THE REAL CAPTAIN PHILLIPS OFFERS LEADERSHIP INSIGHTS
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PRINCIPLED. VOLUME 7, ISSUE 4
INFORMED. APRIL-MAY
TRUSTED ADVISOR. 2014
for your benefit
THE REAL CAPTAIN PHILLIPS OFFERS INSIDE THIS ISSUE
LEADERSHIP INSIGHTS
Zero copay program achieves better
locked. “We tried to get everyone on the patient adherence 2
By Allen Greenberg
April 9, 2014 same page,” Phillips said. “A few days later,
everyone was happy we had planned for Premium increases slowing down: ADP 2
ORLANDO, Fla. – Capt. Richard Phillips, the the worst.”
merchant mariner whose cargo ship was 2014 is a pivotal year for reassessment
seized by Somali pirates, said Wednesday His training, Philips said, didn’t include of benefits strategy 3
he might never have survived the dodging bullets.
experience were it not for teamwork and Evaluation of self-funded benefit plans
some of the leadership skills he had picked “But somewhere within us we find strength helps avoid outsourcing headaches 5
up in his years as a “floating CEO.” to do what must be done,” he said.
HR Resources: Welcoming new
Among others, the most germane, if not It was the first act of piracy against a U.S. employees: Schedule, mentor,
classic, lessons of the experience, he said, vessel in 200 years. reevaluate 6
is that people are often much stronger
than they know, that the only time all is Phillips said he felt the best way to protect HR Resources: Get Well First 7
lost is when we choose to quit, and that a his crew was to get the pirates off the
focused, professional team can overcome ship as soon as he could. That’s why he
almost any problem. risked his life by entering into the ship’s
lifeboat with the pirates, in hopes of
Phillips’ ship, the Maersk Alabama, was engineering some sort of exchange for his
boarded by a band of four Somalis in the release. Phillips was held hostage for five Phillips noted that he developed
Indian Ocean in March 2009. The story was days and eventually rescued by a team of relationships with the pirates, despite
made into a film last year. Navy SEALs. the fact that they threatened him and
played mind-games with him, including
Speaking on the second day of the Human His decision to join the pirate on the repeatedly pretending to execute him and
Capital Summit and Expo, Phillips recalled lifeboat, he said, underscored the telling him that his family wouldn’t miss
that, after flying from the United States to importance of stopping to question him when he was killed.
join the vessel, he didn’t feel the crew was personal training and judgment to
properly prepared for a security breach, ascertain the best course of action. “One pirate told me that when we got to
especially given the level of pirate activity Somalia, we’d go to the movies and he’d
in the waters the Alabama was crossing. The time he spent as a hostage, he said, introduce me to his girlfriend’s mom.”
And so he ordered an emergency safety also illustrated the importance of flexibility
drill. and not panicking. Even when the situation “Of course, the real heroes are the
wheeled out of control, Phillips and his Navy seals,” he said near the close of his
“I always told my crew it was a matter of crew were able to adjust, he said. presentation. “We are all riding on ever-
when, not if,” Phillips said. “Hope for the shifting waves and so we’re all better off
best, but plan for the worst.” “I realized I never prayed for rescue, but for facing these challenges as a team, rather
strength to never give up,” Phillips said. “For than alone.”
The drill revealed some problems. as long as you don’t give up, there’s still a
Members of the crew didn’t know the chance.” http://www.benefitspro.com/2014/04/09/
signal for a pirate attack, doors weren’t capt-phillips-offers-leadership-insights
For the most recent news on Healthcare Reform, please contact your Benefit Controls representative.
PA G E 2 FOR YOUR BENEFIT
ZERO COPAY PROGRAM ACHIEVES BETTER PATIENT ADHERENCE
By Andrea Davis enrolled. Both the enrolled diabetic and cholesterol and diabetes, because that
April 8, 2014 high cholesterol populations had higher where you can get your zero copay,
adherence. The diabetic group’s adherence but we’re also seeing across individuals’
Employees enrolled in a zero copay rate was 70% compared to about 45% for medication profile -- even in other
program for their diabetes and high those not enrolled; the high cholesterol conditions -- them seeking out generic
cholesterol drugs had better adherence group’s adherence rate was about 66% vs. medication for other medications they
to those medications than employees not 55% for those not enrolled. might be taking,” says McMurray.
enrolled in the program, according to a
recent retrospective case comparison study “With what we were seeing in the market, To qualify for the zero copay program, plan
from Walgreens. with the success of these value-based members had to speak with a health coach
benefits designs, we wanted to provide at least five times.
The Walgreens study examined an that financial incentive for individuals
employer-based value-based insurance to become more engaged with their “I think the key takeaways are that
design program implemented in January condition, when it comes to talking a the employers should try to reach out to those
2010, which eliminated the copay health coach,” says Jennifer P. McMurray, employees who are in greatest need for
for generic anti-diabetic and anti- PharmD, director, health care products and whatever program they offer,” says Dr.
hyperlipidemic (cholesterol) medications. services with Walgreens. “In order to do Bobby L. Clark, PhD, MSPharm, Walgreens
Eligible members (diabetic and/or high- that, we felt that financially rewarding them director of clinical outcomes and reporting.
cholesterol beneficiaries) were required with a zero copay for these medications “For example, for our particular program,
to participate in a case management or would be a great way to engage.” in order to do the greatest good, we
wellness program to receive the zero copay need to try to enroll those who are
benefit. The study also showed a slightly higher sickest, as determined by the number of
switch rate to generic medications for comorbidities they may have.”
About 4,100 beneficiaries enrolled, while those enrolled in the zero copay program.
almost 22,000 elected not to. Among those http://ebn.benefitnews.com/news/zero-co-
that enrolled, 3,400 had diabetes and high “Not only are people seeking out generic pay-program-achieves-better-patient-adher-
cholesterol, compared to 2,400 of the non- medications for the medications of ence-2740553-1.html#Login
PREMIUM INCREASES SLOWING DOWN: ADP
By Andrea Davis Other findings from the 2014 ADP Annual to participate in their health plan did so.
April 4, 2014 Health Benefits Report include: In all groups 40 and older, participation
was over 70% in 2014. In comparison,
While average monthly health plan • Between 2010 and 2014, the percentage among employees under age 30, just
premiums have increased 15% since 2010, of full-time employees who were eligible over half participated in their employer’s
to $870, new data from ADP show the rate for employer-provided health benefits health benefits program in 2014. In
of increase is slowing down. After a sharp remained relatively steady at an average this group the take rate declined 7.6%
increase of 6.9% from 2010 to 2011, the of 90%. between 2010 and 2014.
rate of increase was just 1.7% between
2013 and 2014. • The overall percentage of those • In 2014, of the 20 states analyzed,
participating in health benefits also New Jersey had the highest monthly
Employer share of contributions to health remained relatively constant at an premium, $999, and Georgia had the
premiums, meanwhile, declined slightly for average of 68%. However, the averages lowest, $807. New York had the largest
all groups from 2010 to 2014, regardless do not reflect the marked variances percentage of employer contributions at
of age or number of dependents. The among specific age groups, where 78%. In Georgia, Missouri and New York,
largest decrease was 1.5% for those participation rose among baby boomers average premiums actually declined in
with dependents. For those with no as they continue to work into their later the past year.
dependents, the decrease was 1.0%. years, and participation declined among
Employer contribution decreased across younger employees. http://ebn.benefitnews.com/news/premi-
all age groups according to the report’s um-increases-slowing-down-adp-2740464-1.
findings. • 73% of employees aged 50-59 eligible htmlPA G E 3 FOR YOUR BENEFIT
PERSPECTIVES: 2014 IS A PIVOTAL YEAR FOR REASSESSMENT OF
BENEFITS STRATEGY
by Amy Bergner and Michael Thompson • What is my commitment to offering THE 2018 ‘CADILLAC PLAN’ TAX
March 30, 2014 health coverage to different groups of
The health reform law aims to rein in health
workers, and what kind of coverage
care costs partly through a tax on high-cost
Employers should re-evaluate their role in should I be offering and how? What
or “Cadillac” plans, slated to start in 2018.
providing health care coverage and better about family members?
This 40% excise tax is not deductible and,
define the value in their benefits strategy,
furthermore, is not avoidable by simply
say Amy Bergner and Michael Thompson of • Have I revisited the cost of the pay-
sharing more of the cost of the programs
PricewaterhouseCoopers L.L.P. or-play mandate? Have I selected and
with employees. It applies to the value of
verified the lookback or measurement
all employer-sponsored group coverage,
Many employers face a turning point this period, an administration period, and a
whether paid for by employees or the
year in providing health care coverage, stability period when those treated as
employer. While some employers may
largely because of the Patient Protection full time are in the group that must be
believe that they don’t have to worry about
and Affordable Care Act. Soon, the offered coverage?
this excise tax because of intervening
consternation or complacency will need
elections or a belief that the tax just won’t
to be replaced by a focus on several key REPORTING AND COMPLIANCE
be implemented, this approach may be
provisions of the health care reform law.
In addition, to enforce the employer dangerous. Implementing any “fix” at the
In addition, now is an opportunity for
mandate, employers will have to start last minute is bound to be less successful
employers to fundamentally re-evaluate
reporting to the Internal Revenue Service than a measured and phased-in approach.
their role in providing health care coverage
and to employees in 2016 about coverage And even if the excise tax in its present
and double down their efforts to better
available in 2015. It’s also likely that form is eliminated or revised, there’s a good
define and rethink value as it relates to
employers, insurers and governments will likelihood that policymakers will pursue
their benefits strategy.
have to tell the IRS and employees about a course to limit or toss out tax-favored
the coverage they actually had in 2015. employer-sponsored benefits that are a
PREPARE FOR PAY-OR-PLAY RULES
The reporting will be a heavy lift for many huge contributor to the federal budget
While employers have known for employers and their vendors, as it uses data deficit.
several years now about the pay-or-play that may be housed in separate systems
requirements — officially known as the and documentation and record keeping This is the year all employers should
Employer Shared Responsibility Payment may be challenging. revisit their exposure to the excise tax.
penalties — 2014 is the time to execute Many employers evaluated their potential
against this core provision as its 2015 • Am I ready for the record keeping exposure to the tax in 2010 or 2011,
effective date nears. In doing so, employers and reporting that relate to these shortly after the ACA was enacted. Many
should be asking themselves several key requirements? employers responding think the excise tax
questions, and then taking some concrete will affect them. Some of the key strategies
action steps to prepare: • Can I track hours for and report on those to consider regarding the excise tax are:
workers who aren’t regular full-time
• Have I correctly identified my employees? • For self-insured employers, have you
employees or are there challenges collected claims data and determined
and opportunities posed, such as with • What data aggregation will I need? projected medical trends, counting not
independent contractors, globally only medical coverage but certain other
mobile employees or temporary • How will I monitor the cost of the benefits as well?
workers? pay-or-play mandate and workforce
management strategies? • For insured plans, have you projected
• What should I be doing around forward premiums and reconsidered
workforce management to deal with • How will I reassess the strategies I self-insurance in light of the higher
the requirement, effective in 2015, to have deployed for the measurement, health insurance industry taxes? Have
offer coverage to at least 70% of my administration and stability periods? you considered that while the excise
full-time employees, then in 2016 and tax will be paid by the insurance carrier
succeeding years to at least 95% of full- • How will I know I am in compliance? for an insured plan, it will ultimately be
time employees?
Continued on page 4PA G E 4 FOR YOUR BENEFIT
Continued from page 3 a step toward “defined contribution” health • How will the public and private
benefits. exchange “shopping” experience
passed to you, the employer? compare to that offered to employees
The public and private exchanges offer today, and will it improve over time?
• Have you started down the path toward the chance to shop online for health What will be the employee experience
implementing strategies that will plans, leveraging digital communications post-enrollment?
provide higher-value choices for the and personalized information to inform
health care dollars spent to help mitigate decisions. But no two private exchanges • Will the focus on wellness and physical
the tax? are the same. health promotion as an extension of
the medical plan shift to be a more
• Are you considering eliminating “richer” Now employers are recognizing that these independent and broader focus on
plans and moving between now new health exchanges put new delivery employee well-being strategy?
and 2018 to full-replacement, high- options on the table and are changing the
deductible health plans, perhaps limiting expectations around consumer experience This is the big year for the Affordable
or dropping the employer contribution and choice. Some employers have told Care Act rollout. It also is a turning point
to a health account? groups of employees — particularly for employer health benefits strategies
part-timers — to get insurance on the in general. In the short term, the key
• Are you executing a “choice” strategy public exchanges. According to the Private priority will be deploying the strategy and
that will allow a more seamless transition Exchange Evaluation Collaborative 2013 infrastructure to mitigate, prepare for and
for employees to “buy down” as 2018 employer survey, 45% of employers will support the shared responsibility reporting
nears? consider using a private exchange by 2018 and interfaces with the public exchanges.
to offer health coverage to their full-time,
• Have you assessed the effectiveness of active employees. Some new questions This is the beginning of a new post-ACA era
your strategies to more aggressively being asked include: drive toward higher-value plans that will
manage costs through health mitigate the Cadillac plan tax, workforce
management including case • Can these private exchanges offer management strategies that consider the
management of high-cost and complex a financial value proposition saving economics of the new health economy
patients, support of people with money not just in the first year but over and the growing use of public and private
chronic conditions and general wellness the longer term? How should the private exchanges as alternatives to support the
initiatives? exchanges be financed? health security and enhanced choices for
our workforce.
• Have you investigated the opportunities • Which private exchange sponsors (e.g.
presented through delivery-based broker/consulting firms, insurers and Amy Bergner is a managing director of hu-
strategies such as the use of patient- technology companies) offer the best man resources solutions at Pricewaterhouse-
centered medical homes, accountable value and consumer experience? Which Coopers L.L.P. in Washington. She can be
care organizations, medical tourism and will be the better stewards over time? reached at 202-312-7598 or amy.b.bergner@
high-performance networks? us.pwc.com. Michael Thompson is a principal
• How can value be promoted more with PricewaterhouseCoopers L.L.P. in New
• Are you executing strategies for workers effectively through the private York. He can be reached at 646-471-0720 or
to better understand, seek and receive exchanges? Will the exchanges enable michael.thompson@us.pwc.com.
value for health care while reducing the employees to better manage their
cost of care, including more advanced health, including transparency and high- http://www.businessinsurance.com/ar-
transparency strategies or reference- performing networks? ticle/20140330/SUE0401/140329940?ta
based pricing? gs=|307|74|278|342#full_story
• Which classes of employees and former
THE ROLE OF HEALTH CARE EXCHANGES employees may be better served by the
In 2014, the public health insurance public insurance exchanges?
exchanges are making their debut and
offering a new experience for people • If the public exchanges stabilize, should
seeking coverage. At the same time, we get out of the business of providing
there’s a growing buzz around private health care coverage for employees or
exchanges, with more employers seeing potentially subsidize toward the public
an opportunity to offer more choice, exchanges over time?
potentially simplify administration and takePA G E 5 FOR YOUR BENEFIT
EVALUATION OF SELF-FUNDED BENEFIT PLANS HELPS AVOID
OUTSOURCING HEADACHES
EVALUATE TPAS BASED ON HEALTH PLAN REQUIREMENTS, EMPLOYEE NEEDS
by Karen Pallarito Merchants 5 Star Inc., a Marietta, Ohio, moving and storage
March 30, 2014 company, learned that that hard way when its now-defunct TPA,
Employer Benefit Services of Ohio Inc., aligned with a questionable
Employers that outsource administration of their self-funded stop-loss insurer, Mr. Stitt said.
health benefits plans to third-party administrators expect great
service at a fair price. Jeff Starner, the trucking company’s CEO, said his insurance agent
vouched for the TPA but missed a giant red flag: The TPA’s stop-loss
With potentially millions of health-plan dollars at stake, that provider, United Re, was neither an insurance company nor was it
relationship can sour quickly if problems arise. licensed to offer insurance in Ohio.
But employers can avoid hassles with their TPA by asking the right When claims went unpaid, Ohio State University Hospital sued
questions upfront and negotiating contract terms, benefits experts Merchants 5 Star, leading the trucking company to sue the agent
say. and insurer. The case ultimately was settled, he said.
“You should not just sign a boilerplate agreement without really “We had such a bad experience, and it cost us so much money,
reading through (it),” said Carl Mowery, managing director of that we returned to a fully insured plan,” Mr. Starner said.
compensation and benefits consulting at Grant Thornton L.L.P.,
a Chicago-based audit, tax and advisory company. The employer With health care reform, employers have even more reason to vet
needs to understand its responsibilities and those of the TPA, he their TPA.
said.
Donald Mollihan, a partner at Phoenix-based Arizona Benefits
Working with a TPA allows self-funded employers significant Consultants L.L.C., said employers should ask TPAs what
leeway to tailor an administrative services package, but widely compliance services they offer, noting that most provide a
varying capabilities mean it’s important to evaluate providers significant amount of Patient Protection and Affordable Care Act
based on plan requirements and employee needs. compliance services, including required reporting and notices.
Some TPAs provide basic services, such as claims processing and Employers also need to find a TPA with a provider network that is
enrollment, while many offer everything from case management in sync with their local, regional or national presence.
and COBRA services to summary plan descriptions.
“The beautiful part of a TPA is they can represent several different
“It makes it so easy, so attractive, that sometimes employers rental networks, and so they’re going to have a really good idea,
forget that you really need to look at the underlying agreement,” based on your utilization, where employees are going, where
said James Napoli, a Fairfax, Va.-based partner at labor and maybe the best deal is going to be,” said Bob Charlesworth, an
employment law firm Constangy, Brooks & Smith L.L.P. owner of Overland Park, Kan.-based Charlesworth Benefits L.C.,
whose clients include mostly small and midsize employers.
Many TPAs try to include language in the service agreement to
limit their financial liability, but the health plan fiduciary — usually http://www.businessinsurance.com/article/20140330/NEWS03/30330
an administrative committee or a plan administrator — must 9997?tags=|307|65|74|342#full_story
understand the potential risk it assumes if that language remains,
he said.
Some TPAs offer stop-loss protection through a preferred reinsurer.
“Sometimes that’s fine, and sometimes this isn’t the stop-loss
carrier you would have bought on your own,” said Scott Stitt, a
partner and Employee Retirement Income Security Act attorney
with Columbus, Ohio-based James E. Arnold & Associates L.P.A.PA G E 6 FOR YOUR BENEFIT
WELCOMING NEW EMPLOYEES: SCHEDULE, MENTOR, REEVALUATE
by J. J. Keller & Associates, Inc. know his or her daily job duties for the orientation period and
April 9, 2014 beyond.
New job jitters can be common for any new employee. This is Adults learn better with a hands on approach, so make sure
mostly due to all of the unknown factors new workers face such as they can be active participants. Managers can have mentors
measuring up, learning what the job really entails, fitting in with demonstrate a task and provide written instructions, then have
coworkers, and wondering if they made the right employment the new employee work on his or her own, asking the mentor for
choice. guidance as needed.
Managers want employees to feel like accepting the job was CHECK IN WEEKLY/MONTHLY
the right decision. An organized onboarding program may help
The manager will want to check in with the new employee often.
ease some of the nervousness. It can also increase employee
For the first week, the manager might check in daily to see how
retention by providing the new employee with effective and
the job is going and answer any questions. After that perhaps
structured training, an understanding of the company culture, an
weekly, then once a month may be sufficient. The length of time
understanding of expectations, a feeling of being connected, and
a manager will check in depends on the type of position, but
a feeling of being a productive contributor.
managers will do this for anywhere from generally 60 days up to
six months.
Welcoming a new employee shouldn’t end after the first day of
orientation. In fact, continuing to check in, offering support, and
Managers should also tailor their approach to the employee’s
providing feedback for the first six months or even the first year
needs. Some individuals desire frequent feedback, while others
can be beneficial.
may prefer to work independently and ask for help when needed.
PREPARE AN ONBOARDING SCHEDULE
REEVALUATE EXPECTATIONS
A schedule provides the new employee with structure and lets him
Once the employee has been onboard for several weeks, managers
or her know what to expect during the first days or weeks. It also
may have to realign his or her tasks based on the individual’s
provides the employee with knowledge of the job expectations by
strengths. Managers may have to allow extra time and perhaps
listing out tasks to complete daily. Typically, managers will provide
provide additional training for some duties such as computer
the schedule to the new employee before the start date to give
classes.
him or her an idea of what to expect.
This is also a good opportunity for managers to assign duties
The schedule may include meetings with each member on the
to the new employee based on his or her strengths. This will
team and other key employees the new hire will work with directly;
maximize productivity and the employer’s return on investment.
check in meetings with the supervisor; and maybe a team lunch to
get to know one another.
Preparing for a new employee may seem time consuming up
front, but the hard work does pay off by helping the individual feel
ASSIGN A MENTOR
welcome and relaxed, developing the employee, and therefore
A mentor (also known as the “buddy system”) can help the new increasing the chance of retaining the new hire. Losing new
employee feel connected to the job, coworkers, and the company, employees and starting the hiring process over could be even
so he or she can start building relationships with coworkers. A more time consuming and costly to the company.
mentor should not only help with learning job functions, but
should teach the “corporate culture” which will help the new http://links.e.jjkelleronline.com/servlet/MailView?ms=NDU1ODQ3M-
employee feel connected to the company. jkS1&r=Nzk0MjE3MTg0MTUS1&j=NDIxMDgzOTkyS0&mt=2&rj=NDIx-
MDgzOTkyS0&rt=0
PROVIDE CLEAR INSTRUCTIONS/TRAINING
Instructions and training will allow the new employee to work
independently and feel like a productive contributor. During
training, priorities are usually established letting the employeePA G E 7 FOR YOUR BENEFIT
GET WELL FIRST
By Jill Cueni-Cohen Therefore, “prevention is the best policy. Health and productivity
April 1, 2014 programs keep a workforce healthy and engaged,” she says,
adding that research has found organizations that invest in health
As a general rule, Americans are bred to be hard workers, even strategies have 1.3 less absence days per 100 employees.
when they’re sick. However, a recent study out of the San
Francisco-based Integrated Benefits Institute shows the short-term Research has also shown that people who have access to paid-
productivity gains of working through illness could affect long- leave policies heal faster and are ready to go when they come back
term productivity costs. to work, says Jeff Hayes, study director for the Washington-based
Institute for Women’s Policy Research.
“The issue becomes problematic when you have people who are
saying that when they’re ill, they go to work anyway and work a “PTO policies are effective,” he says. “The evidence shows that you
modified routine,” says Brian Gifford, senior research associate and can save money when people are more likely to return to same
one of the study’s co-authors. employer, which provides long-term productivity benefits.”
“We don’t know what their performance is like on the job,” he says, Hayes says that recent IWPR research showed half of U.S. workers
“but when they say they have too much work to do to take time take “zero” hours of sick leave a year.
off, [then] people aren’t taking care of their own health. If these
are acute episodes related to a chronic illness and they don’t take “They show up sick,” he says, “even people with access to paid sick
time off to recuperate, they may be worsening the problem by days. The median taken is three a year, and there’s little evidence
causing a more serious illness, which could require longer-duration that U.S. workers abuse this.”
disability leave or even lead to early exit from the workforce.”
This issue will become more acute when the employer mandate
Flu symptoms aside, Gifford says issues -- including mental- kicks in next year, says Rich Fuerstenberg, disability- and absence-
health issues, back pain and other problems -- tend to lower job management expert in the health and benefits business of
performance. Washington-based Mercer.
“Some people have chronic issues, and every day they’re “The cost of bringing in a substitute worker would not just be
performing less and less, thinking that it’s not legitimate to take about payroll costs,” he says. “If the strategy is to not allow people
time off,” he says. “When people are working so hard that they’re to work more than 30 hours a week, that creates more complexity
not attending to their health, this causes long-term consequences.” and more costs associated with that absence. This is an issue that
needs to be on HR’s radar.”
http://www.hreonline.com/images/76660843getwellfirstM.jpgTo
combat this, HR leaders need to develop programs or structure On-site clinics for companies in remote locations can help
benefits in a way that allows an individual who’s truly ill to take the employees with basic preventative care and physical therapy, says
time they need to get better and not feel penalized, says Jackie Fuerstenbeg.
Reinberg, a senior consultant in Towers Watson’s Philadelphia
office. “This can impact more than healthcare costs, and telemedicine
is another way of leveraging that capability,” he says. “Some
Reinberg says sick leave gives workers the ability to demand employers have even set up video conferencing and are
discretionary time, but only a small amount of people are taking integrating that into their disability programs.”
it. Indeed, a recent Towers Watson survey found that, on average,
people use between two and five days of sick leave a year. Whether a medical issue is minor or major, preventative or
manageable, he says, the disability vendor is someone the
“Paid time off provides a no-fault way that makes it OK for employee has to talk to, and that’s a teachable moment.
employees to go home and get better,” she says. Employees should receive a call from a health coach who lets them
know about programs that exist.
And while flexible work schedules may prove helpful to sick
workers in some industries, says Reinberg, it’s simply not possible
for workers in industries such as manufacturing or retail. Continued on page 8PA G E 8 FOR YOUR BENEFIT
Continued from page 7 be at the office, and that includes when they’re ill. It starts with a
culture that when people are sick, their health and their colleagues’
“That’s the perfect time to get them into a management program,” health comes first. Don’t bring illness into the office.”
he says.
He says the company’s PTO plan starts out generous and then
Getting workers to buy into a health-management program “continues to increase” with an employee’s tenure.
may be an easier task if the company’s culture supports such
efforts from the get-go, says Matt Nagler, a managing partner of “We don’t want people to feel that if they’re sick, then they can’t
the Bedford, N.H.-based BANK W Holdings, which is the parent take a vacation,” he says, “because it will limit their time off. We
company of three specialized staffing firms and winner of built our PTO policy to be generous without being over the top.
numerous awards for workplace culture. People don’t feel like taking that [sick] time will negatively affect
them. This started with the culture and led to the policy.”
“The overall culture of flexibility and people being invested in us as
an organization started from the first day we opened our doors 10 When a new employee joins the organization, he says, “they
years ago,” says Nagler. “One of the goals of our organization was have to understand how they need to be here, and it needs to be
that someone could have a long-term career here … . People who reinforced.
work here are able to grow and develop their career with us and
stay with our organization and be productive. “Restrictive policy is what you learn, and it’s a hard habit to break.”
he says. “But we say ‘If you come in sick and you’re unfocused, it’s
“Relationship drives what we do, and there’s a huge value to that,” better for you to take a few days and handle that issue than impact
he says, “both for our team internally and externally with our the company and other employees.’ Once they understand that,
clients.” and they’re not looked down upon for taking time off, they get it.”
Nagler says BANK W Holdings has a generous PTO policy because, http://www.hreonline.com/HRE/view/story.jhtml?id=534356880
he says, “in a very connected day and age, people feel pressure toPA G E 9 FOR YOUR BENEFIT
Benefit Controls Companies is the 7th largest U.S. Benefits Specialist,
according to Business Insurance magazine (July 2013).
We provide health and welfare consulting, insurance brokerage,
human resources consulting, wellness consulting, and strategic
planning for employers and employees across the country.
To learn more about how Benefit Controls can help you provide
employee benefits and wellness strategies that support your
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