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Permission to Break the Benefits Mold

10/30/2016

 
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Want to shake it up when it comes to your benefits package? These 10 companies prove all that's holding you back is your imagination!

BASF
Offerings include flexible work arrangements, comprehensive wellness, eldercare and childcare. BASF’s headquarters in Germany includes an onsite nursery, a fitness and health studio, an onsite medical consulting service and a practice for physical therapy.

JPMorgan/Chase
Began offering autism benefits to its 160,000 U.S. employees, following a well-received autism awareness event that took place inside the firm. They provide coverage for the initial autism diagnosis and the various types of therapies that are often prescribed for the neurobiological disorder, which could include Applied Behavioral Analytics (ABA), Cognitive Behavioral Therapy (CBT), nutritional counseling, periodic developmental screening, individual or group family therapy, speech and occupational and physical therapy, as needed, in addition to medication management.

Netflix
Only 12% of U.S. private-sector employees have access to any paid family leave through their jobs, according to the U.S. Department of Labor. In addition to the company’s now famous unlimited time off policy for vacation and sick days, they offer as much as one year of paid time off to new mothers and fathers.

Boxed
Began paying for college tuition for the children of employees, as well as the wedding expenses of all unmarried employees.

PwC
With an average employee age of 28, this company began helping nearly half of its 46,000 employees pay down their student loans. The company contributes $100 per month ($1,200 per year) for up to six years (a maximum of $7,200) directly to its employees’ student loan servicer, for non-management employees.


Michelin
Provides biometrics, personal health reviews and family health centers offering concierge medicine to its 22,000 North American employees, offering up to $2,000 a year as a health reimbursement arrangement for a biometrics scan. The company spends about $250 million a year on total healthcare, which includes four $5 million per year family health centers. Through the centers, along with gym reimbursements, free medication for condition management and on-site gyms, the company reduced metabolic syndrome by 12% in three years.

Comcast
Provides discounted services that save employees up to $3,000 per year. Employees also receive discounted tickets to the Universal Orlando and Hollywood theme parks, and 20% off Fandango gift cards, on top of a diverse benefits package that includes child and eldercare resources and adoption assistance in addition to the usual benefit offerings.

Aflac
The average tenure at this company is 18 years, thanks to their approach to professional development coaching, employee surveys, social media, and group-focused networking.

Microsoft
Doubled paid time off for new parents, added companywide holidays, and increased company’s 401(k) match in an effort to equalize healthcare and retirement benefits.

La Macchia Enterprises
More than 95% of the workforce participates in the company’s wellness program thanks to efforts to make wellness part of their work culture every day, stocking fridges with fruits, vegetables and healthy snacks, having walking meetings, and an annual “Wellness Action Day” with wellness vendors, healthy snacks and fitness games for employees and their families.

See anything that might stir up your benefits offerings?

Let us know how we can help.

Source: Kathryn Mayer, 10/23/16 “How 10 Companies Are Breaking the Benefits Mold” Employee Benefit News Retrieved 10/30/16 from: http://www.benefitnews.com/news/how-10-companies-are-breaking-the-benefits-mold

April is Minority Health Month

4/6/2016

 
Did you know health disparities are linked to $50.3B in medical costs for preventable illnesses?

Healthy employees are productive employees.

 
Here's a link to free tools to share information with your employees from the Office of Minority Health in the Department of Health and Human Services.
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Don't Just Hire The Best Talent -- Retain Them

1/27/2015

 
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Engage. Talent.

So much time, effort and money go into hiring employees, but do you seek to hire employees or talent?  Yes, you must engage talent to retain talent -- but first you must shift from the idea of hiring employees to hiring talent.  That means "engage" begins long before you place a job opening.  And "engage" has to be a continous loop. 

As
Apple founder Steve Jobs once said “You have to have a lot of passion for what you are doing, because otherwise any rational person would just give up.”

Does your company have a culture of communication in which managers and employees share common goals and work together to meet them?

According to a study by Gallup and Forbes, companies that have high employee engagement will likely see
a 22 percent increase in profits, there will be a 21 percent increase in productivity, and a 25 percent decrease in turnover.


Disengaged employees are not only a nuisance to the overall working environment, but a disengaged
employee also means money lost. And if that employee is actually the talent you want to retain, the loss is far greater. 


Companies with engaged employees outperform those without. Engaged workers stand apart from their
not-engaged and actively disengaged counterparts because of the discretionary effort they consistently
bring to their roles. These employees willingly go the extra mile, work with passion, and feel a profound
connection to their company.

You need a company culture of "engage" before you can truly recruit and retain real talent.

_
Then, on the flip side, before you advertise that job opening, your entire company needs to identify and clearly define what "talent" is for each position you seek to fill.

In a comment to the Times of Malta article that shared the Gallup survey, Robert Gately pointed out that,
"Talent must mean the same thing to all employees from the CEO to the summer interns.
80% of employees self-report that they are not engaged.
80% of managers are ill suited to effectively manage people.


The two 80 percents are closely related.
Employers keep hiring the wrong people to be their managers and then they wonder why they
have so few successful, long-term engaged employees."


So, you have to create an engaging company culture.


Gately goes on to point out that real "talent" have all three of the following success predictors:
1. Competence
2. Cultural Fit
3. Job Talent

He maintains that employers do a:
A. GREAT job of hiring competent employees, about 95%
B. good job of hiring competent employees who fit the culture, about 70%
C. POOR job of hiring competent employees who fit the culture and who have a talent for the job, about 20%

He believes that identifying the talent required for each job seems to be missing from talent and management
discussions.

He suggests asking the following questions to hire talent:
1. How do we define talent?
2. How do we measure talent?
3. How do we know a candidate’s talent?
4. How do we know what talent is required for each job?
5. How do we match a candidate’s talent to the talent demanded by the job?

He summarizes, stating:
"Talent is not found in resumes or interviews or background checks or college transcripts.
Talent must be hired since it cannot be acquired or imparted after the hire."

I have to agree.

Have you defined what "talent" means in your company?


Source: Michelle Amodio, "Dont Just Hire Good Employees, Retain Them."
http://www.tmcnet.com/channels/workforce-optimization/articles/396358-dont-just-hire-good-employees-reta-them.htm

County Health Rankings -- How Healthy Is Your Labor Pool

3/28/2014

 
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Healthcare is on every company's mind as we face new ACA requirements and the continuing challenge of skyrocketing employee healthcare costs.  

Transitioning into Consumer-Driven Health Care also means taking a look at how healthy the pool of current and potential employees are.  It also means assessing how healthy the environment they live and work in is.  This knowledge is vital, informing your decisions in combating employee health costs and impacting employee wellness.

This is the fifth year that the University of Wisconsin Population Health Institute, sponsored by the Robert Wood Johnson Foundation, has provided this public information.  They have graciously provided the national database and various reports as downloads for you to use in decision-making and to share with your employees.  

Improving healthcare is on all of us.  If we all step up, and do what we can, from holding healthcare providers accountable to enabling wellness initiatives -- we all stand to reap the rewards.

Instructions:
Scroll down to below the map, and enter your county to see your ranking information.

Hire A Vet

11/15/2013

 
Snap up the $9,600 tax credit for hiring a qualified veteran before January 1, 2014.

The American Taxpayer Relief Act of 2012 (ATRA) (H.R. 8) extends the Work Opportunity Tax Credit (WOTC) for qualified veterans hired before January 1, 2014.  ATRA also extends the WOTC for targeted group members, other than qualified veterans, hired after Dec 31, 2011 and before January 1, 2014.

Eligible organizations hiring qualified veterans could realize a credit of as much as $9,600.  

Go to this link at irs.gov to see how it works.  After the required certification is secured for qualified veterans you hire and who begin work before January 1, 2014, you can claim the tax credit as a general business credit against your company’s income tax.

Qualifed tax-exempt organizations may also claim the credit for qualified veterans who begin work on or after November 22, 2011 and before January 1, 2014.  After the required certification is secured, tax-exempt employers claim the credit against their employer social security tax.

There are a lot of reasons to hire our veterans – here’s just one more.
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    Rylan Klaseen & Associates

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Rylan Klaseen & Associates          Tailored Benefits Delivery          Serving Southern California
316 W 2nd Street, Suite 500, Los Angeles, CA 90012 Cell 909-243-4886