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!
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.
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.
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.
Began paying for college tuition for the children of employees, as well as the wedding expenses of all unmarried employees.
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.
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.
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.
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.
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
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.
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.
Scroll down to below the map, and enter your county to see your ranking information.
It’s tough. Wrangling with the new Affordable Care Act makes it a challenge to figure out how to ride the wave of Health Care Reform without going under. Don’t be afraid to tap into the expertise you need with a Health Care Reform Navigator, then make a year-end resolution to get that company wellness program up and running in time for New Year’s Resolutions.
According to the 2013 Wellness and Benefits Administration Benchmarking Study conducted by SourceMedia, publishers of Employee Benefits News, an increasing number of companies see Wellness Programs as a cost-efficient way to realize long-term employee health care savings.
Biometric testing with an incentive program attached emerged as the foundation of most wellness programs. 77% of large employers said they have biometric testing, such as stress levels, cholesterol levels, blood pressure, body-fat level, nutrition analysis, compared to 61% last year.
While the dollar value of wellness incentives continue to increase, the long-term benefits of reduced employee health care costs and increased production far outweigh the outlay. More than half of large employers, 54%, are reporting that they spend more than $250 per employee annually on wellness incentives compared to 49% in 2012.
Health insurance premium adjustments are the most common incentive payment mechanism. Most large employers, (64%, up from 59% in 2012), use premium discounts or surcharges to motivate employees to participate in the company wellness program.
Employee buy-in is key. With all the discussion going on surrounding Health Care Reform, it is a good time to dovetail this topic with a Wellness Program that empowers employees to permanently transition to consumer-driven health care, and realize incentives to do so.
Your year-end resolution is to:
1) Start a wellness program
2) Get employees to participate
3) Get employees to make participation a lifestyle
Change is tough – but something’s got to change to curb spiraling health care costs. The hope is that once the dust settles on the Affordable Care Act, it will help. Being a change agent in improving employee health long-term is an even bolder step in the right direction. Imagine. If the majority of your employees were healthy, you could get your focus back on being productive and doing business.
The study was commissioned by bswift and conducted online in March 2013 among 380 benefit decision makers at organizations that offer health benefits. Respondents were required to be employed at an organization with 50 or more employees and have responsibility in HR/benefits/insurance designing benefit plans and selecting benefit carriers. The respondents were divided into two groups: large employers with more than 500 benefit-eligible employees and smaller employers with 50 to 500 benefit-eligible employees. Data reported within this paper will primarily focus on large employers, unless otherwise specified.
Rylan Klaseen & Associates
Serving Southern California: