What does it take to be happy at work?
Original post eremedia.com
Can we be happy at work?
The best people to answer this question might be our friends in the Scandinavian countries (Denmark, Norway and Sweden) as they are consistently ranked as the happiest countries on Earth. In fact, they are the only people on the planet that actually have a word for happiness at work — arbejdsglæde.
How do we capture the same sentiment in the U.S. so we can move up in the happiness rankings from No. 15 (source: World Happiness Report 2015)?
What is happiness?
In the world of work, happiness does not necessarily equate to never-ending bliss, nor does it mean the absence of stress or discontent.
Take professional sports, for example. We complain that professional athletes make obscene amounts of money for doing nothing more than “playing a game.” But when you analyze the incredible sacrifices they make (demanding workouts, limited diets, physical pain), and then compare them with the amount of time they are actually “playing their game,” you recognize that most of their time is actually spent preparing to play the game – not doing what actually makes them happy.
Few of us would find their activities preparing for their games enjoyable.
So, if happiness at work isn’t walking around all day with a huge smile on your face, what is it? The short answer is — it depends on you. But there are some fundamental elements that contribute to it.
For some of us, happiness at work is equivalent to being passionate about what we do. In fact, passion is arguably the element most frequently cited by successful people as the main contributor to their success. But this also needs to be rooted in reality. You may be incredibly passionate about football, but the likelihood of playing in the NFL is pretty slim.
Passion is a great start, but it may not be the key to happiness for everyone.
When a job becomes a calling
For others, the most important contributor to whether or not we are happy at work hinges on whether or not we feel like the work we are doing has significant meaning. We see this often in non-profits, religious organizations and health care.
Nursing in particular is a good example. Being a nurse is not a glamourous role when you consider their (many) unpleasant responsibilities and the immense stress of having someone else’s life in your hands – hence the high burnout rate associated with this profession. But there are few roles that have more intrinsic meaning, and if you ask nurses and others who have dedicated their lives to professions in health care, they will tell you that they don’t see it is a job, or even a career – it is a calling.
This happiness relies on individuals feeling as though they personally can (and do) contribute to a larger mission – without this connection, you might lose confidence in the effect of working for a meaningful organization.
Many individuals find happiness less in the work itself, and more in being challenged and achieving results. They are the “Type A” personalities that love to work on something that others have deemed impossible. They literally blossom in adversity and receive their reward when a seemingly unattainable goal has been reached.
We also see this play out in what has frequently been referred to as gamification– specifically the use of “progress mechanics.” It is a basic psychological precept that we respond well to regular visibility to progress and improvement we make. This takes the form of points, badges and leader boards in addictive games like Candy Crush.
Corporate America is starting to take notice by implementing comparable point platforms, similar to those we have used in the hotel and airline industry for many years. The ability to grow and develop new skills and abilities is also innately rewarding for these types of people.
Finding meaning in work relationships
And then there are those who also find meaning outside of the work itself, or rather, their happiness is rooted in the relationships that they form and maintain.
These individuals could be happy sitting in a jail cell as long as there are people around to interact with. They tend to be in professions that intrinsically require constant communication and collaboration with others, and they extract meaning and happiness from these interactions.
For individuals in “people-oriented” professions like social work, the people are the work – and therefore happiness at work is inextricably linked to their personal interactions. They even have a strategy (and name) for this at online retailer Zappos.com – they encourage their employees to find a PEC (personal emotional connection) with each customer.
Whatever contributes to your happiness at work, a good litmus test to determine if you are in the right role is to answer this simple question – how often do you experience “flow”?
Mihaly Csikszentmihalyi, the psychologist who coined this term, believed that:
People are happiest when they are in a state of flow— a state of concentration or complete absorption with the activity at hand and the situation. It is a state in which people are so involved in an activity that nothing else seems to matter, and is characterized by a feeling of great absorption, engagement, fulfillment, and skill — and during which temporal concerns (time, food, ego-self, etc.) are typically ignored.”
I can honestly say that I experience this “flow” daily, although certainly not all day as any job has frustrations, but most organizational psychologists will tell you that this “flow” is very important when it comes to happiness at work.
So how can we be happy at work? What do we need to do to be happy?
The bottom line is that the path to happiness at work is different for each and every one of us. Some people prefer to spend the majority of their lives following strict accounting rules and guidelines. They take comfort in the guardrails that define their work and ensure a predictable outcome.
Others prefer to spend their time helping people with their emotional problems, a field that requires a completely different temperament and far fewer delineated results. Thank goodness we have people interested in both.
To be happy at work, we must align our personal triggers to available jobs and careers. Some of us may need help with this… the book What Color is Your Parachute has been used for many years to help people determine (in a nutshell):
- a) What are you passionate about?;
- b) What are you good at?; and,
- c) What professions exist that would give you the ability to incorporate both “a” and “b?”
Life is too short to be unhappy
There are newly available assessments and tools available to help you determine your “behavioral fit” to various jobs and professions. I find it interesting that we allow sites like match.com to pick a spouse for us but we have yet to allow big data and complex algorithms to do the same for our professions.
Life is way too short to spend our time doing something we don’t enjoy. Tony Hsieh, CEO of Zappos.com, has been quoted as saying, “While there’s been a lot of talk over the years about work life separation or work life balance, our whole thing is about work life integration … because it’s just life.” And similarly, Richard Branson provided his perspective when he said, “I don’t think of work as work and play as play. It’s all living.”
Does your life begin at the end of your work day, or when you wake up in the morning? If we can be happy at work, maybe the blurring of our personal and professional lives isn’t such a bad thing after all.
What can an on-site or near-site clinic do for your company?
Some companies are redefining how their employees visit the doctor by providing on-site or near-site clinics.
MillerCoors' clinic employs 10 people, including a full-time physician, a full-time physical therapist and a part-time physician assistant. The clinic offers convenience with appointments scheduled for a minimum of 20 minutes.
Last year, according to the Milwaukee Journal Sentinel, the clinic had about 2,600 patient visits for primary care, 1,900 visists for physical therapy and 2,20 ancillary visits, such as getting a blood-pressure test.
"We think it's been quite effective in slowing the rise in health care costs," said James Sheeran, director of corporate benefits for MillerCoors. "We are very confident of that."
The MillerCoors clinic is run by QuadMed which emerged from a clinic Quad/Graphics opened almost 25 years ago. QuadMed president Sue Buettner explained the savings can vary by employer, because they depend on the workforce and services offered.
Near-site clinics are also a growing trend. These clinics are shared by several employers. For example, Wisconsin's West Bend School District has a clinic at the school district's central office.
The clinic is open 30 hours a waeek and staffed by a physician assistant. The majority of the PA's time is spent on wellness and providing basic primary care.
The school district's health plan covers a visit to the clinic and includes lab tests and prescription drugs from the clinic's limited pharmacy.
Valley Elliehausen, chief operating officer of the West Bend School District, said a visit to the clinic costs on average $129 compared to $226 for an office visit.
But, Elliehausen said, the real savings are expected to come from helping some employees and family members change their behavior and live healthier lives.
RELATED: Employers' on-site health clinics provide convenience and control costs
What to do when the boss yells
When things go wrong in the workplace, emotions can run high. Sometimes those emotions can lead to a yelling boss. What do you do if the yelling is directed at you?
It's an important thing to consider. How you react sets the tone for what happens next.
Kat George with Bustle outlines 6 things to consider.
1. Ask To Schedule A Private Meeting
If someone is yelling, it's probably because they're at their wit's end. They feel cornered by whatever conundrum they're facing, and might have become irrational about dealing with it. Whether your boss's concerns are legitimate or frivolous, you can diffuse the situation by calmly asking for a private meeting at which to discuss the meeting at hand. Make it formal: book a conference room and schedule a time that day so you two can sit down and hash out the problem, as it's most likely a solvable work challenge.
2. Explain Yourself
Again, remain calm, but speak up. If your boss has the wrong idea about something you've done, say so. Don't be vindictive or petty in your speech. Keep it matter-of-fact, and explain yourself. If your boss is demanding answers, give them. Be clear and succinct, and keep to the point without waffling on. If you can be direct in your communication chances are your shouting boss will calm down and meet you at your timbre.
3. Own Up To Your Mistakes
Don't make excuses. If you're getting yelled at because you messed up, own it. Denying your responsibility will only make your boss madder. Don't be combative when you're in the wrong, it won't serve you in the long run. Let your boss know that you understand your mistake, are very sorry, and will work as hard as you can to fix the problem as fast as possible. Chances are the more repentant you are about your mistake and the more willing to fix it, your yelling boss will soften and even feel bad about coming down on you so hard. We're all human, even bosses.
4. Offer A Solution
Whatever's going on, whether it's because of your folly or something out of your control, offer a solution. Yelling comes from frustration, so chances are your boss feels cornered, and is ironically probably terrified of being yelled at by their own boss. If you can be creative and show initiative in moving forward, you might be offering your boss a solution they couldn't see on their own.
5. Never Yell Back
Never, under any circumstances, yell back at your boss. Don't give your angry boss a reason to be angrier. Even when they should be more professional, you need to be the bigger person. It might seem unfair in the short term but it will serve you better in the long run.
6. Always Follow Up
When you've had a conflict at work, always follow up to see that it's resolved. After you've been yelled at by your boss, follow up the next day to make sure everything is square. Whether that's working towards the solution, or finalizing the solution, stay on top of it, and show that you care about your job and making things work. No one wants to be in their boss's bad books, especially when that boss is prone to flying off the hook, so be proactive (which you should be anyway at work!) to earn your good graces back.
Technology-free moments you should add to your workday
Technology cannot be tossed out of the workplace. For many, it is seen as a lifeline to get work done. But there are times the clacking of keyboards or the latest Twitter update needs to be set aside.
Tony DiCostanzo, a frequent Forbes contributor and president and founder of BookPal, cites moments in your workday where technology could and should be left behind.
Make eye contact
If your colleague comes to you with a question, look them in the eye and skip the Facebook skimming. Flipping through text messages and social media while someone waits on you is the equivalant of turning your back on that person.
Bring the notebook
At your next meeting, leave your laptop at your desk and grab pen and paper. Studies suggest those who go old fashion remember important ideas and conversations better than those that break out the laptop. When you get back to your desk, copy your handwritten notes into a Word document or Excel spreedsheet.
Silence
A crucial moment interrupted by a ringtone could create a different outcome depending on the situation. For example, an interview. It's best before walking into any meeting or interview to silence your phone.
Practice what you preach
A tip for managers. If you get agitated at someone bringing their laptop to a meeting or forgetting to silence their phone, remember to do the same. Employees follow your example.
Are Your Workers Stretching to Prevent Ergonomic Injuries?
Originally posted by Jennifer Busick on May 6, 2015 on safetydailyadvisor.blr.com.
Overexertion, slips, trips, and falls cause 60 percent of lost-time occupational injuries in the United States and cost employers over $30 billion in direct workers’ compensation costs in 2013. One strategy you can use to control these costly injuries is an effective worksite stretching program.
The aging workforce is one factor that increases the likelihood of falls: the U.S. workforce is aging. According to the Centers for Disease Control and Prevention (CDC), one out of three individuals over age 65 will fall every year, and the incidence rate of falls begins to accelerate at age 45. You can improve the work environment—lighting, flooring, housekeeping—to prevent these types of injuries, but if you’re already on top of all of that, the next step to take may be to address worker factors like poor motor coordination and balance problems that increase the risk of falling.
Increased flexibility can decrease MSDs
An inverse relationship exists between flexibility and risk for musculoskeletal disorders (MSDs)—that is, as flexibility improves, employees reduce their chance of developing an MSD. Improved flexibility and range of motion in these three body parts will have the greatest impact on workers’ ergonomic risk:
- Hamstrings. Hamstring flexibility relates closely to the ability to lift properly without injury. Individuals with flexible hamstrings can use the powerful muscles in their legs to bear the brunt of lifting heavy objects, while those who are less flexible often lift with their backs, putting them at greater risk for injury.
- Shoulders. A larger range of shoulder rotation can help workers avoid injuries from reaching and pulling.
- Trunk. Restricted trunk rotation is a common cause of chronic lower back pain, and a larger range of motion helps workers bend and twist without injury. Employees who have a range of motion less than 90 degrees are at increased risk for injuries, as are those with more than 30 degrees of difference in range of motion between left and right trunk rotation.
Tips for a successful stretching program
These three tips will help you establish a successful workplace stretching program.
- Measure and provide feedback. Evaluate employees’ shoulder rotation, hamstring flexibility, and trunk rotation before the program begins, and compare their results to averages for their age and gender. Periodic reassessment can help them see their improvement.
- Increase the challenge. As employees improve their flexibility and range of motion, the exercises in a stretching program should become more difficult; try for 3-month intervals. Not only will this encourage employees to keep improving their fitness, it will also stave off the boredom that can ensue when people repeat an exercise routine.
- Make it mandatory. If you make stretching part of your voluntary wellness program, you may get limited participation. But stretching is value-neutral—it’s not likely to be seen as punitive or discriminatory, like weight-control programs or some other wellness initiatives—so you can require workers to stretch before their shift, during required “stretch breaks,” and at the end of their shift in order to ensure that they receive the benefits of stretching.
Bullies taking a toll on their workplace targets
Less than 10 percent of workers experience bullying on the job. But for those who do, the consequences can be severe.
Ball State University researchers reviewed 2010 data from more than 17,000 workers who were asked, among other things about bullying on the job.
The study found that 8 percent overall reported they had experienced bullying, with women being far more likely to be the targets of bullying than men.
Of those who were bullied, researchers reported, they were far more likely to report physical and psychological responses to the bullying, including stress, loss of sleep, depression and anxiety.
The report, “Workplace Harassment and Morbidity Among U.S. Adults,” says these targets tend to report higher levels of low self-esteem, concentration difficulties, anger, lower life satisfaction, reduced productivity and increased absenteeism than those who said they were not bullied.
“Harassment or bullying suffered by American employees is severe and extremely costly for employers across the country,” Jagdish Khubchandani, a community health education professor at Ball State and the study’s lead author, told Bloomberg BNA Dec. 18. “The first thing that we have to do, and employers have to do, is admit that there is a problem,” he said.
Among other findings:
- Females were 47 percent more likely to be bullied or harassed than males;
- Victims of harassment were more likely to be obese and smoke;
- Female victims reported higher rates of distress,smoking, and pain disorders like migraines and neck pain; and
- Male victims were more likely to miss more than two weeks of work and suffer from asthma, ulcers, hypertension and worsening of general health.
- Bullying was more prevalent among hourly workers, state and local government employees, multiple jobholders, night shift employees and those working irregular schedules.
Khubchandani said that employees are generally reluctant to report harassment because the result is often “just handle it.” Companies need to have anti-bullying policies with teeth in them, and they can also conduct an annual survey of employees that includes gathering information about bullying.
An awareness campaign that educates managers on the signs of bullying such as employees chronically using personal or sick leave — will help to identify those who possibly are being targeted, he said.
Know the Minimum Wage in Your State? You Might Want to Check Again
Source: ThinkHR.com
2014 was an odd year in regards to minimum wage. Although Congress failed to pass any legislation regarding the federal minimum wage, nearly half the states had minimum wage increases that went into effect on January 1, 2015. In addition, at least 20 states will have minimum wage increases in 2016 (due to scheduled minimum increases or annual minimum wage calculations). Employers, especially those with multi-state operations, should review the minimum wage of the state(s) in which they operate and make preparations for the changes.
Breakdown of Minimum Wage Increases
There are currently 10 states that adjust their minimum wage annually: Arizona, Colorado, Florida, Missouri, Montana, Nevada, New Jersey, Ohio, Oregon, and Washington. Of all of these states, with the exception of Nevada, the new minimum wage rate goes into effect on January 1st of each year. In Nevada, the new minimum wage rate goes into effect on July 1st of each year.
In November 2014, there were four states that passed ballot initiatives increasing the state minimum wage: Alaska, Arkansas, Nebraska, andSouth Dakota. With the exception of Alaska, the new minimum wage rates in these states went into effect on January 1, 2015. While South Dakota limits their minimum wage increase to 2015, Alaska, Arkansas, and Nebraska have increases in subsequent years.
The minimum wage increases in the remaining jurisdictions were the result of legislation passed in either 2014 or previous legislative sessions. These jurisdictions include: Connecticut, Delaware, the District of Columbia, Hawaii, Maryland, Massachusetts, Michigan, Minnesota, New York, Rhode Island, Vermont, and West Virginia. Many of these states also have scheduled minimum wage increases in years following 2015.
The New Rates
The following is a summary of the minimum wage increases.
Alaska. Alaska’s minimum wage is scheduled to increase as follows:
- On February 24, 2015, the minimum wage will increase to $8.75 per hour.
- On January 1, 2016, the minimum wage will increase to $9.75 per hour.
Arizona. Effective January 1, 2015, Arizona’s minimum wage is $8.05 per hour.
Arkansas. Effective January 1, 2015, Arkansas’s minimum wage is $7.50 per hour. Arkansas’s minimum wage is scheduled to increase as follows:
- On January 1, 2016, the minimum wage will increase to $8 per hour.
- On January 1, 2017, the minimum wage will increase to $8.50 per hour.
California. Effective January 1, 2016, California’s minimum wage will increase to $10 per hour.
Colorado. Effective January 1, 2015, Colorado’s minimum wage is $8.23 per hour.
Connecticut. Effective January 1, 2015, Connecticut’s minimum wage is $9.15 per hour. Connecticut’s minimum wage is scheduled to increase as follows:
- On January 1, 2016, the state minimum rate will increase to $9.60 per hour.
- On January 1, 2017, the state minimum rate will increase to $10.10 per hour.
Delaware. Effective June 1, 2015, Delaware’s minimum wage will increase from $7.75 to $8.25 per hour.
District of Columbia. The District of Columbia’s minimum wage is scheduled to increase as follows:
- On July 1, 2015, the minimum wage will increase to $10.50 per hour.
- On July 1, 2016, the minimum wage will increase to $11.50 per hour.
Florida. Effective January 1, 2015, Florida’s minimum wage is $8.05 per hour.
Hawaii. Effective January 1, 2015, Hawaii’s minimum wage is $7.75 per hour. Hawaii’s minimum wage is scheduled to increase as follows:
- On January 1, 2016, the minimum wage will increase to $8.50 per hour.
- On January 1, 2017, the minimum wage will increase to $9.25 per hour.
- On January 1, 2018, the minimum wage will increase to $10.10 per hour.
Maryland. Effective January 1, 2015, Maryland’s minimum wage is $8 per hour. Maryland’s minimum wage is scheduled to increase as follows:
- On July 1, 2015, the minimum wage will increase to $8.25 per hour.
- On July 1, 2016, the minimum wage will increase to $8.75 per hour.
- On July 1, 2017, the minimum wage will increase to $9.25 per hour.
- On July 1, 2018, the minimum wage will increase to $10.10 per hour.
Massachusetts. Effective January 1, 2015, Massachusetts’ minimum wage is $9 per hour. Massachusetts’ minimum wage is scheduled to increase as follows:
- On January 1, 2016, the minimum wage will increase to $10 per hour.
- On January 1, 2017, the minimum wage will increase to $11 per hour.
Michigan. Michigan’s minimum wage is scheduled to increase as follows:
- On January 1, 2016, the minimum wage will increase to $8.50 per hour.
- On January 1, 2017, the minimum wage will increase to $8.90 per hour.
- On January 1, 2018, the minimum wage will increase to $9.25 per hour.
Minnesota. Minnesota’s minimum wage is scheduled to increase as follows:
For large employers (employers that have at least $500,000 in annual gross sales or business done) the minimum wage will increase as follows:
- On August 1, 2015, the minimum wage will increase to $9 per hour.
- On August 1, 2016, the minimum wage will increase to $9.50 per hour.
For small employers (employers that have annual gross sales or business done of less than $500,000) the minimum wage will increase as follows:
- On August 1, 2015, the minimum wage will increase to $7.25 per hour.
- On August 1, 2016, the minimum wage will increase to $7.75 per hour.
Missouri. Effective January 1, 2015, Missouri’s minimum wage is $7.65 per hour.
Montana. Effective January 1, 2015, Montana’s minimum wage is $8.05 per hour.
Nebraska. Effective January 1, 2015, Nebraska’s minimum wage is $8 per hour. Nebraska’s minimum wage is scheduled to increase to $9 per hour on January 1, 2016.
Nevada. Effective July 1, 2015, Nevada’s minimum wage will increase; however, the state does not announce the new effective minimum wage rate until April 1st of each year.
New Jersey. Effective January 1, 2015, New Jersey’s minimum wage is $8.38 per hour.
New York. Effective January 1, 2015, New York’s minimum wage is $8.75 per hour. New York’s minimum wage is scheduled to increase to $9 per hour on January 1, 2016.
Ohio. Effective January 1, 2015, Ohio’s minimum wage is $8.10 per hour.
Oregon. Effective January 1, 2015, Oregon’s minimum wage is $9.25 per hour.
Rhode Island. Effective January 1, 2015, Rhode Island’s minimum wage is $9 per hour.
South Dakota. Effective January 1, 2015, South Dakota’s minimum wage is $8.50 per hour.
Vermont. Effective January 1, 2015, Vermont’s minimum wage is $9.15 per hour. Vermont’s minimum wage is scheduled to increase as follows:
- On January 1, 2016, the minimum wage will increase to $9.60 per hour.
- On January 1, 2017, the minimum wage will increase to $10 per hour.
- On January 1, 2018, the minimum wage will increase to $10.50 per hour.
Washington. Effective January 1, 2015, Washington’s minimum wage is $9.47 per hour.
West Virginia. Effective January 1, 2015, West Virginia’s minimum wage is $8 per hour. West Virginia’s minimum wage is scheduled to increase to $8.75 per hour on January 1, 2016.
Saxon Financial Consulting Announces New Office Location
Saxon Financial Consulting has announced that they have moved their office to new location in the Cincinnati area.
Saxon, a leading financial consulting firm specializing in employee benefits and financial services in the Cincinnati area, has announced an office location change that occurred in mid-November. The new and larger office facility will allow Saxon to better serve the needs of their clients and employees.
“I feel that this new office location reflects Saxon’s long-term commitment to the Cincinnati area as well as company expansion in the future.” – Karie Waddell-Gallo, Associate at Saxon
The new Saxon office address is 9636 Cincinnati Columbus Road, Cincinnati, Ohio 45241. All other office numbers and contact information remain the same.
“We are so pleased about the new office and rest assured that it will provide Saxon room for growth and expansion into the future.” – Jamie Carlton, Principal at Saxon
For more information on the Saxon office location change, please contact Karie Waddell-Gallo at 513-774-5481.
Just Say 'No' to Co-Workers' Halloween Candy
Originally posted on October 14, 2014 by Josh Cable on ehstoday.com.
Workplace leftovers might seem like one of the perks of the job. But when co-workers try to pawn off their Halloween candy on the rest of the department, it's more of a trick than a treat.
Those seemingly generous and thoughtful co-workers often are just trying to keep temptation out of their homes.
"Not only does candy play tricks on your waistline, but it also turns productive workers into zombies," says Emily Tuerk, M.D., adult internal medicine physician at the Loyola University Health System and assistant professor in the Department of Medicine at the Loyola University Chicago Stritch School of Medicine.
"A sugar high leads to a few minutes of initial alertness and provides a short burst of energy. But beware of the scary sugar crash. When the sugar high wears off, you'll feel tired, fatigued and hungry."
Tuerk offers a few tips to help you and others on your team avoid being haunted by leftover candy:
- Make a pact with your co-workers to not bring in leftover candy.
- Eat breakfast, so you don't come to work hungry.
- Bring in alternative healthy snacks, such as low-fat yogurt, small low-fat cheese sticks, carrot sticks or cucumber slices. Vegetables are a great healthy snack. You can't overdose on vegetables.
- Be festive without being unhealthy. Blackberries and cantaloupe are a fun way to celebrate with traditional orange and black fare without packing on the holiday pounds. Bring this to the office instead of candy as a creative and candy-free way to participate in the holiday fun.
- If you must bring in candy, put it in an out-of-the-way location. Don't put it in people's faces so they mindlessly eat it. An Eastern Illinois University study found that office workers ate an average of nine Hershey's Kisses per week when the candy was conveniently placed on top of the desk, but only six Kisses when placed in a desk drawer and three Kisses when placed 2 feet from the desk.
And if you decide to surrender to temptation and have a treat, limit yourself to a small, bite-size piece, Tuerk adds. Moderation is key.
5 companies that dropped part-time employee health care
Originally posted on https://ebn.benefitnews.com.
Just 25% of companies that offered employee health insurance made coverage available to part-time workers in 2013, according to the Kaiser Family Foundation. That percentage will decline further with Walmart Stores Inc.’s announcement that it is dropping health insurance for part-time employees. Walmart joins a growing list of major retailers that have done the same.
Target announced in January 2014 that it was dropping coverage for part-time employees. The company said in a blog post that less than 10% of its total employee population participated in that plan.
The world’s largest home improvement retailer said in September 2013 that it was ending coverage for 20,000 part-time employees. Employees with fewer than 30 hours a week were no longer offered limited liability medical coverage, Bloomberg reported. At the time, 5% of the company’s 34,000 employees were enrolled in that plan.
In August 2013, the retailer sent a memo to staff that it was dropping coverage for part-timers, but giving them a check for $500 to find coverage through the public exchanges.
In August 2013, the retailer announced it was cutting some employees’ hours to 29.5 hours, or just under the 30 hour threshold at which the Affordable Care Act mandates coverage be provided. Forever 21 does not provide coverage to part-time employees. In a Facebook note, the company said the decision was made “independent of the Affordable Care Act” and that the change impacted less than 1% of all U.S. store employees.
On Oct. 7, the world’s largest retail chain said it plans to stop offering health benefits to employees who work less than 30 hours a week, or about 2% of its U.S. staff.