Travel Essentials
By Alison Nelson, Employee Benefits Account Manager
With the gloomy weather we’ve been having lately, you may find yourself with the hankering to travel to warmer destinations. This past Spring, I found myself chasing the sunshine across the world and, in preparation for my travel, I found myself overwhelmed with all the products touted as a “must have”. Some items were lackluster while others are newfound staples on my to-pack list. To ease you of the same trial-and-error turbulence, below is a list of items I found to be worth it, and hopefully you do too.
- Travel Insurance with Petersen International
- Travel Insurance is a must when visiting overseas. There are so many unknowns that can come up when traveling and this will help give you immense peace of mind. Deductibles are flexible and expenses such as hospital stays, medical evacuation, trip cancellation and even lost luggage are eligible for coverage. I highly recommend contacting RISQ for a quote.
- My Favorite Carry On Bag
- This carry on bag not only conveniently attaches to rolling carry-ons or suitcases, but it expands as needed. I always keep the bag smaller as I head to my destination and then I expand it on the way back to fit anything I may bring back with me.
- Memory Foam Neck Pillow
- I don’t know about you, but sometimes I use my neck pillow and sometimes I don’t. This often leaves me with the conundrum of not wanting to waste precious space in my carry-on, which is why I love this portable neck pillow! It’s super comfy and fits in a convenient bag.
- Cord Organizer
- Since it seems like every device needs its own charger, this cord organizer has spared me from having to detangle all my charging cords and makes them easier to find.
- Portable Charger
- I like this portable charger since it has two USB ports so I can charge two devices at once. Since most places wont ship portable chargers to Alaska, this one has the added bonus of usually being in-stock at Target.
- Eye Mask
- While I don’t have this exact pair, I have a very similar one and love it. Not having the fabric touch my eyes makes it so I forget I’m even wearing them.
- Compression Packing Cubes
- These packing cubes are a lifesaver when I inevitably pack too many clothes or buy too many souvenir shirts. I can pack them in a cube then compress out the air to ensure everything still fits in my suitcase!
- Luggage Scale
- If you’re not an over-packer you can probably skip this one. But if you’re like me, this nifty device has saved me from having to repack my suitcase in the luggage drop-off line on more than one occasion.
- Laundry Bag
- Keeping dirty and clean clothes separate while travelling can be a pain so this laundry bag is a good way to keep things organized.
- Travel Mirror
- I have found that often times the only mirror is in the bathroom, so getting ready is just a lot easier with access to another mirror with good lighting.
- Toiletry Bag
- My favorite toiletry bag is a convenient way to make sure all your toiletries are in one spot and that they don’t spill in your suitcase. Need I say more?
Enjoy and safe travels! 😊
- Published in Blog
The RISQ RECAP:
June 5th – June 9th, 2023
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
Survey: Younger Generations More Tolerant of Fraud “A significant number of Americans ages 44 and younger show a high level of tolerance for insurance fraud, according to a new survey of insurance consumers by Verisk and the Coalition Against Insurance Fraud. The accompanying study found that while nearly all Americans over age 55 view insurance fraud as a crime, about 75% of those between 25 and 44 consider it a crime – and the percentage skewed down to 64% for those between ages 18 and 24.” Full Article – Insurance Journal
Climate Change and Homeowners’ Insurance Are on a Collision Course “A summer that has already seen water crises and wildfire smoke is rapidly becoming an inflection point in the pitched battle between climate change and the price of homeowners’ insurance in the US. American International Group Inc., which has already pulled back from new California business, is now set to curb home-insurance sales for affluent customers in around 200 ZIP codes across the US, including New York, Delaware, Florida, Colorado, Montana, Idaho and Wyoming.” Full Article – Insurance Journal
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
Can Your Plan Clear Mental Health Parity Compliance Hurdles? “Hidden Hurdle 1: Equality does not equal parity. Hidden hurdle 2: When you don’t (and can’t) know how your plan is run. Hidden hurdle 3: Didn’t we exclude that?” Full Article – International Foundation of Employee Benefits Plans [IFEBP]
Denials of Health Insurance Claims Are Rising — and Getting Weirder “Companies appear increasingly likely to employ computer algorithms or people with little relevant experience to issue rapid-fire denials of claims. A job title at one company was ‘denial nurse.’ The ACA tasked HHS with monitoring denials both by health plans on the Obamacare marketplace and those offered through employers and insurers.” Full Article – KFF Health News
Can the HIPAA Privacy and Security Official Position Be Held by a Third Party? “Although there is language in the preamble to the privacy rule that seems to assume that the privacy official will be an employee of the covered entity, there is no explicit requirement to that effect. And because some covered entities (e.g., most group health plans) will not have employees, the privacy official’s duties will have to be performed by a third party (for a group health plan, usually an employee of the plan sponsor).” Full Article – Thomson Reuters / EBIA
Employee Benefits Plans: Applying the ERISA Controlled Group and Affiliated Service Group Rules in the Health Care Industry “The friendly-PC model involves a professional service corporation conducting a medical practice in affiliation with a management services organization. Although the friendly-PC model may be a solution to the corporate practice of medicine doctrine, it can create unintended consequences for employee benefit plans sponsored by the PSC and MSO.” Full Article – Foley & Lardner LLP
Seventh Circuit Affirms Plan Sponsor’s Discretion for Severance Benefits “The decision affirms that, if the plan so provides, discretionary eligibility criteria for severance benefits is permissible under ERISA. However, plan sponsors should be aware that the exercise of discretion in certain ways can cause issues under other federal laws intended to protect against discrimination and in the context of a voluntary severance plan, the exercise of discretion with respect to eligibility could negate the voluntary nature of the plan.” Full Article – Groom Law Group
First Gag Clause Attestations Due December 31, 2023 – What Groups Health Plan Sponsors Need to Know “Plan sponsors and carriers of fully insured plans are both required to submit a Gag Clause Prohibition Compliance Attestation. FAQs Part 57 provide that if the insurance carrier submits the GCPCA on behalf of the plan, the Departments will consider the plan (and insurer) compliant. Sponsors of fully insured plans, however, should confirm that the carrier will be submitting the GCPCA on the plan’s behalf.” Full Article – Hunton Andrews Kurth LLP
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
Court Provides Guidance Regarding Employer Vaccine Mandates
“A California Court of Appeal has ruled that a hospital’s decision to terminate an employee for failing to comply with its flu vaccine mandate did not violate California’s Fair Employment and Housing Act (FEHA) prohibition on disability discrimination. Hodges v. Cedars-Sinai Medical Center.” Full Article
– Seyfarth Shaw LLP
FLORIDA
Florida’s New Law Overhauls Public Sector Labor Laws Related to Dues Deduction and Labor Organization Registration
“On May 9, 2023, Governor Ron DeSantis signed into law Senate Bill 256, which overhauls Florida’s Public Employees Relations Act, implementing significant changes to procedures related to dues authorization and deduction, registration requirements, and certification procedures for public employers and public sector labor unions.” Full Article
– Ford Harrison
MINNESOTA
Minnesota Set to Ban Noncompete Agreements on July 1st—What Companies Need to Know (and do)
“In a lightning-fast move, the Minnesota Legislature just passed a bill that voids all future covenants not to compete, with limited exceptions for agreements entered into in connection with the sale or dissolution of a business.” Full Article
– Benesch
ILLINOIS
Illinois Gender Violence Act to Specifically Apply to Employers
“Illinois employers should be aware that they will likely be subject to liability under amendments to the Illinois Gender Violence Act (GVA) proposed by recent legislation. HB1363 is one of a number of bills that recently passed both houses of the Illinois Legislature and should soon be sent to the governor for signature.” Full Article
– Ford Harrison
NEW YORK
New York City Holds Roundtable on the Use of Automated Employment Decision Tools (LL144)
“The stated purpose of this roundtable was to revisit the requirements under the law and to address questions that remain with the intention of releasing FAQ-type guidance to assist employers prior to Local Law 144’s July 5, 2023 enforcement date.” Full Article
– Seyfarth Shaw LLP
- Published in Blog
Staying Healthy And Safe During Wildfires
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.
In many parts of the United States, the risk of wildfires begins early spring and continues into the fall. Being prepared for fire activity is crucial if you live in a wildfire-prone area. Wildfires can be a serious threat to lives and property—and smoke pollution can affect your health. According to the Environmental Protection Agency (EPA), wildfire smoke mostly consists of fine inhalable particles known as PM2.5, which is of greatest concern to public health. Air pollution from large wildfires can be widespread and linger over other states or countries.
This article highlights strategies for staying healthy and safe amid wildfires.
Health and Safety Measures
When wildfires create smoky conditions, everyone needs to reduce their exposure to the smoke. Wildfire smoke irritates your eyes, nose, throat and lungs. It can make it hard to breathe and make you cough or wheeze.
Consider the following tips for protecting you and your family during a wildfire:
- Follow guidance from local and state officials. Pay attention to emergency alerts for information and instructions, and listen to authorities for guidance on evacuating your home and when it’s safe to return.
- Keep smoke outside. Staying indoors is highly recommended for reducing exposure to smoke pollution, but contaminants can make their way inside. To protect yourself, you should:
- Choose a room you can easily close off from the outside air in your home. It could be helpful to use a portable air cleaner or filter to maintain clean air in the designated room or space. A quality heating, ventilating and air conditioning system with air filters can also help remove particles from the air.
- Keep all doors and windows shut in your vehicle and put the air on the recirculate setting.
- Wear a fitted N95 mask. The EPA recommends using a particulate respirator labeled NIOSH, N95 or P100. Two straps above and below your ears will create a good seal. Masks only protect against particles, so experts advise staying indoors on poor air-quality days.
- Protect pets. Smoke can also irritate your pet’s eyes and respiratory tract. Animals with heart or lung disease and older pets are especially at risk from smoke and should be watched closely.
- Track wildfires. Be prepared for wildfires and smoke pollution by tracking fires near you. For example, the National Oceanic and Atmospheric Administration’s fire weather outlook website maps fire watches and warnings.
- Monitor your local air quality. Websites, including the EPA’s gov, can explain which air quality levels may be hazardous and how much outdoor activity you should engage in. Apps reporting on local air quality are also available.
- Pay attention to health symptoms. Children and people with asthma, chronic obstructive pulmonary disease or heart disease need to be especially careful about breathing wildfire smoke. Older adults and pregnant people are also more likely to get sick if they breathe in wildfire smoke.
For More Information
During wildfire season, it’s important to monitor wildfires that may be happening in or around the country to best protect your health and safety.
Monitor local authorities for updates, and contact your health care provider with further questions about how wildfires can impact your health.
- Published in Blog
Strategies for Identifying and Resolving Gaps in Benefits Offerings
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.
In today’s competitive employment landscape, many organizations recognize that employees are their most valuable asset. To attract and retain top talent, employers must go beyond competitive salaries and create holistic and meaningful employee benefits packages that address diverse workforce needs.
Understanding and addressing any gaps in employee benefits is crucial for employers who aim to create an engaged, supported and satisfied workforce. Well-rounded benefits packages often translate to enhanced employee well-being, boosted retention rates and a positive work culture.
This article highlights proactive steps employers can take to assess and identify gaps in employee benefits offerings.
Employer Considerations
Identifying gaps in benefits offerings can be a complex task, as it requires a careful assessment of employee preferences, trends and organizational resources. Consider the followings strategies for identifying and addressing these gaps:
- Review existing benefits. Start by reviewing the current employee benefits package. While taking inventory of benefits, organizations should assess if they offer the basics (e.g., health insurance, sick and family leave) or anything unique compared to competitors or other employers in their industry. This is also a good time to review benefits utilization to better understand if there are any benefits that employees do not or rarely use.
- Analyze employee demographics and specific needs. Demographics, such as age, gender and marital status, can influence employees’ preferred benefits. Recognize that those needs can shift over time, so this is an ongoing exercise.
- Gather employee feedback. Conduct surveys, focus groups or collect feedback through other methods to gather information and opinions directly from employees. Employers could inquire about employee satisfaction with existing benefits, what they value most and if there are any benefits they feel are missing from their package or that could be improved.
- Benchmark against industry standards. Research industry standards and best practices to understand what benefits competitors, and similar or local organizations provide. This can help employers identify any gaps in their offerings compared to competitors.
- Explore emerging trends and employee preferences. Stay informed about employee benefits trends. Current trends include flexible work arrangements, mental health support and student loan assistance. This is also the time to consider employee feedback results and reported preferred benefits.
- Prioritize benefits based on budget and resources. While employers may be faced with a long list of attractive or preferred benefits, the reality is that they must also consider organizational finances and resources to determine the feasibility of new or different offerings. It may be helpful to prioritize the benefits that would have the most significant impact on employee satisfaction and overall well-being.
- Communicate changes effectively. Employers should ensure clear and effective communication with employees when introducing or modifying benefits. Education is critical to utilization, so employers should clearly describe any changes, provide their rationale and explain how benefits changes align with employee feedback, emerging trends or organizational goals.
- Monitor and reassess. Benefits needs and preferences change over time, so it’s important for employers to regularly monitor the utilization and effectiveness of offerings. If drastic changes were made, checking in with some employees to gauge their feedback could be worthwhile. Lastly, keep the conversation going with employees to keep a pulse on their preferred benefits and reassess available options to ensure they meet evolving needs.
Summary
Savvy employers continually evaluate their existing benefits, gather employee feedback, benchmark against industry standards and strategically address any identified gaps. By periodically reassessing benefits offerings, employers can ensure they remain competitive in the labor market and meet the evolving needs of the workforce.
By taking a proactive approach to understanding needs and preferences, organizations can create benefits packages that truly support current and prospective employees. This concerted effort can lead to increased workplace engagement and satisfaction, and, ultimately, organizational success.
Contact RISQ Consulting for additional employee benefits guidance.
- Published in Blog
The RISQ RECAP:
May 29th – June 2nd, 2023
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
California Overtime Law Threatens Use of Grazing Goats to Prevent Wildfires
“Hundreds of goats munch on long blades of yellow grass on a hillside next to a sprawling townhouse complex. They were hired to clear vegetation that could fuel wildfires as temperatures rise this summer. These voracious herbivores are in high demand to devour weeds and shrubs that have proliferated across California after a drought-busting winter of heavy rain and snow. “It’s a huge fuel source. If it was left untamed, it can grow very high. And then when the summer dries everything out, it’s perfect fuel for a fire,” said Jason Poupolo, parks superintendent for the city of West Sacramento, where goats grazed on a recent afternoon.
Targeted grazing is part of California’s strategy to reduce wildfire risk because goats can eat a wide variety of vegetation and graze in steep, rocky terrain that’s hard to access. Backers say they’re an eco-friendly alternative to chemical herbicides or weed-whacking machines that are make noise and pollution.
But new state labor regulations are making it more expensive to provide goat- grazing services, and herding companies say the rules threaten to put them out of business. The changes could raise the monthly salary of herders from about $3, 730 to $14,000, according to the California Farm Bureau.” Full Article
– Insurance Journal
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
How to Combat Loneliness and Social Isolation in the Workplace “Earlier this month, U.S. Surgeon General Vivek Murphy released a Framework for a National Strategy to Advance Social Connection to address the public health problem of social disconnection, calling it an ‘epidemic of loneliness and isolation.’” Full Article – Levenfeld Pearlstein, LLC
Promoting Employee Mental Health Well-Being Pays Off “Since the COVID-19 pandemic, workers have reported experiencing stress at work due to compensation not keeping up with inflation, longer hours, increased workplace monitoring, and lack of involvement in their organization’s decisions.” Full Article – Akerman LLP
A Cautionary Tale: Inconsistent Reasoning in Employment Decision Can Lead to Trial “Michigan college loses motion for summary judgment in former instructor’s age discrimination claims because the college provided ‘shifting justifications’ over time for its decision not to interview instructor for a tenure-track position.” Full Article – Seyfarth Shaw LLP
Department of Labor Issues Updated FLSA and FMLA Posters “The U.S. Department of Labor (DOL) has released updated posters regarding the federal Fair Labor Standards Act (FLSA) and Family and Medical Leave Act (FMLA). Employers covered by these laws are required to display copies of the posters in a conspicuous place where employees and applicants for employment can see them.” Full Article – Proskauer Rose LLP
Marijuana in the Manufacturing Workplace “Manufacturing employers still may prohibit the use of marijuana at work, as well as marijuana impairment at work. But marijuana drug testing is complicated and controversial because of the legal protections for off-duty marijuana use in some states and cities, the legal protections for medical marijuana users in many jurisdictions, and because there are no drug tests that can detect current marijuana impairment or very recent use of marijuana.” Full Article – Jackson Lewis P.C.
EEOC’s Crosshairs Locked on Harassment of Teens in Restaurant Industry “Over the past several years, the EEOC has maintained a litigation focus on protecting young workers in low wage jobs from sexual harassment. This has translated to intense scrutiny of teenagers working in the restaurant industry. According to the EEOC, these workers are particularly vulnerable to harassment and other forms of discrimination.” Full Article – Seyfarth Shaw LLP
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
Court Provides Guidance Regarding Employer Vaccine Mandates
“A California Court of Appeal has ruled that a hospital’s decision to terminate an employee for failing to comply with its flu vaccine mandate did not violate California’s Fair Employment and Housing Act (FEHA) prohibition on disability discrimination. Hodges v. Cedars-Sinai Medical Center.” Full Article
– Seyfarth Shaw LLP
FLORIDA
Florida’s New Law Overhauls Public Sector Labor Laws Related to Dues Deduction and Labor Organization Registration
“On May 9, 2023, Governor Ron DeSantis signed into law Senate Bill 256, which overhauls Florida’s Public Employees Relations Act, implementing significant changes to procedures related to dues authorization and deduction, registration requirements, and certification procedures for public employers and public sector labor unions.” Full Article
– Ford Harrison
MINNESOTA
Minnesota Set to Ban Noncompete Agreements on July 1st—What Companies Need to Know (and do)
“In a lightning-fast move, the Minnesota Legislature just passed a bill that voids all future covenants not to compete, with limited exceptions for agreements entered into in connection with the sale or dissolution of a business.” Full Article
– Benesch
ILLINOIS
Illinois Gender Violence Act to Specifically Apply to Employers
“Illinois employers should be aware that they will likely be subject to liability under amendments to the Illinois Gender Violence Act (GVA) proposed by recent legislation. HB1363 is one of a number of bills that recently passed both houses of the Illinois Legislature and should soon be sent to the governor for signature.” Full Article
– Ford Harrison
NEW YORK
New York City Holds Roundtable on the Use of Automated Employment Decision Tools (LL144)
“The stated purpose of this roundtable was to revisit the requirements under the law and to address questions that remain with the intention of releasing FAQ-type guidance to assist employers prior to Local Law 144’s July 5, 2023 enforcement date.” Full Article
– Seyfarth Shaw LLP
- Published in Blog
Back Pain Remains the Leading Cause of Disability Worldwide
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.
A new study published in The Lancet Rheumatology medical journal revealed that low back pain remains the leading cause of disability globally. In 2020, 619 million people worldwide suffered from low back pain. That figure is expected to jump to 843 million by 2050. Furthermore, the economic toll on the United States alone amounted to $2.2 billion.
The study identified the following main risk factors that account for almost 40% of cases:
- Smoking
- Obesity
- Work-related ergonomics
Low back pain was higher among females than males in all age groups. The peak impacted age was 85 years, and researchers noticed that most countries lack specific recommendations on how to care for an older person with low back pain.
Fifteen percent of the U.S. workforce report 10.5 lost workdays per year from chronic low back pain.
Employer Takeaways
Researchers estimate that low back pain is the root cause of 264 million lost workdays for Americans. If not addressed, researchers noted that low back pain could also result in chronic health conditions such as diabetes, cardiovascular disease, mental health conditions, invasive medical procedures and significant disability.
Various aspects of work can lead to back pain, including sitting at a desk all day, engaging in repeated movements (e.g., twisting and rotating the spine) and lifting or moving heavy objects. To try to get ahead of work-related back pain, employers can consider the following strategies to reduce back pain in the workplace:
- Examine the workplace and look for ways to reduce the chance of injury. For instance, the way materials, parts and products are transported may be able to be adjusted to relieve the burden on employees. Also, consider altering the layout of workstations to be more ergonomic.
- Promote healthy lifestyles, including physical activity and weight management.
- Provide training to management and workers regarding the risks of workplace injuries and ways to avoid injuries.
- Develop company policies that support a workplace culture of good health, safety and injury management (e.g., ergonomics, workplace safety, disability management and return to work).
As low back pain remains the leading cause of disability, employers have an opportunity to develop policies and encourage proper workplace ergonomics in an effort to reduce injuries and disability claims.
Contact us for additional workplace economics guidance.
- Published in Blog
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