by admin | Aug 23, 2022 | Hot Topics, Human Resources
Today’s offices potentially span five full generations ranging from Generation Z to the Silent Generation. A coworker could just as easily be raised with a smart phone in hand as they could have used a typewriter at their first job. Some see differences between generational colleagues as an annoyance (“kids these days!”) and many rely on generational stereotypes as fact. Current research questions the validity of generational stereotypes. This series uncovers top generational myths as a strategy to support a diverse and healthy employee population.
The U.S. population soared following World War II and this surge created the aptly named Baby Boomer generation. This generation was born between 1946 and 1964 and represents the eldest colleagues at work. The top three myths of Baby Boomers include:
- Baby Boomers don’t understand technology.
This stereotype has been overplayed in popular media. (The older colleague scared of Excel who needs to call the helpdesk to send a Slack message.) The truth is that a member of this generation (Tim Berners-Lee, to be exact) invented the internet. And while their zeal for new apps will likely not match your fresh college graduates, they are still more than capable. Between 76% and 81% of Boomers go online regularly. Give them a chance.
- Boomers are traditionalists.
The real question is, how are you defining tradition? Because Baby Boomers were the firsts in a lot of meaningful areas that can hardly be called traditional. Many Baby Boomers were idealists and had no problem taking action to support their social and political visions. This same vigor is seen in the workplace. For example, more Boomer women entered the job force than prior generations, increasing representation in the workplace. Just because this generation doesn’t share some of the same proclivities as younger generations, don’t assume they won’t speak up for what they want or will accept the status quo.
- Boomers are ready to exit the workforce.
With the older members of this generation approaching 80 years old, many assume this group is on its way out the door. The facts tell a different story. A 2018 Pew Research Study showed that close to 30% of Boomers in the 65-to-72-year age range were engaged in looking for a job or working. Baby Boomers aren’t sitting back on their heels (nor can they with the additional income needed to support the longer lives they lead in comparison to their parents’ generation). They want to stay connected with the workforce whether this is staying on staff in a full-time capacity or finding a part-time job where they can explore their hobbies. Boomers make great mentors as well so don’t pass up this opportunity to learn from your elders.
Baby Boomers had, and still have, a heavy pull in corporate America. This is a result of their group’s size, as well as their plans to stick around the office longer than expected. They may be more technology savvy than assumed and can’t be boxed into the traditionalist category. Finally, Baby Boomers are full of institutional knowledge that other generations should soak up.
This is the last article in the multi-generational myths series and can serve as a warning to not judge a book by its cover. While generations are affected by similar political, social, and economic events, they also develop in nuanced ways.
© UBA. All rights reserved.
by admin | Aug 9, 2022 | Hot Topics
All too often, illness or injury appears out of the blue: You wake up in the middle of the night with intense abdominal pain. You stumble while carrying groceries up a flight of stairs and can no longer put weight on your swollen ankle. Or your baby spikes a high fever on the weekend.
These situations are stressful and it’s hard to think when you’re under stress. But you need to decide where to go to get medical care for yourself or a loved one. Understanding the levels of acute medical care before you need it can help you focus and get the appropriate help quickly.
Urgent care centers and emergency rooms are both great options for times when you are unable to see your primary care physician (PCP). The reasons for choosing these facilities can be because the injury or sickness has occurred outside normal office hours for your doctor or that you are out of town when an emergency hits. As you know, the first choice for non-life or limb-threatening conditions should be your regular doctor—they will have your medical history on file and your medication list at the ready. When this is not an option, you will need to make the choice on what level of care you need.
Urgent Care Centers
Urgent care centers fill the gap between when you are sick or minorly injured but cannot see your PCP and when you can’t wait for an appointment. Most urgent care locations are staffed by doctors or physician’s assistants. These centers can get you in and out quickly and some even take appointments. Since you will not see your PCP at these clinics, it’s always best to bring a copy of all the medications and dosages of meds you take. If you have a special condition, like epilepsy, make sure you disclose that to the urgent care provider you see. Most have access to x-ray machines and basic diagnostic tests. The typical range of costs for care at these centers is between $150-$200.
Here are some conditions that typically can be seen at urgent care centers:
- Fevers, flu or cold symptoms
- Ear infections
- Bronchitis
- Smaller cuts that may require stitches
- Urinary tract infections
- Vomiting or diarrhea
- Rashes
Emergency Room Care
Hospital emergency rooms provide care for life and limb-threatening situations ranging from heart attack and stroke to car accident injuries. Staffed by physicians, nurses, and specialists, emergency rooms have access to highly knowledgeable and diverse medical teams. In emergency rooms, care is given to the most serious injury/illness first—not on a first-come, first-served basis. Because of this, wait times in emergency rooms are widely varied and may be into a several hours-long wait. Again, it is wise to bring a list of any medications, both prescribed and over-the-counter, with you when seeking care since the ER will not have this information from your PCP. The average cost of an emergency room visit costs $2,200 according to UnitedHealthcare.
Symptoms that are best evaluated in an emergency room include:
- Chest pain or difficulty breathing
- Weakness/numbness on one side
- Serious burns
- Head or eye injury
- Concussion/confusion
- Broken bones and dislocated joints
- Seizures
- Severe cuts that may require stitches
- Pregnancy Complications
- Any condition that you think may need surgery or a stay in the hospital
When faced with the decision to visit an urgent care center or emergency room, you have to first evaluate your symptoms. Once you have done this, ask yourself this question, “Does this condition have the possibility of permanently impairing or endangering your life?” If the answer is “yes,” then you have an emergency and should proceed to the nearest hospital ER. If the answer is “no,” then head over to your local urgent care center. You will save yourself time and money by making a good choice on your care.
by admin | Aug 4, 2022 | Health & Wellness, Hot Topics, Workplace
Respondents to the latest State of HR report list burnout as the greatest consequence of the pandemic. In fact, the Great Resignation lingers, in part, because the burnout has gotten worse. Now, companies are facing inflation, the yanking of job offers, and the possibility of layoffs. While they are tightening their belts and being far more cautious, their workers remain overworked and burdened.
So, HR leaders are in hot pursuit of mental health and wellness solutions, ways to reach out and show they care. They want to help improve retention and ensure a functioning, healthy workforce. Knowing where to begin with a burnout prevention plan is challenging.
Access to Help
To start, HR professionals must connect their employees with resources to help them reduce stress, treat diagnosed mental illness, and everything in between. This requires due diligence. Experts suggest that HR leaders conduct surveys, ask questions, and listen to employees to learn what they need. Then, they can take action and provide solutions that will be used and are more likely to work.
PTO
Paid time off (PTO) is crucially getting redesigned for the new workplace. Aside from changing the delivery with options like unlimited PTO, companies are insisting people take time off. Goldman Sachs, for instance, will require employees to take a minimum of 15 days off per year beginning in 2023.
Even if some organizations do not have a minimum vacation policy, they are encouraging leaders to use their PTO to model healthy behavior. Many employees feel pressure to keep working, especially if they see their bosses chaining themselves to their desks. Getting people in the United States to use their PTO is part of a cultural shift that is taking place. Suddenly, people are interested in making work-life balance a priority. Getting time off and stepping away from work is a way to combat burnout.
Mini Breaks
Some HR leaders are pushing for mini breaks throughout the day. This could be a five- or 10-minute pause after a meeting or between tasks. The idea is for people to take a deep breath, go to the bathroom, reflect on their to-do list or what happened in the last meeting, walk around a bit, rest their eyes after hours on the computer, etc.
This is a shorter version of the traditional coffee break (but one certainly could grab a coffee or tea). Mini breaks allow people to transition from one task to another and briefly rest their mind, so they do not feel as though they are on the go 24/7. Some companies, as reported in the Employee Engagement and Experience for the Post-COVID World report, offer zen rooms that give people a chance to chill out at work.
Better Scheduling
Having better work-life balance can improve stress and reduce the likelihood of burnout. Again, it’s incumbent upon leaders in the organization to set the standard by not sending out emails before or after typical working hours, for example. Make rules about when teammates can call one another about work – and stick to them.
Most importantly, recognize when a meeting could be an email and do not schedule it. In fact, some companies are choosing at least one day per week with no scheduled meetings. These scheduling efforts might seem like small gestures, but clearing the calendar and separating work hours from personal hours can ease pressure.
Flexibility
Flexibility is the keyword of the moment. Employees want permission to work when and where they want as long as they maintain their output and deliver for their bosses. Many employers are not on board. There is a grand debate about working from home or returning to work with many in leadership preferring RTO.
Still, there are ways to be flexible and empathetic. For instance, if someone needs to pick up their kids from school, a manager can allow them to do so. In some offices, they allow workers to bring their pets to the office. Just knowing that one’s boss supports him if something comes up can help combat the stress that leads to burnout.
Lighten Work Loads
With the labor shortage that many are experiencing and the fact that employers are trying to do more with less, people are feeling overworked. In these cases, managers should delegate, so that people are sharing the burdens. Also, they can refrain from having people do repetitive tasks that might be nice but are not necessary. Perhaps, workers can gather numbers for the monthly report every other month instead.
Finding ways to help employees prevent burnout is a top priority for HR leaders. After all, burnout is contributing to the record number of Americans quitting their jobs, which is causing a labor shortage for many. To combat burnout is a way to work on retention.
By Francesca Di Meglio
Originally posted on HR Exchange Network
by admin | Jul 14, 2022 | Hot Topics, Human Resources
American workers are notorious for being workaholics. In fact, The Center for Economic and Policy Research has gone so far as to call the U.S. the “No Vacation Nation.” Deciding you need a vacation may feel indulgent but in reality, it is a crucial key to our overall health.
Why do you need to take a vacation?
Simple.
As much as we all need to work and do our jobs, the mind and body also need to be refreshed.
So put down your phone, tuck away your laptop and enjoy these five reasons why vacations are necessary for your health:
Decrease in Heart Disease – Going on a vacation gives you overall health benefits that can impact your life for years to come. Taking regular vacations could help reduce the risk for metabolic syndrome – a cluster of health issues including high blood sugar, high blood pressure, excess belly fat and abnormal cholesterol levels. All of these symptoms raise the risk for heart disease, stroke and type 2 diabetes.
Relieves Stress – Stress can have a negative effect on all aspects of your health–physically, mentally and emotionally. Headaches, back pain, anxiety, irritability, lack of concentration and frustration are just a few of the harmful effects of stress. Taking a vacation helps relieve the built-up anxiety, which can lower your blood pressure, help you sleep better and build up your immune system. Holidays will not only help you relieve stress but can help you manage it better when you get back to the real world.
Increases Productivity – It may seem counterintuitive to leave work and take a relaxing vacation to increase your productivity, but it’s surprisingly effective. Numerous studies reveal taking vacations is closely linked to productivity. Employees who take long, regular vacations return more energized, productive, and positive.
Enriches Your Personal Life – U.S. children with working parents report that their parents are bringing their work-related stress home with them. Additionally, kids have significant stress of their own. Vacations offer all family members time to relax, decompress, and the opportunity to connect with one another.
Quality of life is dependent on how you appreciate yourself and those who are around you. It could be with yourself, family or friends; but only vacations from a busy schedule can offer you time to appreciate the people around you.
Builds Your Immune System – A busy life wears you down. You can fight it all you want, but eventually everything will be too much and exhaustion will set in. When you’re tired and stressed from work and your home life, you’re more susceptible to catching the cold and flu. Vacations help relieve stress, allowing your immune system to build back up.
It is important to be selfish sometimes. As the old saying goes, “all work and no play makes Jack a dull boy.” Getting out of your comfort zone and experiencing something new is good for your body, mind and those around you.
by admin | Jun 13, 2022 | Hot Topics
Smart spending can keep your health care from costing an arm and a leg. With costs rising on everything from gas to food, every penny counts. It pays to shop smart – that is why it helps to learn how to take steps to limit your out-of-pocket health care costs.
- Save Money on Prescriptions
- Go generic – Always ask your doctor or pharmacist if you can switch to generic medicines. They have the same active ingredients but cost less than brand name drugs.
- Split pills – ask your doctor or pharmacist if your prescription comes in a higher dose that is safe to split. You may be able to get a 2-month supply of medicine in double the dose that you need for the price of a 1-month supply, cutting your prescription cost in half.
- Use a preferred pharmacy – A preferred pharmacy has pre-negotiated lower prices on prescriptions for a particular insurance plan. You can also sign up for home delivery on prescriptions that you take on a regular basis.
- Tune in to Telehealth
With telemedicine, you don’t have to drive to the doctor’s office or sit in a waiting room when you’re sick. Virtual visits can be easier to fit into your busy schedule and you may not even have to arrange for childcare. Doctors also can use telehealth appointments to lessen exposure to other people’s germs.
- Brush Up on HSA & FSA Eligible Expenses
You can withdraw HSA and FSA money tax-free to pay for deductibles and co-payments or coinsurance, as well as for a variety of other expenses including vision expenses and orthodontia. You can also use it for everything from sunscreen and contact solution to baby monitors and over-the-counter medicine like Ibuprofen or cold medicine.
- Save for Retirement with Your HSA
HSA funds don’t expire which makes an HSA a great way to put away money for medical expenses in retirement. An HSA offers a hat trick of tax advantages:
- Contributions to your account are made pre-tax, lowering your taxable income today
- Investments grow tax-free while they are kept in the account
- Withdrawals are free of income tax, as long as you use the money for qualified medical expenses.
Age 65 is when you can use HSA money to pay for non-medical expenses – including day-to-day costs or for home renovations. Those payouts aren’t tax-free but are taxed at the same rate as distributions from a traditional IRA. You’ll simply owe income taxes on whatever you withdraw.
- Review Bills and Insurance Explanations of Benefits
Billing mistakes can happen. In fact, did you know that up to 80% of medical bills contain at least one error? Billing mistakes happen easily when dealing with large numbers of patients, ever-changing medical codes, and payments crossed in the mail and health insurance companies.
The portion of your budget devoted to medical care is always on the rise so it’s never a bad idea to find monetary shortcuts where you can. Knowledge is POWER and when you spend time finding ways to save money on health care, you are empowering yourself! Exercising due diligence to plan for you and your family’s medical needs will save you money and give you confidence in your decisions for care.
by admin | May 18, 2022 | Health & Wellness, Hot Topics
Competitive wages are no longer enough to satisfy and support valued employees. Today, a variety of benefits and perks play an essential role in attracting and retaining talent. Lifestyle benefits, sometimes referred to as employee perks, are non-salary benefits given to employees to improve their overall lifestyle that go above and beyond standard medical, dental and vision benefits. These lifestyle benefits are rapidly becoming the future of employee benefits.
Around 60% of employees say benefit offerings are a significant factor in their decision on whether or not to take a new job. That’s why an increasing number of employers are utilizing lifestyle benefit plans to entice high-quality applicants. In fact, studies show that 80% of employees would select more benefits above a pay increase. Moreover, younger employees, like Millennials, are more apt to change jobs than their older Baby Boomer counterparts if they are dissatisfied with the employee benefits offerings available to them.
Lifestyle benefits are benefits to enjoy now. These are meaningful services that meet the needs of employees today. Not tomorrow, next week or even ten years from now. Employees don’t have to be sick, deceased, disabled or over 65 to use them.
In this article, we will explore the 4 “W’s”—Who, What, When, and Why—of lifestyle benefits to explain how you can use this tool to improve your benefits package!
Who Are Lifestyle Benefits For?
Even companies with generous overall benefits packages can suffer from low employee engagement and productivity which can be exacerbated by the massive shift to remote work. Offering perks that are customized to your people’s unique needs is hugely beneficial for companies wanting to increase employee engagement and retention. In the increasingly competitive job market, this really sets employers apart because it demonstrates a vested interest on the part of the employer to provide opportunities for personal, as well as professional growth. Lifestyle benefits, particularly in the form of flexible perk stipends, are an ideal way to offer personalization and also promote an inclusive company culture.
What Lifestyle Benefits Can Employers Offer?
Lifestyle benefits can be customized to meet many different types of needs. For instance, an employee might be sending their child to college for the first time. If they want advisors or financial planners, a lifestyle benefits account can cover it. Or what if an employee wants to take advantage of a gym membership or health app? This could also be covered through a lifestyle benefits program. Everyone benefits from a calm, happy, and valued employee! Other examples of offerings you can include in a lifestyle benefits program include:
When Should You Offer Lifestyle Benefits?
Really the answer to the question of when you should offer lifestyle benefits is-now! Now is the right time to make the most of lifestyle benefits by setting employees up and educating them of their perks.When organizations offer lifestyle benefits, it’s about building positive, long-term relationships between executives, supervisors and employees. It’s about investment and dedication to employee well-being.
Why Provide Lifestyle Benefits at Your Company
There are so many reasons to provide lifestyle benefits but it primarily boils down to one thing: employee satisfaction. Employees want to feel valued by their employers and if this can be achieved by helping them afford the lifestyle they enjoy and envision for themselves, then do it!
We are, after all, living in the age of personalization. Everything in our lives, from our Netflix subscriptions to Spotify playlists is customized to us and our preferences. Lifestyle benefits can be designed in a way that addresses the various needs of your diverse workforce, whether that means supporting a 22-year-old recent graduate living in the city, or a 45-year-old executive with three kids in a home in the suburbs, lifestyle benefits are ideal for that type of personalization and inclusivity, especially in the form of flexible perk stipends.
If companies want the best potential candidates, they have to think outside the box with personalized benefit offerings. Everyone wins with a flexible lifestyle benefits platform. After all, physically and mentally healthy employees are more productive, which is better for the bottom line.
