Category — Corporate Health Promotion

Shopping for health plans through a broker is a fact of life for the vast majority of businesses. But how well is your broker meeting your needs?

And how can you work together better to minimize costs while getting maximum bang for your organization’s benefits buck?

What’s New in Benefits and Compensation conducted an exclusive survey of 195 subscribers to find out how they view their company’s relationship with their brokers. Here’s what they said –

Half see room for improvement

The good news –  Almost half of your colleagues rate their relationship with their current broker as “excellent.” But that means the other half see some room for improvement.

Thirty-nine% of respondents rated their broker relationship as satisfactory and said they were at least “reasonably happy.” the remaining 11% noted “unpleasant surprises” while 4% are actively considering a switch.

Tools for making buying decisions

Of course, the No. 1 reason any organization works through a broker is to find the best deals on health benefits. But many of your colleagues pointed to a few areas where their brokers could help make their lives a little easier.

First and foremost, your colleagues say they’d love for their brokers to provide user-friendly – but thorough – return on investment data they can use to benchmark different plans.

It’s worth discussing with your broker how much arm-twisting the broker can do with health plan carriers to get key data in your hands. Two specific areas of data benefits pros say they’d like help from brokers –

• obtaining and sharing claims cost data to compare to premiums, and

• benchmarking your average plan costs against those of similar-sized firms in the region.

Unfortunately, claims cost data is often hard to pry loose from insurers, at least for smaller companys’ plans.

Reason –  Without this data, it’s tougher to judge when your premium rate adjustment at renewal time is fair. Fewer than half of respondents (46.3%) say they’ve ever discussed such information with their brokers.

Obtaining benchmarking data on similar-sized plans assists you see how comparably your costs and plan designs stack up in your area. Roughly 43% of respondents say they’re armed with at least some of this info when it comes time to decide whether to stay with the existing plan.

Earlier renewals

It’s worth talking with your broker about ways to push for the earliest possible renewals – and strategies for making sure your carrier doesn’t hit you with any unpleasant surprises.

One notorious game insurance corporations play with businesss’ plans is to wait until the last moment to reveal the new premiums at renewal. That way, there’s less time for negotiation – or to shop around with the insurer’s competitors.

About 28% of respondents report getting their renewals about 30 days before the rate kicks in. Different brokers use different benchmarks for securing renewals. A minority of respondents (19.5%) have seen them as early as 90 days ahead.

Taking work off HR/Benefits’ plate

The benefits brokerage marketplace is highly competitive. Some brokers attempt to set themselves apart by offering patrons so-called value-added services.

Among your colleagues, the most well-liked services are those which relieve the company’s HR/ benefits manager of time-consuming tasks. Some examples –

• reviewing  plan documents

• auditing (and, if needed, reconciling) carrier bills for errors

• monitoring plans for compliance (HIPAA, COBRA, etc.)

• offering tech support for a benefits intranet and/or employee self-service software, and/or

• helping with staff member education.

Which costs your organization more –  workers who miss work or ones who show up physically but take a mental PTO day?

For most corporations, it’s the latter. So why do even savvy senior level managers and finance directors (we’re not just talking about the bean-counters) worry about absenteeism while downplaying so-called presenteeism as a drain on corporation productivity, not to mention the compensation and benefits budget?

In some cases, C-levels and supervisors seem to think that admitting that presenteeism even exists at the firm is akin to saying, “We’re a poorly run organization.” In reality, presenteeism exists in every workplace.

Virtually every employee, manager, supervisor and executive who has ever tried to “tough it out” at work when he or she has been sick has been a presentee on those days.

So has whoever who’s ever been distracted at work by non-work issues – whether it’s spending the day trying to resolve a personal financial matter, checking on a sick child at home or constantly checking for scoring updates from a sporting event.

In short, unless we’re to believe that every worker is productive every single day, no corporation in the world is immune from presenteeism.

Some organizations that don’t bury their heads in the sand about presenteeism still don’t track it. Why? Typically, there’s a belief that chronic presentees eventually get rooted out of the company.

And short of watching over every other employee’s shoulder throughout the workday, it’s too difficult (and even counterproductive) to try to estimate the cost to the organization.

Here are some strategies that firms have used to not only measure the cost but also reduce the problem.

Creating a cost estimate

If your organization is like most,  senior management worries endlessly about health benefit costs without realizing undetected presenteeism is just as expensive, but easier to control.

Consider these facts from a recent CSG study –  Nearly 10% of the typical each year pay and benefits

budget is spent on non-productive (but treatable) employees.

Add in workers who call out at the last second and the percentage rises to 17%, according to SHRM.

But how do you estimate the actual dollars-and-cents cost to your firm?

Let’s assume you’ve 50 employees, who make an average $40,000 a year. Over the at the year, the average worker is non-productive 2.5 % of the time, due to assorted personal issues or minor illnesses that serve as distractions.

In this instance, presenteeism costs your organization $50,000 a year. If you’ve a 5% presenteeism rate, the figure shoots up to $100,000.

While it’s impossible to entirely stamp out presenteeism, even small reductions in presenteeism add up to large bucks in controlling compensation and benefit costs.

The next step, of course, is doing something about the issue. Broadly speaking, the process generally works in three phases –

• review current policies and procedures for things that accidentally increase presenteeism

• get supervisors and employees involved on the front end, and

• stress the importance of work-life programs to  executive management and supervisors.

Let’s look at each area to see how they work in real-life practice.

Unintentional effects

Three common ways many firms try to cut absenteeism often increase presenteeism –

1. Over-stressing attendance in employee’s annual reviews

2. Having supervisors check up on staff members who take sick days to verify they are really ill, and/or

3. Disciplining workers for last-moment sick callouts.

From a practical and cost standpoint, the best solution may  be to switch from separate vacation and sick-day benefits to a single paid time off (PTO) bank.

When folks have no-questions-asked control over their off days, they’re sometimes more likely to use a PTO day if they’re sick.  Of course, you know that PTO carries some risks of its own.

Early detection

Fewer than one organization in 10 gets both managers and employees involved in the process of spotting and eliminating presenteeism.

That’s too bad, says consultant Mary Beth Chalk, because it can been done pretty easily.

Ask a sampling of workers to rate how energetic and productive they usually feel at work, on a percentage scale. Have supervisors estimate their staff as well. Then split the difference.

The result is a pretty good barometer of your organization’s current and future presenteeism risk.

Work-life balance

Anything you can do to promote work-life programs at your firm can have a positive effect on the bottom line. Proven ideas include –

• rewarding supervisors who support flexible work arrangements

• sending sick employees home

• cover onsite flu shots, and

• actively promote your existing Employee Assistance Program.

Any benefits HR/manager can adopt these ways to make employees feel more appreciated.

The common thread –  using your own communication skills as a powerful tool for improveing morale.

1. Put in face time

When time permits, managers may want to put in some “face time” with workers. This in and of itself is a type of worker recognition. Example –  There’s a lot of value in simply walking around the building, chatting with workers.  Ask workers about the personal items they display at their workstations.

In the short-term, folks will notice and appreciate your interest.  Long-term, this may inspire ideas for rewards and incentive programs. the same technique works at  firms with multiple locations.  Make a site visit to get a feel for the morale. This is much cheaper – and often more effective – than designing a formal benefits survey.

2. Send ‘em personalized stuff

Looking for a simple way to show staff members that HR/Benefits cares? Create a template from which you can send customized “Welcome” letters to new hires or “Happy Anniversary” notes for employees’ company anniversaries.

3. Target overlooked employees

Most firms have employees (e.g. part-timers) who aren’t eligible for the 401(k), health plan and other company-sponsored benefits.  Small gifts help firms connect with these often-overlooked employees.

Example –  on the first day of spring, send them a packet of flower seeds and attached a note from Benefits. Burston-Marsteller Worldwide has used this simple, low-cost idea and gotten good results.

Looking for recognition ideas that get results?  Here are two keys to success –

The most common characteristics of high-ROI recognition programs – regardless of their monentary value – are their spontaneity and perceived value by employees themselves.

In reality, the cost of some of most effective spot awards and bonuses often amount to less than 1% of base pay – and the awards don’t even have to be given in cash.

Less sense of entitlement

Part of the problem with traditional end-of-year or quarterly bonuses (apart from the fact that they cost corporations an typical of 10 percent of base pay) is that employees expect to receive them for reaching certain objectives.

Sometimes employees simply expect it no matter what. for  instance, at many firms, an annual holiday bonus is viewed as an entitlement and people  inevitably grumble that it’s not high enough. on the flip side, with spontaneous awards and bonuses, employees are often pleasantly surprised.

Benefits consultant Ken Stahlmann spells out four keys to making the latter type of awards work, even when they’re lower in cost –

1. Creativity is crucial

The most effective programs ordinarily give out awards weekly or monthly. to avoid over-stretching the budget – and avoid a ho-hum attitude setting in – creativity is a must.

One way that never gets old –  combining time off with a second, non-cash award. Example –  One firm gives a half-day off in combo with movie passes once a month.

Another, at weekly staff meetings, holds a random drawing for a dinner gift certificate, plus permission to leave work early once.

2. Make it personal

Rewards have more lasting impact when they’re geared to individuals ’s personal needs or interests. Two examples –

• one firm with many foreign-born, low-wage staff members awards a $20 pre-compensated phone card after 90 days of service, and a $100 card for outstanding work, and

• another corporation with a lot of sports nuts took several top-performers to a ball game. Managers said it was the best $200 they’ve ever spent in terms of creating ongoing enthusiasm.

3. Add structure

The awards may seem spur of the moment, but top programs have a fixed budget and structure set before anything is handed out. Example –  One retail firm awards “points” for good work. Folks can then trade in their points for store merchandise.

By letting individuals  bank points for additional valuable rewards, the business saw a solid jump in retention.

Other organizations prefer to let staff members reward each other. for  instance, a small healthcare provider keeps a “goodies box” onsite – compensated for in petty cash and stocked by staff members themselves.

When someone spots a coworker going the additional mile, he or she pulls out a prize and awards it.

The program is a immense hit –  It’s immediate and personal, yet structured.

4. Don’t let good intentions backfire

Most spot awards go over well. But keep these four issues in mind –

• for most cash or cash-value awards, there are tax implications (just as with traditional bonuses)

• Awards need to be spread around or else resentment can creep in

• Be certain honorees don’t mind being the center of attention (some firms have accidentally alienated people  they tried to reward), and

• Make sure the reward is something people  actually want. One firm that awarded a VIP parking space next to the Chief Executive Officer (CEO) found no one used it. No one wanted the Chief Executive Officer (CEO) knowing what time he or she came and left.

Looking for ways to boost morale, productivity and retention? Spot awards might  be the way to go.

They are the most well-liked recognition incentives among staff members, a recent study  shows. the best part –  the incentives usually amount to less than 1 percent of base pay. That also can makes this option attractive to C-levels. and the awards don’t even have to be given in cash.

Spontaneity grabs ‘em

Traditional end-of-year or quarterly bonuses cost businesss an average of 10 percent of base pay yet often have a lower payoff in morale and retention.

Reason –  Staff Members appreciate them less because they expect to receive them for reaching certain goals. By their nature spot awards are spontaneous and compensated out immediately. Honorees are pleasantly surprised and see the organization values their work.

Here are four keys to successful spot bonus programs, as reported by benefits advisor Ken Stahlmann –

1. Creativity is crucial

The most effective programs usually give out awards weekly or monthly. to avoid over-stretching the budget – and avoid a ho-hum attitude establishing in – creativity is a must.

One way that never gets old –  combining time off with a second, non-cash award.

Example –  One firm gives a half-day off in combo with movie passes once a month. Another, at weekly staff meetings, holds a random drawing for a dinner gift certificate, plus permission to leave work early once.

2. Make it personal

Rewards have more lasting impact when they’re geared to people ’s personal needs or interests. Two examples –

• one firm with many foreign-born, low-wage workers awards a $20 pre-compensated phone card after 90 days of service, and a $100 card for outstanding work, and

• another firm with a lot of sports nuts took a few top-performers to a ball game. Managers said it was the best $200 they’ve ever spent respecting creating ongoing enthusiasm.

3. Add structure

The awards may seem spur of the moment, but the most effective programs have a fixed budget and structure set before anything is handed out.

Example –  One retail firm awards “points” for good work. Folks can then trade in their points for store merchandise. By letting individuals  bank points for more valuable rewards, the business saw a solid jump in retention.

Other organizations prefer to let employees reward each other. for example, a small healthcare provider keeps a “goodies box” onsite – compensated for in petty cash and stocked by employees themselves.

When someone spots a colleague going the additional mile, he or she pulls out a prize and awards it.

The program is a immense hit –  It’s immediate and personal, yet structured.

4. Don’t let good intentions backfire

Most spot awards go over well. But keep these issues in mind –

• for most cash or cash-value awards, there are tax implications (just as with traditional bonuses)

• Awards need to be spread around or else resentment can creep in

• Make certain honorees don’t mind being the center of attention (some firms have accidentally alienated people  they tried to reward), and

• Make certain the reward is something people  actually want. One firm that awarded a VIP parking space next to the Chief Executive Officer (CEO) found no one used it. No one wanted the Chief Executive Officer (CEO) knowing what time he or she came and left.

In the last few years, there’s been a lot of publicity about the fast-growing crime of identity theft. More than half happen in the workplace. Benefits and compensation files are the most vulnerable targets.

The scariest part –  Victims of benefits-related ID theft often make out worse than those who fall prey to the more common variety. the bad guys are ahead of investigators after such thefts occur, and are often very good at covering their tracks.

Also, because benefits ID-theft is a relatively new kind of crime, there’s no well-established system for victims, plan sponsors and vendors to set things straight after the fact.

401(k) accounts a prime target

Not surprisingly, employees’ 401(k) accounts have become the main target for benefits thieves. an alarming MSNBC news report showed just how easy it could be for thieves to tap into an employee’s 401(k) accounts –  When an web-based account gets hacked into or account paperwork falls into the wrong hands, it takes only several mouse clicks to wipe out the victim’s retirement savings.

With average credit-card or bank account fraud, victims need only call their card issuer or bank, report the crime and refuse to pay for an item. But 401(k) theft is much, much harder to resolve.

Three enormous obstacles –

1. Money in 401(k) accounts isn’t federally insured, like a bank account.

2. 401(k) accounts rarely – when ever – come with automatic identity theft protection from the vendor, like credit cards.

3. Even if the theft is successfully resolved, the situation becomes an ERISA nightmare for plan sponsors, because your business also has to account for the way the theft affected the growth of the employee’s account before the money was restored.

A lot of EAPS fall into a common – and dangerous – category –  Management thinks the program is great, but employees think it’s a waste. But it doesn’t have to be that way if you’ve an employee assistance program or are considering one.

Seventy-three% of all firms (59% of small employers) have an EAP. But how well does the typical employee assistance program work? Not in addition to we’d hope. A Mid America Coalition on Health Care study found –

• just 50 percent of 6,400 workers surveyed said they’d use the employee assistance program (EAP) if they felt overwhelmed by personal issues, and

• one-third said they didn’t even know how to access its resources.

The good news –  Firms like yours have seen dramatic improvements in three relatively simple steps

1. Staff Member attitude surveys

The best starting place –  Take the pulse of your workers with a short, confidential attitude survey.

Objectives –  Ask workers if they know how to use the EAP’s resources. Then test workers’ knowledge and opinions of depression and other personal issues that may affect their workplace performance and/or safety. In the final section, find out how workers would handle a serious personal issue.

In other words, find out where your individuals  would likely turn for help. Would employees seek out the EAP? Would they prefer to discuss the issue with their family physician? A mental health professional?

The Mid America Coalition’s survey remains an great design model from which to craft a recent survey for your own staff members.

2. Promote employee assistance program (EAP) through education

Your survey data ought to help you pinpoint areas where employees need more education about your EAP. Some awareness-improveing techniques that have gotten results –

• Lunch-and-learn sessions. Possible topics include dealing with personal-finance stress, caring for elderly parents, understanding depression or dealing with a dependent who has potential mental health issues.

• Staff Member newsletter. If you have a benefits newsletter, spotlight the employee assistance program (EAP) from time to time. Some corporations without newsletters have done e-mail campaigns or targeted mailings instead.

• Workplace posters spotlighting EAP. the ones that work best are often posters designed around a specific theme (e.g., anxiety about personal debt) rather than a general “need help?” message. In addition to posters, you may want to distribute wallet cards with employee assistance program contact info.

Need help locating educational material? There’s lots of free EAP-related  flyers and FAQs here. Do not forget –  When doing employee assistance program education, constantly remind staff members that the program is strictly confidential.

3. Make certain to work with supervisors

For legal reasons, supervisors need to tread carefully when they suspect an employee has a mental health issue.

What you don’t want –  supervisors taking disciplinary actions without consulting HR or playing amateur psychologist and “diagnosing” the employee’s problems. Here is a PDF of some proven tips and talking points for doing supervisor-specific employee assistance program (EAP) education.

HIPAA compliance –  Beware non-discrimination issues

HIPAA’s non-discrimination rules impact both mental health benefits and general health plans. Under current interpretations, health plans can no longer have benefits exclusions that deny benefits for injuries resulting directly or indirectly from pre-existing mental health issues.

That’s true even if the psychological condition wasn’t diagnosed until after the injury and even if the injury was self-inflicted. Example –  Suppose an worker gets hurt in a workplace accident he or she caused. After the fact, the worker is diagnosed with a mood disorder that previously escaped detection by the employee’s doctor.

Under current regs, HIPAA-covered plans can’t deny benefits. This puts employers in a bind. Mental health issues like depression, anxiety or bipolar disorder are one of the health conditions that’re most likely to go undiagnosed or underdiagnosed.

That’s why, in most organizations, having a strong employee assistance program (EAP) is one of your best compliance tools.

For a lot of workers, telecommuting and flex-time are highly desired work-life benefits. But a growing number of organizations are reluctant to offer these programs.

Demand for these benefits remains high.  One study found that 87% of job applicants are familiar with the idea behind telecommuting and flex-time, and the majority express a desire to have at least periodic access to such programs.

Environmental interest groups have pushed the feds for years to create incentives for companys to encourage telecommuting. the pressure has risen as gas prices have continued to soar.

Nevertheless, flex-time programs have leveled off in some sectors, and there’s been a decrease in telecommuting.

Today, about half of all organizations where telecommuting is feasible permit workers to work from home on a case-by-case basis. But the percentage of companys offering full-time telecommuting has dropped in recent years.  Nowadays, only about 20% to 25% of companys offer the benefit year-round.

Even some national employers that are well-known for their telecommuting programs have scaled back. AT&T, for instance, recently asked a few thousand home-based employees to come back into the office.

Hewlett-Packard and Intel have done the same thing.  and the federal government recently noted a 7.3 percent drop in telecommuting staff members. Why the cutbacks?

Employee Assistance Program – Pros and cons

Offering workers telecommuting or flex-time may be a good recruiting and morale-increaseing tool, as well as a way to retain workers who need to relocate, would otherwise have a need to quit or take leave or commute long distances to work.

But the programs are not without their drawbacks. Some of the main reasons companys give for scaling back or eliminating them –

• Corporation culture – It’s easier to build a sense of organizational stability and an individual connection between employees, coworkers and supervisors when people  interact face-to-face on a daily basis.

• Security – One of the hidden costs of authorizing workers to telecommute (or else come in early or stay late) is keeping sensistive information safe. Some the cutbacks are being driven by companies’ IT departments.

Especially, managers have raised concerns about stolen laptops, identity theft or other crimes driven by hackers gaining access to information via workers’ home Internet connections.

• Productivity – Many supervisors find it easier to ensure high productivity when everyone is working under one roof at the same time.  There’s also a widespread view that most staff members get things done faster and more accurately when they’re not distracted by things at home.

The bottom line on the bottom line

Work-life programs such as flex-time and telecommuting remain a useful benefit to offer workers, and a lot of businesses still provide these benefits for economic reasons.

But once the potential hidden costs are weighed, it’s often better for the bottom line to limit the scope of these programs.

Organizations that are thinking about beginning a telecommuting program ought to look closely at job descriptions and telecommuting candidates. Some positions are poorly suited for remote work, and some workers are more up to the challenge than others.

But unless the organization creates objective criteria for permitting or denying flex/telecommuting requests, such programs can actually damage morale.

The last thing any business wants is to open supervisors(and the company) up to accustations of favoritism or discrimination because of seemingly random decisions on which staff members in their department can and can’t flex their schedules or work from home.

In the near future, the federal government may offer help to corporations looking to begin a wellness program. the help would take the form of tax breaks to offset program costs.

A current United States  Senate bill would give employers a substantial tax break for starting wellness programs. Dubbed the Healthy Workforce Act, it calls for an employer tax credit of up to $200 per worker enrolled in a newly created wellness program.

For bigger firms, there’s the $200 credit for the first 200 workers and up to $100 per staff member thereafter. to qualify for the full credit, your wellness program would’ve to feature –

• health risk (assessment|appraisal}s

• employee education drives (e.g., targeted mailings, online tools)

• behavior change programs (e.g., tobacco use cessation, weight control, health coaches), and

• “meaningful” participation incentives (e.g., lower co-pays).

Qualified corporations would be able to claim the tax credit for up to 10 years after starting a wellness program.

The bill has enjoyed bipartisan support, but like many things in Washington, the parties disagree over how to fund the cost of the tax credit. as a result, it has been bogged down in committee.

When and when the bill is ratified, businesss could claim the federal tax credit the following year.

In the meantime, whether or not your organization already has a formal wellness program, there are proven ways to make wellness part of the corporation culture. Best of all, they don’t have to cost an additional cent.

Wellness town meetings

It’s often said that successful wellness programs begin at the top of the organization. Reason –  Employees select up fast on whether management practices what it preaches when it comes to wellness.

If the people  in management are smokers, obese or simply reluctant to talk about health issues, it’s a tough sell to get workers engaged in taking control of their health.

That’s the idea behind the wellness town meeting.

Once a week (or once a month), everybody in the business attends a short meeting to discuss their own recent efforts to get healthier.

Managers usually go first, to break the ice about discussing some potentially sensitive issues like dieting or quitting use of tobacco.

In most organizations, the meetings are arranged to encourage casual, free-flowing conversation.

One key –  People  speak from where they’re seated, rather than standing up front, with all eyes staring at them.

Some organizations take a more formal approach, which may also work.  For example, at Old National Bank in Indiana, folks file into an auditorium to face their worst enemy, the scale.

Each week, everybody at the firm – from seasoned managers to the newest hires – comes in to get weighed. the only one who sees the number on the scale is the person getting weighed. Even so, the program has inspired a lot of folks to lose weight. for additional on the firm’s program, click here.

Free tests and screenings

While there’s no substitute for having staff members undergo robust health risk (assessment|appraisal}s, it’s also wise to home in on screening for common conditions that aren’t necessarily lifestyle related.

Example –  skin cancer. It’s not just sun worshippers who are at risk of the most common (and in its early stages, treatable) form of cancer. Heredity plays a part. So does luck.

Fortunately, businesss can get their employees screened for free. Through the American Academy of Dermatology’s National Melanoma and Skin Cancer Screening program, volunteer doctors perform skin cancer screenings at no cost.

Similarly, other medical associations and public health agencies offer free or nominal-cost screenings for a selection of other common conditions.

Indeed, it varies.  In some cases, an HSA-eligible plan may cost the same as a non-HSA high-deductible plan. In others, the premiums can actually be more expensive, a recent NHPI report locates.

As a matter of fact, a non-HSA plan offering similar coverage can carry a monthly per-employee premium that’s about $15 to $25 lower and a deductible that’s $500 to $1,000 lower than the HSA option.

Sometimes the difference is due to price-jacking –  the HSA plans are the ones that’ve been hyped in radio commercials and mentioned in newspapers in recent years.

Nowadays, fewer individuals  exploring high-deductible plans ask first about the non-HSA, so insurance companies sometimes slash prices to drum up interest in those choices, too. Another factor –  Not all deductibles work the same.

Deductible cuts both ways

Two deductibles can look similar but work differently, and the cost scales can tilt in favor of either an HSA or a non-HSA plan. Example –  HSAs by law can no longer allow first-dollar coverage of prescription drugs. But a non-HSA plan can.

On the flip side, HSAs often feature better preventive-care coverage. In some non-HSA plans, a person who’s yet to meet the deductible must pay out of pocket for standard tests (example –  cholesterol testing) that’re part of the routine physical. Only the office visit itself is covered.

Additionally, HSA-eligible plans have to follow rules that limit sum out-of-pocket costs. But this can push up the premiums compensated on the front end.

Best bet –  Double-check with your broker to be certain you’re comparing apples to apples when investigating  the costs of HSA and non-HSA plans.