by admin | Oct 7, 2025 | Custom Content, Employee Benefits
Health Insurance today is significantly more complex for young workers than it was just a decade ago. This complexity is driven in large part by healthcare costs that have outpaced inflation, pushing premiums, copays, and other out-of-pocket expenses to comprise substantial portions of their budgets. For many younger employees, navigating this landscape is confusing – more than 50% of Gen Z and Millennial workers admit to randomly selecting a health insurance plan, and nearly half say they don’t know where to turn for help during open enrollment. This lack of guidance makes it difficult for them to anticipate costs and make informed decisions about their care.
They also don’t truly grasp basic health insurance terms like “premium” or “deductible.” This knowledge gap doesn’t just confuse employees; it costs businesses an estimated $106 billion to $238 billion annually due to poor health literacy. (do we need to say where this number comes from?)
The good news? We can turn the tide. Empowering employees to become smarter benefits consumers pays off for everyone, leading to better health outcomes and lower costs. The earlier this education begins, the greater the impact. Here are five practical strategies for helping young employees get up to speed on their benefits:
- Begin with the Basics – Assume nothing. Most employees, particularly those just starting out, aren’t familiar with insurance jargon. Start with “Benefits 101” initiatives that cover the absolute basics: common terms, the ins and outs of group health coverage, vesting schedules, and enrollment period restrictions. Laying this groundwork early helps ensure young employees can make the most of their benefits from day one.
- Highlight the Personal Value – Young employees want to know, “What’s in it for me?” Beyond basic definitions, highlight how a deeper understanding can translate into real-world savings. Explain provider networks and demonstrate how a little research can save thousands on medical procedures.
- Mix Up the Messaging – Traditional handouts are helpful, but young employees often engage more with dynamic content. Use a variety of formats—emails, videos, infographics, flyers, posters, and interactive presentations—to make benefits education more appealing and memorable. A diverse approach ensures the message reaches everyone.
- Make Education Ongoing – Benefits education shouldn’t be a one-time event. Start as soon as employees are hired and keep the conversation going year-round. Regularly discuss relevant topics, such as how to handle life events, use telemedicine, fill prescriptions, or choose between urgent care and the ER. Consider implementing a consistent communication schedule, tackling different benefits topics each month to keep knowledge fresh, especially as open enrollment approaches.
- Offer Personalized Support – Even with great resources, some employees will still have questions. Designate an HR team member as the go-to benefits expert, available for email, virtual, or in-person support. Encourage all employees to meet with HR at least once before open enrollment and consider one-on-one sessions to address individual concerns.
It’s up to employers to help their teams understand and use their benefits wisely—especially young employees who can’t be expected to make informed decisions without a solid grasp of the basics. The real-life reasons people give for delaying or avoiding care—or choosing an ER visit over a primary care doctor—are a powerful testament to why this education is so critical. By investing in benefits education, employers set everyone up for better health, financial security, and peace of mind.
by admin | Oct 6, 2025 | Cybersecurity
Protecting yourself online doesn’t have to be complicated or expensive. A few simple habits can dramatically reduce your risk of falling victim to cybercrime. While you can never be “hackproof,” you can become resilient in the online world.
At the heart of online safety are four essential behaviors we at the National Cybersecurity Alliance call the Core 4. These simple steps will help shield your personal information, protect your accounts, and keep your devices secure.
MEET THE CORE 4: CYBERSECURITY BASICS
1. Use long, unique, and complex passwords (and a password manager!)
Your passwords are the first line of defense between a criminal and your sensitive information.
Here’s how to have 0000:
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Every password must be long, unique, and complex. Nowadays, every password should be at least 16 characters long, which significantly overwhelms password-cracking programs. Use a random mix of letters, numbers, and symbols. And every account needs a unique password.
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Don’t reuse passwords! Every account needs a unique password. Unfortunately, making little changes, like adding numbers or switching out an S with a $, doesn’t count as a unique password.
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Use a password manager to store and generate strong passwords. If you’re wondering how to manage so many unique, long passwords, the answer is a password manager! There are many free, secure options. Password managers are the safest way to store your passwords. If you prefer to keep a password notebook, treat it like cash.
2. Enable multifactor authentication (MFA)
Multifactor authentication (sometimes called 2FA) adds an extra security layer by requiring something more than just your password to log in. Think of it as using two locks on your digital door instead of only one. This could be:
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A one-time code sent to your phone
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A biometric scan like a fingerprint scan or FaceID
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A physical security key
Enable MFA on your accounts – especially email, banking, and social media. It’s a simple way to supercharge the security on your accounts. Also, never share MFA codes with anyone – this includes not sharing them over the phone, through texts, or via email. Only scammers will ask for MFA codes.
3. Keep software updated
Software updates don’t just bring new features. They often fix security flaws that criminals exploit. It usually takes a few minutes, but updates are worth it. Here are some tips:
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Turn on automatic updates when possible for your devices and apps – you can usually find these options in your Settings menu.
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Install updates promptly for your operating systems, browsers, antivirus tools, and apps.
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Don’t click Remind Me Later – the security is worth it.
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Remember your phones, smartwatches, and tablets are computers – keep these devices updated as well!
4. Watch out for phishing and scams
Phishing remains the most common online threat. Criminals send fake emails, texts, or social media messages to trick you into revealing sensitive information or clicking malicious links. These messages aim to get you to click before you think by playing your emotions. Scammers will even call you! Here’s how to look out for phishing and scams:
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Be highly skeptical of unexpected messages, especially those urging immediate action or asking for personal details.
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Phishing emails can light up positive emotions (“You’ve won our sweepstakes!”) or negative ones (“You’ve been hacked!”).
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Don’t click suspicious links or download unexpected attachments.
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Report phishing attempts to your email provider, social media platform, or IT department.
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If you’re unsure if a message is legit, ask a friend, coworker, or family member. A second set of eyes can be invaluable in spotting scams.
MORE SIMPLE TIPS TO STAY SAFE ONLINE!
5. Back it up
The best way to protect your valuable work, music, photos, data, and other digital information is to make copies and store them safely. If you have a copy of your data and your device falls victim to ransomware or other cyber threats, you can restore the data from a backup. If you break your computer or it crashes, you won’t lose the data along with the device. Use the 3-2-1 rule as a guide:
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Keep at least three (3) copies of your data.
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Store two (2) backup copies on different storage media, like on the cloud or on an external hard drive.
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One (1) copy should be located offsite – this includes the cloud!
Today, one of the easiest backup storage options is backing up to the cloud – the cloud is a network of secure computer servers that you can access through an online account.
6. Check your privacy settings
Every time you sign up for a new account, download a new app, or get a new device, configure the privacy and security settings to your comfort level for information sharing.
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Think about what information an app is asking for and if it’s necessary for the app to function.
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Think about who can see your profile.
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Audit your apps, platforms, and games every couple of months and delete the ones you don’t use.
7. Share with care
When you’re having fun on social media, think before posting about yourself and others. Consider what a post reveals, who might see it, and how it might affect you or others. With every post, think about:
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Who will see it?
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Could it reveal personal information?
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How might it affect your digital reputation?
8. Report phishing
One of the best ways to take down criminals is by reporting phishing attempts, and nowadays its easier than ever.
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If the email came to your work email address, report it to your IT manager or security team.
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If you’re at home and the email came to your personal email address, most email programs and social media platforms allow you to report phishing.
Do not click on any links (even the unsubscribe link) or reply back to the email. Also, don’t keep that phishing message around – delete it ASAP. You can further protect yourself by blocking the sender from your email program, social media platform or phone.
9. Don’t reply to mistaken texts or messages
A common scam nowadays starts with a seemingly “mistaken” text, where an unknown number contacts you, and it seems like a mistake.
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The text can be simple (“How are you”) or elaborate (“Do you have a dentist recommendation?”)
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If you respond, the other person will strike up a conversation and “friendship”
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These mistaken text scams, which are also called pig butchering scams, can last for weeks or months before the criminal requests money or tells you about an exciting investment opportunity.
Not responding to a text or call from a number you don’t know isn’t rude. It’s safe!
10. Use secure wi-fi
With your home router, remember to change the default password. When you’re out and about, public wi-fi is convenient, but its security might be questionable:
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Avoid accessing sensitive accounts like banking or email.
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Use a VPN or your phone’s hotspot for a more secure connection.
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Turn off auto-connect for wi-fi and Bluetooth. These settings can make your device connect to unknown or malicious networks automatically.
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On public computers in hotels, libraries, or cafes, avoid accessing personal accounts. If you must, always click “log out” – closing the browser isn’t enough.
Originally posted on National Cybersecurity Alliance
by admin | Sep 30, 2025 | Custom Content, Employee Benefits
Open enrollment doesn’t have to be a stressful administrative task. When planned well in advance, it becomes a valuable opportunity to review and enhance your benefits offerings, demonstrating your commitment to your team’s physical, mental, and financial well-being. A well-executed open enrollment can boost employee morale, improve retention, and ensure your workforce is supported.
Use this checklist to guide your organization through a successful open enrollment period, from the initial planning stages to the final follow-up.
Phase 1: Plan and Prepare Early (8-12 Weeks Before)
- Leverage technology: Consider a benefits portal where employees can easily access health plan documents such as benefit summaries, plan flyers, and contributions charts.
- Gather Employee Feedback: Solicit and record employee questions, concerns, and suggestions from the previous year. Consider conducting a survey to understand what benefits or improvements your workforce desires for the upcoming year.
- Evaluate and Enhance Offerings: Identify new or updated enrollment options.
- Develop Core Resources: Begin preparing your benefits guide and consider implementing or updating online enrollment tools and software.
- Create Educational Content: Produce digital educational materials like FAQs and videos.
Phase 2: Communication Kick-Off (4 Weeks Before)
- Launch Communication Campaign: Start sharing enrollment information across all selected online platforms (e.g., intranet, company newsletter, email).
- Equip Management: Develop a resource kit for your management team, including talking points and FAQs, to ensure they can confidently discuss open enrollment with their teams.
- Integrate Reminders: Add open enrollment reminders and key dates to the email signatures of your management team.
Phase 3: The Final Countdown (1-2 Weeks Before)
- Host Informational Sessions: Schedule and host virtual benefits meetings, webinars, and one-on-one sessions as needed to answer specific questions.
- Distribute Physical Materials: Provide informational pamphlets and mailers to employees.
- Prepare for Questions: Have answers ready for FAQs to ensure a smooth process.
Phase 4: During Open Enrollment
- Ensure Full Distribution: Make sure every employee receives the following information:
- The open enrollment timeline and deadlines
- A statement of their current coverage
- Information on plan-specific changes and rates
- Summaries of available plans
- The open enrollment booklet and any necessary forms
- Contact details for all plan carriers
- Promote Discussion: Remind managers to actively discuss benefit options with their teams.
- Provide Support: Offer ample time for enrollment and send frequent reminders throughout the period.
- Last-Minute Reminder: Schedule a company-wide reminder for the day before the enrollment deadline to prevent employees from missing the window.
Phase 5: Post-Enrollment Actions (1-2 Weeks After)
- Audit and Submit: Review all enrollment forms for missing or incorrect information.
- Ensure Compliance: Confirm that all relevant health care reform requirements have been met.
- Follow Up: Collect feedback from employees on their open enrollment experience.
Bonus Tip for Success
Consider holding a separate, off-cycle enrollment period to highlight voluntary benefits that might be overlooked during the busy primary open enrollment. This provides employees with a dedicated opportunity to explore additional benefits, potentially increasing your overall benefits utilization and employee satisfaction.
We are here to help; reach out to us with any open enrollment questions or needs you may have!
by admin | Sep 22, 2025 | Human Resources
Change management is a necessity in today’s workplace. Digital transformation, hybrid work and automation are forcing people to adapt, learn new things and evolve. HR professionals are uniquely positioned as both architects and ambassadors of change.
Discover guidance for navigating these transformations:
1. Assess the preparedness of the workforce
Whenever big change is coming, organizations must determine how ready their people are for it. HR can conduct organizational readiness assessments to figure out what gaps there are in skills, leadership, mindset and even culture. Listening to employees can help HR identify change fatigue and resistance. Aside from talking to employees, HR can conduct pulse surveys or feedback loops to understand how people are feeling. This can be an impetus for relating to one another.
“Let’s just make sure we do our best to understand the change that’s coming and band together and lean on one another and realize that we are still in control,” said Lisa Williams, global operations talent strategy and employee experience director, manufacturing and engineering operations at Dow during the the PEX Network’s All Access: Digital Transformation in HR 2024. “The computers and the technology are not in control. We are in control and we can dictate and determine how we are going to create the culture of our organization.”
2. Define the purpose and value of the change
One of HR’s big to-dos is to help employees and leadership connect the dots. They must align the change initiatives with business goals and then demonstrate how this relates to employee experience priorities. HR might have to take a page out of marketing and come up with personas, so they can prepare messaging that resonates with different segments of the workforce.
3. Involve employees from the start
Create feedback channels for employees to express concerns and ideas. Leverage change champions, those who will get excited about the transformation and bring others along with them. They can help promote adaptation and, in the case of new technology, adoption.
“Don’t discount your champions,” said Lisa Bass, transformation leader at BioReference Laboratories during All Access: Digital Transformation in HR 2025. “I think people sometimes take them for granted. You think, ‘I’ve got this champion. They’re really positive.’ Don’t discount your champions. They can be your biggest supporters and help. Sometimes, when I’ve pushed out certain initiatives and I knew that it was going to be a big change and I knew I needed the organization to get on board, I would tap into my champions and have a separate conversation before the big meeting and get them on board with the change.”
To begin, however, HR can make employees part of the process by asking them what they want and having them co-create solutions whenever possible. At the very least, they should be consulted about the rollout that will directly impact their work.
“The first tactic that I would recommend is to make people part of defining those behaviors that I mentioned. So, they don’t only receive something from above, they become part of that solution. And also they incorporate the fact that they are responsible for solving the problems when they are very small,” said Iván Céspedes, continuous improvement expert at Roche during All Access: OPEX 2024. “They don’t wait until it’s a larger problem to get involved. They are responsible for dealing with smaller problems before they become something larger. I would start there by making them part of those efforts because we really need to incorporate and take advantage of that full potential.”
4. Build skills for the future
For many years, HR veterans have called on each other to create cultures of continuous learning. HR can package a change initiative as an opportunity to broaden horizons. It’s a chance to assess the workforce to determine skills gaps and address them. However, HR must follow up with actual training. Learning and development is an essential building block in transformation projects.
5. Communicate transparently and often
HR leaders are the bridge between employees and leadership. As a result, they must be great communicators, the ones who are explaining the change, why it’s necessary and how to make it happen. They can use multiple channels to deliver consistent and honest updates.
“People need to connect to the strategy,” said Bass. “They need to understand why they are being asked to do something different.”
In their messaging, they should be up front about the uncertainty or questions people have. They should not be hiding anything or trying to sugarcoat the change. Often, in delivery communications, HR forgets to train managers to reinforce what they are saying while keeping their people at the center of the conversation. This could include:
- Equipping people managers with toolkits and talking points.
- Encouraging two-way dialogue within teams.
- Recognizing that how managers show up can make or break the transition.
6. Track key performance indicators (KPIs) and adapt
As HR leaders plan the change management strategy, they must identify the measurements they will use to determine success. Some possibilities include adoption rates, engagement and attrition. Any change requires ongoing conversation. Leaders should monitor what is being said and what is being done and then pivot based on real-time data. While everyone should be laser focused on understanding when things are not working, they must also celebrate quick wins.
7. Make the growth mindset contagious
Change is uncomfortable and always includes setbacks and challenges. Normalizing this feeling and recognizing it goes a long way to win over people. Quickly, however, HR should turn to sharing stories of resilience, especially if they exist across the organization. Most HR leaders have a commitment to the health and wellness of employees. That mindset should extend to change initiatives. They can provide resources for psychological safety to help people stay well and balanced as they confront change, which can mean managing stress, for example.
“To put the term leading with empathy into real language, it’s really leading with your head, heart and guts,” said Susan Jarrell Kushner, VP head of investment bank talent at Deutsche Bank at the All Access: Change Management for Business Transformation 2024. “I think of the head as being very results driven. That’s what we’ve always done pretty well. We’ve always had our north star of where we wanted to go – that’s the head or the brains. When you think about the gut that’s setting clear priorities and being positive about the change, uncertainty and even being able to explain it very well. But then when you get into the heart of it, the heart is really talking about the purpose, the trust, the values.”
Get used to change
HR professionals have a pivotal role in any change management initiative. They are the stewards of transformation. By realistically assessing the needs of the team, communicating clearly and often, tracking KPIs and providing guidance, empathy and training, HR can have an impact on success. Then, the team can embrace change as an opportunity to humanize the workplace and strengthen culture.
By Francesca DiMeglio
Originally posted on HR Exchange Network
by admin | Sep 15, 2025 | Health Care Costs, Health Insurance
PwC’s latest annual analysis forecasts that group health insurance costs will increase by 8.5% in 2026—the third straight year at this elevated trend. This sustained rise means health care expenses are now similar to those seen 15 years ago, after a brief dip post-pandemic.
Researchers gathered data from actuaries at 24 major U.S. health plans, covering more than 125 million employer-sponsored members and 12 million ACA marketplace members. The “medical cost trend” refers to the expected annual increase in health plan spending.
Key factors driving this growth include:
Hospital expenses: Wages for healthcare workers, supply prices, and rising operational costs all contribute. Many hospitals are intensifying revenue cycle management activities, increasing inpatient admissions, and pushing more costs onto commercial health plans.
Prescription drugs: Spending is up, notably driven by new therapeutics such as GLP-1 medications for chronic illnesses and rare genetic conditions. Drug spending soared by $50billion in 2024, with GLP-1s poised for further approvals.
Behavioral health services: Inpatient behavioral health claims jumped nearly 80%, and outpatient claims rose almost 40%. One in three actuarial leaders cited behavioral health as a top driver of rising costs, projecting a 10%-20% trend for this segment in 2026.
Offsetting factors, though limited in impact, include:
Biosimilars: For the third straight year, biosimilar drugs are cited as a leading cost deflator. Their adoption continues to grow and may help moderate spending.
Care management: Health plans are finding success with cost management strategies, such as utilization management, pharmacy oversight, and AI-powered claims review—tools that could dampen the medical cost trend.
The report also highlights upcoming federal policy changes, like the One Big Beautiful Bill (OBBB) Act, which may bring more cost pressure through adjustments to Medicaid eligibility, lapsing ACA subsidies, and proposed tariffs on imported pharmaceuticals.
Ultimately, industry analysts anticipate medical costs will keep climbing into 2026 and likely beyond, forcing employers to pursue affordability strategies while managing the growing burden of health coverage costs.
