As you look through enrollment options for 2019, remember to look back on 2018. Check out your spending on procedures and prescriptions, and which providers are in your network.
Have you ever heard the proverb "Knowledge is power?" It means that knowledge is more powerful than just physical strength and with knowledge people can produce powerful results. This applies to you and your staff's annual medical physical as well! The #1 goal of the annual exam is to GAIN KNOWLEDGE. Annual exams offer you and your doctor a baseline for your health as well as being key to detecting early signs of diseases and conditions.
of your annual exam is
to GAIN KNOWLEDGE
According to Malcolm Thaler, MD, "A good general exam should include a comprehensive medical history, family history, lifestyle review, problem-focused physical exam, appropriate screening and diagnostic tests and vaccinations, with time for discussion, assessment and education. And a good health care provider will always focus first and foremost on your health goals."
Early detection can cut costs that result from chronic diseases. By encouraging your employees to schedule AND attend their annual physical, you will see that their productivity will not suffer because of an undiagnosed condition. Early detection reduces no-shows or call-outs; it reduces costs of training a temporary worker brought in to substitute for the employee while out on sick leave; early detection can also cut costs that result from chronic diseases. Employers spend on average $18,000 yearly per employee for costs related to illness and loss of productivity.
So how can you combat these rising costs? Your workplace can sponsor Wellness Programs such as a Nutrition Fair where your employees learn how to make healthy meals for their family, healthy snacks, and how to make wise food choices when going out to eat with co-workers. Find an exercise program that can be employee led such as a running or walking club, group fitness programs that only require a TV and DVD player, or an employee run cross-fit style fitness program.
"By providing employee wellness programs that include event-specific physicals, many nationwide employers have decreased their employee health care burden by $1 - $3 for every $1 spent. Other analyses show that wellness programs, including annual physical exams, have reduced employers' health costs by an average of 26.1%."
Here are some tips on fun and easy ways to promote overall health and wellness in your workplace:
1. Stock the snack cabinets with healthy, pre-portioned snacks.
2. Offer standing desks to allow workers options to get moving while working.
3. Find a 5K in your community and put together a company team.
4. Sponsor different "challenges" like "8 glasses of water a day" or "A mile a day" and the winner of these challenges receives a prize at the end of the month.
Through these easy changes, you will see your workforce gain confidence and better health while losing weight and bad habits! Win-Win!
“Your most valued asset isn’t your house, car, or retirement account. It’s the ability to make a living.”
No one foresees needing disability benefits. But, should a problem arise, the educated and informed employee can plan for the future by purchasing disability insurance to help cover expenses when needed.
When you ask people what is the number one reason disability insurance is needed, most will answer that it is for workplace related injuries. However, the leading causes of long-term absences are back injuries, cancer, and heart disease and most of them are NOT work related. In addition, the average duration of absences due to disability is 34 months. So how do you prepare for an unplanned absence from work as a result of an injury or illness? Disability insurance is a great option.
Disability insurance is categorized into two main types.
· Short Term Disability covers 40-60% of the employee’s base salary and can last for a few weeks to a few months to a year. There is typically a short waiting period before benefits begin after the report of disability. This plan is generally sponsored by the employer.
· Long Term Disability covers 50-70% of the employee’s base salary and the benefits end when the disability ends or after a pre-set length of time depending on the policy. The wait period for benefits is longer—typically 90 days from onset of disability. This plan kicks in after the short-term coverage is exhausted. The individual purchases this plan to prevent a loss of coverage after short-term disability benefits are exhausted.
While the benefits of these disability plans are not a total replacement of salary, they are designed for the employee to maintain their current standard of living while recovering from the injury or illness. This also allows the individual to pay regular expenses during this time.
There are many ways to enroll in a disability insurance plan. Often times your employer will offer long-term and short-term coverage as part of a benefits package. Supplemental coverage can also be purchased. Talk with your company’s HR department for more information on how to enroll in these plans. Individuals who are interested in purchasing supplemental coverage can also contact outside insurance brokers or even check with any professional organizations to which they belong (such as the American Medical Association for medical professionals) as many times they offer insurance coverage to members.
As you begin planning for your future, make sure you research the types of coverage available and different avenues through which to purchase this coverage. For more information on disability and the workplace, check out: