The American Psychological Association reports that nearly 80% of adults say the Coronavirus pandemic was a significant source of stress in their life. The U.S. Census Bureau says the percentage of surveyed employees experiencing anxiety or depression rose from 11% in 2019 to more than 40% this Spring. There is no doubt that even as restrictions ease and more people return to their offices, employers will need to place a very high priority on mental health and wellness.
As we know, there are no one size fits all solutions to employee well-being and every organization is different. The following qualities, however, are even more important to employees when stress is running at a high level.
Connection – When remote workers are separated from co-workers and managers, personal concerns can weigh more heavily. Finding time for people to connect, even virtually, is important.
Communication – Keeping workers informed about what’s to expect in the near future is comforting. Knowing your job is safe in difficult times can relieve a great deal of pressure.
Encouragement – Recognition is more meaningful than employers often realize. Everyone wants to know the work they are doing is important and their efforts are appreciated.
Did you know that heat is the number one weather-related killer in the United States? With temperatures rising across much of the country, it is critical that employers recognize the hazards of working in hot environments and take steps to reduce the risk to workers. Consider the following actions that can help protect employees:
- Provide heat stress training. Topics you may wish to address include worker risk, prevention, symptoms (including the importance of workers monitoring themselves and coworkers), treatment, and personal protective equipment.
- Schedule hot jobs for the cooler part of the day. The best way to prevent heat illness is to make the work environment cooler. Monitor weather reports daily and reschedule jobs with high heat exposure to cooler times of the day. When possible, routine maintenance and repair projects should be scheduled for the cooler seasons of the year.
- Provide rest periods with water breaks. Provide workers with plenty of cool water in convenient, visible locations in shade or air conditioning that are close to the work area. Avoid alcohol and drinks with large amounts of caffeine or sugar.
- Monitor workers who are at risk of heat stress. Workers are at an increased risk of heat stress from personal protective equipment, when the outside temperature exceeds 70°F, or while working at high energy levels. Workers should be monitored by establishing a routine to periodically check them for signs and symptoms of overexposure.
- Acclimatize workers by exposing them for progressively longer periods to hot work environments. Allow workers to get used to hot environments by gradually increasing exposure over at least a 5-day work period. The U.S. Occupational Safety and Health Administration (OSHA) suggests beginning with 50% of the normal workload and time spent in the hot environment, and then gradually building up to 100% by the fifth day.
Employers should note that under federal law, they have a legal obligation to provide a workplace free of heat-related hazards that are likely to cause death or serious bodily harm. Additionally, certain states (e.g., California) may have their own heat-illness prevention standards.
Resources for Employers and Workers
OSHA’s Heat Illness Website provides information and resources on heat illness for workers and employers, including how to prevent it, what to do in the case of an emergency, educational materials, and a curriculum to be used for workplace training. The Centers for Disease Control and Prevention also has a page dedicated to providing information on heat stress (including symptoms and first aid), along with fact sheets and other resources for protecting employees.
Our section on Safety & Wellness includes additional tips for maintaining a safe and healthy workplace.
The Pay or Play Penalty Calculators in your online HR library have been updated to include the inflation-adjusted penalty amounts for 2015. There are two separate calculators for 2015, depending on an employer’s number of full-time employees (including full-time equivalents):
To use the updated calculators, simply enter data on the number of full-time employees and employees receiving a premium tax credit or cost-sharing reduction for a month, and the spreadsheet will calculate the estimated penalty for the month.
As a reminder, employers with 100 or more full-time employees (including full-time equivalents) are subject to the pay or play requirements starting in 2015, while those with 50 to 99 full-time employees (including full-time equivalents) do not need to comply until 2016 if they meet certain eligibility criteria related to workforce size, maintenance of workforce and overall hours of service, and maintenance of previously offered health coverage.
More tools, checklists, and notices are available in our section on Health Care Reform.
According to a recent study by J.D. Power & Associates, a big difference exists between how employers view the effectiveness of employee communications and what employees actually think about the wellness information they receive.
Along the same lines, a 2013 study by The Journal of Health Economics reveals that only 14% of employees understand and take action on basic benefit plan components including deductibles, co-pays, coinsurance and out-of-pocket maximums. Combine these findings and you realize quickly that a need for more effective communication certainly exists. Here are a few things to consider…
Generational Issues – Not only do Millennials or Gen-Xers look at health and wellness differently than Baby Boomers, but they get their information in different ways as well.
How to Communicate – Should you use a printed newsletter or bulletin, or mobile media such as a text message? The best answer may be offering a variety of media platforms so that employees are able to access the information in the way they prefer.
As employees continue to see an increasing share of their compensation going to health care, there may be no better time to focus on wellness communication. For help with worksite wellness and effective wellness communication, talk to us today.
To view other articles from the SIP Spring Newsletter, please click here.
In cooperation with NAEBA
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