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Shingles and the Shingles Vaccine

Shingles and the Shingles Vaccine

If you had chickenpox as a kid, you may remember hearing that if “you catch it once and you won’t catch it again”. Well, that is partially true. Once you have had chicken pox, you might not catch the virus again, but that’s only because it never really went away.
The virus that causes chicken pox (varicella zoster virus) stays dormant within the nerve cells and can become active again later in life in the form of Shingles.
What is Shingles? How do you get it? How do you treat it? Can you prevent it? Not to worry, we will go over everything and more in this newsletter:
  • What is Shingles?
  • Symptoms of Shingles
  • How it’s Spread
  • The Risks of getting Shingles
  • Treatment and Prevention
  • What is the Shingles Vaccine?
  • Who Should get the Shingles Vaccine?
  • Where and how to get the Shingles Vaccine
  • The Cost of the Vaccine and Coverage

What is Shingles?

Shingles is a painful disease characterized by a painful rash with blisters. It is caused by the varicella zoster virus, the same virus that causes chickenpox. The virus remains latent inside people’s nerve cells after contracting chickenpox and is sometimes reactivated later in life causing shingles.
Symptoms of Shingles
Some of the symptoms include tingling, itching of the skin that can turn into a rash with blisters. Usually all in one strip in the body, however it can appear anywhere in the body often being confused for a muscle condition at first. Early onset symptoms can also include headache, fever, chills and nausea. The rash itself can last for 2 to 4 weeks.
How it’s Spread
You cannot get Shingles unless you have had chicken pox. Shingles cannot be spread by coughing or sneezing. However, if you have never had chicken pox, or the chicken pox vaccine, you can get Shingles if you come into contact with opens blisters of the Shingles infection. Once the blisters crust over, the person can no longer spread the disease.
The Risks of Getting Shingles
Some people, approximately 1 in 5, will have pain even after the rash goes away. This pain is called “post-herpetic neuralgia” and can last months and in some cases, years. Another complication of Shingles is that it can affect the cornea, impairing vision.

Other issues that can arise, but are rarer, are an increase in the chance of a stroke, scarring,  pneumonia, loss of hearing or vision, swelling of the brain and superinfections of the rash caused by bacteria.

The Treatment and Prevention

Once you have developed Shingles, unfortunately there is no miracle cream that can make it go away. At best, if you have Shingles, your doctor may be able to prescribe you some anti-viral medication that can help lessen the symptoms if taken within the first 72 hours. Antihistamines can help lessen the itching as well as pain medication such as acetaminophen and ibuprofen. If you do have shingles, make sure to cover up your blisters so as to not spread it to anyone else.

The best way to handle Shingles is prevention. To prevent your children from developing Shingles as adults, make sure they receive the Chickenpox Vaccine. As an adult who has not received the chickenpox vaccine as a child or has been previously infected with Chickenpox, the Shingles Vaccine would help prevent you from developing the disease.

The Shingles Vaccine

Currently, the only available vaccine in Canada for Shingles is the Shingrix® vaccine. The vaccine prevents more than 90% of Shingles cases in adults 50 years and older. In adults who are 18 and older with compromised immune systems, the vaccine is 70-90% effective in preventing the disease.

Some side affects have been known to occur with getting the vaccine but are usually mild. Some of those symptoms are soreness and swelling at the area of the vaccine was given; headache, fever, chills, muscle fatigue, nausea, vomiting and diarrhea. These symptoms if they occur usually go away in a few days. Serious side affects are very rare.

Who Should get the vaccine?

Roughly 1 out of 3 people will get Shingles in their lifetime and it is more common in people who are over the age of 50 and those who have a weakened immune system due to medication or disease. However, anyone who has had chickenpox can develop Shingles. The Public Health Agency of Canada and Immunize BC recommends the following people should get the vaccine:

 

  • If you are 50 years or older and you have had;
    • Chickenpox.
    • Shingles.
    • Previously received the live Shingles virus (they are no longer available in Canada).
    • Are unsure if you have had chickenpox in the past.
    • Are immunocompromised.
  • If you are 18 years or older and are immunocompromised.

Before getting the vaccine, you should discuss with your doctor or nurse practitioner whether it is right for you.

Where and how to get the Shingles Vaccine

Most pharmacies and travel clinics carry the vaccine and can be purchased directly without a prescription. At the pharmacy or clinic, the pharmacist, nurse, or physician will dispense the vaccine to you. The vaccine comes in two doses usually taken 2 to 6 months apart, and both doses must be taken for it to be effective.

The Cost of the Vaccine and Health Benefits Coverage
Unfortunately, the Shingles Vaccine Shingrix® is currently not publicly funded in BC, Alberta or the Northwest Territories. However, the Shingles vaccine is fully covered in the Yukon. In BC, Shingrix® is about $160 per dose and some private health benefit providers may cover the cost of the vaccine. For First Nations and Indigenous individuals in BC, the First Nations Health Authority does provide coverage for elders 60 years and older.
How to Find out if the Shingles Vaccine is Covered by Your Benefits Plan

To find out if your private health benefits cover the shingles vaccine you can speak with your pharmacist to find out.

As always, if you have any questions or need some assistance, we are here to help. Click the button below to get in touch.
How to Solve Complex Disability Management Issues in Indigenous Organizations?

How to Solve Complex Disability Management Issues in Indigenous Organizations?

It is no secret to employers that managing short-term, long-term, and occupational disability, as well as other absence-related matters, can be overwhelming – even at the best of times. It is not uncommon for a seemingly simple case to quickly develop into a much more complex and challenging one, for even experienced HR or health & safety professionals. Entrusting your disability claim management to experts in the field alleviates the administrative burden from your organization while guaranteeing exceptional results.

From the onset of a claim through to its conclusion, Disability Management Companies (DMC) proactively manage occupational, non-occupational injuries and illnesses with personalized recover-at-work solutions.

The following benefits are usually provided to our clients through our third party disability management providers:

  • A collaborative review of your company’s return-to-work policies and procedures to ensure best practices are in place. This includes establishing/understanding job demands, modified duties and developing comprehensive “Employee return to work” plan development for current and future use.
  • Management, record-keeping and constant stakeholders communication from onset of a disability to its conclusion.
  • Comprehensive custom reporting includes, but is not limited to, claims activity reports, trend analyses, cost projections, forecasts and annual report summaries.

“ Unfortunately, waiting for appointments and diagnostic procedures is standard practice in Canada’s public health care system. Disability Management services can alleviate the administrative burden from your organization while guaranteeing exceptional results.

At Eagle Bay Financial Services, we believe the key to reducing cost and lost time by prioritizing your organization and employees is critical for effective health management. Your team members` speedy recovery directly translates into an early and safe return to work.

Unfortunately, waiting for appointments and diagnostic procedures is standard practice in Canada’s public health care system. In response to this barrier, we would like to introduce you to one of our Disability management partners, TeksMed!

TeksMed Services Inc. is an industry leader with over 25 years of disability management experience. TeksMed offers Expedited Health Care with occupational and non-occupational programs at no additional cost. Early access to health care prevents any delays to diagnosis and treatment, which could otherwise impede the employee from returning to work safely and swiftly.

With this exceptional solution, your team will enjoy accelerated access to free diagnostic scans and specialist appointments. They will be supported throughout their recovery and receive additional coverage for services such as MRIs, CT scans, and specialist consultations. 

 

In addition to the disability management programs, TeksMed also offers several wellness solutions for organizations to support their employees before absences occur:

QuikCare Thrive is an app-based mental wellbeing program that was developed to help employees build resilience to stress. Users can access mental health support, information and coping techniques anytime and anywhere.

QuikCare Platinum is an employee benefit that can help workers avoid taking time off work by giving them expedited access to health care. Should one of your employees be suffering from a medical condition causing them stress or, perhaps, worry is developing into something that may require a leave of absence, TeksMed can proactively intervene to arrange for diagnostic scans or specialist appointments in a mere matter of days.

We are thrilled to have a strong relationship with TeksMed and happy to offer their services to our valuable clients. TeksMed shares our commitment to expert knowledge, unparalleled services, integrity, and confidentiality. We would like you to see the return on investment through reduced time loss and administration costs in your Indigenous organization.

Inspired by a never-ending quest to be the best, TeksMed continues to set the standard and raise the bar for integrity, innovation and exceptional service. For more information, visit www.teksmed.com.

To get started, contact our Account Managers Jenny Kellet or Denise Perry.

Mina Dingle

Account Manager

Group Benefits

Kathy Cordonier

Account Manager

Group Benefits

Premium Deduction For Dental and Extended Health Care Due to COVID-19

Premium Deduction For Dental and Extended Health Care Due to COVID-19

Dear Plan Administrators,

Due to COVID-19 pandemic, many dental and health practitioners have been forced to close. As a result, the use of dental and some other extended health care benefits have declined.

Canada`s three major insurance companies, Sun Life, Canada Life and CINUP have recently announced premium deduction for dental and non-drug-related extended health care benefits for their group insurance clients.

Sun Life Financial

Here are the changes Sun Life is making for all non-refund clients:

  • Dental: 50% dental premium credit per month.
  • Extended Health Care: 20% premium credit on the non-drug coverage portion of extended health care benefit premium

Sun Life is going to apply the April credit to your June 1 invoice and will continue to assess the situation on a monthly basis. For more information, please visit SunLife.ca

 

Canada Life

  • Dental: 50% premium reduction adjustment will be applied.
  • Vision: 20% premium reduction adjustment will be applied.
  • Healthcare (excluding drugs): A 20% premium reduction adjustment will be applied.

Canada Life is going to apply the premium credit retroactive to April 1, 2020. May premium reduction adjustments will be completed on the June billing.

For more information, please visit Canadalife.com

CINUP

CINUP recognizes the impacts of the pandemic and the ability for plan members to utilize their dental and extended health benefits.

CINUP is providing the following credits, retroactive to April 1st, on May 2020 billing:

  • Dental: 50% premium reduction adjustment
  • Extended Health: 10% premium reduction adjustment

Your June bill will show the credits applied for April, as well as the full premium for June. The credits will be monitored monthly and you will be notified of any changes.

 

For any questions and more information, please contact our group benefits managers, Mina Dingle or Kathy Cordonier. They will be more than happy to assist you.

Mina Dingle

Account Manager

Group Benefits

Kathy Cordonier

Account Manager

Group Benefits

Eagle Bay Financial Services & CINUP Now Offers Teladoc, Virtual Health Services To Clients

Eagle Bay Financial Services & CINUP Now Offers Teladoc, Virtual Health Services To Clients

Especially with the COVID-19 pandemic, telemedicine services became the most convenient and easy access to quality healthcare when and where members need it most.

As Eagle Bay Financial Services, we are excited to announce CINUP’s, one of Canada`s leading insurance companies, partnership with Teladoc™ Health.

Effective immediately, Teladoc telemedicine services will be included for all employees who hold CINUP Extended Health Care coverage. Members can visit with a Canadian certified physician by phone or video for a broad array of episodic healthcare issues. During the visit, employees can receive a diagnosis, treatment recommendation, and even be prescribed medicine when necessary. With Telemedicine Services, members can stop waiting for care and get back to feeling better, faster.

 

Teladoc : Offering a New Front Door To Healthcare In Canada

Teladoc is the global leader in virtual care, providing convenient access to high-quality healthcare for millions of people in more than 130 countries. With Teladoc, your employees can talk with a doctor within an hour by phone or video conference from wherever they are, in Canada or the US, for non-emergency conditions like the flu, allergies, infections, and much more. Doctors can also prescribe medicine if needed.

  • Is your First Nations community located in a remote area?
  • Up in the middle of the night with a sick child?
  • Or perhaps living or vacationing in a rural location, making it difficult to obtain medical care?
  • Self-isolating and can’t get in to see a doctor?
Teladoc is available 24 hours a day, 365 days a year. Because visits are conducted by phone or video, there are no geographic restrictions to getting to high-quality care from anywhere. Employees simply can download the Teladoc app from Apple or Google Play, complete the quick registration, and request a consultation.

“ Effective immediately, Teladoc telemedicine services will be included for all employees who hold CINUP Extended Health Care coverage. ”

How To Set Up Teladoc Account On Your Smartphone: 4 Easy Steps

Here is how your employees can set up Teladoc services and access licenced physicians easily, within an hour by phone or video.;

  • Download the app:
  • Search for “Teladoc” in the App Store or on Google Play.

  • Set up your account:
  • Once you’ve downloaded the app, select “Set up your account.”

  • Enter necessary contact information:
  • Type in your name, date of birth, and postal code

  • Type in your security information:
  • Select your coverage, create a password, type in your phone number, and agree to the terms and conditions.

    For more information, you can also call 1-888-983-5236 or visit Teladoc.ca

Employees demand better benefits from their employers, and due to COVID-19, virtual health services became a vital part of health care delivery. Teladoc is designed to help you, your employees and their dependents to receive the medical treatment they need. It is a perfect solution, specifically with the distinct needs of an employer like you in mind. We know your employees are your most valuable asset, so we continually look for more ways to protect them. Teladoc will ensure the best medical support is always at their fingertips.

For more information on how to add Teladoc to your CINUP employee benefits program, you can reach our Managers Mina Dingle or Denise Perry.

Mina Dingle

Account Manager

Group Benefits

Kathy Cordonier

Account Manager

Group Benefits

Managing “Medical & Recreational Cannabis” in Your Workplace

Managing “Medical & Recreational Cannabis” in Your Workplace

Managing “Medical & Recreational Cannabis” in Your Workplace

It’s been more than couple of months since recreational cannabis was legalized in Canada, and the country hasn’t gone up in smoke (pun intended). Although it’s still early days, and therefore impossible to know the full impact on workplaces, there’s no doubt that managing cannabis in the workplace is going to be on employer’s minds as we look towards 2019. Below, we’ve outlined a couple of key things to continue to watch for:

“Legalization
of recreational
cannabis
does not give
employees
the right to be
impaired at
work.”

Employer Obligations: Medical & Recreational Cannabis

Employers have several obligations to workforce, and cannabis is no exception.

1. Duty to Accommodate

Employers have a legal duty to accommodate their employees until the point of undue hardship for a disability and its treatment. This duty extends to employees using medical cannabis (but not recreational cannabis) in the same way accommodation would be required for any other disabled employee who has been prescribed medication for their condition.

Example: an employee who has been prescribed medical cannabis to reduce symptoms of nausea from chemotherapy treatment.

2. Provide a Safe Environment

Employers must provide a workplace that is safe for all employees, and every reasonable precaution must be taken to protect their health and safety.

Example: A forklift operator prescribed medical cannabis may be required accommodation, such as performing a different role, while taking prescribed medication due to their role being deemed a safety sensitive role. This is to protect the employee and other employees from a potential accident in the workplace and meet the requirement of zero tolerance for this role.

Medical Cannabis At Work: Four Things Employers & Employees Should Know

Employers and employees alike should note that a prescription for medical cannabis DOES NOT entitle an employee to:

  • be impaired at work;
  • compromise his or her safety, or the safety of others;
  • smoke in the workplace – anti-smoking laws apply to cannabis in the same way they do to regular cigarettes;
  • unexcused absences or late arrivals.
Spotting Impairment in the Workplace

One of the biggest challenges for employers will be spotting impairment from the use of cannabis. There is no standard definition of impairment, and unlike alcohol, there is no current consensus on safe limits for cannabis use.

Adding to this difficulty is the fact that the effects of cannabis on individuals varies widely. Factors such as frequency of use, height and weight, sex, and the level of tetrahydrocannabinol (THC) can affect a person’s level of impairment. However, there are some common observable effects, such as:

  • Lack of concentration
  • Impaired learning and memory
  • Drowsiness
  • Changes in normal mood or behaviour

It should be noted that the legalization of recreational cannabis does not give employees the right to be impaired at work. Employers will have to set rules for non-medical use of cannabis. A good “rule of thumb” is to adopt the same stance as alcohol in your workplace.

Updating and Crafting a Drug and Alcohol Policy

A drug and alcohol policy outlines the rules and restrictions of legal and illegal substances for employees and is an essential workplace policy. With the legalization of recreational cannabis, employers will need to update their drug and alcohol policies to include it.

However, the impact of this change need not be significant. In fact, if an employer already has a drug and alcohol policy in place, a simple amendment to include recreational and medical cannabis (if not already present) may be all that is required.

For those employers who do not have a drug and alcohol policy in place, there is no time like the present. Insurance companies make specific recommendations for what to include in your policy. You can review and download Benefits by Design`s downloadable pdf booklet, “Managing Cannabis in the Workplace” from the link below.

Other Newsletters

Cancer Fighting Foods

Cancer Fighting Foods

Cancer is the leading cause of death in Canada. In fact, it is responsible for 30% of all total deaths in our country. It is estimated that 2 out of 5 Canadians are expected to develop some form of cancer in their lifetimes, and 1 out of 4 of those diagnosed will die from it.

With those grim figures in mind, it is no surprise that most of us are on the constant look-out for ways to protect ourselves from the disease. Perhaps the best defence, however, is quite simply to live healthy, active lives, and there’s no better place to start than your diet. Although not a magical cure for cancer, certain food items have cancer-fighting properties. Including these in your diet, coupled with regular exercise, are sure-fire ways to decrease your risk of cancer.

A predominantly plant-based diet is ideal for warding off cancer. Meals should contain at least 2/3rd plant type foods. Amongst other health benefits, this ensures a diet low in saturated fats.

Folate-rich foods

There is a correlation between levels of folate in the body and the chances of DNA mutation. Eating folate-rich foods such as cereals, oranges and spinach may decrease your risk of pancreatic cancer by up to 50%.

Source foods

  • Cereal
  • Pasta
  • Orange
  • Spinach
  • Romaine leaves
  • Dried beans
  • Asparagus
  • Brussels sprouts
Tea

Teas contain antioxidants called flavonoids. Once such flavonoid called kaempferol has been shown to work well against cancer. Women in a study who increased their kaempferol intake showed a lower rate of ovarian cancer, and post-menopausal women had a decreased risk of breast cancer.

The recommended dose for this antioxidant to work well against cancer is an about 10-12 milligrams daily or approximately 4 cups of tea.

Source foods

  • Various types of teas
Vitamin D

Vitamin D has been known to cut the risks of breast cancer by half. It works by curbing the growth of cancerous cells in the body. It is recommended that an adult should receive a minimum daily dose of 1000 IU of vitamin D.

Source foods

  • Sunshine
  • Milk
  • Cod
  • Shrimp
  • Chinook salmon
  • Eggs
Cruciferous vegetables

Cruciferous vegetables such as kale, cabbage and Brussel sprouts have all been shown to help with the prevention of prostate and colon cancer. It is important to note however that studies have shown that these health benefits are activated only by chewing or cutting the vegetables.

Source foods

  • Kale
  • Turnip greens
  • Cabbage
  • Cauliflower
  • Broccoli
  • Brussel sprouts
Curcumin

Curcumin’s anti-inflammatory properties are its essential trait for fighting cancer. Recent studies have shown that curcumin suppresses the transformation and invasion of cancer cells, by disrupting cell-signalling pathways in the body. Its benefits have been shown to be effective against bladder and gastrointestinal cancer.

Source foods

  • Turmeric
  • Curry powder

Top 3 reasons why Paramedical services in employee benefits plan is a must have!

Top 3 reasons why Paramedical services in employee benefits plan is a must have!

1. Attracts prospective talents and helps retain current ones

Paramedical services are often described as a nice-to-have addition to employee benefits plans instead of must-haves. But more and more employees are seeing the importance of these services. Having Paramedical services in your group benefits not only will attract prospective talents to your First Nations organization but also will help retain your employees.

 

2. Increases employee morale and loyalty

Creating a Work-Life balance can be difficult for today`s workforce. With services like “Massage Therapy” employees can relieve tension and pain. Giving your employees access to Paramedical services can help them to lead to better health, such as to overcome stress and increase morale.

As a Plan Administrator, are you worried about the cost?

Generally, employees pay a certain portion of the cost. This amount usually reduces the longer employees stay with your Indigenous organization.

 

3. Costs can be controlled

Making paramedical services work for you and your employees relies on sustainability. In order to include Paramedical Services in your benefits plan, you need to manage the costs and have a budget.

Unfortunately, runaway expenses can quickly derail your plan. Managing and monitoring plan benefits usage is crucial to identifying patterns, which can be used to modify the offerings for future sustainability.

In addition, adding minor restrictions to the plan can also help mitigate bloated costs. Enforcing a per-visit or per-practitioner limit is a good idea, but can still be expensive if the plan members have large families. Many companies have adopted this option instead of a family maximum, which encourages employees to be more responsible for their usage.

Another option for cost control can be to implement a tiered-based coverage based on tenure.

 

Offering paramedical services to your workforce is a great way to keep them healthy and happy, but being cognizant of the accompanying costs is also extremely important. Finding a balance between employee morale and the costs is the bottom line to the successful employee benefits plan.

April 2nd is Employee Benefits Day

April 2nd is Employee Benefits Day. The day was organized by the International Foundation of Employee Benefit Plans (IFEBP), as a day of appreciation for those in the benefits profession. It is meant to recognize the work these individual do, to educate both employee and employers about the wide range of benefit topics and issues.

Employee_Benefits_Day_LogoEvery year the IFEBP brings focus on a particular subject, and this year they have chosen Wellness 2.0.This is the growing movement to expand employer wellness programs to encompass all areas of total well-being: body, mind, wallet, community and work. Today everyone is encouraged to examine what initiatives your organization could offer to increase your employees’ overall health

Check out the IFEBP website for some great tools to start incorporating the Wellness 2.0 movement in your workplace.

Millennials and their Health Benefits

Millennials and their Health BenefitsBaby boomers may see health benefits in the workplace as a privilege, but their younger counter parts on the other hand see it as a right. A recent study shows a discrepancy in the way different generations think about these employee benefits.

Despite their entitled view on the matter, Gen Y workers would prefer to get a lump sum amount each year over the typical coverage methods. And true to their modern outlook, they also want greater flexibility in their health benefit plans. They want to be able to choose what is covered based on their needs. Baby boomers, having grown up in a different time, take a very different approach to these benefits. Because they see these services as a bonus and not a given, they are more likely to take it as is.

One thing they do agree on is the importance of health screenings. Statistics shows that most of them would participate in workplace health screening if their employers offer them. It is no surprise that they worry about monitoring their health for the major diseases such as heart disease, diabetes and cancer. But it is interesting to find that those numbers drop off when it comes to mental health screenings.

Employees also feel that insurance carriers should play a bigger role in keeping their workplace healthy. But since most carriers already provide a plethora of information and services, the issue may be in the awareness of these offerings.

Fitness in the Workplace

jogging_legs-onlyWhether it’s to lose weight or just get healthier, we all wish we had more time to exercise. One of the biggest excuse we tell ourselves is that we are just too busy with our jobs. But imagine if your job helped you to lose weight. Well a company in Dartmouth Nova Scotia did just that. By implementing a workplace wellness program, they were able to help their entire workforce get healthier. With 19% of their employees classified as obese, Efficiency Nova Scotia took action and implemented the program by first doing an Employee Health Risk Assessment. This assessment showed not only the need for the wellness program, but also the willingness of the employees to participate.

 So how did they help their employees loose weight?

They set a goal for all participants to increase their physical activities and use pedometers to track their progress. They also monitored their blood pressure, body fat and weight loss throughout the program’s duration. They also used incentives to keep the employees motivated. Those who had the highest number of steps for example would receive a gift certificate. This program aimed not only reduce the participants weight within the time frame set, but also to help them create sustainable habits for the future. Once the program was complete, the results showed that the majority of those that participated found it worthwhile, and believed they would be to maintain the healthy habits.

Would a wellness program be right for your workplace? Call us today to see how we can help.

EBFS-Website-Vectors

Supporting Chronic Illness in the Workplace

Chronic illness affects an estimated 17 million Canadians. With conditions such as arthritis, hypertension, diabetes and asthma chronic illnesses are often the result of advance age. And as Canada’s workforce begins to get older, that number will begin to rise. Although these conditions can often be managed by treatments and lifestyle changes, support in the workplace for those inflicted is sorely needed.

Monique Gignac from the Institute for Work & Health points out that chronic illness not only affects employee health, but also the company’s bottom line. For example, a worker with arthritis may cost the company an estimated $11,000 per year in lost of work hours and productivity.

To better support those with chronic illness she recommends using the three ‘Cs of Chronic Disease.’ Which are Communication, Coaching and Checking In.

Communication

Making sure that employees know exactly where to find important resources to help them deal with their health issues is critical. Employee privacy may prevent them from disclosing their conditions to managers or colleagues, so giving them the ability to act independently is important.

Coaching

Ensuring that managers are sufficiently trained to handle situations related to chronic illness will mitigate negative situations. As an example, one of the most common signs of chronic illness is sudden change in work performance. If the employee’s manager is aware of this fact, and is able to create an environment where they feel the issue can be discussed freely, they can work together to find a reasonable solution.

mental-health-psychiatrist

Checking In

Checking in with HR or their managers on a regular basis is crucial to making sure that proper accommodations are being offered. Whether it is flexibility of work hours, or an ergonomically optimized workspace, an open line of communication between all parties is a necessity.

By following these three simple rules, employers can ensure that they are providing the proper support for their ailing workers, and maintaining a happy healthy work environment for all.

Benefits of Massage Therapy

massage_armMore and more companies are recognizing the importance of adding paramedical services to their group benefits plans. One of the more understated of these services is therapeutic massages.

Aside from its most common treatment used for soft tissue and joint pain, massages have many other great health benefits. Massage therapy treatments can reduce stress and support your general health and wellness. It can even prevent diseases and other conditions from manifesting. In other words, the importance of regular massage therapy for most people’s health maintenance simply cannot be overstate

Below are just a few of the newly understood applications for therapeutic massages.

  • Depression and Anxiety
  • Hospice Care
  • Alzheimer’s Care

If you want to see how Eagle Bay Financial can help you with your Group Benefits plan, check out our benefits page by clicking here and contact our team.

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