October 2024 TogetHR Times
Selecting Health Benefits for your Employees
by Kim Keene
Your business has grown and you’re now considering offering healthcare as a recruitment and retention tool for employees. Selecting health benefits takes several months to understand, review, research and decide upon. At the very least, you should set aside at least 3-4 months prior to the prospective enrollment date of the plan. Find a good benefits broker and use them for their expertise!
So, just how do you go about figuring out the plan and what are the important items to take into consideration?
1. Assess Your Needs
Employee Demographics: Understand the demographics of your workforce, including age, family status, and health needs. This will help you choose a plan that meets the diverse needs of your employees.
Budget: Determine how much your company can afford to spend on health care benefits. Consider both the premiums and out-of-pocket costs for employees.
2. Types of Health Plans
Health Maintenance Organization (HMO): HMOs offer lower premiums and out-of-pocket costs but require employees to use a network of doctors and hospitals. Referrals are needed to see specialists.
Preferred Provider Organization (PPO): PPOs provide more flexibility in choosing healthcare providers and do not require referrals for specialists. However, they come with higher premiums and out-of-pocket costs.
Exclusive Provider Organization (EPO): EPOs combine features of HMOs and PPOs. They offer lower costs but require employees to use a network of providers without needing referrals.
Point of Service (POS): POS plans require employees to choose a primary care physician and get referrals for specialists. They offer a balance between cost and flexibility.
3. Coverage Options
Preventive Care: Ensure the plan covers preventive services such as vaccinations, screenings, and annual check-ups.
Prescription Drugs: Check the plan’s formulary to see which prescription drugs are covered and at what cost.
Specialist Care: Consider the coverage for specialist visits, including mental health services, physical therapy, and other specialized care.
Hospital and Emergency Services: Evaluate the coverage for hospital stays, emergency room visits, and urgent care.
4. Employee Contributions
Premiums: Decide how much of the premium cost will be covered by the employer and how much will be paid by the employees.
Deductibles and Copayments: Consider the deductibles, copayments, and coinsurance amounts that employees will be responsible for.
5. Network of Providers
In-Network vs. Out-of-Network: Ensure the plan has a robust network of providers that employees can access easily. Check if employees can see out-of-network providers and at what cost.
Provider Accessibility: Consider the geographic location of providers and hospitals in the network to ensure they are convenient for employees.
6. Additional Benefits
Wellness Programs: Look for plans that offer wellness programs, such as gym memberships, smoking cessation programs, and weight management support.
Telemedicine: Consider plans that include telemedicine services, allowing employees to consult with healthcare providers remotely.
7. Compliance and Legal Considerations
Affordable Care Act (ACA): Ensure the plan complies with ACA requirements, including providing essential health benefits and covering preventive services without cost-sharing.
State Regulations: Be aware of any state-specific regulations that may impact the health care plan options available to your business.
8. Employee Communication
Education and Enrollment: Provide clear information and resources to help employees understand their health care options and make informed decisions during the enrollment period.
Ongoing Support: Offer ongoing support and resources to help employees navigate their health care benefits and make the most of their coverage.
Conclusion
Selecting health benefits for employees is a time consuming and lengthy process. Taking the time to assess the items as outlined above will provide you with a framework to follow. Also, consideration should be given to the generational needs. Gen Z looks for mental health care and an Employee Assistance Program, Gen X and some Millennials are focused on accessibility of healthcare; is their doctor considered in network, is their specialist in network?
A benefits broker can provide the most information and comparisons of various plans. They will help you try to meet all of your needs and will assist in navigating this crazy maze of health benefits.
Navigating Politics in the Workplace: Striking a Balance for a Harmonious Environment
by John Wright
In any workplace, a diverse group of individuals with varying beliefs and values come together to achieve common goals. However, these differences can sometimes lead to the introduction of politics into the workplace, which can have both positive and negative impacts on the work environment. It is essential for the team to navigate these challenges with grace and understanding to maintain a harmonious workplace.
The Impact of Politics in the Workplace
Politics in the workplace can manifest in various ways, from discussions around current events to differing opinions on work-related matters. While healthy debates can foster creativity and innovation, unchecked political discussions can lead to conflicts, decreased morale, and a divisive work environment. It is crucial to strike a balance between allowing open dialogue and ensuring that discussions remain respectful and do not disrupt productivity.
Tips for Managing Politics in the Workplace
1. Set Clear Guidelines: Establish clear guidelines on appropriate behavior and communication in the workplace, including policies on discussing political matters. Encourage respectful dialogue and discourage behavior that may lead to conflict.
2. Promote Inclusion: Celebrate diversity within the workplace and create a culture of inclusivity where all voices are valued and respected. Encourage open-mindedness and empathy towards differing perspectives.
3. Focus on Common Goals: Remind employees of the shared goals and values that unite the team. Encourage collaboration and teamwork to redirect focus from divisive issues towards collective success.
4. Encourage Constructive Dialogue: Foster open and constructive dialogue by creating safe spaces for discussions. Encourage active listening, empathy, and understanding among team members.
5. Lead by Example: As leaders, it is essential to model respectful behavior and demonstrate how to navigate differences of opinion with professionalism and tact. Encourage a culture of respect and understanding within the organization.
Conclusion
While politics in the workplace can be a sensitive issue, it is possible to navigate these challenges effectively by promoting open communication, respect, and understanding. By fostering a culture of inclusivity, empathy, and collaboration, we can create a workplace where diverse perspectives are valued, and differences are opportunities for growth and learning.
It’s an ongoing process to create a positive and inclusive workplace where every voice is heard and respected. Both you and your staff are well worth the effort!
