Paramedical services in employee benefit plan generally covers chiropractic services, physiotherapy, massage therapy, naturopathy and acupuncture services.
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 them as an added value to your benefits offering not only attracts prospective talents, but also helps retain your current ones.
2. Increases employee morale and loyalty
Basically the employee at hire will be responsible for paying a portion of the cost for the coverage, which will be reduced the longer he/she stays with the company. This will create good usage habits for new hires and rewards loyalty at the same time.
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.
First of all, runaway expenses can quickly derail your plan. Managing and monitoring plan benefits usage is crucial to identifying patterns, which can be use to modify the offerings for future sustainability.
Secondly, 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 member has a large family. Many companies have adopted this option instead a family maximum, which encourages employees to be more responsible with 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. 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.
Every 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.
Baby 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.
Whether 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.
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.
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.
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.
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.