Explore " lipscomb & pitts insurance" with insightful episodes like "Benefits @ Work: OneVillage - Cancer takes a Village", "Benefits @ Work: How to deal with workplace stress and not lead to burnout", "Rules for Rehired Employees under the ACA", "Is Reference Based Pricing Right for Your Company?" and "Update on Wellness Programs" from podcasts like ""To The Point Podcast", "To The Point Podcast", "To The Point Podcast", "To The Point Podcast" and "To The Point Podcast"" and more!
Over the course of their lifetime, 40% of people will be diagnosed with cancer, and the remaining 60% will support at least 4 loved ones through cancer. OneVillage is one place to find the resources, products, community, and support you need when cancer enters your life.
Learn more: https://onevillage.io/
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:
Did you know that a rehired employee cannot be asked to re-satisfy a waiting period for benefits eligibility if they return to work with 13 weeks of their termination date? Tune in to learn the rules surrounding rehired or reinstated employees and where exceptions may exist.
As health costs and employer expenditures increase, more employers are considering innovative strategies to help lower health care costs. As with any new strategy, it is important for employers to do their homework and thoroughly evaluate options before jumping in. This podcast offers a discussion of the potential benefits and pitfalls for employers to consider.
On December 20, 2018 the Federal Register published the final rule from the EEOC removing the part of the regulations related to incentive limits for medical questions and exams under a wellness program. If this sounds familiar to what we heard from the Court in Dec 2017, that’s because it is. But does the absence of any limit mean employers shouldn’t incentivize wellness programs any longer? Tune in to find out.
Open enrollment is such an important time of year! Don't overlook some important compliance reminders. Listen to this podcast for a few dos and don'ts to help make sure your company is all set for a new plan year.
Learn more: www.lpinsurance.com
This question comes up often. Before extending these type programs to your non-medical plan participants, be sure to listen to this podcast to become aware of reasons this could be potentially problematic, and to learn a couple solutions.
www.lpinsurance.com
Employer sponsored wellness programs put in place with the best of intentions can easily be found non-compliant if the program falls into any of these 4 main compliance pitfalls. Listen in to learn what they are and how to avoid them.
Learn more: www.lpinsurance.com
Employer sponsored wellness plans are a great way to help instill a culture of health and wellbeing in the workplace. However, a bona fide wellness program is subject to regulations under HIPAA, the ACA, the ADA and GINA, and so offering a program requires some forethought and planning to remain compliant. Listen in to learn more about wellness plan regulations and how they apply to your program.
Learn more: www.lpinsurance.com
On March 24, 2017 a vote was scheduled to take place on the House floor regarding the Republican proposed American Health Care Act, but it didn’t happen. This podcast will review why not, what alternative measures may be used to attempt repealing or amending the current law, and advice to employers on what to do next.
Section 125 plans provide a simple and effective way to add employee benefits, especially for businesses with a number of employees who regularly have medical and childcare expenses. Employees can deduct their insurance premiums pretax and set aside pretax funds to use toward qualified medical and dependent care expenses. Business owners can experience decreased company payroll and tax liabilities for social security, Medicare, and unemployment. But, before you start pre-taxing, be sure to have the right documents in place!
In January 2017, the IRS Office of Chief Counsel issued a memorandum clarifying the tax treatment of certain types of fixed indemnity plans offered by employers. Since the memorandum was released, several fixed indemnity plan insurance carriers have pushed back, stating that the interpretation of the IRS memo was too broad and should not affect the taxation of such plans. Listen in to learn how and if this affects various types of hospital and critical care reimbursement plans, cancer and accident plans, and other similar type lump sum reimbursement arrangements.
Overview of the American Health Care Act, the Republican proposal to replace Obamacare. Impact on employers and suggestions for the near future.
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