Bring Your Child’s Stuffed Animal to Work Day
By Jennifer Outcelt, Creative Content Architect
You’ve heard of “Bring your Child to Work Day”, but have you ever heard of “Bring Your Child’s Stuffed Animal to Work Day”? If you haven’t, then don’t be ashamed. Here’s what you should know about it: (1) It’s not a real thing and I just made it up; (2) It’s the most fun I’ve had with a stuffed animal in a very long time; and (3) You should definitely adopt the “holiday” if you relish the look of joy and wonder on your child’s face.
Here’s the context… My daughter (3 years of age) often brings stuffed animals (stuffies) in the car with us for the ride to her daycare. Back when she was 2 and naïve, I could convince her that the stuffies needed to stay in the car with fear mongering scripts such as, “Oh honey, we can’t take him inside. He’ll get lost, dirty, or taken by another kid. I think it’s best he stays here.” But now that she is a three-nager and far too clever and defiant for such meager attempts at coercion, the task has become more difficult.
Yesterday was my hardest stuffie battle to date. On this morning she brought with her Lamby, a pure white llama that I mis-specied when he first arrived, hence his undercover life as a lamb. I employed my usual scare tactics, painting a gruesome picture of Lamby face down in the snowy gravel mix of the playground, covered in tempera finger paint, about to be played with by another, unworthy, child. Yet, despite my horrific word picture, my daughter used her newly honed “big-girl words” to immediately quip back, “If someone tries to take him, I will tell them, ‘NO THANK YOU!’ and he will be safe.”
I was foiled… by a toddler! Her logic was sound, but I had the power of rhetorical appeal, so I appealed to her ethos. “Honey, if you leave Lamby with me (a trustworthy woman) I will take him on an adventure. He can come to work with me!” After a brief mulling over period, she loosened her grip on Lamby and placed him back in her car seat. “Ok. He will go with you. He will be safe.” Success!
I could have just left it at that. My daughter would undoubtably forget this interaction and be happy enough reuniting with Lamby when I picked her up at the end of the day. But I have a pension for the ridiculous and an addiction to bringing unexpected fun to life’s basic interactions. I did indeed bring Lamby to work with me.
Here’s how his day went:
He wrote up some emails
Took some important calls
Drank some coffee while catching up on the news
Scribbled out some thoughts during a meeting
Collaborated with me on some website layout issues (We did not agree at first)
Had a delicious lunch in the break room
Took a well-deserved rest in our company respite rooms
Later that evening I took my daughter into my lap and told her I wanted to share about Lamby’s day. She was confused, but compliant. I proceeded to scroll through my photos, explaining each interaction and how Lamby felt doing his work tasks. The whole time she smiled. But the best part, was that although seeing Lamby at my office working diligently was amusing, she took it all in with out question or disbelief. To her it was a completely plausible scenario. Mom said he was going to work with her, and he did.
Seeing my daughter’s innocence, trust in me, and imagination about the word was the best part of my day. Even better than finally convincing Lamby that my website layout was superior.
- Published in Blog
The RISQ RECAP:
October 31st – November 4th, 2022
Each week, you’ll find specially curated news articles to keep you up to date on the ever-evolving world of insurance and risk management. The articles are divided out between items relevant to Property & Casualty, Employee Benefits/Human Resources, and Compliance. We’ve included brief summaries of each item as well as a link to the original articles.
PROPERTY & CASUALTY
Working Towards More Ethical and Resilient Supply Chains
“Recent disruptions, such as the COVID-19 pandemic, port congestion, and the Russia-Ukraine war have placed a spotlight on businesses’ supply chains and their resilience. Growing consciousness about environmental, social and governance (ESG) principles has also raised issues about more ethical business practices extending throughout the supply chain. These factors are leading companies to rethink their business logistics processes.” Full Article
– Business Insurance America
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
A Court May Shorten the Duration of a Non-Compete Clause “Non-compete clauses are critical for companies to ensure former employees cannot freely accept positions with competitors risking exposure of the company’s valuable and sensitive confidential business information. To the extent necessary, courts can tailor the terms of a non-compete clause.” Full Article – Finnegan
Plan Sponsors Beware When Classifying Independent Contractors for Benefit Plan Purposes “Employers generally understand that “employee benefit plans” should only be provided to “employees” and that “independent contractors” should be excluded from benefit plan participation. While this concept is simple in principle, it is not as simple in application, since the determination of whether an individual is an independent contractor or an employee is not based on a bright-line test; rather, it is based on a facts and circumstances analysis.” Full Article – Haynes & Boone
Employers, It’s Time to Update Your EEO Poster “It is old news to most covered employers1 that they are obligated to post certain notices for their workforce. What these employers may not know, however, is that the EEOC recently updated and replaced its “EEO is the Law” poster. The “Know Your Rights: Workplace Discrimination is Illegal” poster, which covered employers must post in lieu of the old “EEO is the Law” poster, was initially released on October 19, 2022, only to be superseded by a further update on October 20, 2022.” Full Article – Littler Mendelson
Can Rap Music in the Workplace Create a Hostile Work Environment? “Is the playing of obscene and misogynistic rap music in the workplace discriminatory on the basis of sex if it offends women? A former Tesla employee has asked the U.S. District Court for Nevada to answer “yes” to that question after filing suit against her former employer alleging that, among other things, the obscene and misogynistic rap music, as well as the actions and statements made by her co-workers related to that music, amounted to sexual harassment.” Full Article – Shawe Rosenthal
Continuing Flexibility: DHS Extends I-9 Rules Until July 2023 “On October 11, 2022, the Department of Homeland Security (DHS), U.S. Immigration and Customs Enforcement (ICE), announced an extension to the Form I-9 flexibilities that have been in place since March 2020. As we previously reported, in response to the COVID- 19 pandemic, DHS has allowed employers with remote workforces to collect, inspect, and retain certain employees’ identity and employment authorization documents remotely. This flexibility was last set to expire on October 31, 2022, but is now extended until July 31, 2023.” Full Article – Venable
New Pay Transparency Laws Change Job Postings Coast to Coast “A growing number of cities and states are pushing for greater pay transparency in the hiring process. To add to that growing list, California and New York have both passed pay transparency laws in recent months, leaving employers to modify how they seek out new talent. However, employers should keep in mind that not all pay transparency laws are the same, and must take the proper steps to ensure they – Akerman
are fully complying with the laws of the states in which they are based and where their employees reside.” Full Article
STATE & INTERNATIONAL COMPLIANCE
In addition to the RISQ Review, RISQ Consulting also provides a resource that features changes and updates to State and International Compliance measures. We’ve included brief summaries of each item below, and also provided links to the original articles if you’d like to read further.
CALIFORNIA
New California Laws Impacting Employers
“Effective October 1, 2022, an amendment to the District of Columbia’s Human Rights Act (“the Act”) will expand the universe of workers protected under the Act, as well as codify workplace harassment as an unlawful discriminatory practice.” Full Article
– Cooley
Meal and Rest Break Claims Now Pose High Financial Risks to California Employers
“While perhaps overlooked in favor of other high-profile rulings (we’re looking at you, Viking River Cruises), the California Supreme Court’s decision in Naranjo v. Spectrum Security Services, Inc., No. S258966 (Cal. May. 23, 2022) may turn out to be one of the most significant cases of the year for California employers.” Full Article
– Greenberg Traurig
MARYLAND
Maryland Expands Employers Reasonable Accommodation Obligations to Applicants with Disabilities
“Since October 1, 2022, Maryland employers are obligated to reasonably accommodate not only the disabilities of employees, but also the disabilities of applicants. with Disabilities Act (ADA).” Full Article
– Lurch Early & Brewer Chartered
NEW YORK
NYC DCWP Purposes Rules to Implement New Law Governing Automated Employment Decision Tools
“On October 24, 2022, the New York City Department of Consumer and Worker Protection (“DCWP”) proposed rules to implement its new law regarding automated employment decision tools (“AEDTs”).” Full Article
– Hunton, Andrews & Kurth
CONNECTICUT
Connecticut Expands Anti-Discrimination Protections
“Connecticut’s broad anti-discrimination laws just got broader. The Connecticut Fair Employment Practices Act (CFEPA) prohibits discrimination based on many protected characteristics, such as race, age and disability. The CFEPA is broader than federal anti-discrimination laws in both coverage (it applies to more employers) and scope (it covers more categories of employees).” Full Article
– Day Pitney
- Published in Blog
The Trendiest Benefits for 2023
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
There’s no denying that employees’ needs have changed over the past few years. As such, employers can offer benefits to meet evolving worker needs shaped by lingering effects of the COVID-19 pandemic, a tight labor market and rising inflation. Many workers are paying more attention to their benefits and wondering how to stretch their dollars further.
Benefits have always been crucial for attracting and retaining top performers. For 2023, employers are uniquely positioned to offer more than just a health care plan, including holistic benefits, resources and perks that today’s workers most need. This article highlights benefits that are likely to be popular in 2023.
Voluntary Benefits
It’s no secret that health care costs in the United States have risen sharply over the past two decades and will likely continue to increase. Health care affordability is top of mind for employers and employees alike. As employers search for ways to manage their health care costs, some are considering voluntary benefits as a strategy to round off their offerings. A rising number of organizations recognize that voluntary benefits are advantageous to employees and their families—and many come at no cost to the employer.
Consider the following popular secondary benefits employers are offering:
- Accident insurance
- Critical Illness
- Hospital indemnity insurance
- Disability insurance
- Life insurance
- Identify theft protection
- Pet insurance
Voluntary benefits can provide value to employees without raising an employer’s costs, making them powerful tools for attracting and retaining top workers.
Financial Wellness Benefits
Many employees are feeling financially strained due to record-high inflation. Not only will inflation impact employees’ decisions about benefits, but it may also result in a need for financial wellness education and guidance.
However, financial wellness benefits must go beyond only offering educational resources to be impactful. Organizations can boost their attraction to today’s workers by offering the following types of desired financial wellness benefits:
- Retirement plan options with matching contribution
- Health savings account contribution
- Flexible spending account contribution
- Financial planning assistance and coaching
- Lifestyle spending account
- Transportation benefits
- Employee discount or purchase program
- Financial reimbursements (e.g., tuition or student loan repayment plans, caregiving support funds and professional development stipends)
With any of those offerings, education will remain a necessary component to increase employee utilization. Employers are uniquely positioned to help employees understand the importance of these benefits and can help them increase their financial literacy with additional resources and tools.
Health Care Full Premium Coverage
As health care costs continue to skyrocket, some employers choose to pay 100% of employees’ monthly health care premiums. For reference, the Kaiser Family Foundation reports the monthly average for employer contributions in 2021 was 83%. This type of benefit is more common in small organizations. Fully paid health plans could be a key differentiator for workers weighing their employment options.
Family-friendly Benefits
Family-building benefits are becoming increasingly popular with employees, as they inclusively support the unique and complex ways individuals and couples build their families. Employers are also focusing on ways to support reproductive health care. Such benefits can provide employees peace of mind as employers demonstrate their emotional and financial support for employees’ decisions to build a family.
Additionally, many employers are increasingly prioritizing parental leave. According to Mercer data, 70% of employers are already offering or planning to offer parental leave in 2023, while 53% are providing or planning to provide paid adoption leave. Adoption and surrogacy benefits are also on the rise, in addition to access to fertility treatment coverage.
To round out family-friendly benefits, large employers are also considering on-site childcare or access to backup childcare services.
Summary
Organizations can start optimizing benefits packages by evaluating employee preferences and thinking about ways to improve offerings or tailor them for their workforce. To ensure offerings and investments will resonate with employees, organizations should consider surveying them first. It’s important to keep a pulse on employees and see what they find most valuable and necessary for their overall well-being as lives continue to be impacted by COVID-19, inflation and any other personal challenges.
Reach out to RISQ Consulting to learn more about trending employee benefits.
- Published in Blog
It’s Scary How Much I Didn’t Know About Halloween
By Jennifer Outcelt, Creative Content Architect
You are likely spending today in a sugary haze as you weed through the cobwebs in your brain in an eerily pathetic attempt to accomplish the duties of your day job. Why? Because last night was Halloween!
If you happen to have spawned little clone goblins of your own, then you probably engaged in prolonged, yet dynamic battles all night; Getting them in costume. Getting them to eat real food before trick-or-treating. Getting them to dress warm enough to venture out in the Alaskan night. Getting them to say “thank you” after retrieving their confectionary bribes. Getting them to fight the urge to consume ALL the candy in one night. Getting them to bed while the surge of sucrose still coursed through their veins.
Today you might be looking at pictures with your coworkers, remarking at the adorableness of your little swamp lizard, cardboard astronaut, or zombie princess. But no doubt at some point last night, in the heat of battle, you thought to yourself, “Why?! Why, in the name of the Pumpkin King, why does this holiday even exist!?!”
You’d be right to question it. Honestly, you’d be right to question all cultural norms and traditions. Not because they are bad or antiquated, but to learn of your past and understand the context for all that you do in the name of “being an American”. I had no true understanding of the history around Halloween other than my personal experience, which only carbon dates back to 1994 where my first memories seemed to have formed. So, I looked it up.
I’m not sure where I assumed Halloween came from, but whatever I had thought, it was wrong. Take a peek (or boo) at this article from the History Channel’s website if you want to learn more about this beloved holiday. It might scare you how much you didn’t know.
https://www.history.com/topics/halloween/history-of-halloween
- Published in Blog
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