The Fittest Workplace on the Planet – Is it Yours?

Can your workplace contend for the title “Fittest Workplace on the Planet?” We’ve all heard of the benefits of physical activity on the individual: increased life span, whittled waistline and overall health improvement are just a few. When fit individuals are a collective employee force, you can expect productivity through the roof (and workers so strong they can nearly raise it).

While you don’t have to contend for Fittest Workplace on the Planet to reap the organizational benefits of physical fitness, a fitter workforce benefits everyone. Take the initiative and educate your employees. May is National Physical Fitness and Sports Month, so resources to help you on your quest are especially easy to find.

Start here: https://healthfinder.gov/nho/MayToolkit.aspx. Within this toolkit, you’ll discover the benefits of physical activity and how to motivate employees to jump on the ‘fitness bandwagon.’ Remind your employees that fitness isn’t relegated to the young; people can benefit from becoming fitter at any age.

Classic suggestions include educational snippets in your employee newsletter and information disseminated on organizational social media platforms. Bring speakers into the office who explain how to make exercise part of a busy lifestyle. And get creative – no two employee populations are the same, so what fits your employee roster may not fit another.

Here are some possibilities we’ve seen work. Take this list as an a la carte menu of fitness motivational options.

  •  Make it a competition! Can’t afford a fancy fitness tracker for every employee? Consider a Bring Your Own Device (BYOD) event. Today’s cell phones have pedometers already programmed within. There are also downloadable pedometer apps available. Welcome employees to track their progress and give prizes for those who move the most. And no putting the device on the dog and letting him loose at a park (we’ve heard it happen).
  • Inspire others by having employees share their fitness journeys. Think about your employees for a moment. Has someone been taking the New Year’s resolutions seriously? Have they been exercising and seeing results? Have them share with the rest of their colleagues how their path toward fitness is progressing.
  • Sponsor a race for charity – or simply field a team and compete. Some businesses are full of runners and walkers who jump at the opportunity for a free race entry. Some go the proverbial ‘extra mile.’ We recently had a client hire a personal trainer to offer weekly training sessions to train employees for an upcoming 5K. This was well received and increased participation.  Go one step further and provide your athletes with shirts that advertise the business. It’s a win-win for fitness and advertising!
  • Don’t forget the biometric screening fair. If you’ve already hosted one for your employees, great. Physical activity can help lower blood pressure, among other health benefits. Following a biometric screening event with a fitness education and motivation campaign makes sense.
  • Ask your health insurance provider for more ideas. Trish Blocker from W3 Insurance has spent years counseling businesses to help improve employee activity levels. She has access to a host of resources and will be happy to provide an action plan that – while it may not land you the ‘World’s Fittest Workplace’ honors – will at least inch you closer to the title.

Be fit, friends.

Drug Testing in 2019

Cutting through the confusion

With record low unemployment and record high drug use in the American workforce, many employers are confused by the new marijuana laws. According to the latest National Safety Council study, approximately 15 million employees are struggling with some sort of substance abuse problem, including alcohol, marijuana, pain medication and other drugs. Although some industries have a higher incidence of drug abuse – such as construction, retail and the hospitality industry – no profession is immune to the dangers of drug abuse.

Evidently, many employers are faced with the challenge of how to define a drug testing policy along with translating the new marijuana laws. While the federally mandated employers’ policies are very specific and do not permit marijuana use of any type, many employers are ambivalent with respect to marijuana use.

Quest Diagnostics’ recent Drug Testing Index (DTI) shows workforce drug positivity at its highest rate in a decade. States that have recently enacted recreational marijuana laws have seen double-digit increases in the number of employees who test positive for marijuana. And because of our healthy economy, the job market has tightened, making it more difficult for employers to find new hires. As a result, some companies have chosen to drop marijuana from their testing panel altogether – taking the position “don’t ask, don’t tell.” Not surprisingly, states like Nevada, California and Massachusetts that have recently enacted recreational marijuana laws have seen a big spike in the number of employees who test positive for marijuana.

Be Informed

Every employer should be well informed when it comes to drug testing rules and requirements – including the legislation in their state.

The Americans with Disability Act (ADA) excludes from protection “an individual who is currently engaging in the illegal use of drugs” from its definition of an “individual with a disability.” As a Schedule 1 drug under the Controlled Substance Act (CSA), taking marijuana excludes an employee from ADA protection.

When meeting with a prospective client, I always ask relevant questions in relation to their business. For instance, if they have safety sensitive employees, what type of work do they do? Are they a federal contractor? Do they employ DOT regulated drivers? This info is critical when determining what type of testing policy is recommended or required.

Many employers assume random drug testing is required in order to be compliant and to be eligible for the 5% workers’ comp premium discount. That is incorrect. Random testing is only required for those federal agencies like FAA, US Coast Guard, Federal Transit Administration (FTA) and the like and FMCSA regulated businesses that employ federally regulated employees or are under a federal contract. Examples include DOT regulated drivers, including tour bus operators, Hazmat regulated companies, transportation companies, etc.

Explain their exposure

The cost of substance abuse in our nation exceeds $400 billion annually. Much of this cost is attributed to lost productivity, health care costs, workers’ comp related injuries and workplace accidents, just to name a few. For a small business that sustains just one serious workers’ comp claim, that could impact their profit margin exponentially.

Did you know?

  • Health care costs are 3 times higher for drug users.
  • Workers’ comp claims occur 5 times more often among drug users.
  • Drug users are absent from work 16 times more often with 8 or more days of sick leave annually
  • Drug users steal 4 times more often from employers and coworkers.
  • Workplace accidents occur 3.6 times more often among drug users.

The National Safety Council provides a free Substance Use Cost Calculator for employers on their website. By providing industry data, an employer gets a report outlining the potential financial impact substance abuse can have on their business. This report is a valuable tool for every business owner.

https://www.nsc.org/forms/substance-use-employer-calculator

Implement a prudent testing policy

For many employers, there can be some apprehension when writing and implementing a policy of any type. It can be confusing, time consuming and complicated. Many insurance companies partner with third-party administrators like ASAP Programs to structure a program for their clients. This is beneficial for both the agency and their clients because it provides a no-nonsense approach to creating a compliant drug testing program and removes much of the guesswork associated with internal administration.

A business that strives for a Drug Free Workplace will reap the benefits ofa healthier and more productive workforce while setting the tone for a positive company image.

For additional info on our drug testing and background check services, please contact me in the Orlando office.

Diagnosis: Cancer in the Workplace – What Employers Need to Know

This March, as we recognize Colorectal Cancer Awareness Month, take stock of how your organization is supporting those dealing with the disease and their families. Whether it’s the colorectal variety, which is expected to cause approximately 51,020 deaths in 2019, or another type of cancer, resources exist to ease the emotional and financial burden on the afflicted and their families.

What Employers Can Do

Share information with employees that can directly impact quality of life before, during and after cancer treatment. It’s often said that we are all ‘healthcare consumers;’ why not help employees become the most knowledgeable consumers possible? Knowledge, as the old adage goes, is power. Cancer takes away the power a person may have felt about the trajectory of their life; understanding costs of medications and insurance coverages reveals a modicum of control.

Understanding what treatments cost and which alternatives exist are important, but so too is knowing where to turn if money is tight. It’s no secret that financial struggle can negatively impact health even in those who are seemingly healthy. To a cancer sufferer, balancing financial stress and health worries can affect their ultimate prognosis.

Options do exist for assistance – and knowing these options are available can be priceless to cancer sufferers in terms of their overall quality of life. Planning is key. Therefore, share guides like the one below with your employees. Entitled Cancer Costs: How to Manage Housing Expenses During Treatment, it gives those with cancer the information they need to make a plan for financial security throughout this journey.

One can emerge from the fight with cancer victorious – both healthwise and financially. Give employees the best chance for this outcome; supply them with helpful information.

Access the guide here: https://bit.ly/2tLA9RM

Prevention – Specifically, Against Colorectal Cancer

The spotlight this month is on this cancer, which affects mostly those over the age of 50. Though genetics can play a part in one’s development of this type of cancer, many of its risk factors are controllable. According to the American Cancer Society, smokers have a higher incidence than those who never light up. Physical inactivity and poor diet can also raise one’s risk profile; those who drink heavily are also at increased risk. For a detailed list of risk factors, visit https://bit.ly/2l6jAKF.

For more information regarding how you can educate and support your employees throughout their wellness journey, contact W3 Benefits and Wellness Strategist Trish Blocker at tblocker@w3ins.com or 727-522-7777 x173.

Promote Your EAP – Help Your Employees

Employees struggling with mental health issues such as depression, anxiety and/or stress need help. Many do not know that their employer has many resources available. An EAP (Employee Assistance Program) and behavioral health counseling through telehealth are great offerings – but only if they are known and utilized.

Make it a priority to promote your EAP or other behavioral health services. Monthly email reminders, posters and testimonials are great promotional tools.

Below are options to consider implementing in your workplace:

 Digital Print Personal Promotion
Email Posters/flyers Promote at staff meetings, have managers promoting within their own departments.
Intranet promotion Table tents in breakrooms Be aware of any behavior changes in your employees and remind them of the services available.
Employee Facebook page Payroll stuffers Health Fairs- invite EAP representative
Webinars Wallet cards Share success stories
(Confidentially)

 

Plan ahead and promote your offerings to make this a stress-free holiday season for your employees and your workplace. If you need assistance with your EAP promotion or if your company does not offer services and you would like more information, please feel free to contact me at tblocker@w3ins.com.

Sudden Cardiac Arrest (SCA) Awareness Month – Is your workplace prepared?

The United States loses more than 350,000 people each year to sudden cardiac arrest. This staggering number includes infants, children, teens, young adults, middle aged persons with no sign of heart disease, and mature adults. According to stopcardioarrest.org, SCA is caused by a structural or electrical problem that often stems from an undetected heart condition. It can also arise from an infection or a severe blow to the chest.

If a victim of a SCA is not treated immediately, he/she does not survive. Every minute that passes without a shock from an AED (automated external defibrillation) decreases the chances of survival by 10%. Statistics like this present a compelling argument that it’s necessary to prepare your worksite and employees for such an emergency. Training your staff to recognize the symptoms, perform CPR, and become certified to use an AED could save a life. Having an AED on site is critical. Many schools now stock AEDs and have trained their teachers on proper use of the equipment.

October is Sudden Cardiac Arrest Awareness Month, so it’s a good time to review your policies, procedures, and budgeting for AED and CPR/AED training. You can find plenty of resources at:

http://www.stopcardiacarrest.org/

http://www.sca-aware.org/cpr-and-aed-training-resources

Have questions? Need assistance scheduling an onsite training? Feel free to contact me at tblocker@w3ins.com.

Personalized Wellbeing in Today’s Employee Wellness World

One-size-fits-all solutions for employee wellness are falling by the wayside as targeted approaches continue to thrive. This trend of wellness program personalization puts a strong focus on individual fitness, nutrition and holistic needs. Businesses continue to find ways to creatively meet these needs.

Fitness programs available through employers are improving as insurance carriers team up with fitness club networks to present an array of choices. Cigna has partnered with Active and Fit Direct to offer members a fitness center membership for $25 per month; this membership allows the holder to visit any participating facility. Florida Blue offers a similar plan through Fitness Your Way by Tivity Health.

In addition to carrier offerings, employers are updating onsite gyms, offering stand-up desks or under-the-desk ellipticals, purchasing activity trackers for employees, and subsidizing bike share programs.

The second approach to wellbeing  is nutrition, and companies are facing the challenge by presenting healthy food options at employee meetings, stocking vending machines with healthy choices, partnering with local restaurants, and engaging in campaigns like “Fruit Fridays.” For the competitive crowd, nutrition competitions such as mean green (fruit and veggie intake), water challenge (drink 8 glasses of water daily), and meatless Monday are prevalent.

Another important component for wellbeing is sleep. When was the last time you took a nap at work (on purpose) or took 10 minutes to meditate? This planned time-out can increase employee productivity and overall health. If you have an extra small room or closet that is not utilized, consider turning it into a quiet space. A calming atmosphere with soft music, amber lighting, couch or recliner, yoga mat and plants can set the stage for a great sleep suite or quiet room.

Have questions? Need assistance implementing any of these personalized wellbeing programs? Contact me at tblocker@w3ins.com.

Flu Shots

It still feels like summer outdoors, but fall weather and the flu season will be here before we know it. Pharmacies are already booking their onsite flu vaccine clinics for October through November. This is a preventative service and is billed though your insurance carrier when you use a participating vendor. Take note that some vendors require minimum participation before booking; some are more flexible with this requirement than others. Remind your employees to bring their insurance cards to the event so that paperwork can be processed properly.

Free promotional materials that promote the importance of the flu shot are available through your carrier or on the CDC website listed below:

https://www.cdc.gov/flu/resource-center/freeresources/print/print-businesses.htm

If you have questions or need assistance scheduling an onsite flu vaccine clinic, feel free to contact me at tblocker@w3ins.com.

Employers: Lead the Charge Against Skin Cancer

Skin cancer is prevalent, and it is almost always preventable. May is National Skin Cancer Awareness Month, and with the summer’s sunny months nearly upon us, it’s an ideal time to remind employers that they can help to decrease the current statistic: more than four million cases of melanoma are diagnosed each year in the United States.

sunscreen

Though the number of people who suffer from skin cancer is staggering (The American Cancer Society estimates that more than 91,000 new cases of melanoma will be diagnosed in 2018, with 10% of sufferers not expected to survive) some simple life changes offer strong prevention.

The Centers for Disease Control describe melanoma as the most prevalent form of cancer – but up to 90% of cases are caused by overexposure to the sun’s damaging rays. Below are some examples of workplace initiatives that employers can use to educate employees about prevention and detection.

  • Host an on-site skin cancer screening event. Invite a local dermatologist who participates in your company’s medical insurance plan to attend.
  • Raise awareness with posters, flyers, and educational materials. Find these through your medical carrier, a local dermatologist office, American Academy of Dermatology website, American Cancer Society website, and the CDC
  • Increase sun protection for your employees who work outdoors. Provide sunscreen, protective SPF clothing, hats, and sunglasses. Schedule breaks in the shade and create work schedules that reduce UV exposure.
  • Make skin cancer prevention a healthy competition. Challenge employees to apply sunscreen once a day and to wear hats and UV protectant sunglasses. Award a point for each day they participate; at the end of the month, enter those who completed the challenge into a raffle and award the winner a prize.
  • Another challenge idea is to offer points to each employee who goes to a participating dermatologist for a skin screening. This campaign promotes annual care visits and helps employees establish a relationship with a dermatologist. To further incentivize, consider offering employees 2 hours of paid time off for their appointment.
  • Share success stories of employees that detected their skin cancer early through screenings and had positive results.

If you would like assistance with planning or implementing a Skin Cancer Awareness Program for your employees, feel free to contact me at tblocker@w3ins.com.

 

*www.cancer.org
*www.skincancer.org

Mental Health in the Workplace, Your Organization: At the Front Lines of Change

The Parkland massacre has many of us asking the same question: What can we do to address mental illness? According to a recent study by the Substance Abuse and Mental Health Services Administration (SAMHSA), more than 1 out of every 5 Americans suffer from a diagnosable mental disorder at some point in their lifetime – yet only 43% seek professional counseling or treatment.

Employers, don’t stand idly by and let that statistic stand. You can inspire major change. To do so, take an honest look at two elements: your workplace culture and the utilization of your mental health benefits.

Do the values and beliefs of your organization exude positivity? Are employees using the resources available to them through the workplace? The answer to both of these questions needs to be yes.

Remove any negative stigma of mental health and treatment by reassuring employees that all health information given to providers is confidential and will not affect job status. Review the organization’s offering of mental health resources; make sure your workforce knows that they exist. These resources may be available through your health plan, an EAP and/or your community.

Not sure where to find this information? Most health plans offer coverage for behavioral health services, treatments and medications. Specifics will be liste
d on your Certificate of Coverage (COC). Take stock of what you do and do not offer. Make sure your employees know that help is available and easily accessed.

Investing in an Employee Assistance Program (EAP) is another option. Often, a simple a call with a counselor during a stressful time like the loss of a loved one or divorce can make a huge difference.

One employee who praises his company’s EAP called a few times to speak with a counselor about anxiety; his seemed to be worsening, and he was concerned. The counselor helped him discover the root problem and then referred him to an app attached to the EAP that offers breathing exercises. Now, when that employee feels a panic attack about to begin, he uses the app. He remarks that this simple change to his daily routine has changed his life.

Telemedicine (virtual visits) is another effective tool. Most insurance carriers have telemedicine services embedded in their plans, and some have even added behavioral health visits. The convenience and privacy of communicating with a mental health professional on a mobile device or tablet could lessen the stigma associated with seeking such help.

Not sure whether your plan offers this? Check with your broker or carrier to learn if behavioral health visits are available through a telemedicine product. You also have the option to buy telemedicine services through an outside vendor. With this choice, you can customize services and even reduce copays to make it more attractive for use.

Finally, don’t skimp on tried-and-true teambuilding activities. Add volunteer days to the organizational schedule. Field a company sports team or offer on-site group fitness classes. Make mentorship programs available. All these examples help in building a cohesive corporate culture. Such socialization is beneficial for employee well-being and the company as a whole.

For assistance finding mental health resources for your employees or to learn strategies for making your workplace the healthiest possible, contact me at tblocker@w3ins.com.

Find information on mental health benefits below:

  • US Department of Labor: dol.gov.
  • S. Department of Health and Human Services Center for Mental Health Services/Substance Abuse and Mental Health Services Administration: www.samhsa.gov.
  • The National Institute of Mental Health: nimh.nih.gov.

Do Changes in Healthcare Reform Mean Changes for Employee Wellness?

Wellness rules and regulations are ever-changing. Let’s examine two recent updates that may alter the way you regulate your employee wellness program.

The AARP’s suit –The EEOC’s current regulation allows employers to incentivize employees up to a maximum of 30% of the cost of self-only coverage. That’s scheduled to change. Near the close of 2017, AARP filed a suit claiming that the EEOC’s 30% rule makes an employee wellness program less than voluntary. In their estimation, some employees would find not participating in the program to be fiscally impossible. The court sided with AARP and vacated the ruling from the EEOC with an effective date of 2019. The court further ordered the EEOC to release new proposed rules prior to 2019. We are expecting an update from the EEOC by August of this year; as of now, the 30% rule is still in effect.

US Equal Employment Opportunity Commission logoRequired Communication – In 2017, the Americans with Disability Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) prevented the information collection of employee health and genetic-related data, but then allowed the disclosure of this information if it was collected on a voluntary basis. Beginning January 1st, 2017, new ADA rules dictate that employers with wellness programs that collect health information from employees must provide these employees with a notice describing what information will be collected. The notice must also reveal how the information will be kept confidential. The employee must receive this notice on or after January 1, 2017 or before they decide to divulge any medical information.

For more information regarding this required communication and to find a copy of the notice, visit the EEOC website.

Here at W3, we make clients aware of changes that may impact their employees or business as a whole. If you have any questions or comments about wellness program requirements, please email me at tblocker@w3ins.com.

 

*https://www.shrm.org/ResourcesAndTools/legal-and-compliance/employment-law/Pages/Court-Report-EEOC-wellness-regulations-vacated.aspx