Betsy Kamler, Director of Client Engagement sits down with Dustin Johnson, Sr. Broker Account Executive with Jellyvision  to discuss how ALEX can serve as a virtual benefit advisor to help drive greater benefit understanding and help employees make smarter decisions. 

To The Point Podcast

Benefits @ Work: Jellyvision and ALEX

Betsy Kamler, Director of Client Engagement sits down with Shaletha Colbert, National Account Executive with Allstate Identity Protection  to discuss why an employer should consider offering identity theft protection and how the COVID pandemic has impacted Identity theft risks.

Benefits @ Work: Identity Theft

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.

Benefits @ Work: Financial Wellness

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. 

NY Court Vacates Portions of the FFCRA

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. 

Back to School Q&A on FFCRA Leave Availability

Understanding Suicide & Mental HealthHaving 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 DoCompanies 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 EmployersThis 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:“Preventing Suicide: A Technical Package of Policy, Programs, and Practices” (www.cdc.gov/violenceprevention/pdf/suicideTechnicalPackage.pdf)Important information about suicide in the U.S. (www.cdc.gov/vitalsigns/suicide)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:Website: www.suicidepreventionlifeline.orgTelephone: 1-800-273-8255

Benefits @ Work: Suicide Prevention & Education

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, FentanylHow 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.

Benefits @ Work: The Opioid Epidemic

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. 

Benefits @ Work: What to expect when you are ready for a new HR system?

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. 

Benefits @ Work: Pitfalls of not having a Human Capital Management System

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. 

Benefits @ Work: Why Technology?

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.  

Federal Agencies Issue Major COVID-19 Relief for Employee Benefit Plans

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.

Carrier Premium Credits during COVID-19

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.

IRS Issues Relief for Election Changes and Other Rules for Cafeteria Plans and FSAs

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:Reduced efficiency and energyLowered levels of motivationIncreased errorsFatigueHeadachesIrritabilityIncreased frustrationSuspiciousnessMore time spent working with less being accomplishedSevere burnout can also result in:Self-medication with alcohol and other substancesSarcasm and negativityDebilitating self-doubt

Benefits @ Work: How to deal with workplace stress and not lead to burnout

Employers Can PROMOTE Awareness About the Importance of Mental Health and Stress ManagementWorkplace 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:Communication structures are already in place.Programs and policies come from one central team.Social support networks are available.Employers can offer incentives to reinforce healthy behaviors.Employers can use data to track progress and measure the effects.Action steps employers can take include:Make mental health self-assessment tools available to all employees.Offer free or subsidized clinical screenings for depression from a qualified mental health professional, followed by directed feedback and clinical referral when appropriate.Offer health insurance with no or low out-of-pocket costs for depression medications and mental health counseling.Provide free or subsidized lifestyle coaching, counseling, or self-management programs.Distribute materials, such as brochures, fliers, and videos, to all employees about the signs and symptoms of poor mental health and opportunities for treatment.Host seminars or workshops that address depression and stress management techniques, like mindfulness, breathing exercises, and meditation, to help employees reduce anxiety and stress and improve focus and motivation.Create and maintain dedicated, quiet spaces for relaxation activities.Provide managers with training to help them recognize the signs and symptoms of stress and depression in team members and encourage them to seek help from qualified mental health professionals.Give employees opportunities to participate in decisions about issues that affect job stress.

Benefits @ Work: Mental Health in the workplace

The Lipscomb and Pitts Insurance Compliance Director, Sarah Gillespie and a first class ERISA attorney share key Affordable Care Act and compliance hot topics all in 15 minutes or less. This podcast gives interested individuals a short nugget of information on specific benefits compliance items or ACA related topics that will help them better do their job or understand the requirements. Our topics will be specific and brief, and guidance will be provided by a first class ERISA attorney. And of course being podcasts, people can learn on the go.

hubhopper

To The Point Podcast

hubhopper