by admin | Mar 5, 2024 | Hot Topics, Human Resources
A better work/life balance is at the top of the list for many employees. However, with the absence of nationwide paid leave regulations for American workers, employers typically determine the extent of paid time off for their employees. In an increased effort to remain competitive and improve employee attraction and retention, a new survey found that a majority (84%) of U.S. employers plan to add to their leave programs within the next two years to enhance their employees’ experience.
Due to changes in how and where people work in recent years, employers are contemplating updating their paid time off (PTO) and leave programs to meet the needs of their employees.
Specifically, these are the areas that are being revamped:
Caregiver Leave – Paid caregiving leave is time off with partial wage replacement to care for a family member with a serious illness. It is different than parental leave (leave to care for a newborn or newly adopted child) and from medical leave (leave to care for one’s own serious illness.
Many companies are realizing that with the aging of the baby-boom generation, millions of working families are part of a growing “sandwich generation” as they juggle to care for young children as well as aging parents. Paid caregiver leave is gaining popularity; 25% of companies have a policy in place and another 22% are planning to offer it in the next two years.
Bereavement Leave – Bereavement leave is offered by some employers to provide time off to an employee following the loss of a loved one.
Many companies are realizing that since grief can have an impact on employees well- being, both physically and emotionally. Complications from unresolved grief may include anger, fatigue and depression and can plague employees for months or even years. Offering paid leave to employees dealing with grief isn’t just the right thing to do – it’s a smart move for companies. Employees that feel valued and cared for at work are more likely to stick around, reducing turnover costs.
Parental Leave – The purpose of paid parental leave is to enable the employee to care for and bond with a newborn, newly adopted or newly placed child. In fact, one-fifth of companies that offer parental leave plan on increasing the length of their programs in the next few years.
General Paid Time Off – PTO is a benefit where an employee has access to paid time off that may be used for personal reasons, vacation, or sickness. 23% of employers plan on increasing the number of days off provided.
Your workplace may be a “good” place to work but the truth is, your key employees might just be one LinkedIn message away from being recruited to another company. Having competitive leave policies in place to create the best employee experience is critical.
Retention and turnover affect everyone in the company, not to mention the company’s bottom line. After all, employee turnover is very costly. It never hurts to review your leave policies to ensure you are doing what you can to remain competitive while keeping your team happy and healthy.
by admin | Feb 6, 2024 | Hot Topics
Critical illness insurance is known by many names: heart attack insurance, catastrophic illness insurance and sick insurance are just a few. No matter what it’s called, it’s designed to guard against the financial costs of a serious disease or condition.
As the average life expectancy in the United States continues to increase, insurance brokers are finding ways to make sure Americans can afford the privilege of getting older. Critical illness insurance was developed in 1996, as people realized that surviving a heart attack or stroke could leave a patient with a mountain of medical bills.
Before you learn what critical illness insurance is, you should understand what it is not: medical insurance. This coverage is not meant to stand alone; it’s meant to be supplementary to other forms of coverage.
Critical illness insurance is simple – it provides a lump sum payment when you have a verified diagnosis of a covered illness. Critical illness insurance is offered as a voluntary benefit by some employers to supplement your regular medical coverage. You can use the critical illness benefit to pay for treatment, recovery or transportation costs associated with your illness, but unlike your existing health insurance, you’re not limited to medical costs. You can also use the money from a critical illness insurance policy to pay for a babysitter while you recover, utility bills, or however you see fit.
Common Critical Illnesses Covered
1. Cancer
2. Heart Attack
3. Stroke
4. Kidney Failure
5. Major Organ Transplant
Additional Illness and Conditions
Many policies also cover additional illnesses and conditions, such as Alzheimer’s Disease, Multiple Sclerosis, and severe burns.
Key Facts to Understand About Critical Illness Insurance:
- Critical illness insurance takes care of expenses that health insurance doesn’t normally cover and helps you meet your out-of-pocket costs
- Critical illness insurance only pays for certain conditions – you still need to rely on traditional health coverage for other illnesses
- You’ll receive just one large payment upon diagnosis, which may need to last for several years
- No networks, deductibles or co-payment
- Critical illness insurance does not cover pre-existing conditions
- Premiums become more expensive the older you are
- No restrictions on how you can use the funds, allowing you to choose what’s best for you
While it may not cover every disease, a critical illness insurance policy safeguards against many common and financially disruptive conditions. This coverage shields you from the impact of serious illnesses and unforeseen medical procedures by providing financial support for various needs—making up for lost wages, funding additional time off work, covering medical expenses, and even supporting travel for treatment. This support allows you to focus on the most important during this challenging time – getting better.
by admin | Jan 15, 2024 | Hot Topics
As we begin to settle into 2024, many of us are thinking about New Year’s resolutions. The start of a New Year signals a time for change, reflection and a sense of ‘starting afresh’. This year, you can seize the new year’s spirit of renewal and make mental health your top priority!
A healthy mind will increase your self-esteem, attract positivity, and help you break those persistent bad habits. Don’t make the mistake of only writing ‘improve mental health’ on your New Year’s resolution list. To ensure success, you need to have a plan.
6 Tips to Improve Your Mental Health
Make a clear plan
Rather than attempting to overhaul several areas of your life, focus on one area at a time to maximize your chances of success. Checklists and timelines can help you track everything.
Set achievable health goals by making small, practical changes, like swapping out a meal or ingredient for a healthier option, rather than trying to quit all unhealthy foods at once.
Prioritize Sleep
Sleep is often the first thing to go. Poor sleep, especially over a period of a few weeks, leads to poor functioning: it impacts your immune system, ability to concentrate and your mood – all things that make you even more stressed out. It’s a vicious circle.
Prioritize “Me Time”
Taking some much needed “me time” isn’t selfish; taking care of yourself is one of the best mental wellness gifts you can receive. Do some yoga, take a walk, relax in the bathtub, or simply take some time to catch up on some reading. Your mental health will thank you for it.
Get Some Exercise
Exercise is an excellent way to destress. Focus on simply moving your body. Take the stairs or park your car further away from your destination to get some more steps in!
Enjoy Time with Friends and Family
Nurturing relationships with friends and family is crucial for a fulfilling life. Research shows that interacting with people we’re close to boosts our mood and makes us feel more connected. A strong support systems transforms challenges into manageable tasks and reassures you that you’re not alone.
Start a Gratitude Journal
Write down at least five things you’re grateful for and then reflect on why those things are important to you. It might be difficult at first, but the more you do it the easier it will become. You’ll find yourself feeling happier and more optimistic about life.
In a recent Forbes health survey, 50% of the respondents between the ages of 18 and 25 and 49% of those between 26 and 41 cited mental health as a top priority. Among respondents overall, 45% said improving their mental health was one of their top priorities.
Mental health is centered around the social and psychological aspects of our lives. Human beings are filled with complex thoughts and emotions — we are not preprogrammed to simply perform daily tasks. Our ability to think, feel, and navigate various experiences is tied to our mental state.
Good mental health gives us the resilience to process life’s challenges and helps us make wise decisions about the future. As you step into the new year, it’s essential to give your mental health the attention it deserves to ensure a balanced approach to your well-being.
by admin | Oct 4, 2023 | Hot Topics, Human Resources
Pushback on Remote Work
Nowadays, many employers are insisting that workers return to the office in full force. Last week, HR Exchange Network reported on Goldman Sachs enforcing a five-day RTO rule. The Street recently reported on how Dimon longs for the same at JPMorgan Chase. This is not new news. Some have suggested the big banks are concerned about compliance with However, The Street speculates that Dimon is most interested in strict RTO as a result of the organization’s real estate investments.
Walmart Lowers the Minimum Wage
Apparently, Walmart is paying some new hires less than it was paying others three months ago, according to the Wall Street Journal. The writer suggests that this is a sign that companies are trying to cut labor costs after significant wage increases during the Great Resignation. Most new hires will now earn the lowest possible hourly wage for their store.
“The wage-structure change comes after Walmart and other large employers have for years steadily raised wages and added benefits to attract workers in a tight labor market. The retailer’s latest move suggests that the stresses companies are facing in trying to find employees are easing and that they need to find ways to offset those wage increases,” according to WSJ.
UAW May Strike
The summer of strikes might just turn into the fall of strikes. The United Auto Workers (UAW) told General Motors that their proposal was insulting, according to CNBC. The contract for GM’s 46,000 UAW-represented workers included a 10% increase in wages. But the union rejected it and within days the UAW may go on strike.
“Despite the proposed wage increase being the largest under a UAW contract since 1999, it still falls far short of the union’s demands of a 40% hourly pay increase, a reduced 32-hour workweek, a shift back to traditional pensions, elimination of compensation tiers, and restoration of cost-of-living adjustments, among other items on the table,” according to CNBC.
Millennials Are the Hybrid Workers
LinkedIn is sharing data points from its latest Workforce Confidence survey, and it showed a difference in the way generations are experiencing work at the moment. About 20% of Millennials, compared to 17% of Gen X and 15% of Baby Boomers, are hybrid workers.
Cybersecurity Sees Layoffs
Cybersecurity was once considered a safe role to have because of the great necessity to protect data and technology from breaches. However, in the last month, nine cybersecurity companies have laid off employees, according to Axios. IronNet, Malwarebytes, Fortinet, NCC Group, Rapid7, Dragos, HackerOne, and Bishop Fox are among those that cut jobs. The publication reported that the companies have cut between 10% and 20% of their workforce, which amounts to hundreds of layoffs.
By Francesca Di Meglio
Originally posted on HR Exchange Network
by admin | Sep 13, 2023 | Hot Topics
In the U.S., the outstanding balance is $1.75 trillion in student loan debt. Approximately 55% of students from public four-year universities have student loans, with a balance of $37,338 owed per borrower. Beginning in October, workers nationwide will need to resume payments on their student loans for the first time since March 2020. The pandemic-related pause on both payments and interest accumulation that is ending is a stressor for employees who are increasingly seeking financial assistance from their employers.
People across all age groups struggle to balance student debt and retirement savings. It is reported that as many as 81% of people with student loans have needed to delay important life goals such as retirement or buying a home. Contributing early to a workplace retirement account is important so that employees can maximize the effect of compound interest in retirement.
3 Major Ways That Employers Can Help Their Workforce Pay Off Their Student Loans and Save for Retirement:
- Student Loan Repayment Assistance Programs – Employers can offer their employees student loan repayment assistance (LRAP) as a recruiting and retention tool. With LRAP, the employer makes monthly student loan payments to the employee’s lender, helping the employee to repay their student loans quicker. Additionally, through 2025, employers can repay up to $5,250 a year tax-free on employee student loans through the 2020 CARES Act.
- 401(k) Match for Student Loan Repayments – In December 2022, the Securing a Strong Retirement Act (SECURE 2.0) became law. This law – which starts in January 2024 – allows employers to match contributions to workplace plans – including 401(k)s, 403(b)s, 457(b)s, and simple IRAs – based on an employee’s qualified loan payments.
- Financial Literacy Programs – These educational tools can help teach employees how to develop a budget and savings plan, create attainable goals, project retirement needs, purchase a home and manage mortgage options, and manage debt- including student loan and credit card payment options.
Let’s face it, work isn’t the only thing stressing employees out – money can be a huge source of anxiety and a constant source of stress. With millions of Americans struggling to repay their student loans and/or save for retirement, this financial pressure can seep into their performance in the workplace. And managing finances isn’t just stressful – it’s time-consuming. Having access to financial well-being benefits and resources can empower employees to get on the path to financial prosperity.
by admin | Aug 1, 2023 | Employee Benefits, Hot Topics
Did you know that in 2017 the American Medical Association and the World Health Organization recognized infertility as a disease? Approximately 17.5% – roughly one in six couples– are affected by infertility in the U.S.
As societal norms and employee expectations continue to evolve, companies are recognizing the importance of offering comprehensive benefits packages that cater to the needs of their workforce. One area that has gained attention in recent years is fertility benefits. Here’s an overview of emerging fertility benefits and their significance:
- Cover specific treatments under their health plan
- Offer to pay a portion of treatment costs as a voluntary benefit
Employee expectations around benefits and workplace support have evolved in step with the growing desire for fertility and family-forming benefits. By offering emerging fertility benefits, employers demonstrate their commitment to supporting employees’ family-building journeys and recognizing the diverse needs of their workforce. These benefits can enhance employee satisfaction, improve work-life balance, and contribute to a more supportive workplace culture.
- Fertility Treatments Coverage: Fertility treatments, such as in vitro fertilization (IVF) or intrauterine insemination (IUI), can be expensive and may not be covered by traditional health insurance plans. Fertility treatment coverage can help employees overcome financial barriers and access the fertility treatments they need to start or expand their families.
- Egg Freezing: Egg freezing allows individuals to preserve their eggs for future use. This can be particularly beneficial for employees who want to delay starting a family due to personal or professional reasons.
- Fertility Preservation: Some medical treatments, such as chemotherapy or radiation therapy, can have a negative impact on fertility. Fertility preservation options, such as freezing embryos or sperm freezing, can help individuals protect their fertility before undergoing such treatments.
- Adoption Assistance: In addition to fertility treatments, companies are expanding their benefits to include adoption assistance programs. These programs can provide financial support, counseling services, and resources to employees who are going through the adoption process. By offering adoption assistance, employers show their commitment to supporting various pathways to parenthood and promoting inclusivity.
- Fertility Education and Support: Many employers are going beyond financial coverage and offering educational resources and support for employees navigating fertility challenges. This can include access to fertility experts, educational seminars, counseling services, and fertility wellness programs.
Since fertility coverage is relatively new, fertility benefits can vary greatly. However, essentially there are two options for coverage:
- Cover specific treatments under their health plan
- Offer to pay a portion of treatment costs as a voluntary benefit
Employee expectations around benefits and workplace support have evolved in step with the growing desire for fertility and family-forming benefits. By offering emerging fertility benefits, employers demonstrate their commitment to supporting employees’ family-building journeys and recognizing the diverse needs of their workforce. These benefits can enhance employee satisfaction, improve work-life balance, and contribute to a more supportive workplace culture.
