How Will You Celebrate National Employee Health & Fitness Day?

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Wednesday, May 15th is National Employee Health & Fitness Day and it’s a great opportunity to remind your employees about the importance and benefits of regular exercise!

Exercise has been linked to numerous benefits, such as reducing your risk for chronic health issues like heart disease, diabetes, depression and several types of cancer.

And yet millions of Americans fall short of meeting their daily recommended guidelines; despite the fact that it can be a significant factor with impacting medical expenses. In fact, a 2016 study published by “The Lancet” determined that individuals who participated in a 30-minute walk at least 5 days a week on average spent $2,500 less in annual medical-related expenses than those who didn’t.

So, what can be done? Use this opportunity to kick-start some new wellness initiatives. Start by expressing that this is being implemented because you care about your employees and make it an opportunity to celebrate good health. Instead of providing a pizza party, maybe mix it up with food from a place that offers sandwiches on whole wheat bread or wraps with lean protein options (such as chicken, turkey or even vegetarian options), salads and even fruit in place of cookies. Or you could organize a company-wide walk. As we mentioned before, a 30-minute walk can go a long way and by making time for it, you’re showing employees that it is a priority. Even starting small, with leading a 2-minute midday stretching break can be a small change that eventually leads to a big impact.

The bottom line? Consistent exercise and other healthy habits can save companies millions of dollars in healthcare expenditures. Yet it seems to be one of the hardest habits to make. And since people often spend 40+ hours of their week at work, it’s a great place to also encourage more regular participation. In can be a win-win benefit for both the individual and the company.

Share your plans to celebrate! Send Corporate Fitness & Health your National Employee Health & Fitness Day plans and they will send you a shout out on their social media pages! Email your stories and pictures to kcalverase@cfandh.com.

The Diversified Group family of companies includes Corporate Fitness & Health. If you’re looking for a workplace wellness program that you’ll be excited to invest in, one that can help you reduce healthcare costs and help employees avoid elevated health risks, then it’s time you learned about CF&H. With over 30 years of experience, CF&H can help your organization implement a wellness program that will keep your employees happy, healthy and engaged.

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Get Set to Run & Join Us in Supporting Camphill Village on May 18th

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Diversified is proud to sponsor the Camphill Village 5K Trail & Fun Run coming up on Saturday, May 18th! If you’d like to participate, there are three running options that allow people of all abilities to join from virtually anywhere!

  • Sign up to run from home or anywhere; just be sure to take to Facebook and Instagram to share photos and your reason for participating leading up to and during the run. Use the hashtag #Camphill5K and your posts will be featured on their website and social media. If you send your address, they will also send you a gift from their event to show their thanks.
  • Sponsor a runner or sign up to personally run the 5K Trail Run through the Camphill Village scenic woods and pathways.
  • Sponsor a participant or sign up to leisurely walk, jog or stroll around Ring Road at the Village in the Fun Run. (Kids 12 & under run the Fun Run for free!)

With these options, it’s easy to support this wonderful cause. Through sponsorships, donations and registrations, this 5K and Fun Run will help to provide the programs and services that make Camphill Village the very special place it is for adults with special needs.

Diversified Group is proud to support this event that attracts virtual runners from all over the country and has raised more than $40,000 to benefit the lives of people who call Camphill Village their home.

To register, click below to visit the website and go to Runner Sign Up.

More About Camphill Village

Camphill Village in upstate New York is 615 acres of wooded hills, gardens and pastures. Adults with special needs and long- and short-term service volunteers live and work together as equals in extended family homes throughout the area. We are a non-profit organization dedicated to our mission of being an integrated community where people with developmental differences are living a life of dignity, equality and purpose. Through sponsorships, donations and registrations, this 5K and Fun Run will help to provide the programs and services that make Camphill Village the very special place it is for adults with special needs.

DOL’s Recent Clarification Surrounding FMLA

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The Department of Labor (DOL) on occasion will issue opinion letters to clarify employer’s obligations under various federal employment laws. These DOL opinion letters help employers to understand their obligations and can be relied upon to establish a “good faith” defense against certain federal claims.

On March 14, 2019, the DOL issued an opinion letter regarding FMLA leave and its coordination with other employer leave provisions. The DOL clarified that if an employee’s leave taken for medical reasons is deemed FMLA qualified, the employer must then designate the leave as FMLA leave within five business days and may not delay such designation even to accommodate or benefit its employee. In other words, if an employee requests to take paid PTO leave and delay the designation of qualified FMLA leave until after the paid PTO is exhausted, per this opinion letter, once an eligible employee communicates a need to take leave for a qualified FMLA reason, neither the employer nor the employee may decline FMLA protection for that leave. Thus, when an employer deems that leave is for a qualified FMLA reason, the leave counts toward the employee’s FMLA leave entitlement.

The employer may instead allow the employee to “stack” the FMLA leave and paid leave by allowing the employee to take the FMLA leave unpaid and to use any available paid leave upon exhaustion of the FMLA entitlement. Alternatively, the employer may require employees to utilize available paid leave concurrently with FMLA leave, thus paid leave counts toward the FMLA leave entitlement, and vice versa.

Employers should review applicable state leave laws that may offer additional or different benefits that may cause the DOL opinion letter to contradict existing precedent. For example, this opinion letter contradicts the 2014 Ninth Circuit Court’s case Escriba v Foster Poultry Farms, Inc. which found that an employee could affirmatively decline to exercise their FMLA rights, even when they clearly would have qualified, in order to preserve the FMLA rights for future use. Those employers in the Ninth Circuit jurisdiction (Alaska, Arizona, California, Hawaii, Idaho, Montana, Nevada, Oregon, and Washington) may want to consult their legal counsel prior to relying on this opinion letter.

It is intended for Diversified Group’s medical plan document language to correspond with an employer’s human resource practices. Our documents typically include language that FMLA will run concurrently with other leaves in compliance with the DOL’s intent. To ensure that your medical plan document and your HR practices are coordinated, we offer a gap analysis which looks at gaps between your plan document and your employee handbook with an eye to ensuring compliance with your plan document and your stop loss carrier’s requirements. Gap analysis is done at no cost to you. If you are interested in having a gap analysis completed, please contact either Dave Follansbee or Laura Williams at the contact information below.

Dave Follansbee – dfollansbee@diversifiedgb.com / 860-295-6531
Laura Williams – lwilliams@diversifiedgb.com / 860-612-8644

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Tracking Sleep

mobile phoneIn order to address a sleep shortage that is hurting productivity for U.S. businesses, the American Academy of Sleep Medicine has introduced an online wellness program to help employees track the quantity and quality of their sleep. Employees log their time online or upload data from a fitness tracker such as a Fitbit. With the CDC linking sleep to chronic illnesses such as Type 2 diabetes, heart disease and depression, researchers hope to help employees set a goal and improve the quality of their sleep.

Corporate Fitness & Health

Apple Watch & Joint Replacement

Technology giant Apple reported recently that thousands of hip and knee replacement patients are using Apple Watches and a new health app, MyMobility from Zimmer Biomet, to share health data with their surgeons during treatment and recovery. The app is being used to provide physicians with data about the patient’s heart rate, number of steps taken and time spent standing continuously, rather than having to rely on traditional in-person visits.

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Younger generations driving lifestyle benefits

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This article was published on February 25, 2019 on Employee Benefit Adviser written by Kayla Webster.

Younger generations are often characterized as entitled and demanding — but that self-confidence in their work is pushing companies to adopt benefits outside the traditional healthcare and retirement packages.

By 2025, millennials will make up 75% of the U.S. workforce, according to a study by Forbes. The first wave of Generation Z — millennials’ younger siblings — graduated college and entered the workforce last year. With these younger generations flooding the workplace, benefit advisers need to steer clients toward innovative benefits to attract and retain talent, according to panelists during a lifestyle benefits discussion at Workplace Benefits Renaissance, a broker convention hosted by Employee Benefit Adviser.

“Millennials came into the workforce with a level of entitlement — which is actually a good thing,” said Lindsay Ryan Bailey, founder and CEO of Fitpros, during the panel discussion. “They’re bringing their outside life into the workplace because they value being a well-rounded person.”

Catering benefits to younger generations doesn’t necessarily exclude the older ones, the panelists said, in a discussion led by Employee Benefit Adviser Associate Editor Caroline Hroncich. Older generations are accustomed to receiving traditional benefits, but that doesn’t mean they won’t appreciate new ones introduced by younger generations.

“Baby boomers put their heads down and get stuff done without asking for more — that’s just how they’ve always done things,” Bailey said. “But they see what millennials are getting and are demanding the same.”

In a job market where there are more vacant positions than available talent to fill them, the panelists said it’s important now, more than ever, to advise clients to pursue lifestyle benefits. While a comprehensive medical and retirement package is attractive, benefits that help employees live a more balanced life will attract and retain the best employees, the panelists said.

“Once you’ve taken care of their basic needs, have clients look at [lifestyle benefits],” said Dave Freedman, general manager of group plans at LegalZoom. “These benefits demonstrate to workers that the employer has their back.”

The most attractive lifestyle benefits are wellness centered, the panelists said. Wellness benefits include everything from gym memberships, maternity and paternity leave, flexible hours and experiences like acupuncture and facials. But no matter which program employers decide to offer, if it’s not easily accessible, employees won’t use it, the panel said.

“Traditional gym memberships can be a nightmare with all the paperwork,” said Paul O’Reilly-Hyland, CEO and founder of Zeamo, a digital company connecting users with gym memberships. “[Younger employees] want easy access and choices — they don’t want to be locked into contracts.

Freedman said brokers should suggest clients offer benefits catered to people based on life stages. He says there are four distinct stages: Starting out, planting roots, career growth and retirement. Providing benefits that help entry level employees pay down student debt, buy their first car or rent their first apartment will give companies access to the best new talent.

To retain older employees, Freedman suggests offering programs to help employees buy their first house, in addition to offering time off to bond with their child when they start having families. The career growth phase is when most divorces happen and kids start going to college, Freedman said. Offering legal and financial planning services can help reduce employee burdens in these situations. And, of course, offering a comprehensive retirement plan is a great incentive for employees to stay with a company, Freedman said.

Clients may balk at the additional costs of implementing lifestyle benefits, but they help safeguard against low employee morale and job turnover. Replacing existing employees can cost companies significant amounts of money, the panelists said.

“Offering these benefits is a soft dollar investment,” Freedman said. “Studies show it helps companies save money, but employers have to be in the mind-set that this is the right thing to do.”

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How Is Your Health Plan Responding to Millennials?

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You might be surprised to hear that millennials represent one third of the American workforce, but Pew Research Center confirms it. If your health benefit plan hasn’t adapted to the needs and lifestyles of these young people, you’re missing an opportunity to boost retention, build loyalty and enhance wellness.

For starters, it’s important to realize that 45% of young adults age 18 to 29 do not have a primary care doctor. They do, however, have a smartphone and you can bet they use it to access the internet constantly. With online sources like WebMD offering so much healthcare information, it’s no wonder that millennials are likely to self-diagnose and even treat one another at home before seeing a doctor. If young people can find much of the healthcare information they need in the palm of their hand, you can bet they expect to find benefits and enrollment information easily accessible as well.

They Want Information Now
Just like so many of us who have come to expect an immediate response to everything, millennials who do need a doctor expect the visit to happen quickly and easily. According to PNC Healthcare, this explains why 34% of millennials prefer to use a retail clinic rather than waiting several days to see a primary care physician in their office – a rate twice as high as baby boomers. It would also seem to point to an increased use of telemedicine.

Cost Matters to Millennials
Millennials face more than their fair share of financial pressures and take their finances seriously. Surveys show they are more willing to request a cost estimate prior to choosing a treatment option than baby boomers or seniors ever were. This not only makes cost transparency tools important, but it’s a very positive trend that should contribute to lower claim costs going forward.

Whether it be treatment options, provider access or cost of care, the demand for health and benefit plan information will only increase as more and more millennials enter the workforce. In order to respond to change, self-funded employer groups will need the resources of an independent TPA that can combine the right plan design with more personalized, interactive communications and more innovative ways for younger employees to access the more personalized care they will need going forward.

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