Betsy Kamler, Director of Client Engagement sits down with Amy Glynn, Financial Strategist with Global Retirement Partners to discuss the benefits of offering a financial wellness program and why it is important to offer this program during our current COVID-19 pandemic.
On August 3, 2020, a New York federal district court vacated portions of Department of Labor regulations under the Families First Coronavirus Response Act (FFCRA). While the decision is binding over employers with employees working in southern New York, the order does not specifically address the scope of its application over the rest of the country. For that reason, it may be helpful to familiarize yourself with these updates.
It’s August 2020 and time for many kids to go back to school. However, school looks very different this year for so many, and parents are left scrambling to try to figure out once again how to balance life as both an employee, and a parent to a child whose school or daycare may not be open.
Understanding Suicide & Mental Health
Having a mental illness issue does not guarantee you will be suicidal. However, depending on the illness, it can make positive thinking much harder. The CDC describes mental illness as “conditions that affect a person’s thinking, feeling, mood or behavior.” Common types of mental illness include depression, anxiety and personality disorders.
By current estimates, about 1 in 5 Americans are living with a mental illness. This dispels the idea that mental health is something that can be willed away. Chances are that you personally know someone with a mental illness or at least work with an individual who has one. It’s important that you take meaningful steps to help people with these conditions, not just pretend they do not exist. In fact, inaction is a large part of the problem.
What Employers Can Do
Companies cannot expect employees with mental illnesses to simply “snap out of it” or wipe away thoughts of self-harm. Employers need to acknowledge that mental illness comes in many forms and that it probably affects more of their employees than they know. This is why employer-sponsored assistance programs are so important.
Employers should foster a safe environment that encourages employees to speak up if they’re feeling overwhelmed by work, as this is a significant stressor for depression and other mental illnesses. Beyond reassessing company culture, organizations can offer referrals or access to mental health professionals through their employee assistance program. One of the most effective ways to reduce suicide is by being there for someone in need. With this in mind, consider empathy training for managers so they can recognize the warning signs of severe depression and can address them with the individual.
Resources For Employers
This section includes resources that you are encouraged to share with employees. Anyone can access this information, but, as an employer, you have the opportunity to proactively share these links with employees. Take a look at the information and consider sending an email or hosting a meeting to discuss this serious topic.
The CDC offers a number of resources aimed at addressing and preventing suicide resulting from mental illness. Below are some of their most robust resources:
The Depression and Bipolar Support Alliance offers services, training and education on depression and bipolar disorder. Learn more about these services on their website, www.dbsalliance.org.
The National Suicide Prevention Lifeline is another organization committed to suicide prevention. They created the “Be The 1 To” campaign to educate people about helping those who suffer suicidal thoughts. Their website (www.bethe1to.com) provides more information about how to help.
The group also offers a free, 24/7 phone and chat service for those experiencing suicidal thoughts or advocates who need resources to help a loved one. The calls are confidential and are well-regarded as helping the individuals who call. Here is their contact information:
What is an opioid?
An opioid is a type of drug found in prescription pain medicine. It is also found in “street drugs” such as heroin. Prescription opioids can help with pain when used under a doctor’s order. They may be addictive and cause side effects and even death when used incorrectly. prescription opioids include: Hydrocodone (Vicodin®), Oxycodone (OxyContin®), Oxymorphone (Opana®), Codeine, Morphine, Methadone, Fentanyl
How is treatment provided?
Treatment is typically provided on an outpatient basis. In some cases, it is also provided at a residential program. Both programs often use medications to help get patients off opioids.
Talk with your doctor or other health care professional about the options. Check with your insurance provider for what they cover, as costs can vary.
How can I get someone to seek help?
When a person with an opioid use disorder is ready to get help, they need help right away. But they also need to want to participate. This can be hard for friends and family members if the person does not want help. If you have questions, you should talk with your doctor or health care provider. What you tell your doctor is private and should not be shared without your permission.
How successful is treatment?
Some patients will need to repeat treatment before beating addiction. Their surroundings, including family or friends, can play an important role.
Research has also shown that patients with depression and those who use other substances such as alcohol are more likely to struggle with substance use disorders. Treatment for both mental health and substance use disorders should be completed together for treatment to work.
What Increases My Risk of Overdose from This Medication?
Overdose risk increases when your opioid medication is combined with: Alcohol, Benzodiazepines (also known as “benzos,” including diazepam and alprazolam). Other sedatives, Other opioids (prescription or illicit, including heroin)
It is very dangerous to combine opioids with other drugs, especially those that cause drowsiness. Risk of opioid overdose and death increases at higher dosages, and when taken for longer periods of time or more often than prescribed.
Talk to your doctor about any other medications you are using. Work out a plan to call your doctor if you continue to experience pain. Also ask about the serious side effects. Talk to your doctor about any other medications you are using. Work out a plan to call your doctor if you continue to experience pain. Also ask about the serious side effects (like excessive sleepiness or craving more of the medication) so you and your family know when to call a doctor or go to the hospital.
What are the warning signs of opioid abuse?
Someone struggling with an opioid use disorder may not show signs right away. Over time, there may be some signs they need help.
Changes in sleep habits, weight loss, flu-like symptoms and decreased libido may be physical signs they are struggling. Changes in the way they act — such as cutting off relationships with family or friends, spending too much money, stealing, changes in exercise habits or not bathing — may also be signs.
Betsy Kamler, Director of Client Engagement sits down with Hayes Stevens of Benefit Technology Resources to discuss what to expect when you decide to vet out a new solution.
Betsy Kamler, Director of Client Engagement sits down with Hayes Stevens of Benefit Technology Resources to discuss the purpose of a Human Capital Management System and the pitfalls of not having it within your company.
Betsy Kamler, Director of Client Engagement sits down with Hayes Stevens of Benefit Technology Resources to discuss the importance of technology in your workforce, the cost savings and how it can impact your company’s culture.
Tune in to listen to our ERISA counsel explain how the deadlines have been extended, and for a word of caution about delaying premium payment.
While this cost reduction is certainly a positive gesture, to the extent that the refund or credit is considered a plan asset, it must be used in accordance with ERISA and fiduciary obligations. Listen to learn more about determining whether your credit is a plan asset, and your options from there.
On May 12, 2020 the IRS finally issued long-awaited relief for employers and employees regarding medical election changes and other new allowances for cafeteria plans, health FSAs, and dependent care accounts. Tune in to learn more about these changes and for some Q&A on how they will work.
Stress in the workplace can have many origins or come from one single event. It can impact on both employees and employers alike. It is generally believed that some stress is okay (sometimes referred to as “challenge” or “positive stress”) but when stress occurs in amounts that you cannot handle, both mental and physical changes may occur.
The majority of employees experiencing burnout will remain at work. Being aware of changes in attitudes and energy can help with early identification. Employees may not realize that they are dealing with burnout and may instead believe that they are just struggling to keep up during stressful times. Stress, however, is usually experienced as feeling anxious and having a sense of urgency while burnout is more commonly experienced as helplessness, hopelessness, or apathy.
Employees may not be aware of the negative impacts on their performance that this can have, such as increased errors or lower productivity. Employers and co-workers may attribute the changes to a poor attitude or loss of motivation. The negative effects of burnout can increase significantly before anyone recognizes or addresses the problem and unaddressed burnout can increase the chance of developing clinical depression or other serious conditions.
Some of the signs and symptoms that an employee experiencing burnout may exhibit include:
Severe burnout can also result in:
Employers Can PROMOTE Awareness About the Importance of Mental Health and Stress Management
Workplace health promotion programs have proven to be successful, especially when they combine mental and physical health interventions.
The workplace is an optimal setting to create a culture of health because:
Action steps employers can take include:
Every 65 seconds someone in the United States develops the disease and Alzheimer's is the 6th leading cause of death in the U.S.
The IRS is sending penalty letters to certain large employers they believe didn’t fulfill their obligation within the employer shared responsibility provision of the ACA, or because they didn’t complete the ACA reporting at all.
Be sure to tune into this podcast for a review of some of the compliance milestones of 2019 and their implications. Sarah and Stacy also discuss some expectations for 2020.
Tune in as we discuss the if an ROI can be achieved in a wellness program and what you need to make it profitable for you and your employees.
Employers are often unsure what to do with them, or aren’t aware that the DOL has issued guidance to help plan sponsors decide how to handle their rebate. Listen in to a conversation between our Compliance Director and our ERISA attorney that will help explain employers’ options.
Many medical carriers offer their own wellness programs or there are many stand alone wellness programs offered by various vendors. Tune in to learn the difference between the two and what might be best for company.
Employers with group health plans must generally extend coverage to the children of an employee when a state court or agency issues a qualified medical child support order. Listen to this podcast to better understand your obligation as an employer and to help answer a variety of “what if” questions often encountered upon receiving an order like this.
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