwide cost for treatment and management of low back pain and arthritis has reached $200 billion annually. Another study attributes two-thirds of these costs to lost wages and reduced productivity.

The fact that chiropractors deliver drug-free therapies should be particularly meaningful to employers in light of the country’s opioid abuse epidemic. The good news is a recent study published in “The Journal of Alternative and Complementary Medicine” concludes that for adults receiving treatment for low back pain, the likelihood of filling a prescription for an opioid was 55% lower for those receiving chiropractic care than for adults not receiving chiropractic care.

In particular, chiropractors follow evidence-based and value-based guidelines to promote safety and effectiveness. Findings like these and many others show that by adding chiropractic care, employers will strengthen the opportunity for cost savings, improved outcomes, greater worker productivity and stronger employee retention.

SOURCE: Lord, D. (25 January 2019) "Why chiropractic services could be the next big thing in wellness" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/why-chiropractic-services-could-be-the-next-big-thing-in-wellness?brief=00000152-14a7-d1cc-a5fa-7cffccf00000


4 ways to help employees make better choices about what they eat

How often are there doughnuts, chips, soda, etc. in the break room? According to the RAND Corporation, 60 percent of Americans suffer from at least one chronic condition. Continue reading to learn more.


Doughnuts in the conference room. Soda and chips from the vending machine. Cookies in the office kitchen. A recent CDC study of employees across the U.S. found that the foods people get at work tend to contain high amounts of salt, sugar and empty calories.

When people are busy and on-the-go — a common reality for full-time employees who spend more than a third of their day at work — it’s all too easy to fall into poor eating habits. And poor eating habits contribute to poor health. According to a RAND Corporation Study, 60% of American adults suffer from at least one chronic condition (like diabetes or high blood pressure) and 42% have more than one. These conditions are costly, and not just for individuals themselves. The CDC estimates that productivity losses related to health issues cost U.S. employers $1,685 per employee per year, or $225.8 billion annually.

For employers that care about wellness, improving food and beverage offerings represents an untapped opportunity: Better nutrition at work can not only have a powerful impact on employee health but also contribute to a happier, more focused and productive workforce. Making large-scale changes across an organization is not always easy, however, especially when it comes to ingrained habits and preferences. What can today’s employers do to incentivize their employees to make healthier choices?

1. Make healthy food and beverages a benefit.

According to Deloitte’s 2018 survey on Global Human Capital Trends, 63% of employees surveyed cited healthy snacks as something they value highly when it comes to wellness. People want to eat healthier, which is great, but when they are busy, they’ll pick up what’s easy and available. And in too many of today’s offices, that means vending machines and office kitchens stocked with ultra-processed foods high in sugar and salt. Not only are these items unhealthy, they can also lead to sluggishness and lethargy as blood sugar levels spike and then crash.

It’s pretty simple: When more nutritious offerings are readily available — and especially if they are free or subsidized — people are more likely to try them. Companies that offer high-quality food and beverages as a benefit will reap rewards not just in terms of a healthier and more productive workforce, but also in attracting and retaining people, like millennials, who value wellness and appreciate the fact that their employer is investing in their health and happiness.

2. Get personal.

Different people have different drivers and different needs. This is why a one-size-fits-all approach to changing habits rarely works. Before making big decisions about your company’s food and beverage services, ask questions: Are some people on special diets or do they keep unusual schedules? What do people like and dislike about current available options? What kinds of foods and drinks do they wish were offered, but aren’t?

With a better understanding of habits, preferences and what drives people to the kitchen or break room in the first place (boredom? low energy? social time?), employers can begin to build a food and beverage profile that’s tailored to their workforce’s individual needs and thus more likely to be embraced.

3. Consider the “psychology” of snacking.

People don’t always make rational decisions — even more so when they are tired, stressed or “hangry.” But when corporations make the healthy choice the easy (and delicious!) choice, it helps. Everything from where snacks and drinks are positioned — are the more nutritious options at eye level? — to the design of kitchen and break room spaces can make a difference in promoting better eating habits.

For example, kitchen spaces that are attractive, comfortable and inviting encourage people to take a little more time and put more thought into selecting their snacks, and can also serve as a welcome place for people to connect with each other and de-stress. Taste is another important consideration. People sometimes assume that healthy food won’t taste as good as the bad stuff, but this is often just a misconception. Special tastings or fun office activities like offering a “snack of the week” can get people to try more nutritious options and see for themselves that they can be just as — if not more — delicious than what they were eating before.

4. Nudge, don’t push.

Don’t expect people to move from potato chips to veggie and quinoa salad overnight. Organizations that start with a few key changes — replacing sugary sodas with flavored water, for example, or swapping out highly-processed snacks and foods with similar, but more nutritious options — will face less initial resistance, and can then build up their healthy offerings over time. Every workplace has their guilty pleasures, whether it’s a specific brand of soda or a favorite candy. Rather than turning people off by taking their “comfort snacks” away, sometimes the best approach is to simply add healthier alternatives and then wait for people discover on their own that these can be equally fulfilling and delicious, and most importantly, make them feel better too.

Workplace wellness initiatives continue to grow in popularity, but there are still questions about whether these programs are as effective as they could be. While health screenings, smoking cessation programs and gym memberships are a good start, corporations shouldn’t overlook a key driver of good health — what their people eat and drink. Providing easy access to a great diet at work is a smart strategy for improving wellness, and one that employees will come to appreciate as a valuable benefit. Plus, healthy, enthusiastic and energized people makes for a much happier and more productive workplace — a win-win for employees and employers alike.

SOURCE: Heinrich, M. (3 January 2019) "4 ways to help employees make better choices about what they eat" (Web Blog Post). Retrieved from https://www.benefitnews.com/list/4-ways-to-help-employees-make-better-choices-about-what-they-eat?brief=00000152-14a7-d1cc-a5fa-7cffccf00000


It might be time for a financial wellness checkup

Are your employees stressed about personal finances when they’re at work? Studies show that forty-six percent of employees spend two to three hours per week at work dealing with personal finances. Continue reading to learn more.


We’ve all seen the infamous statistics — 56% of American workers struggle financially, 75% live paycheck to paycheck. A majority of Americans can’t come up with $1,000 for an emergency.

It is quite obvious that financial worries have a massive impact on happiness and stress levels, but what business owners, executives and human resource professionals understand is that this lack of financial wellness in the U.S. has a devastating effect on worker productivity, and therefore, employers’ bottom lines.

Employees who spend time during their day worried about bills and loans are less focused on getting their work done. In fact, a staggering 46% of employees spend, on average, two to three hours per week dealing with personal finance issues during work hours. So what can employers offer their workers to help them become more financially sound?

There are a number of ways to help employees improve their financial well-being – including utilizing the help of a financial wellness benefit platform – but at the very least, there are three major benefits that every business should employ if they want a stress-free and productive workforce.

Savings, investment and retirement solutions. Offering employees the ability to automatically allocate their paychecks into savings, investment and retirement accounts will help them more effectively meet their financial goals without worrying about moving money around. These types of programs should allow employees to make temporary or permanent changes at any time to reflect any immediate changes that may occur in their life.

Credit solutions and loan consolidation. Having a reliable source of credit is extremely important, but access to it can also be dangerous for big spenders. Employers should guide workers towards making informed financial decisions and teach them how to use credit wisely. Employers need to be able to refer employees to affordable and trusted sources for things like credit cards, short-term loan options and mortgages, so employees don’t have to spend time doing the research for themselves (or worse, potentially becoming victims of fraud). Companies should also offer resources that teach employees how to organize their finances to pay their debt off on time without accumulating unnecessary interest or fees.

Insurance (not just health). While many large companies offer the traditional health, dental, vision, disability and life insurance, employers should also be offering resources that give easy access to vehicle, home, renters, boat, pet and other common insurance products. Some insurance carriers even offer volume discounts, so if a large percentage of employees in an organization utilize pet insurance, everyone can save some money.

While it is important for employers to offer these benefits, it is also important to follow up with employees and make sure they are utilizing all of the benefits they have access to. Sometimes people can have too much pride or can be afraid to ask for financial help. The use of these programs should be talked about, encouraged and even rewarded.

Justifying the investment in these benefits is simple. Employers want to increase productivity, and employees want to be more financially sound. The workplace is evolving and so is the workforce, so while you look to add benefits like 401(k), work from home, summer Fridays, gym memberships and free lunch, don’t forget about the financial wellness of the people you employ. Maybe next year, you will see that your workers are focused less on their college loans and are able to put more effort into growing your business.

SOURCE: Kilby, D. (2 January 2019) "It might be time for a financial wellness checkup" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/it-might-be-time-for-a-financial-wellness-checkup?feed=00000152-a2fb-d118-ab57-b3ff6e310000