Ask the Experts: Federal Survey of Employer Health Plans

Ask the Experts: Federal Survey of Employer Health Plans

by | Jan 4, 2019 | Human Resources

Question: Our company received a survey from the U.S. Census Bureau asking about the health coverage we offer to employees, how much it costs, etc. Is this an official survey? Do we have to provide the information?
Answer: It appears your company has been randomly selected for the federal government’s Medical Expenditure Panel Survey (MEPS). Here is a sample of the 2018 survey.
The U.S. Census Bureau conducts a variety of studies on different schedules. The most widely known one is the once-a-decade census of the entire U.S. population, but the Bureau also conducts surveys every year of randomly-selected individuals and businesses on different topics. It has used the MEPS for several years to collect data on health insurance spending, the availability of employer-provided coverage, costs paid by employers and workers, and to study trends over time. Policy makers and health care researchers use the data in aggregate form, while each participant’s data is kept confidential.
It is your choice whether to respond to the MEPS. There is no penalty if you do not answer some of the questions or if you decide not to return the survey at all. Your participation is entirely voluntary.
To learn more about the MEPS, see the FAQs that the Census Bureau has prepared for businesses.

by Kathleen Berger
Originally posted on ThinkHR.com

7 Ways to Have Self-Control, Even in the Hardest Situations

7 Ways to Have Self-Control, Even in the Hardest Situations

by | Dec 19, 2018 | Health & Wellness

What would change if you had more self-control? Would you meet your fitness goals? De-escalate tense situations? Finally stop procrastinating on work projects? Although it can seem impossible to gain any more discipline than you already have, willpower can be exercised regularly just like your muscles. There are a few ways you can gain control when you really need it. When it comes to eating, exercise, anger and more, here are some common “tempting” scenarious followed by tips on how to strengthen your resolve.

1. Resisting Junk Food

From the grocery store to fast-food ads, one thing is for sure: Junk food is everywhere. Overcome the temptations of unhealthy foods by changing your self-talk. First, stop thinking, “I can’t eat this” (something unhealthy), and replace it with, “I can eat that” (something healthy), says Kelly Milligan, naturopath and chef. It removes the restrictive feeling and allows for a more stress-free, positive mindset.
Second, think past the immediate craving and ask yourself, “How will I feel after eating this? Will this help me get closer to my goals?” This way you are changing your approach from arbitrarily labeling foods as “good” or “bad” to focusing on the value certain foods have for your body.

2. Motivating Yourself to Hit the Gym

One way to stay on the path of exercising regularly is simply putting on your workout clothes! A 2012 study published in the Journal of Experimental Social Psychology found that this can give you the motivation you need to get moving. Still not feeling it? Tell yourself you’ll just work out for five to 10 minutes. You’ll be surprised what you’ll feel like doing once you get started.
And remind yourself why you started. Whether your goal is to gain strength, lose weight, recover from an injury or get healthier, each goal is tied to a specific emotion. Dig deep and envision what it would be like if your goal was met today. Bonus: Exercise can strengthen your willpower in other areas of your life!

3. Stopping the Late-Night Munchies

When straight-up willpower isn’t enough to stop yourself from eating an entire bag of chips before bed (or overeating in general), creating new habits is the way. First things first: Keep yourself fueled throughout the day so you’re not “starving” in the evening.
Then find a distraction from your thoughts of food: talk with a friend, stretch or read. Or try brushing your teeth. You won’t want to eat if your mouth is minty fresh. If you’re truly hungry, try a pice of fruit. The American Psychological Association states that glucose (like that found in fruit) is fuel for the brain and that acts of self-control reduce blood glucose levels.

4. Controlling Angry Outbursts

Anger is natural. But it’s what you do with that emotion that matters. It all begins with thinking before you speak or act. Ask yourself if what you’re about to say is going to make the situation better or worse. Or take a timeout. You can use the age-old trick of counting to 10 before you speak. It allows your mind to get some emotional distance and lets your brain focus on something else.
If you still feel amped up, try exercising. According to stress physiologist Nathaniel Thom in an article for Psychology Today, exercise can help diffuse the buildup of anger. Exercise gets the feel-good hormones elevated in your brain and presents a calming feeling over your body. After you’ve calmed down, you can find solutions and present your feelings in an unagitated state.

5. Refraining From Hitting Snooze

The snooze button is no friend of self-control. Mel Robbins, author of “The 5 Second Rule,” says in her book that how you wake up and spend the first 30 minutes of the morning determines the productivity of your day. It starts with getting up, waking up and being present in everything you do, Mel says. (In other words, put down your phone!)
According to Robbins, if you have an impulse to act on a goal, you must physically move within five seconds or your brain will kill the idea. So within five seconds of your alarm sounding, spring up and out of bed! Immediately after, begin to think of the positive things this extra morning time will add to your day. Before you know it, you’ll have set the tone for the entire day!

6. Curtailing Frivolous Spending

If you feel you need more control in the spending department, writing down each and every thing you purchase is a great way to see exactly how much is going out and where. At the end of each month, go through your list and see what spending was a “need” and what spending was a “want,” says Paula Pant, money-management expert and creator of AffordAnything.com. Add up the total amount of the “wants” and imagine that money saved up for an emergency fund or a memorable family vacation. This will also allow you to see other not-so-good habits you may have, such as buying junk food or always ordering lunch at work.

7. Actually Accomplishing Your Goals

Set your goals on a vision board where you’ll see them every day. This can be hanging on the wall next to your television or placed by the door of your home so you’ll always have a visual reminder of what your goals are. Read them out loud, and tell yourself you can do this — because you can.
Another way to ensure success is to keep it simple in all areas. If it’s too overwhelming, then you’ll be overwhelmed. Have the mindset of working in baby steps, and celebrate each day that you succeed. With self-control comes the feeling of accomplishment. With accomplishment comes self-confidence. And this cycle helps you keep meeting your goals.

**BONUS** Build Self-Control With Sleep

Another easy way to gain more self-control in any area of your life is to get adequate sleep. A 2011 study published in Organizational Behavior and Human Decision Processes found that a sleep-deprived individual is at increased risk for succumbing to impulsive desires, inattentiveness and questionable decision-making. Basically, it’s much easier to make the right choices when our brains are rested and recharged. (Which you probably know from experience!)

by SJ McShane
Originally posted on LiveStrong.com

Ask the Experts: FMLA Leave and Attendance Incentives | San Francisco Employee Benefits

Ask the Experts: FMLA Leave and Attendance Incentives | San Francisco Employee Benefits

by | Dec 13, 2018 | FMLA, Human Resources

Question: We give year-end bonuses based on attendance, and employees with a certain number of absences are disqualified. If an employee took FMLA leave, can we count those absences against them and withhold the attendance bonus?
Answer: Yes, if you apply the rubric used to qualify employees for the bonus consistently across all “equivalent leave status” reasons for absence. For example, if you count days off for vacation, paid time off, jury duty, or military leave as absences for the purpose of determining who receives the bonus, you can also count days taken under Family and Medical Leave Act (FMLA) leave.
The same answer applies to bonuses earned for other goals that may be impacted by FMLA leave, such as sales targets or total numbers of hours worked.
If a bonus or raise is not tied to a specific condition, but rather is a cost of living or annual increase provided by all employees, an employee may not be disqualified on the basis of having taken FMLA leave.
 
Originally posted on ThinkHR.com

Celebrate the Season Safely

by | Dec 11, 2018 | Human Resources, Workplace

As the holiday season approaches, the economy is humming along, unemployment is low, and companies are enjoying the fruits of corporate tax breaks. Time to celebrate? Not so fast, according to the 2018 Holiday Party Survey by Challenger, Gray & Christmas. The survey found that just 65 percent of companies are holding holiday festivities this year, the lowest rate since the 2009 recession.
While in 2009, holiday parties were skipped for financial reasons, the 2018 causes are more complex. Andrew Challenger, VP of Challenger, Gray & Christmas, speculates that the two biggest factors are #MeToo and an increase in the number of remote employees.
If your company is among those celebrating the holiday season this year, what can you do to avoid liability from sexual harassment, alcohol consumption, and other categories of risk?

Risk: Harassment Allegations

  • Communicate behavior expectations to employees ahead of time. Consider using this language to set standards of conduct. You may even choose to redistribute your sexual harassment policy. Be sure to emphasize that all employee policies apply at the party, even if it is off-site or after work hours. Racial or sexual jokes, inappropriate gag gifts, gossiping about office relationships, and unwelcome touching will not be permitted during the holiday party, just as they are not allowed in the office.
  • Do not allow employees to get away with bad behavior. Remind your supervisors to set a good example and keep an eye out for employee behavior that needs managing at the event.
  • Follow up immediately on allegations of inappropriate behavior and conduct a thorough investigation of the facts, even if the alleged victim does not file a complaint and you only hear about the behavior through the grapevine. If corrective action is warranted, apply it promptly.
  • Invite significant others or families. Employee behavior tends to improve at company events when spouses or partners and children are present. If your budget allows, include the entire family in the celebration. Be sure to review your liability coverage with your broker first.
  • Avoid incidents related to relaxed inhibitions by following the tips for reducing alcohol-related risks (see below).

Risk: Alcohol-Related Incidents

  • Take steps to limit alcohol consumption. If alcohol will be served, provide plenty of food rich in carbohydrates and protein to slow the absorption of alcohol into the bloodstream. You can also have a cash bar, limit the number of drink tickets, or close the bar early to deter over-consumption. Also have a good selection of nonalcoholic beverages or a tasty signature “mocktail” available. Make sure water glasses are refilled frequently.
  • Get bartenders on board. If you have underage workers or invite children of employees, be sure that servers ask for ID from anyone who looks under age 30. Ask servers to cut off anyone who appears to be intoxicated.
  • Make sure employees get home safely. Offer incentives to employees who volunteer to be designated drivers, offer to pay for ride shares or taxis, or arrange group transportation or accommodations. Planning for safe transportation can potentially minimize your liability if an employee causes an accident while driving under the influence.
  • Do not serve alcohol if your party is at the office and your policies do not permit drinking on company premises or during work hours. Deter employees from an informal after-party at a bar or restaurant where the alcohol could flow.

Risk: Workers’ Compensation Claims

  • Keep the party voluntary and social. Typically, workers’ compensation does not apply if the injury is “incurred in the pursuit of an activity, the major purpose of which is social or recreational.” If the carrier determines that the company party was truly voluntary and not related to work, you may not be liable for injuries sustained at the party.
  • Go offsite. Hosting your holiday party at an offsite location is a smart idea. Your employees will be thankful for the change in setting, and this could reduce insurance liabilities for your company, especially when it comes to third-party alcohol and injury policies.
  • Check with your broker before the party. Review your insurance policies and party plans to make sure you do everything you can to avoid risk and know how to handle any incidents that result from the party.

Risk: Perceptions of Unfairness

  • Determine how to handle pay issues in advance of the party. You’re not required to pay employees who voluntarily attend a party after hours. However, nonexempt employees need to be compensated if they are working the party or if attendance is mandatory. If the party is held during regular work hours, then all employees must be paid for attending the party.
  • Decide in advance whether and how to include remote employees, independent contractors, temporary employees, or agency workers. Be consistent in sending invitations, and if a category of workers will not be invited to the party, consider other ways to reward them for their hard work throughout the year, such as gifts.
  • Do not penalize employees who choose not to attend. The message may be misinterpreted and could create employee relations concerns. Be considerate of those who do not attend the event due to religious beliefs, sobriety, mental health issues, family obligations, child care conflicts, or any other reasons. Avoid religious symbols or themes as they could offend individuals of different faiths.

by Rachel Sobel
Originally posted on ThinkHR.com