EMPLOYEE
RELATIONS
Payback
Time
If you’re in
a company that’s always competing for the latest and greatest talent
pool of new employees, then you know how hard it is to stand out
from the others. Maybe your company makes an amazing product, maybe
you have an extremely charismatic CEO, or maybe you offer an
employee benefit that nobody else offers, yet everyone seems to
want. In the never-ending search for the hot new employee benefit,
it appears that student loan repayment is the winner.
According to
an article titled, “Employees clamoring for student debt
benefit,” in Employee Benefit News, a study
found that employees between the ages of 22 and 33 said the benefit
not only helps them financially, but also increases their motivation
and loyalty to the company offering the benefit. In fact, behind
health insurance and a matching 401(k) contributions, student loan
repayment had the next highest importance for job seekers.
Furthermore,
the study found that a whopping 86 percent of employees said that if
their employer helped pay off their student loans, then they’d stay
with the company for at least five years. That’s a job-hopping
killer statement right there. Admittedly, not all companies can
implement this benefit, but what they can offer is student loan
counseling as a way to help reduce the burden, or present financial
options that an employee with student loan debt may not have
considered.
So, just how
big is this problem? According to American Student Assistance, there
is $1.3 trillion (yes, with a “T”) in student loan debt in the U.S.
with more than 44 million borrowers. Whew! And this burden is
worrying the workforce, which is having an impact on the job
performance of employees who stress about carrying a student loan.
What might be surprising is that it’s not just recent graduates who
are concerned about repaying these loans.
While it’s
true that these recent grads are impacted the most by their student
loans, there are older Americans who still have college debt
(undergraduate or graduate), and there are some employees who worry
about how they’re going to pay for their children’s education while
continuing to fund their retirement plan. Regardless of their age,
all employees can take advantage of this benefit in some way from an
employer that offers it.
TECHNOLOGY
Nothing
Good Ever Comes from Social Media
How many
times must it be said that you need to be aware (or beware) of what
you post on social media? This is because your friends aren’t the
only ones looking — so are your coworkers and maybe even your
employer. Something totally inoffensive and harmless to you may
severely damage your reputation or even cause you to lose your job.
Compounding the matter is that it could be something you don’t even
post, yet you are tagged in it.
In an article
titled “Social Postings Still Land Employees in Hot
Water” on the website of the Society for
Human Resource Management, it notes that, when it comes to social
media, HR departments should have a policy and training sessions so
that employees know the rules and boundaries. Some examples of
things that can get you in trouble include an unflattering photo,
political or hate speech, or simply poor
judgement.
Let’s say
that you were at a conference and had a photo taken of you drinking
a beer with other attendees. This was then posted on a social media
site, or maybe you posted it yourself. Your company has a strict “no
drinking while representing the company” policy. You could then be
reprimanded or fired if this photo was discovered. A little more
obvious example would be if you posted a strong political opinion
or, unwisely, posted hateful or inflammatory remarks. Among other
items that could get you in trouble is doing a fun activity and then
posting a photo, marking the location you visited, or commenting on
said place when you had taken a sick day off from work.
Always think
about what you post and who might see or share it. Sometimes, the
cons outweigh the pros. Granted, some work-related speech is
protected, but you shouldn’t rely on that. Also, while you have the
right to free speech, that means you have the freedom to express
yourself without being censored. It doesn’t mean you have the right
to freedom from consequences of that speech.
WELLNESS
How
DST Is Messing with Me
I’ve never
had the DTs, but twice a year I do get the DSTs. DST, otherwise
known as daylight saving time (not savings), is observed by nearly
every state in the U.S. except Hawaii and Arizona (except the Navajo
Nation). It’s also observed by about 70 percent of countries
according to an article titled “Who's turning the clocks back (or springing
forward) with you?” on the website
sleep.org.
Whether you
love it or hate it, daylight saving time may actually be detrimental
to your health. An article on CNN’s website titled, “Why daylight saving time can be bad for your
health ,” reveals a plethora of
health-related issues associated with DST. A 2016 study found that
DST affects people’s health in a negative way, and the worst is the
risk of stroke. There’s an eight percent increase in the risk for
stroke for two days following the DST changeover. If you have
cancer, or are over 65 years of age, the risk increases
significantly to 25 percent and 20 percent,
respectively.
It all has to
do with our internal (circadian) clocks and how disrupting that
biological clock can have serious consequences. It may seem like
just an hour, but to our bodies it’s a big deal and it takes a few
days for everything to adjust.
There was
another recent study that noticed a 10 percent increase in heart
attacks around DST. People are also more prone to have car
accidents, get injured on the job, and even have poor judgement, all
associated with DST.
So, are we
all just doomed to deal with the health issues associated with the
observance of DST? Maybe, but one thing we can do is mitigate some
of the sleep issues. According to the National Sleep Foundation,
during DST we should try to maintain our normal sleep routine
regardless of whether we gain or lose an
hour.
IN
BRIEF
When
Doing Nothing Actually Does Something
When was the
last time you did absolutely nothing and it worked in your favor? As
a population, we’ve become dependent on technology to take care of
routine tasks for us and I think that makes us just a little bit
lazy.
We have
companies where we owe money that automatically draw the monthly
payment out of our bank without us having to write a check. We have
cars that can guide us to our destination without us having to look
at a map, pump the brakes if we get into a skid, and even parallel
park by themselves. And we have appliances that can now order our
groceries when we’re out of that item. Ain’t technology
great?!
There’s one
emerging technology, however, that’s really making a difference in
people’s lives. An article on the website Workforce titled,
“Millennials' Latest Label as Do-Nothings a
Good Thing Financially ,” discusses
the benefit of “automatic enrollment” that employers are rolling
out. When employees first enter the workforce, and even some that
have been there for a few years, they mention that a 401(k) or
retirement plan is a good thing to have, yet few actually contribute
to it. Or, if they do contribute, it’s often not enough. Obviously,
this can have dire consequences down the
road.
Having an
employee, whether new or existing, be enrolled automatically in a
company retirement plan is an excellent way for the employee to do
nothing while gaining a major benefit. Even better is when these
plans increase the contribution rate each year (up to a maximum)
that an employee stays on that plan. However, employers should also
add financial and retirement education to this so that employees are
fully aware of the benefit and how to take the maximum advantage of
it.
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In This March 2017
Edition
• EMPLOYEE
RELATIONS • TECHNOLOGY •
WELLNESS •
IN BRIEF
EMPLOYER
WEBINAR
What
Employers Need to Know About HIPAA and
HITECH
Tuesday, April 11,
2017 2:00 p.m. ET / 11 a.m.
P.T.
The Health Insurance Portability and
Accountability Act (HIPAA), its administrative simplification
regulations, and the Health Information Technology for Economic and
Clinical Health Act (HITECH) provide administrative, privacy, and
security standards for health plans and their business associates.
The extent to which HIPAA applies to a health plan depends on the
health plan’s structure. This webinar will help plan sponsors
understand their responsibilities under HIPAA and HITECH.
This webinar will:
- Review
the basics of HIPAA and HITECH
- Explain
key terms
- Discuss
different types of health plans to which HIPAA may
apply
- Discuss
how HIPAA applies to fully-insured plans (that use either a
hands-on approach or a hands-off approach)
- Discuss
how HIPAA applies to self-funded plans
- Discuss
how HIPAA applies when plan sponsors self-administer plans such as
an FSA or HRA
- Discuss
the consequences of violating HIPAA / HITECH
- Describe
best practices in HIPAA / HITECH compliance
This
60-minute intermediate level webinar will help employers understand
how HIPAA applies to a variety of plans.
Registration Register here for the webinar. The presentation
will be posted on the UBA website the day before the
webinar.
About the Presenter Tabatha George is an associate
in the New Orleans office of Fisher Phillips. She specializes in
employee benefits, including retirement and welfare plans and
healthcare reform. She has particular expertise in Health Insurance
Portability and Accountability Act (HIPAA) compliance, data breaches
involving health information, and the Affordable Care Act
(ACA).
Certification
This webinar event has been submitted to the Human Resource Certification Institute and the
Society for Human Resource Management to qualify
for one recertification credit hour.
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