Employees' top 10 desired perks for the workplace
Source: https://eba.benefitnews.com
Since 32% of employers reported that top performers left their organizations in 2012 and 39% are concerned that they'll lose top talent in 2013, many are asking current employees for feedback on how to increase job satisfaction. According to a new CareerBuilder survey, 26% of workers said that providing special perks is an effective way to improve employee retention. Here are the 10 that scored highest when workers were asked to identify one perk that would make their workplace more satisfying.
1. Half-day Fridays
The top choice for 40% of employees surveyed was early dismissal on Fridays. According to Mercer research, work-life balance could recharge employee engagement and help retain employees.
2. On-site fitness center
Twenty percent of workers said providing easy access to gyms would increase their job satisfaction. A HealthFitness expert offers 10 tips in this slide show for building and sustaining a culture of health in the workplace.
3. Ability to wear jeans
Having a casual dress code was the most preferred perk by 18% of employees and doesn't cost employers a dime to implement.
4. Daily catered lunches
On the other hand, 17% of employees wished their employer would provide daily lunches, which could improve productivity in addition to satisfaction if workers don’t need to leave the office to buy food.
5. Massages
Employees who wanted massages to relax in the workplace (16%) may be on to something as experts claim massage therapy can boost morale, increase productivity and even help with attraction and retention.
6. Nap room
The Huffington Post and Google have created napping rooms or pods in their offices, a perk that 12% of employees wanted most, according to CareerBuilder. Arianna Huffington said “I love seeing our hard-working reporters disappear into the nap room,” and joked: “We haven’t seen any disappear in pairs yet, but we’re watching for it!”
7. Rides to and from work
Not only could office-provided transportation or organized carpooling save employees stressful commutes, sharing a ride could help them save money on transportation or fuel costs. No wonder 12% desire this perk most from their employers.
8. Snack cart that comes around the office
Having a snack cart patrol the office would permit employees to munch happily while never leaving their desks. Eight percent of employees said this perk would most improve their job satisfaction.
9. Private restroom
Having their own restroom would make 7% of workers very appreciative, though employers may have trouble giving this perk to every employee.
10. On-site daycare
Home Depot agrees with 6% of workers that on-site daycare is a perk worth having. The company’s onsite child care facility has space for 278 children and is available to all employees in the Atlanta area, not just those who work at the head office.
Weight Loss Is Employees’ Top New Year’s Resolution
Source: https://www.compsych.com
Thirty-nine percent of employees say losing weight is their top health concern while 26 percent say stress has them most worried, according to a ComPsych Tell It Now poll released today. ComPsych is the world’s largest provider of employee assistance programs and is the pioneer and leading provider of fully integrated EAP, behavioral health, wellness, work-life, HR and FMLA administration services under the GuidanceResources brand.
“Weight loss is, not surprisingly, the number one health concern this year,” said Dr. Richard A. Chaifetz, Chairman and CEO of ComPsych. “What is significant is that many more employees are aware of stress as a major contributor to health problems. Corporate wellness programs that address both physical and emotional health are uniquely suited to help employees make lasting lifestyle changes, which will ultimately reduce health and disability costs while improving productivity.”
Employees were asked: Which health issue are you most trying to stay ahead of this year?
39 percent said “weight loss”
26 percent said “stress”
17 percent said “exercise”
9 percent said “diet improvement”
6 percent said “quitting smoking”
3 percent said “other”
ComPsych’s build-to-suit health and wellness program – HealthyGuidance® -- targets employee behavior and lifestyle issues before they become significant health risks. Drawing upon more than 25 years of behavioral health experience, HealthyGuidance uses a consultative, high-touch approach, empowering employees to make healthy lifestyle changes through expert guidance. The program offers:
• Comprehensive health risk assessments and screenings
• Live, telephonic wellness coaching with behavioral, health and nutrition experts
• Online health management tools including diet and exercise programs and incentive tracking
• Action-oriented wellness seminars, turn-key wellness challenges and award-winning communications
• Targeted programs such as tobacco cessation, weight management, stress reduction and more
Flu Season Turns Corner, But Challenges Remain
Source: United Benefit Advisors
Although the height of the flu season looks to be waning, employers can expect the effects of the annual wave of sickness among the U.S. workforce to linger for a few more months.
The Centers for Disease Control and Prevention (CDC) recently predicted that high flu activity will hang around for a few more weeks and then start to drop in late February or early March, except in the West, where the flu arrived later this year, according to USA TODAY.
"We're not at the end but we're nearing the end," said Michael Jhung, an epidemiologist with the CDC.
This year's bout of flu hit the East in December, nearly a month earlier than usual, the CDC reported. That quick start to the flu season means the virus is already running its course in most areas of the country.
The early emergence and ferocity of this year's outbreaks (CDC reported that this year's virus is sparking more severe symptoms than in past years) has rekindled the debate over mandated paid sick time for employees.
The topic is especially hot in New York City, which is pondering a sick-time ordinance under the shadow of a tight municipal election, according to The Associated Press. Two likely mayoral candidates are pressing for the City Council to decide on the measure, which has languished for nearly three years.
While the topic makes for good politics, many employers worry that mandates on employee sick time could be devastating to their businesses. Michael Sinensky, who saw four of his seven bars shut down after Hurricane Sandy, told the AP that his business simply can't afford "additional social initiatives."
Many employers, though, are starting to re-evaluate the public health benefit of containing diseases compared with short-term costs of paid sick leave, said John A. Challenger, CEO of Challenger, Gray & Christmas. "Right now, where companies' incentives lie is butting right up against this concern over people coming into the workplace, infecting others and bringing productivity of a whole company down," Challenger told the AP.
For now, an employer's best defense against a flu-ridden workforce is to protect employees before they fall ill, according to online posts by Smart HR Manager and the Occupational Safety & Health Administration, which cite some tips that businesses can implement to stave off productivity-killing outbreaks:
- Make flu vaccination a priority. It might be too late to help much this season, but employers can start making plans now to prepare for next year.
- Be prepared to educate employees about the importance of vaccinations and ways to stay healthy, such as regular hand-washing with soap.
- Find out what your employees want and expect from an immunization program.
- Be flexible in allowing employees to go off-site to get flu vaccines.
- Encourage workers to not share phones, computers or equipment unless absolutely necessary.
- Keep common areas in the office clean.
The Check is NOT in the Mail
Source: https://analytics.ubabenefits.comBy Lesa Caputo, Benefit Advisor
The Reality of Health Care Budgeting Shortfalls and the Impact on Employers Now and in the Future
I can’t remember the last time that I went out to my mailbox to check for new mail on a Saturday afternoon but, nonetheless, I was shocked when I heard it announced on the morning news recently that Saturday mail delivery would be ending in order to help the U.S. Postal Service find some relief to its serious budgetary issues. However, my shock was not that the good old “snail mail” service was struggling or even that it needed the $2 billion it estimates it will save annually by ceasing Saturday mail delivery.1 My shock was that this new “savings” would not achieve even 50 percent of the pennies in the couch needing to be found to pay the $5.6 billion annual retiree health care fund that the USPS was unable to pay in 2012, despite federal law that they fund this benefit in advance for future retirees.2 So aside from the “benefits” of a tan and the great calf muscles received from many years of mail delivery, does this mean that those who have devoted their entire careers to a government entity with the expectation of certain other benefits (namely that their health care benefits will be paid as promised upon retirement and until death) just isn’t going to happen? The envelope please...
What will happen to the burgeoning population of retirees in future decades who find not only their retirement underfunded but also their health care? And what will the impact of the difficult decisions that these generations will have to make be on Medicare, Medicaid, long-term care costs and the commercial health care insurance industry that already does a fair amount of subsidization for shortfalls that already exist in these programs now? Read on about the real date-sensitive material enclosed…
As America ages, U.S. employers face an emerging business challenge due to the impacts to both corporate health care costs and employee productivity resulting from the eldercare and caregiving crises. A recent study shows that eldercare costs U.S. businesses more than $33 billion in lost productivity annually through absenteeism, distraction, replacement, reduced hours and more. 1
The business disruption breaks down like this -- 12 percent take leaves of absences, 36 percent miss workdays and 40 percent rearrange their schedule. 2 And millions more fall into the category of presenteeism -- physically at work but mentally dealing with distractions that impair productivity. Employees who’ve faced caregiving issues are increasingly concerned about their own long-term care. With the average cost for a skilled nursing facility topping $79,935 per year, skyrocketing care costs are the No. 1 risk to a secure retirement for baby boomers.3 Not only is long-term care more costly than most people realize, but also (contrary to popular belief) health insurance, disability plans, even Medicare and Medicaid, don’t cover many of the care options most people would choose.
So what can employers do today to address these issues and reduce the amount of junk mail invading their employees mental inboxes? There are several solutions:
- Health and Wellness Initiatives: Whether your organization already embraces the investment in a truly integrated wellness program that rewards and incentivizes healthy behaviors or you are in the initial stages of investigating the true return on investment (ROI) in such a program, make sure that your wellness program includes mechanisms to help identify, address and provide resources for employees suffering the negative effects of stress -- including being a member of the “sandwich generation.
- Core Long-Term Care Benefits with “Buy Up” option: Although there has been a significant exodus of carriers from the long-term care insurance industry of late, there are still a couple of well-established carriers offering “true group” coverage, whereby the employer can purchase a basic group long-term care program to fund for their employees and allow employees to “buy up” to a higher level of benefits at their own cost on a voluntary basis. No matter how long-term care benefits are offered to employees, it is essential that caregiving awareness and education be coupled with the introduction, enrollment and implementation of a successful long-term care plan.
- Group Retiree Health Plans: More and more employers are finding that their current provider of medical benefits for their active employees and retirees under age 65 is not interested in insuring their retiree population of those age 65+ in coordination with Medicare. In response to this need, UBA’s Strategic Allies such as The Hartford are offering stand-alone group policies to employers that may be funded by the employer or paid by the retiree to fill the gaps in their Medicare medical and pharmacy benefits. Large employers that are self-funding their medical benefits may especially want to inquire with a UBA Partner advisor about the potential reduction to their claims liability from implementing an insured group retiree health plan.
- FMLA Absence Management: There is no doubt that larger employers experiencing a high volume of FMLA-related leaves of absence appreciate the peace of mind and convenience of outsourcing this labor-intensive and very complicated HR responsibility. But convenience aside, there is also a very quantifiable potential cost saving reason for employers to consider investing in a FMLA absence management program. When maternity is excluded, caregiving accounts for 40 percent of all FMLA leaves and those who are on FMLA leave for caregiving are four times as likely to file an LTD claim. LTD claims are typically coupled with high medical costs. And so thecirculation continues until the final notice arrives C.O.D.
The Megro Benefits Company has access to discounted premiums, fees and administration for all of these solutions and more. Contact us to discuss these ideas in more detail.
Employers who make it a priority to deliver a well-intentioned employee benefits package to ensure their employees peace of mind about their futures will find the return on their investment in the form of first-class employees reporting for work every day of the week -- and maybe even on Saturdays!
References:
- Washington Post: Mandate Pushed Postal Service into the red for first quarter, February 2013
- The MetLife Caregiving Cost Study: Productivity Losses to U.S. Business, June 2006
- The MetLife Market Survey of Nursing Home & Home Care Costs, September 2009
- Caregiving in the United States, National Alliance for Caregiving and AARP, 2004
Fighting over the flu
Source: https://www.benefitspro.com
By Kathryn Mayer
I feel like we’ve been debating to the point of excess recently. Right now, we’re all about the gun debate. And the debt ceiling. And abortion. And Lance Armstrong.
And maybe it’s partly the industry I cover that’s so prone to getting people fired up about things that I feel it even more—what’s causing rising health care premiums? Can the government really tell us we have to buy health insurance? Whose fault is it that we’re getting so fat? Should we raise the Medicare age?
Sure, I like a good debate as much as the next person, but it makes me a little worried about our quick reaction to cry controversy when it’s over the flu.
We’ve heard a lot about the flu season so far. Even though it’s still early in the season, we’ve heard the words “epidemic,” and “widespread” being thrown around a lot, so it doesn’t sound good.
Of course, it’s not something to take lightly: It’s highly contagious, it costs businesses and employers millions of dollars and it takes tens of thousands of lives a year.
So it’s not really a surprise that we keep getting reminded—from our doctors, from insurers, from the CDC—to get our flu shots to help prevent the flu season from getting worse. And that’s where the debate comes in.
There are a ton of people who simply refuse to get the flu vaccine. But it’s been the health care workers who have refused it who’ve been making headlines. As one example, an Indiana hospital fired eight employees—including three veteran nurses—after they refused mandatory flu shots. It sparked the debate over employee personal rights or patient safety.
Mandatory flu vaccinations for health care workers are becoming more and more common—a number of medical organizations—including the CDC—have recommended it, citing patient health and well-being as a top priority. It’s no surprise as to why: People who are most at risk are already in the hospital. Within a few years, I’m sure it will be less common for hospital and health care workers not to have the mandated vaccine—and it’s a good idea.
Of course, there’s ton of excuses floating around for not getting it: egg allergies (the FDA has approved an egg-free vaccine); fear of needles (there’s a nasal flu vaccine), being so healthy they won’t get the flu (vaccines often work best in healthy people), and religious beliefs (which is so vague, it’s almost the perfect excuse).
This doesn’t even address the irony that these are the same people promoting healthy living and the vaccines themselves. I’m all for personal rights, but when it directly affects the health of other people, I get concerned.
This isn’t about more government mandates or whatever haters want to call it; it’s about social consideration.
No vaccine is ever guaranteed—and the flu shot is one of them. It’s only prevents getting the flu 60 percent or 70 percent or so of the time. But we also know that even for those who get the flu after the vaccine, it significantly slows down the virus.
This debate has as much relevance for me as arguing over washing our hands—which, if you haven’t heard—is a good thing to do, too.
Authors expose obesity myths
Source: https://www.benefitspro.com
By Marilyn Marchione
Fact or fiction? Sex burns a lot of calories. Snacking or skipping breakfast is bad. School gym classes make a big difference in kids' weight.
All are myths or at least presumptions that may not be true, say researchers who reviewed the science behind some widely held obesity beliefs and found it lacking.
Their report in Thursday's New England Journal of Medicine says dogma and fallacies are detracting from real solutions to the nation's weight problems.
"The evidence is what matters," and many feel-good ideas repeated by well-meaning health experts just don't have it, said the lead author, David Allison, a biostatistician at the University of Alabama at Birmingham.
Independent researchers say the authors have some valid points. But many of the report's authors also have deep financial ties to food, beverage and weight-loss product makers — the disclosures take up half a page of fine print in the journal.
"It raises questions about what the purpose of this paper is" and whether it's aimed at promoting drugs, meal replacement products and bariatric surgery as solutions, said Marion Nestle, a New York University professor of nutrition and food studies.
"The big issues in weight loss are how you change the food environment in order for people to make healthy choices," such as limits on soda sizes and marketing junk food to children, she said. Some of the myths they cite are "straw men" issues, she said.
But some are pretty interesting.
Sex, for instance. Not that people do it to try to lose weight, but claims that it burns 100 to 300 calories are common, Allison said. Yet the only study that scientifically measured the energy output found that sex lasted six minutes on average — "disappointing, isn't it?" — and burned a mere 21 calories, about as much as walking, he said.
That's for a man. The study was done in 1984 and didn't measure the women's experience.
Among the other myths or assumptions the authors cite, based on their review of the most rigorous studies on each topic:
—Small changes in diet or exercise lead to large, long-term weight changes. Fact: The body adapts to changes, so small steps to cut calories don't have the same effect over time, studies suggest. At least one outside expert agrees with the authors that the "small changes" concept is based on an "oversimplified" 3,500-calorie rule, that adding or cutting that many calories alters weight by one pound.
—School gym classes have a big impact on kids' weight. Fact: Classes typically are not long, often or intense enough to make much difference.
—Losing a lot of weight quickly is worse than losing a little slowly over the long term. Fact: Although many dieters regain weight, those who lose a lot to start with often end up at a lower weight than people who drop more modest amounts.
—Snacking leads to weight gain. Fact: No high quality studies support that, the authors say.
—Regularly eating breakfast helps prevent obesity. Fact: Two studies found no effect on weight and one suggested that the effect depended on whether people were used to skipping breakfast or not.
—Setting overly ambitious goals leads to frustration and less weight loss. Fact: Some studies suggest people do better with high goals.
Some things may not have the strongest evidence for preventing obesity but are good for other reasons, such as breastfeeding and eating plenty of fruits and vegetables, the authors write. And exercise helps prevent a host of health problems regardless of whether it helps a person shed weight.
"I agree with most of the points" except the authors' conclusions that meal replacement products and diet drugs work for battling obesity, said Dr. David Ludwig, a prominent obesity research with Boston Children's Hospital who has no industry ties. Most weight-loss drugs sold over the last century had to be recalled because of serious side effects, so "there's much more evidence of failure than success," he said.
More adults need vaccines, and not just for flu: Centers for Disease Control and Prevention
Source: https://www.reuters.com
By David Beasley
The flu isn't the only illness adults should be immunized against, U.S. health officials said on Tuesday, as a new study found current adult vaccination rates in the country "unacceptably low."
The report by the Centers for Disease Control and Prevention (CDC) concluded that a "substantial increase" in adult vaccinations is needed to prevent diseases including pneumonia, tetanus, diphtheria, hepatitis, shingles and whooping cough.
"Far too few adults are getting vaccinated against these important diseases, and we need to do more," said Dr. Howard Koh, an assistant secretary for the U.S. Department of Health and Human Services.
In 2011, there were 37,000 cases of invasive pneumonia in the United States, and most of the 4,000 people who died from the illness were over the age of 50, Koh said.
The CDC, a federal agency, recommends that older patients at risk for pneumonia receive vaccinations for the disease, he said.
Adults who don't get vaccinated can put others, including children, at risk, Koh said. In 2012, 9,300 adults were diagnosed with whooping cough out of a total of 42,000 cases.
"When the source is identified, four out of five babies who got whooping cough caught it from someone in the home, a parent, sister, brother, grandparent or babysitter," he said. "These are just examples of why adult vaccines are critical to the public health of our country."
Some vaccines, such as flu shots, are recommended for all adults, the CDC said. Others are suggested based on a patient's age and overall health.
"We are encouraging all adults to talk with their health care providers about which vaccines are appropriate for them," Koh said.
(Reporting by David Beasley; Editing by Colleen Jenkins, Cynthia Johnston and Andrew Hay)
Large gaps seen in health perceptions vs. reality
Source: https://eba.benefitnews.com
By Tristan Lejeune
A new survey from Aon Hewitt, the National Business Group on Health and The Futures Company indicates that many American workers and their families — even those who know what it takes to get and stay healthy — have inaccurate perceptions about their own weight, condition and the cost of their health care. The survey results, released this month by Aon Hewitt, further indicate satisfaction and claims of positive behavior changes associated with participation in consumer-driven health plans.
More than 2,800 employees and their dependents covered by employer-sponsored health plans were surveyed about their thoughts, attitudes and behaviors toward health and wellness. Eighty-seven percent of respondents reported being in good health, yet more than half of those (53%) gave height and weight combinations that categorize them as having a body mass index in the overweight or obese categories. Only 23% of all respondents believe they are actually overweight or obese, when in reality that number is 34%.
“Employees want to be healthy, but many have an overly rosy perception of their health and may not see an urgent need to take action,” says Joann Hall Swenson, Aon Hewitt’s health engagement leader. “For others, the activities and stresses of daily life take priority over good health, and many consumers are unwilling to make sacrifices to improve their health.”
She says employers need to offer workers and their families “the necessary tools and resources that give them a realistic picture of their health,” then follow up by encouraging healthy decision making.
Consumers’ incorrect perceptions extend to cost, the survey finds. Total health care costs per employee were $10,522 last year, according to an analysis, of which employers paid $8,318. When asked, however, how much of their bill their employer pays, the average respondent guessed around half that amount.
“These survey results,” says Helen Darling, president and CEO of the National Business Group on Health, “underscore the challenges employers face as they seek to engage employees and their families in health improvement as a means to better managing rising health care costs. It is critical for employers to bridge the knowledge gap evident in this survey.”
It seems one way to do that is by offering a consumer-driven health plan, the survey reveals, as 60% of those in a CDHP say they have made positive behavior changes in regards to their health, including more preventive care (28%), seeking lower-cost options (23%) and more frequent research of health costs (19%). In addition, 63% of respondents say they would complete a health risk questionnaire for a monetary reward, and just under that would engage in a healthy eating or weight management program.
“Consumers are looking for solutions that address their specific health needs and concerns,” says Christine Baskin, senior vice president at the Futures Company. “Tailored, targeted feedback such as that given in the HRQ process, along with understanding individual consumer's attitudes towards health, are essential ingredients to having employees take actions to improve their health and their lifestyle.”
Let’s Go Wellness
Most business leaders (87 percent) see value in worksite wellness programs, according to a recent online survey of HR leaders. Seventy-four percent of polled executives said they would be open to sharing ideas with other business leaders in their community to come up with unique and effective wellness initiatives, the report said.
Bad Flu
The Centers for Disease Control and Prevention (CDC) is predicting a particularly nasty flu season this winter. Health officials detected a jump in influenza cases in five Southern states in early December. Luckily, people seem to be better prepared this season, with more than a third of Americans already being vaccinated, CDC officials said