Ready for the sounds of office sniffles?

A recent study by law firm, Farah and Farah, states that one in four full-time workers receive between 1 and 5 sick days. Continue reading to learn more.


It’s not just a matter of whether they feel well enough to work, or whether they have sick days. The boss’s attitude about whether workers should take sick days or not can determine whether they actually do stay home when they’re sick, or instead come to work to spread their germs to all and sundry.

A new study from law firm Farah & Farah finds that even though it can take a person some 10 days to fully recover from a cold, approximately 10 percent of full-time workers in the U.S. get no sick days at all (part-timers don’t usually get them either), while more than 1 in 4 have to make do with between 1 and 5 sick days. Just 18 percent get enough sick time to actually recover from that cold—between 11 and 15 days.

The amount (or presence) of sick time varies from industry to industry, with government and public administration providing the most (an average of 12.1) and both hotel, food services and hospitality and manufacturing providing the least (an average of 5.4 for the hospitality industry and 5.1 for manufacturing). Some lucky souls actually get unlimited sick days, although even then they don’t always use them.

Regardless of industry, or quantity, just because workers get sick days it doesn’t mean they use them. Workers often worry that they’ll be discouraged from using them, with employers who may provide them but not encourage employees to stay home when ill. In fact, 38 percent of workers show up to work whether they’re contagious or not. Sadly for the people they encounter at work, the most likely to do so are in hospitality, medical and healthcare and transportation. Plenty of germ-spreading to be done in those professions!

 

And their employers’ attitudes play a role in how satisfied they are with their jobs. Among those who work for the 34 percent of bosses who encourage sick employees to stay home, 43 percent said they’re satisfied with their jobs in general. Among those who work for the 47 percent of bosses who are neutral about the use of sick days, that drops to 21 percent—and among the unfortunate workers who work for the 19 percent of bosses who actually discourage workers from staying home while ill, just 12 percent were satisfied with their jobs.

When it comes to mental health days (no, not that kind; the ones people really need to deal with diagnosed mental health conditions), fewer than 1 in 10 men and women were willing to call in sick. Taking “mental health days” when physically healthy, however, either to play hooky or simply have a vacation from the office, is something that 15 percent of respondents admitted to.

SOURCE: Satter, M (5 October 2018) "Ready for the sounds of office sniffles?" (Web Blog Post). Retrieved from https://www.benefitspro.com/2018/10/05/ready-for-the-sounds-of-office-sniffles/

Original report retrieved from https://farahandfarah.com/studies/sick-days-in-america


How employers can support employees during cancer treatment

Many people with cancer are choosing to continue working during their treatment. Read this blog post to learn how employers can support their employees during their cancer treatment.


Thanks to more sensitive diagnostic testing, earlier diagnosis and new treatments, the number of cancer survivors in the U.S. has grown to 15.5 million, and that number is projected to increase to 20.3 million by 2026. In addition, about 1.7 million Americans are projected to be diagnosed with cancer this year. A large percentage of these cancer patients and survivors are still active members of the workforce and the numbers have the potential to increase even more as people remain in the workforce beyond age 65.

Some people with cancer choose to continue working during treatment. Reasons for continuing to work can be psychological as well as financial. For some, their job or career is a big part of the foundation of their identity. A survey conducted by the non-profit Cancer and Careers found that 48% of those surveyed said they continued to work during treatment because they wanted to keep their lives as normal as possible, and 38% said they worked so that they felt productive. Being in the workforce also provides a connection to a supportive social system for many people and boosts their self-esteem and quality of life.

See also:

There also are financial benefits to the employer when employees continue to work during cancer treatment. Turnover costs, including hiring temporary employees and training replacement employees, are high. The cost of turnover for employees who earn $50,000 per year or less (which is approximately 75% of U.S. workers) average 20% of salary. For senior and executive level employees, that cost can reach 213% of salary. In addition, it can be costly to lose the experience, expertise, contacts and customer relationships employees have built.

This raises the question for employers: How can I support employees who choose to work while undergoing cancer treatment? Providing that support can be complex as employers work to balance their legal responsibilities under the Americans with Disabilities and Family and Medical Leave Acts with the privacy requirements of the Health Insurance Portability and Accountability Act (HIPAA).

When an employee chooses to share his or her diagnosis with a supervisor or HR representative, employers should view this disclosure as the beginning of a conversation with the employee taking the lead. (It’s up to the employee what information he or she wants to disclose about the diagnosis and treatment and with whom the information can be shared within the organization.) Here are four ways employers can support employees who are getting cancer treatment.

Help employees understand what benefits are available

The first step an employer should take is to refer the employee to the organization’s human resources manager (or someone who handles HR matters if the organization is smaller and does not have a human resources department) so that person can share information about all available benefits and pertinent policies. Provide details on:

  • Medical and prescription drug coverages, including deductibles, co-pays, precertification requirements, network healthcare providers and plan and lifetime maximums
  • Leave policies
  • Flexible scheduling and remote work options, if available
  • Employee assistance programs
  • Community resources and support groups

See also:

Offer professional guidance

Offering patient navigator or case management services can also be beneficial. Navigators and case managers can provide a range of services including:

  • Connecting employees with healthcare providers
  • Arranging second opinions
  • Providing evidence-based information on the type of cancer the employee has been diagnosed with and options for treatments
  • Help filing health insurance claims, reviewing medical bills and handling medical paperwork
  • Coordinating communication and medical records among members of the treatment team
  • Attending appointments with employees
  • Answering employee questions about treatments and managing side effects

Make accommodations

Workplace accommodations are another key pillar of support for employees working during cancer treatment. In addition to flexible scheduling, to accommodate medical appointments and help employees manage side effects like fatigue and nausea, and the option of working from home, workplace accommodations can include:

  • Temporary assignment to a less physically taxing job
  • Substituting video conferencing or online meetings for travel, which can be difficult for employees dealing with fatigue or a suppressed immune system, and can make it hard to attend needed medical appointments
  • Leave sharing for employees who have used all their paid time off and can’t afford to take unpaid leave. Some organizations offer leave banks or pools where employees can “deposit” or donate some of their vacation days for employees dealing with a serious illness to use.

See also:

Employees may continue to need accommodations after treatment ends if they face late side effects such as fatigue, difficulty concentrating, numbness caused by nerve damage or heart or lung problems. Continuing job and schedule modifications can help mitigate the situation.

Ask for employee input

An often overlooked part of supporting employees who are working during cancer treatment is asking the employee what types of support he or she needs and prefers. Employees can share any medical restrictions related to their condition, what types of accommodations or equipment will help them do their job, and what schedule changes will allow them to attend needed appointments and recover from treatment. This should be an ongoing conversation because the employee’s needs are likely to change over the course of treatment and recovery.

SOURCE: Varn, M. (21 September 2018) "How employers can support employees during cancer treatment" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/how-employers-can-support-employees-during-cancer-treatment?brief=00000152-14a5-d1cc-a5fa-7cff48fe0001


The days of employers ignoring the opioid crisis are over

What do employers need to know to help their employees and help reduce the risk of the opioid crisis? The opioid crisis is affecting companies' productivity, medical claims, work injuries and their bottom line. Read this blog post to learn more.


Productivity, medical claims, work injuries, and the company’s bottom line — what do these things all have in common? They are all being drastically affected by the effects of substance abuse. The opioid crisis that is running rampant across the United States is having an impact on employees at every level.

As an employer, what do you need to know to support your employees and reduce the risk of this national crisis?

First, you need to educate yourself on the facts. According to the National Institute on Drug Abuse, every day, more than 115 people in the U.S. die after overdosing on opioids. It is not just the deadly heroin/fentanyl combination that we have been hearing about in the news, sources of opioid addiction include prescription pain relievers such as hydrocodone, oxycodone, oxymorphone, morphine, codeine, and other prescribed substances.

See also: Taking A Page From Pharma’s Playbook To Fight The Opioid Crisis

The Center for Disease Control and Prevention estimates prescription opioid misuse in the U.S. cost $78.5 billion per year; affecting medical spend, productivity, and law enforcement supervision.

Substance abuse does not discriminate on any demographic, however if your business is construction, entertainment, recreation, or food service, the National Safety Council found your employees are twice as likelyas the national average to have substance abuse disorders.

Secondly, you need to take action. The most important thing an employer can do is to have a proactive plan in place to help your employees live a healthy lifestyle. It is easy to get in the habit of saying “that does not happen here,” but the reality is substance abuse can — and does — happen anywhere.

Solving the opioid crisis won’t happen overnight, but here are some steps to take to build a better relationship with your employees and quite possibly help someone overcome a substance abuse problem.

Train your staff. Explain what resources are available to help them help your employees. If you have an employee assistance program in place, leverage it, and have the information easily available so any employee can access the information at any time. This will help lower the fear barrier for employees who are not ready to ask someone they know for help. If you do not have the right resources in place today there are many programs available, and it is important that you adopt one that will fit your culture and help employees be high performers.

See also: Employers take steps to address opioid crisis

Show employees you care. Look for signs and symptoms that an employee might have a problem with substance abuse. Make sure supervisors, managers, and team leaders are aware of these signs and what actions they should take. Have an open door policy, and make sure your employees feel they can ask for assistance when they need it. It is important to know how to handle sensitive, often painful, discussions in a professional and action-oriented manner. It is essential that you have the right steps in place to ensure leadership is aligned with the organization’s strategy on how best to help your at-risk population.

Be transparent. Have clear policies in place that promote a drug-free workplace. Consider expanding your drug testing panel to include opioids.

Share the savings. Consider sharing the dollars a successful well-being program will save your organization’s bottom line through lower prescription drug costs and less lost productivity due to illness and time away from work.

See also: A look at how the opioid crisis has affected people with employer coverage

If your organization is struggling with how to successfully address the challenges of substance abuse and opioid addiction, seek out employee benefit consultants to help you develop a strategy for success. Like anyone with an addiction, there is no shame in asking for help.

SOURCE: Panning, C (7 September 2018) "The days of employers ignoring the opioid crisis are over" (Web Blog Post). Retrieved from https://www.benefitnews.com/opinion/employers-cannot-ignoring-the-opioid-crisis?feed=00000152-a2fb-d118-ab57-b3ff6e310000


5 steps to improving employees’ mental health

Do your employees have an “always on” mentality? Many employees are making themselves available 24/7, costing businesses big time due to workplace stress. Read this blog post to learn more.


Technology has transformed the way many of us work, but it also has almost completely eliminated our ability to unplug, de-stress and take care of our mental health. Many employees make themselves available 24/7, checking email before they go to sleep and as soon as they wake up. This “always on” mentality is costing everyone — businesses spend $300 billion each year on absenteeism, diminished productivity, employee turnover and insurance fees due to workplace stress.

Stress and mental health are increasingly important issues in the office. Elevated stress levels lead to mistakes, lower productivity, lower employee morale, higher rates of absenteeism and even physical illnesses such as high blood pressure and heart disease.

Up to 14% of mental health issues could be completely avoided by reducing workplace stress, according to the National Institutes of Mental Health. Now, more than ever, employers need to make sure their employees have the right resources to help combat depression, anxiety, stress and job strain.

Here are five ways employers can improve employees’ mental health.

Remove the stigma. Improving the mental health of your employees starts with talking openly about it. Employers should focus on mental health as part of a wider wellbeing program — calling attention to the need to relieve stress and seek help for mental health problems.

Workplace training to help employees and managers recognize the signs of stress and poor mental health can also bring attention to the issue.

Provide and promote stress-relief activities. Employers can build in activities to help relieve stress during the workday. Yoga, exercise classes and walking groups can help employees cash in on the feel-good endorphins that come from physical activity.

Some larger companies take stress relief to the next level. Office gyms, weight rooms and boxing gyms provide stress relief outlets. Some companies even employ in-house psychologists and other professionals to help teach employees how to manage their stress and fears.

Consider a flexible work policy. On a more basic level, creating a more flexible work policy throughout the day can also help. Everyone needs to take care of personal business from time to time, whether it’s a doctor’s appointment or a home maintenance issue. Take advantage of technology and allowing your employees to work from home or change their hours can help reduce stress.

Develop a financial wellness program. Financial fears are stressing out your employees. More than half of workers say they are stressed about money, and the younger the worker, the more likely he or she is to be worried. Creating a financial wellness program that educates employees on how to better manage their money can help remove this stress. A program could include helping younger generations balance paying back student debt with budgeting and saving, while older generations may focus on putting their kids through college while saving for retirement. Other topics to cover include making big purchases, such as a home or a car.

Highlight your employee assistance program. Draw attention to benefits that can help people cope with mental health issues. You very likely already offer an EAP, but you may not stress enough how it can help employees who may need assistance. Generally, an EAP includes telephone-based or in-person counseling, referrals and other resources to help assess and treat mental health issues. Communicate the details of your company’s EAP often (not just during open enrollment) to give employers another way to improve their wellbeing.

Your employees are your greatest asset; ensuring they are healthy is in your best interest. Facing mental wellbeing head-on can help you keep your employees happy and healthy, and help you boost your business.

SOURCE: Newman, H (25 June 2018) "5 steps to improving employees’ mental health" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/opinion/improving-mental-health-in-the-workplace?tag=00000151-16d0-def7-a1db-97f03ad90000


10 creative ways to help working parents

The parenting workforce is changing. Most working parents are concerned they won’t have enough time for their children. Continue reading to learn how employers can help working parents.


Can working moms have it all? Say goodbye to the broad-shouldered power suits of the ’80s and ’90s. Juggling a career and raising children is no longer a women’s-only issue.

While mothers are now the primary or sole source of income for 40% of American households with children, 75% of employees of all genders report their biggest concern as a working parent is not having enough time for their children. From single dads to same-sex couples, breadwinning moms to full-time working grandparents, the parenting workforce is changing.

No matter a family’s parenting makeup, employers can take an active role to help alleviate daily stressors affecting all working parents in the new, high-demand workplace. Here are 10 ways to do so.

1. Get real about childcare.

One of the biggest challenges working parents face is finding good quality, reliable, affordable care. Employers can help by offering programs and services such as backup childcare, onsite childcare, or dependent care flexible spending accounts. An employee assistance program with comprehensive dependent care resource and referrals, adoption assistance and personal finance services can relieve a lot of the hassle and pressures of finding childcare services for working parents.

2. Offer flexibility.

Many working parents report that the resource they value most is the ability to have some control over where and when they work. A policy allowing for fixed alternative hours, or the opportunity to work at home as needed, can be a big help. Providing the further ability to have some flexibility on a day-to-day basis — whether to get to a parent conference or accommodate a missed school bus — is even better.

3. Make it convenient.

The ability for working parents to get some of life’s necessities taken care of right at the workplace is a huge plus. On-site amenities that employers offer range from big-ticket items like childcare and fitness centers to postal and banking services, take-home dinners to dry cleaning pick-up and delivery, and car washes to oil changes.

4. Help tackle the “hate-to-do” list.

Often without the support of the village, working parents are saddled with overwhelming responsibilities at home and a laundry list of ‘hate’ to-dos. From grocery shopping to laundry services, employers can offer convenient concierge and errand running perks to save employees time, money, and stress in all areas of life, house, and family management. These services help free up golden personal time, so working parents can focus on more fulfilling family experiences rather than constantly catching up on personal tasks and errands.

5. Promote total health.

Being a working parent is stressful. Don’t underestimate the power of wellness offerings to provide much-needed support. From standing desks to yoga classes, walking meetings to meditation rooms, there are many ways to promote a healthy lifestyle at work.

6. Prioritize mental wellness.

Mental wellness should also be a top priority, and employers can partner with an engaged EAP to build strong stress management solutions and reduce the stigma around mental health at work. Mental health support should be confidential and available at all stages of parenting, from pre-natal to post-partum, empty-nesting and beyond. Mental wellness benefits should be promoted year-round and available to all family members.

7. Remember the older kids.

Parenting doesn’t end when children graduate from grade school. Many employers offer programs such as homework hotlines to help kids through their teen years; EAPs can also provide a wide range of resources and referrals on parenting and education. Services and activities like college coaching, financial counseling, and “lunch and learns” with scholarship or admissions experts can be invaluable to parents facing the next adventure.

8. Simplify travel.

Business travel can be hard when you’re a parent, especially of young children. Careful planning can help ensure working parents don’t have to spend precious weekend time traveling or head to meetings that might have been just as effective by phone. Increasing numbers of employers are also offering breast milk storage and shipping services; some even pay for childcare while employees are out of town.

9. Don’t forget the “working” in working parents.

Becoming a parent doesn’t automatically mean losing interest in your career. Leave it up to employees to decide if they want to take up educational or advancement opportunities.

10. Stay inclusive.

Remember that caregiving responsibilities can encompass a wide range of family situations. Make sure programs and policies — as well as communications about them — support fathers, single parents, adoptive and foster parents, same-sex couples and grandparent-caregivers.

Being a parent is a rewarding and enriching experience — but it can also be exhausting and thankless, especially for those juggling work and family. Fortunately, it doesn’t take much to make the workplace a more supportive, less stressful place for working parents, who will likely return the favor with greater productivity, engagement and loyalty.

SOURCE: Krehbiel, E (2 July 2018) "10 creative ways to help working parents" (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/slideshow/10-creative-ways-to-help-working-parents#slide-6

3 ways to promote inclusion in your workplace

Are you looking to grow your current inclusion practices or build new ones? Read this blog post to learn three ways employers can promote inclusion in their workplace.


Diversity and inclusion is top of mind for HR practitioners and employees alike. If we think about diversity as who is walking through the door, then inclusion would be the next part of the employee experience. With the recent focus on workplace diversity trends, it’s important to not forget how important it is to create an inclusive working environment.

It’s critical to facilitate relationship building with new hires and their teams. We often focus on the work to be done without taking time to get to know our co-workers as individuals. When we see each other as people and learn to appreciate our similarities and differences, it makes it easier for everyone to thrive.

Whether you’re looking to grow your current inclusion practices or are starting from scratch, try these three action items:

1. Don’t be afraid to ask.

It may sound simple, but a great first step to improving inclusion is to survey employees. By conducting quick and easy “pulse” surveys, you can gauge the level of belonging that employees feel. You can do this by launching survey focused on diversity or add questions around inclusion and belonging into your existing employee engagement surveys. Once you have a baseline on company sentiment, you can begin to improve areas that may be lacking. Start to put in place mechanisms to support individuals from different backgrounds and don’t forget to conduct these surveys on an ongoing basis.

2. New Hire Buddies

Whether you’re an introvert, extrovert, or somewhere in between, it can be hard to meet new people when you start a new job. Consider creating a “buddy” program to encourage new hires to bond with their co-workers. Companies hit roadblocks when they put the onus on new employees to reach out and engage with their teams. Having the support of a “buddy” at work helps create a feeling of security, which leads to greater engagement. The more engaged your employees are, the longer they will want to stay with your company.

3. Resource Groups

Employee resource groups (ERGs), sometimes also called affinity groups, serve as a platform that employees can use to build a culture of inclusion and belonging. Not only do they foster a sense of community within your organization, they also help new hires transition into their new working environment. These groups create opportunities for education and understanding between diverse individuals across your company. They can also be a great launchpad for new ideas and change in creating more inclusive policies and practices.

Fostering an inclusive company culture helps increase both engagement and retention. The better an employee feels about working at your organization, the greater the likelihood that they will reach their full potential on the job. Measure your current state of inclusion with regular pulse surveys and follow up with making changes as necessary to foster stronger relationships across the organization.

Source: Li, J. (19 July 2018). "3 ways to promote inclusion in your workplace" (Web Blog Post). Retrieved from https://blog.shrm.org/blog/3-ways-to-promote-inclusion-in-your-workplace


How tech solutions can take aim at employee stress

Workers are stressed out. Stress can lead to a number of grave health conditions and unhealthy coping mechanisms. Read this blog post to learn how technology is helping battle employee stress.


In case you haven’t noticed, today’s workforce is completely stressed out. Overwhelming workloads, looming deadlines and the 24/7 always-on mentality is becoming the corporate America norm. Unfortunately, long-term stress can contribute to everything from heart disease to strokes, cancer and other grave conditions. Stressed employees also are more likely to be unmotivated, quit their jobs, perform poorly and have low morale and higher incidence of illness and accidents.

Because everyone copes with stress differently, some deal with it in unhealthy ways, such as overeating, eating unhealthy foods, smoking cigarettes or abusing drugs and alcohol, according to the American Psychological Association. This vicious cycle makes stress one of the top health concerns, with 49% of individuals at risk for stress-related illnesses, second only to weight, which impacts 69% of individuals, according to internal research.

All in all, employee stress is causing employers … well, stress. In fact, the cost of work-related stress in the US is $300 billion annually, according to the American Institute of Stress. Further, behavioral-related disability costs have increased more than 300% in the past decade and account for 30% of all disability claims.

While more than two-thirds of US corporations have adopted some kind of health and wellness program, the majority doesn’t adequately address or even include solutions that support mental health. That’s why it’s critical to educate employers on the real cost of stress and the benefits of an effective stress-related wellness initiative to help keep health costs down, while keeping employee productivity and retention up.

However the realities of promoting a healthy balance for employees, while simultaneously ensuring the delivery of quality work that’s completed on time, is much easier said than done. Anecdotally, we often hear that employees don’t feel they are benefiting from their corporate wellness plans because they don’t have time or they can’t break away from their desks.

Walk the walk
What can employers do to break the cycle? First and foremost, stress reduction starts from the top-down as management and bosses play a key role in employee adoption and lasting engagement. Not only are they responsible for communicating about available resources, they need to literally and figuratively walk the walk. When leadership incorporates stress management into their own lives, employees understand the company's commitment to these practices and feel more comfortable taking a break.

The role of technology
Some of the most effective wellness programs leverage a variety of technologies that offer something for everyone and makes it easier for employees to engage and benefit, regardless of where they are or the time of day. Popular technology-based solutions include:

· Digital health platforms — Connecting employees to health coaches, board-certified physicians, and colleagues who can provide support for those dealing with stress and offer guidance with chronic disease resulting from, or adding to, individuals’ stress levels.
· Digital health games — Employees receive encouragement and rewards through fun, engaging games in which they compete against others in stress-busting exercise to reach health goals.
· Wearables — Employees can sync popular wearable devices, such as their Apple Watch, to visualize the impact of guided meditations on their heart rate. Through smart feedback, employees can better understand which meditation exercises, locations, and times of day have the greatest impact on their heart rate, and therefore, stress level.
· Virtual Reality guided meditation — Combining an immersive VR with mindfulness meditation can help transport employees to relaxing environments, bringing a whole new dimension to the meditation experience. Using apps on their cell phones and portable VR headsets, employees are able to practice meditation from any place, at any time. In addition to stress reduction, a growing body of scientific evidence suggests that meditation can heighten attention spansimprove sleepreduce chronic pain and fight addictions like drug and alcohol abuse, and binge eating.

The bottom line: Stressed-out employees can have significant health and financial consequences for your clients. With the start of open enrollment season just a few short months away, it’s time to start educating your customers about the benefits of incorporating mental health programs, like digital health platforms and meditation, into their corporate wellness plans to mitigate employee stress and improve productivity.

Miller, M. (11 July 2018) "How tech solutions can take aim at employee stress" (Web Blog Post) Retrieved from https://www.employeebenefitadviser.com/opinion/mental-fitness-why-your-corporate-wellness-portfolio-needs-mental-health-solutions


3 ways to support employee caregivers

Caregiving can impact the well-being of employees. Because of this, many employers have started offering benefits to employees who provide care to loved ones.


Think about the people you work with every day—their similarities and differences, their hobbies and family backgrounds, their areas of expertise. Despite their myriad differences, employees of all backgrounds face common challenges that preoccupy their thoughts and pull them away from their work.

A newly released white paper, “Taking Care of Caregivers: Why corporate America should support employees who give their hearts and souls to those in need,” highlights caregiving as an emerging factor that greatly impacts the well-being of today’s workforce.

The scope of what it means to be a caregiver is broad, and many employers remain unaware of how caregiving affects the well-being of their employees. “For many, caregiving is comparable to holding down a second job, and the lines between their work and personal lives become blurry, at best, when the care of a loved one is top-of-mind,” the white paper states. “Tethered by an emotional struggle to leave unpaid caregiving at home, these people must go to work and are expected to perform at the highest level.”

Transamerican Institute’s pivotal study, The Many Faces of Caregiving, reported that 14 percent of employee caregivers go so far as to reduce their work hours or receive a demotion. Another 5 percent  give up working entirely.

While caregiving proves costly for employee well-being, studies also reveal how costly it is for business. According to AARP and the Family Caregiver Alliance, employee caregiving costs employers:

  • Up to $33 billion annually from lost productivity
  • $6.6 billion to replace employees who retire early or quit
  • $5.1 billion in absenteeism

It doesn’t take a “Big Four” accounting firm to see that ignoring this challenge is bad for business. The National Business Group on Health reports 88 percent of employers have “expectations that caregiving will become an increasingly important issue in the next five years.”

But what can be done to make life easier for employee caregivers and keep them happy, healthy and focused at work? Companies of all sizes are taking notice of this challenge and embarking on the first steps to support employee caregivers.

Taking Care of Caregivers highlights a few policies industry leaders have implemented thus far to support employee caregivers.

1. Offer paid leave for caregivers

Giving employee caregivers time and space to be with their loved one and figure out what’s next is a great starting point.

Companies like Microsoft, Starbucks, Bristol-Myers Squibb and Facebook all offer paid time off for employees to care for sick family members. Facebook even offers 10 to 20 days of bereavement leave, which provides much-needed time for caregivers to focus on self-care after experiencing the loss of a loved one.

Renee Albert, Facebook’s Director of benefits, goes so far as to say, “Caregiver support is part of our DNA,” as Facebook aspires to be “the best company for families, no matter how you define ‘family.’”

2. Get creative with online resources

While paid leave certainly frees up time for employee caregivers to focus on their loved one’s care, simply providing PTO doesn’t guarantee that the employee will figure out how to best care for their loved one while they’re away from work. Most first-time caregivers spend hours searching the internet for what to do next with little luck or clarity.

Taking Care of Caregivers cites online support groups, decision-support systems and digital support platforms as primary ways to support employee caregivers in today’s digital world. These tools can be particularly helpful for emotional support and guidance.

“Use opportunities to create communities,” Albert suggests. “Often just knowing you aren’t alone and have someone to share your experience with goes a long way.”

3. Consider how your workplace culture can benefit caregivers

Caregiving programs come in all shapes and sizes, and companies of all sizes can leverage their resources to develop solutions that are responsive to the needs of employee caregivers. This includes options like telecommuting and flexible schedules, which are becoming increasingly common as traditional workplace culture continues to change.

A study conducted by AARP and the ReACT coalition confirms the importance of these programs, stating that “flextime and telecommuting programs saw an ROI of between $1.70 and $4.45 for every dollar invested. What’s more, a work-family human resources policy is associated with a share price increase of .32 percent on the day that policy is announced.”

Even incorporating stress-reduction activities into the workplace can go a long way for caregivers. On-site yoga and exercise classes, relaxation techniques, and massage therapy are just a few options that can help caregivers focus on self-care.

As America’s workforce continues to face the challenges of caregiving, it is time for employers to creatively consider ways to offer support to this preoccupied and stressed-out employee group. Caregiving will eventually touch us all. Take part in these initiatives now, and your employees will thank you later.

SOURCE:
Payne, E. (19 July 2018) "3 ways to support employee caregivers" [Web Blog Post]. Retrieved from https://www.benefitspro.com/2018/07/19/3-ways-to-support-employee-caregivers/


A vacation can't undo the damage of a stressful work environment

Researchers say employees experience chronic stress during their workday and vacations aren't helping to fix it. Take a look at why a stress free work environment is critical for productivity.


That easy breezy feeling after taking a vacation slips away pretty quickly when people have to face the same systemic workplace issues that wore them down in the first place, according to the American Psychological Association’s 2018 Work and Well-Being survey.

The Harris Poll surveyed 1,512 U.S. adults who were employed either full time, part time or were self-employed, and found that nearly a quarter (24 percent) say the positive effects of vacation time – such as more energy and feeling less stress – disappear immediately upon returning to work. Forty percent say the benefits last only a few days.

“Employers shouldn’t rely on the occasional vacation to offset a stressful work environment,” says David W. Ballard, head of APA’s Center for Organizational Excellence. “Unless they address the organizational factors causing stress and promote ongoing stress management efforts, the benefits of time off can be fleeting. When stress levels spike again shortly after employees return to work, that’s bad for workers and for business.”

More than a third (35 percent) of respondents say they experience chronic stress during their workday, due to low pay (49 percent), lack of opportunity for growth or advancement (46 percent), too heavy of a workload (42 percent) and unrealistic job expectations and long hours (39 percent each).

However, just half say their employer provides the resources necessary to help them meet their mental health needs. When adequate resources are provided, only 33 percent of the respondents say they typically feel tense or stressed out during the workday, compared to 59 percent of those who say their employer doesn’t provide sufficient mental health resources. When it comes to overall well-being, nearly three-fourths of employees supported with mental health resources (73 percent) say their employer helps them develop and maintain a healthy lifestyle, compared to 14 percent who say they don’t have the resources.

“Chronic work stress, insufficient mental health resources, feeling overworked and under supported – these are issues facing too many workers, but it doesn’t have to be this way,” Ballard says. “Psychological research points the way in how employers can adopt effective workplace practices that go a long way in helping their employees thrive and their business grow.”

Even in a very supportive workplace environment, encouraging vacations can boost morale and performance even more, according to the survey. Upon returning from vacation, employees who say their organization’s culture encourages time off were more likely to report having more motivation (71 percent) compared to employees who say their organization doesn’t encourage time off (45 percent). They are also more likely to say they are more productive (73 percent vs. 47 percent) and that their work quality is better (70 percent vs. 46 percent).

Overall, respondents are more likely to say they feel valued by their employer (80 percent vs. 37 percent), that they are satisfied with their job (88 percent vs. 50 percent) and that the organization treats them fairly (88 percent vs. 47 percent). They are similarly more likely to say they would recommend their organization as a good place to work (81 percent vs. 39 percent).

“A supportive culture and supervisor, the availability of adequate paid time off, effective work-life policies and practices, and psychological issues like trust and fairness all play a major role in how employees achieve maximum recharge,” Ballard says. “Much of that message comes from the top, but a culture that supports time off is woven throughout all aspects of the workplace.”

SOURCE:
Kuehner-Hebert, K (13 July 2018) "A vacation can't undo the damage of a stressful work environment" [Web Blog Post]. Retrieved from https://www.benefitspro.com/2018/07/02/a-vacation-cant-undo-the-damage-of-a-stressful-wor/


Top 10 health conditions costing employers the most

Conditions that impact plan costs can be problematic. Here is a look into the top 10 health conditions hitting the hardest on employers wallets.


As healthcare costs continue to rise, more employers are looking at ways to target those costs. One step they are taking is looking at what health conditions are hitting their pocketbooks the hardest.

“About half of employers use disease management programs to help manage the costs of these very expensive chronic conditions,” says Julie Stich, associate vice president of content at the International Foundation of Employee Benefits Plans. “In addition, about three in five employers use health screenings and health risk assessments to help employees identify and monitor these conditions so that they can be managed more effectively. Early identification helps the employer and the employee.”

What conditions are costly for employers to cover? In IFEPB’s Workplace Wellness Trends 2017 Survey, more than 500 employers were asked to select the top three conditions impacting plan costs. The following 10 topped the list.

10. High-risk pregnancy

Although high-risk pregnancies have seen a dip of 1% since 2015, they still bottom out the list in 2017; 5.6% of employers report these costs are a leading cost concern for health plans.

9. Smoking

Smoking has remained a consistent concern of employers over the last several years; 8.6% of employers report smoking has significant impact on health plans.

8. High cholesterol

While high cholesterol still has a major impact on health costs- 11.6% say it's a top cause of raising healthcare costs- that number is significantly lower from where it was in 2015 (19.3%).

7. Depression/ mental illness

For 13.9% of employers, mental health has a big influence on healthcare costs. This is down from 22.8% in 2015.

6. Hypertension/ high blood pressure

This is the first condition in IFEBP's report to have dropped a ranking in the last two years. In 2015, hypertension/ high blood pressure ranked 5th with 28.9% of employers reporting it is a high cost condition. In 2017, the condition dropped to 6th with 27.6% of employers noting high costs associated with the disease.

5. Heart disease

This year's study found that 28.4% of employers reported high costs associated with heart disease. In 2015, heart disease was the second highest cost driver with 37.1% of employers citing high costs from the disease.

4. Arthritis/back/musculoskeletal

Nearly three in 10 employers (28.9%) say these conditions are drivers of their health plan costs, compared to 34.5% in 2015.

3. Obesity

Obesity is still a top concern for employers, but slightly less so than it was two years ago. In 2017, 29% of employers found obesity to be a burden on health plans. In 2015, 32.45 cited obesity as a major cost driver.

2. Cancer (all kinds)

Cancer has become more expensive for employers. Now, 35.4% of employers report cancer increasing the costs of health plans, compared to 32% in 2015.

1. Diabetes

The king of raising health costs, diabetes has topped the list both in 2015 and 2017. In the most recent report, 44.3% of employers say diabetes is among the conditions impacting plan costs.

SOURCE:
Otto. N (18 June 2018) "Top 10 health conditions costing employers the most" [Web Blog Post]. Retrieved from https://www.employeebenefitadviser.com/slideshow/top-10-health-conditions-costing-employers-the-most