How millennials are shaping employee benefits
By 2025, the millennial generation will make up more than 75% of the U.S. workforce. With this spike and the need for new ways of thinking, employers are updating their benefits packages to entice the future talent of their companies.
Traditionally, the two big-hitting variables for potential employees are, you guessed it, salary and benefits. But what are millennials looking for when it comes to the actual benefits package? They’re looking for good pay and insurance, to be sure, but Care@Work names eight of the most swoon-worthy benefits for the millennial generation including flexible employee benefit options, holistic approaches to wellness, and lifestyle solutions.
Flexible employee benefit options
As the spice girls sing, “I’ll tell you what I want, what I really, really want.” Excuse the pop culture reference, but millennials will get it – and they know what they want. They don’t fit into a cookie-cutter benefits package, and instead look for flexible plans to satisfy their needs. Flexible benefit plans allow employees to choose benefits they want from a package of programs offered by their employer. Flex plans may include health insurance, retirement benefits or reimbursement accounts.
Holistic approaches to wellness
Millennials are constantly bombarded with the notion of living a healthy lifestyle. They are looking for employers who don’t just hand them a health insurance packet but also serve as proactive partners for their health and well-being. They are looking for opportunities to join work-sponsored club sports, health screenings at the campus clinic and lunch-and-learns on low carb Crockpot diets. Can you hear those spice girls singing in the background again? An added bonus: Companies benefit from this approach as well!
Lifestyle solutions
Another hallmark of millennials is the “access over ownership” mentality. With the majority of employees’ everyday lives revolving around technology, companies are finding ways for them to access and elect their benefits online rather than the old pen and paper approach. Millennials want solutions to their everyday responsibilities while they are giving their all on the job. So, other lifestyle solutions they might look for are child care services, therapists and dog walkers. Instead of driving home during your lunch break to walk the dog or pick up the kids, why can’t dogs and kids come to work with you and have their needs met at daycare while you’re on the third floor running from meeting to meeting?
“Employees are looking for the ‘total package’ and that’s what Unum is hoping to offer,” says Ben Roberge, human resources benefit consultant at Unum. “We want to think of benefits in terms of total rewards, combining compensation and benefits to entice and engage existing and future employees.”
Whether you just landed that big job or are still weighing your options, consider if your company is forward-thinking and meeting your needs and wants.
You can read the original article here.
Source:
Dunham H. (21 June 2017). "How millennials are shaping employee benefits" [Web blog post]. Retrieved from address https://workwell.unum.com/2017/06/millennials-shaping-employee-benefits/?utm_sq=flhwx3lz6b&utm_source=Twitter&utm_medium=social&utm_campaign=workwelltweets&utm_content=Benefiting+you
WHY IT MATTERS THAT MORE PEOPLE SIGNED UP FOR ACA HEALTH COVERAGE IN 2018
From The ACA Times, let's take a look at ACA Health Coverage in 2018.
It was meant to have the opposite effect.
The Trump administration’s decision to undermine the Affordable Care Act (ACA) by shortening the annual open enrollment period to 45-days and cutting funding to promote open enrollment was predicted to reduce the number of people who might seek insurance coverage for 2018 on HealthCare.gov.
Instead, more than 600,000 people signed up for health insurance under the ACA in the first four days of enrollment. According to Reuters: “The Centers for Medicare & Medicaid Services, a division of the Department of Health and Human Services, said that during the period of Nov. 1 through Nov. 4, 601,462 people, including 137,322 new consumers, selected plans in the 39 states that use the federal website HealthCare.gov.”
Access to healthcare remains top of mind for Americans. For instance, exit polls in Virginia for state elections found healthcareto be the most pressing issue on the minds of voters who elected a Democratic governor in that state. And entrepreneurs and small businesses owners and employees are among those that benefit greatly from having access to healthcare insurance plans through the ACA.
For employers, all this, along with recent guidance from the IRS, points to the ACA continuing strong and the employer mandate being enforced. If you haven’t done so already, now is the time to assess your compliance with the ACA and what data you need to file ACA related forms with the IRS for the 2017 tax year.
Read the original article.
Source:
Sheen R. (20 November 2017). "WHY IT MATTERS THAT MORE PEOPLE SIGNED UP FOR ACA HEALTH COVERAGE IN 2018" [Web blog post]. Retrieved from address https://acatimes.com/why-it-matters-that-more-people-signed-up-for-aca-health-coverage-in-2018/
6 tips to balance your work, family time
Climbing the career ladder as a bachelor or bachelorette is challenging enough, but having a partner or loved ones at home can add a significant level of complexity and even some guilt. There are a few ways to help manage the constant balance.
Drop Multitasking
It may be tempting to get on a work call while you are playing with your kid or out with your spouse, but the act makes you less present for your family and your client. Instead, whenever possible, choose which one you want to focus on at that moment.
Only Make Commitments You Can Keep
Stay honest in what you are capable of, as family needs sometimes will trump work needs, and vice versa. Frank conversations are easier than broken promises, particularly if you respect that both your family and your work are of equal importance and that which takes precedence depends not just on your values, but on the circumstances of the moment.
Build in Work into Vacations
It is counterintuitive, but consider setting aside an hour or so during family days or vacations to get work done. The thoughtful act puts you on the offensive (choosing your time) rather than the defensive (worrying about getting away), raises your chances of actually being productive and allows you to get the work out of the way so you can be completely focused on your loved ones later.
Know Your Family Absolutes
Most loved ones or families have absolute priorities, like always eating dinner together or always attending a partner’s event. Discussing and establishing the non-negotiables allows you to know the boundaries and creates a level of flexibility around the less important activities.
Separate Temporary From Permanent
A month of late nights and early mornings is different than a five-year career-only focus. Honestly look at the pattern of your work at the moment, assess where things are headed and avoid panicking over what could be a short-term imbalance.
Explain Your Work to Loved Ones
It can be easier to keep work at work, but try sharing some details of your current career track with your family. Even the youngest members or the least experienced loved ones may give empathy and perhaps will show more flexibility in their own needs after they better understand why you are struggling with balancing everything in your life.
You can read the original article here.
Source:
Brown D. (25 September 2017). "6 tips to balance your work, family time" [Web blog post]. Retrieved from address https://workwell.unum.com/2017/09/6-tips-balance-work-family-time/
FREE ACA RESOURCES FOR SMALL BUSINESSES
From The ACA Times, we've pulled this article that lists out some helpful resources for small businesses.
The federal government provides free online resources to help small businesses better understand the requirements of the Affordable Care Act (ACA) and how they might be able to offer health insurance to their employees. Here are some we thought might be helpful.
How the Affordable Care Act affects small businesses: This web page hosted by HealthCare.gov explains how the ACA can impact a small business with 1 to 50 full-time equivalent employees.
SHOP Guide: This web page on Healthcare.gov provides information for small businesses on how they can offer a Small Business Health Options Program (SHOP) insurance to their employees. The web page has links to help businesses learn more about SHOP and whether they qualify to offer such coverage to employees.
The Small Business Health Care Tax Credit: Healthcare.gov, the Taxpayer Advocate Service and the IRS both provide web pages that provide information that helps small businesses determine if they are eligible to take advantage of tax credits if they offer SHOP to their employees.
The Future of SHOP: The Centers for Medicare and Medicaid Services (CMS) is providing information on how CMS will be exploring a more efficient implementation of the Federally-facilitated SHOP Marketplaces in order to promote insurance company and agent/broker participation and make it easier for small employers to offer SHOP plans to their employees, while maintaining access to the Small Business Health Care Tax Credit.
Read the original article here.
Source:
Sheen R. (21 November 2017). "FREE ACA RESOURCES FOR SMALL BUSINESSES" [Web blog post]. Retrieved from address https://acatimes.com/free-aca-resources-for-small-businesses/
It’s the most stressful time of the year: 5 tips to get your employees through the holidays
It’s that time of year again. Employees are preoccupied with thoughts of holiday shopping, party planning and visiting relatives, and the stress of it all can seriously impact their work. So what can you do to help?
While stress is a year-round issue, there are more obvious triggers for it around the holidays. Mark Malis, the head of global human resources at LifeWorks, assembled a list of five common causes of stressduring this time of year, and what you can do to tackle them.
1. Heavier workloads
Employees taking more days off means less time to get things done. It’s hard not to feel overwhelmed with work and holiday deadlines coming up fast.
The fix: Help your employees relax a little by making them feel valued. Let them know their hard work isn’t going unnoticed. You can even encourage employees to identify which colleagues are going the extra mile, and reward them with gifts.
2. Unhealthy eating
Plenty of sugary food options are always floating around during the holidays. All of the cookies and eggnog can really make your employees feel sluggish.
Encourage your employees to make better choices by hosting a healthy potluck. You can even turn this initiative into a weight loss competition to keep the good food choices going.
3. Finances
With the average American shopper expecting to spend almost $1,000 this holiday season, it’s no wonder money is on everyone’s mind.
Financial wellness workshops or budget planning seminars could really help your employees come up with a realistic budget and control their holiday spending. The less they’re worrying about money, the more employees will be able to focus on their work.
4. Depression
The holidays aren’t a joyful time for everyone. Some employees could be struggling with sad memories that resurface around this time of year.
When it comes to mental health, openness is always a good way to go. Encourage employees to discuss these feelings with each other in a supportive group setting. This can allow employees to help each other find solutions and make anxious workers feel less alone.
5. Illnesses
With the holiday season comes cold and flu season, too. Getting sick when you have a million things to get done can be disastrous.
It’s important to remind your employees about good hygiene practices. Make it clear that anyone who’s sick needs to stay home; the last thing you need is half the office out with the flu. Distributing handbooks or posters with tips to stay healthy can be a big help, too.
You can read the original article here.
Source:
Mucha R. (16 November 2017). "It’s the most stressful time of the year: 5 tips to get your employees through the holidays" [Web blog post]. Retrieved from address https://www.hrmorning.com/its-the-most-stressful-time-of-the-year-5-tips-to-get-your-employees-through-the-holidays/
5 ways digital tools can help build a better benefits package
"...digital tools can be excellent motivators and are a popular option for keeping employees to their wellness objectives..." In this article from Employee Benefit Advisor, we get a fantastic look at some statistics and digital tools to create better employee engagement.
The American workforce has an employee engagement problem: Half of U.S. workers are disengaged, according to a recent Gallup poll. That not only has a detrimental effect on individual wellness, but on company culture and the bottom line. According to The Engagement Institute, disengaged employees cost organizations between $450 and $550 billion every year. In addition to being less productive, they’re also more likely to quit.
One of the most effective ways to improve employee engagement is to offer better benefits. In fact, research conducted by Willis Towers Watson found 75% of employees said they were more likely to stay with their employer because of their benefit program. This demonstrates the value of designing an employee benefits package that really works for your staff. And to even better engage workers with benefits, employers should utilize HR apps and employee wellness software.
They vary in functionality, device compatibility, and of course price, but they all share five considerable advantages:
They’re highly adaptable. Unlike programs that rely on in-person use or resources that are primarily stored in binders, digital content can be updated on the fly. This flexibility makes it very easy to keep the information current and relevant, and it even opens the door to personalized benefits. For instance, if each employee has their own login, they can bookmark the resources they find most useful and receive suggestions based on those picks. Seventy-two percent of employees in a MetLife survey say being able to customize their benefits would increase their loyalty to their current employer, which makes this perk doubly advantageous.
They’re fully integrative. One major complaint employees have is that their health information is so disjointed. Dental, physical, psychological and nutritional data is siloed, creating a cumbersome situation for employees when it comes to accessing and updating their records. Digital tools neatly solve this problem by collecting all these resources in one place. All employees have to do is sign into one account to view all their health-related resources, benefits, emergency phone numbers, enrolment information, health savings account balance and so on.
They’re constantly accessible. Have you noticed your staff using fewer and fewer benefits over time? It’s easy to assume they’ve lost interest, but chances are they’ve simply forgotten what’s available to them. Digital tools are a fantastic way of combating that attrition for a couple of reasons. First, they’re super easy to access because they can be used essentially anytime, anywhere. The second reason your staff is more likely to continue using their benefits with a digital platform is because it can serve them with notifications and reminders. They no longer have the excuse of being unaware when fresh content is added, or missing medical appointments.
They encourage employee goals. To add to the previous point, digital tools can be excellent motivators and are a popular option for keeping employees to their wellness objectives. Two of the most common goals are weight loss and smoking cessation, but your employees can use calendar, reminders, notes, fitness trackers and other features to push them toward any goal they like.
They’re easily scalable. Finally, digital tools are the most efficient way of reaching a large employee base, especially if they’re spread over a large geographical distance. It’s impossible to expect a thousand employees located in different states to attend a stress management seminar, for example, but it’s not unreasonable to ask them to watch a five minute video or listen to a podcast. Digital resources are changing the game when it comes to reaching all employees equally so that no one gets left behind.
Some things to keep in mind
Now that you’ve been convinced to digitize your employee wellness program, there are a couple of assurances you should make. The first is confidentiality. Your employees need to feel safe accessing your health resources, so guaranteeing the security and privacy of their information is a must. You should also make accommodations for various accessibility concerns. In other words, having all your resources in video format isn’t helpful for employees who are visually impaired. Also be aware of the different situations in which your staff might need access (at home, on the go, with or without an internet connection, etc) to ensure maximum ease of use.
Why is this all so important? As cool and cutting-edge as many of these digital tools are, at the end of the day your goal is to promote employee well-being and engagement. Anything that encourages your staff to come into work with a smile on their faces is worthwhile. Gallup studies have shown highly engaged organizations are 21% more profitable, 17% more productive, and achieve a 41% reduction in absenteeism. No matter how effective your current benefits package is, you can — and should — take it to the next level with a digital program.
Read the original article.
Source:
Mittag A. (17 November 2017). "5 ways digital tools can help build a better benefits package" [Web blog post]. Retrieved from address https://www.employeebenefitadviser.com/opinion/5-ways-digital-tools-can-help-build-a-better-benefits-package?feed=00000152-1387-d1cc-a5fa-7fffaf8f0000
SaveSave
SaveSave
SaveSave
4 tips for workplace gift giving
The holidays should be a time of bliss and celebration. However, this often isn’t the case when the stress of deciding if coworkers will make it on your holiday shopping list sets in.
So, as you make that list, check it twice, and consider these key points before you find yourself in an uncomfortable workplace gift exchange.
The company gift-giving policy
Almost every large company has one, and it isn’t just excluded to company clients and outside business partners. It also applies to gifts given between employees. While many companies allow for gifts to be given below a certain dollar amount, make sure to look for this policy or contact Human Resources before purchasing any gifts or organizing a gift-exchange.
Reasons for giving
While all gifts should be exchanged in the spirit of the holidays, some people may have ulterior motives. If you have recently begun negotiations for a raise or promotion, you will want to steer clear of buying your manager anything that seems to be trying to influence their decision. Typically, the flow of gifts should always be downward, not upward within a company.
Office culture
This is especially important if you are new to the company. Did people start talking about the annual gift exchange before Thanksgiving? Or have you already received an invite to the holiday team lunch?
Among a survey of U.S. workers, 45 percent say they give their office peers a gift during the holiday season, and 56 percent spend more than $20 doing so.
It’s important to use your best judgment to determine the office norm and if you need to, ask a co-worker to confirm your suspicions.
Be inclusive
If your company does allow for gifts to be exchanged, make sure everyone on the team is included. A great way to do this is by offering an opt-in vs opt-out gift exchange. This way everyone is invited, but not everyone has to choose to participate. This is mindful of employees who may be experiencing a financial hardship that won’t allow for unnecessary purchases this holiday season.
With all things considered, remember that gift giving at work is a company specific characteristic and the best place to look to find answers to your questions may be internal. Who knows, the coworker sitting three cubicles down playing Christmas music in October and the coworker next to him whose personality closely resembles the Grinch, may actually be in agreement on a policy like this one.
You can read the original article here.
Source:
Taylor K. (20 November 2017). "4 tips for workplace gift giving" [Web blog post]. Retrieved from address https://workwell.unum.com/2017/11/4-tips-for-workplace-gift-giving/
What to consider when redesigning a benefits program
"The secret sauce to getting employees engaged and on board is to create and promote a culture of health." Check out this article from Employee Benefit Advisor for an insight look at designing successful benefit programs.
The concept of design is matching people’s needs with what’s technologically feasible — and redesigning health plans is no different for employers looking to shake things up.
Creating a culture of health, rather than looking at plans as a way to curb costs, should be a priority for benefits executives when they redesign benefits programs, a panel of industry insiders said recently at the National Alliance of Healthcare Purchaser Coalitions conference in Arlington, Va.
Employers must have design standards and strive to make things better for employees, explained Marcia Peterson, manager of benefit design and strategy at Washington State Health Care Authority. That was her strategy when WSHCA redesigned its benefits program. She wanted to change the experience from start to finish and looked to the Bree Collaborative, an evidenced-based quality standard, as her blueprint for design, she said.
The goal of the collaborative is to identify and recommend evidence-based strategies in areas where there is unnecessary change in the way care is delivered and/or increased care that isn’t improving outcomes.
![[Image credit: Bloomberg]](https://assets.sourcemedia.com/dims4/default/439cd5c/2147483647/resize/680x%3E/quality/90/?url=https%3A%2F%2Fassets.sourcemedia.com%2F50%2F14%2F18ee50ce4a0aa49c78100ef0ba68%2Fhealthcare.Office.Bloomberg.jpg)
“What we focused on was the member experience and quality … not cost,” Peterson said, comparing healthcare purchasing to buying a cup of coffee.
“If we bought coffee the way we bought healthcare, it would be awful,” she said, noting consumers would need to get a cup from one vendor, some beans from another and then find someone to grind the beans.
But there is a disconnect in benefit plans between what employers say and what employees feel, added Ron Goetzel, vice president, consulting and applied research, at IBM Watson Health. He suggests employers find what the employee pulse is when designing benefit programs.
“We always look at the cost, but we never ask the consumer about the process,” he said. The secret sauce to getting employees engaged and on board, he said, is to create and promote a culture of health.
Goetzel said employers have the misconception that if they pay employees to quit smoking or eat healthy that they’ll do it. “Money alone won’t do it; it’s got to be an internal motivation,” he says. Employers need to exude health and wellness as a part of the organization. “[Employees] do it because they want to have a healthier family, money may be the wrong signal,” he adds.
In designing benefit plans, the goal should not to contain healthcare costs, said Ray Fabius, co-founder of HealthNEXT, a healthcare consulting group. “The real goal is to bend the healthcare cost curve, and it’s possible,” he said.
For the last 50 years, medical inflation has exceeded general inflation by about two to one, he explained. And that’s despite the fact that “we’ve come up with all these benefit designs — from HMOs to PPOs and now HDHPs and benefit exchanges.” Still, he said, one thing is absolutely certain: changing design by itself is not going to stem the march of higher costs or make a workforce more productive.
Echoing Goetzel, Fabius said that talking to and surveying employees about what they want from their benefits can be insightful and even therapeutic.
“You have to keep the well people well, reduce the risks of the high-risk and help people with chronic illness not succumb to the complication of their chronic conditions,” he said of designing benefit programs.
Read the original article.
Source:
Otto N. (20 November 2017). "What to consider when redesigning a benefits program" [Web blog post]. Retrieved from address https://www.employeebenefitadviser.com/news/what-to-consider-when-redesigning-a-benefits-program?brief=00000152-1443-d1cc-a5fa-7cfba3c60000
SaveSave
SaveSave
SaveSave
Taking your time during enrollment pays off
Open enrollment season is fast approaching. Before you cringe at the thought of choosing benefits, give thought to the process. Open enrollment is like eating at a buffet restaurant; you get to pick and choose from various items until you’re satisfied.
Like picking unhealthy foods that leave you feeling unfulfilled, taking little time to analyze what you need during open enrollment season can expose you to unintended risk. If you’re contemplating what benefit options to select this year, here’s how taking your time pays off in the long run.
Know Your Benefit Options
Depending on your employer, you likely have many benefit options to select. Unum, for example, offers eight different options with additional variations in many of those options. Many know about health or dental coverage but may not know why they may need Accident, Critical Illness or Hospital Indemnity insurance. If you don’t know why you may need certain coverage, ask your Human Resources department for assistance.
Additionally, don’t let the options overwhelm you to the point of inaction or lack of thought. Instead, be thoughtful in your choices. “Take your time. There’s a lot of information to review and factors to consider as you make benefits decisions. If you rush through it, you may miss some important coverage, or end up over-insured,” says MC Guenther, Director, Employee and Corporate Communications.
Employers typically allow several weeks for Open Enrollment season, so make sure to take your time and become informed on your choices.
The Benefit of Picking the Right Benefits
Picking the best fit for your benefit needs doesn’t simply come down to cost. Yes, cost is important, but there are other advantages to selecting the right benefit, such as:
• Staying in good overall health. Health insurance obviously has an impact on this but so does dental insurance, and to a lesser extent vision insurance.
• You have the appropriate coverage in time of need. Disability insurance, for example, is something you never hope to use but is very beneficial when you need it.
• You save money. You may find by comparing two benefit options that one plan offers savings not found in the other, while also providing the same coverage.
Ultimately, taking your time and doing your due diligence will help you be better informed of the options and pick the best benefits package for you and your family.
Know How Your Benefits Work
As mentioned previously, knowing how a chosen benefit works is key to proper coverage. However, many don’t have a full understanding of how their plan works. In fact, the International Foundation of Employee Benefits reports that only 19 percent of organizations believe their employees have a high-level understanding of their benefits. If you don’t have a full understanding of how a benefit works, ask your Human Resources area – they are there to help you.
Let’s take a look at one example in how a lump sum benefit works. You can find lump sum benefits in things like Accident, Critical Illness or Hospital Indemnity coverage options.
The lump sum benefit provides the entire coverage in one payment. Guenther explains how this works, “If you are diagnosed with a covered illness and have a $20,000 critical illness policy, for instance, you’ll receive all $20,000 at once. This lets you decide when and how to spend the money with no strings attached.”
This differs from a fixed sum option found in some benefits that only offer payment to cover the actual expense. There are other differences in benefit options, of course, so it pays to understand the differences to pick the best benefits package for your family.
Overlooked Benefit Options
Most individuals know the importance of taking advantage of health, dental or life insurance benefits. Those only scratch the surface of available benefits. You also have other things to keep in mind like disability, vision or wellness programs – and it doesn’t end there.
“Some benefit vendors may offer some free value-added services to their benefits. These could include an employee assistance program, free financial planning and education tools, or emergency travel assistance,” says Guenther, adding that a wide array of options may be available for little to no cost.
Your needs will vary from others in your organization, but it pays to take advantage of all the benefits made available to you as you never know how they may help you in a time of need. As Guenther adds, “Think of your benefits as pieces of a puzzle. Together, they form a strong safety net against the financial impacts of illness or injury.” Make sure to patiently put your puzzle together to set yourself in the best situation possible.
Open Enrollment season can be overwhelming, but with a bit of work and using the resources made available to you, it’s possible to form a great benefits package for your family.
You can read the original article here.
Source:
Schmoll J. (6 November 2017). "Taking your time during enrollment pays off" [Web blog post]. Retrieved from address https://workwell.unum.com/2017/11/taking-your-time-during-enrollment-pays-off/?utm_sq=flhc3tx9gh&utm_source=Twitter&utm_medium=social&utm_campaign=workwelltweets&utm_content=Benefiting+you
CenterStage: Help Us Fill The Truck!
For this month’s CenterStage, we’ve decided to do something a little different. Due to the holiday season being in full-swing, we wanted to spread the love and joy that fills our hearts this time of year by sharing with you our involvement with Fill the Truck as a sponsor.
"One of the best parts of Fill the Truck is being there to deliver the donated goods to our awesome charities. The expressions on their faces and their gratitude, makes all of the hard work and extra efforts worth every second."
-Kelly Ackerman, Sales Operations Director at Frames USA
Our Part & Yours
Saxon invites our local community to come together in donating things like personal care items, toilet paper, winter clothing and bedding to fill up boxes. These items allow us a chance to give back directly to our local community. Then, we load the boxes up onto the truck, overjoyed with the sensation of giving back to those in need.
The truck delivers to all charities involved – such as The Healing Center, who offers practical, social and spiritual support to individuals and families, and the Children’s Home of Northern Kentucky, who focuses on providing a better life for abused, neglected and at-risk children – around the 21st of December, and every donated dollar goes toward buying needed items with no administrative costs.
A Brief Fill the Truck History Lesson
Fill the Truck began when the CEO of Frame USA, Dan Regenold, envisioned filling a 54-foot semi-truck full of supplies for a local charity. His idea flourished into a full-blown charitable operation, including a team of packers, donation collectors, marketing & PR professionals and more.
This year, the 2017 vision is to fill multiple trucks and provide substantial donations to each charity, partnering with several businesses and corporate partners, including Saxon.
You can read the full Fill the Truck history here.
Donate Today
Are you ready to take action and join Saxon for this charitable Community Strong event? Donations can be dropped off directly to Saxon’s local office or any one of the participating locations. Unsure of what to donate? Monetary donations are accepted and will be used to purchase items to help finish Filling the Truck. Happy holidays from Saxon and we look forward to “Filling the Truck”!