If one of your employees were hit with a serious illness right now, say a heart attack, do you think they could afford it? You might think that the health insurance you offer would protect them, but that is not always the case.
We all have our personal problems, and we do our best to not let them get in the way of job performance. In some cases, however, it's impossible to separate your personal life from your work. An employee who is going through a divorce or is battling addiction is going to be distracted at work no matter how hard they try to suppress their feelings.
Getting your employees engaged and excited about their benefits is a common topic on this blog, and one detail we always try to emphasize is the importance of a streamlined insurance enrollment platform. Your employees already have enough to worry about and you don't want to add onto that with a messy, convoluted enrollment system that provides more annoyances than it does benefits.
The American Heart Association (AHA) recently updated their guidelines associated with high blood pressure, and this change puts many Americans who were previously considered healthy squarely within the realm of hypertension. Prior to this change Americans with a blood pressure of 140/90 or lower were considered to be within the healthy range with anything over that being stage 1 hypertension. Now 130/80 is the cutoff for stage one and 140/90 is considered stage two hypertension.
For most employees, healthy eyesight is vital to doing their jobs, yet many employers don't offer any kind of vision insurance. Vision coverage shouldn't be a niche benefit considering how important our eyesight is, it should be front and center alongside things like dental and health coverage. Here's an overview of what vision insurance is and why you should seriously consider offering it to your employees.
Payroll administration is often a pain point for businesses of all sizes, but nowhere is this more true than in the mid-sized sector. Most businesses of this size simply can't afford to hire a team and pay them a yearly salary just to handle payroll, but their payroll is too complex to be done properly by hand.
If you were to poll your employees and ask them what their biggest source of stress currently is finances would surely top the list. Young adults are graduating with mountains of student loan debt and a surprising number of adults are living paycheck-to-paycheck, with little in the way of emergency savings. Many of your employees are probably working hard all day only to go home and have to worry about paying the bills on time.
Health insurance is consistently ranked as one of the most desirable employee benefits, but it isn't always an easy one to understand. Even an employee who strives to educate themselves on their health insurance benefits can misunderstand or ignore certain aspects that would help them make the most of the benefits offered.
You thought you had the safest workplace around, but your employee was just injured on the job. What do you do now? The first step is always simple, just get them medical assistance. After that things become a bit more hazy but your responsibility as an employer certainly doesn't end.
You've almost certainly heard of the term "liability" so there's no need to spend too much time explaining it, but as a quick refresher liability is financial debt incurred by a company as a result of its business operations. When you think of liability you may think of a negligent business that willfully ignores the law and creates unsafe conditions for its workers or something of a similar nature.
Summerlin-Roberts is a strong consultancy firm specializing in creative, personalized, and effective solutions for employers and their employees.
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