R&R Insurance Blog

A recent survey commissioned by Regus, a provider of flexible workplace options, revealed that stress is on the rise for workers worldwide.

Stress-related conditions account for:

• 75-90% of all doctor visits
• 30-50% of new disability benefit claims

Stunning facts from Regus stress report revealed in this infographic.

With almost half of respondents globally reporting that their stress levels have risen in the past year and the fact that work topped the chart for being the most likely stress trigger, it is evident that measures to re-address the mental well-being of staff needs to be analysed and evaluated as soon as possible.

Access the full report here at http://www.regus.com/stress-report.

At R&R, we are seeing more and more small businesses in Wisconsin having serious discussions about the link between stress, obesity, well-being, workplace injury and it's effect on health care costs. On top of that – when you factor in wellness programs that will increase the health and longevity of employees and their families – small businesses can have a lot control over their health insurance costs and the productivity of their employees – control that they don’t realize they have. At R&R Insurance, we call this program WellCompForLife! Join the WellCompForLife discussion on LinkedIn!

Related Articles:

Preventing Injuries for an Aging Workforce

Obese Workers More Likely to Report Injury

Health-Related Productivity Costs

Employers Growing Role in Chronic Condition Management

What we know for a fact: healthier employees recover more quickly from a work-related injury, and are actually less likely to even be injured. If Healthier Employees = Less Work Comp Injuries and Less Work Comp Claims, then another way of reducing work comp costs is to improve the health of your employees.

How does that culture shift play into the fact that the workforce is aging? How can an employer adjust roles and responsibilities of older workers to continue to make headway on reducing workers compensation costs?

The Aging Workforce Seminar, scheduled for May 23, 2013, held at the MRA Conference Center in Waukesha, WI, will address wellness, workers compensation and the aging workforce. How can employers finesse all three to improve efficiencies and increase profits?

Dr. Andrew Seter with Sensia Wellness will discuss a physician’s perspective on what he looks for in medical evaluations and how he advises employers with return-to-work programs. Proven Cost/Process/Behavior models will be discussed in this two hour seminar.

More seminar details and registration information.

Related Articles:

Preventing Injuries for an Aging Workforce

Obese Workers More Likely to Report Injury

Health-Related Productivity Costs

Employers Growing Role in Chronic Condition Management

Experts predict that by the year 2020, 25% of the US workforce will be 55 years or older. Couple this statistic with the fact that most people are working past the traditional retirement age of 65 and organizations need to pay special attention to this sector of the workforce.

On average, older workers are injured less frequently than younger workers. However when older workers are injured, it will be more severe and have a longer recovery time. Physical reasons why aging employees are at higher risk of injury:

• Muscle strength: we lose about 4% of muscle strength each decade after age 25-30 - thus making older bodies more prone to slips and falls
• Hearing and vision loss: as we age, hearing and vision diminish making aging employees less aware of their surroundings and more apt to injury

How do organizations help prevent injuries for their aging workforce?

1. Wellness programs to aid injury prevention: help prevent strains, sprains, and falls by improving flexibility, strength, and balance. Great examples is starting a flex and stretch program, cover part of a gym membership, or hold exercise classes like yoga, Pilates, or Tai Chi.
2. Slip-and-fall injury prevention: ensure a safe working environment by maintaining parking lots and sidewalks; encourage employees to wear appropriate footwear for wet or slippery conditions; use handrails
3. Ensure employees can meet the physical requirements of the job: consider a post-offer, pre-employment physical for new employees - be sure the physician covers medical history as it may reveal something not seen during the physical (the cost of the test would pay for itself when preventing a back or shoulder claim!)
4. Ergonomics enhancement: ask employees for suggestions on how their job can be tweaked to avoid fatigue or soreness; consider job rotation for repetitive tasks (also promotes cross-training!)

Older workers are knowledgeable, experienced, and provide an abundance of value to any company. Keeping them happy and healthy will positively affect the entire organization. For more information on how healthy employees can affect your bottom line, ask Bill Katzfey about WellCompForLife.

Here are 5 easy things to remember to help save yourself some money when it comes to your own health care costs.

1) Compare costs of health care services

• Check with your doctor or health care facility and compare the cost of services before receiving care
• Make sure the charges are covered by your health care plan.
• Employees can use health care transparency tools to help estimate costs.

2) Prescription choices

• Generic prescriptions are a great choice for less cost.
• Utilizing a split-pill or mail order program can also save you a lot of money.

3) Choose In-Network Options

• Choose in-network providers.
• When doctors order routine lab work or when you enter a health care facility for services, always as for an in-network option.

4) Save emergency rooms for emergencies

If you are not experiencing a true emergency, visit your doctor or go to a walk-in clinic.

5) Take care of health conditions before they become costly

• Costs related to chronic conditions can be kept in check when employees learn how to improve their overall health.
• Participation in an annual bio metric screening is a good way to start understanding your own health.

For more information about WellCompForLife, about self-funding your health insurance plan, health care reform or basic employee benefits questions, contact knowledgebroker Riley Enright.

Join our group on LinkedIn: Obamacare: Strategies for Business to Survive. We welcome you to join in the conversation with our LinkedIn group dedicated to discussions for business owners on Obamacare: Strategies for Business To Survive. Read articles, download documents, join the conversation, and add your expertise!

Has your company considered the link between obesity and occupation injury?

Journal of Obesity published a recent study by Ian Janssen, et al., which examines this relationship. A sample of 7,678 adult Canadian workers, were placed into normal weight, overweight, and obese categories based on their BMI body mass index. Findings show obese workers were more likely to report occupational injuries, with a great frequency of strains and sprains, along with falls and overexertion injuries. Interestingly, workers 40+ years, female workers and workers in sedentary occupations were particularly vulnerable. While there was not significant increased risk found with the overweight individuals, the impact of loss productivity, absenteeism and overall health costs should be further studied.

At R&R, we are seeing more and more small businesses in Wisconsin having serious discussions about the link between obesity and workplace injury. On top of that – when you factor in wellness programs that will increase the health and longevity of employees and their families – small businesses can have a lot control over their health insurance costs and the productivity of their employees - control that they don't know they have. At R&R Insurance, we call this program WellCompForLife! Join the WellCompForLife discussion on LinkedIn!

For more information about WellCompForLife, about self-funding your health insurance plan, health care reform or basic employee benefits questions, contact knowledgebroker Riley Enright

NorthBay Adventure, a small Maryland adventure camp for 6th graders with 30 employees, is making then news because they became self-insured last year. As a result, they are saving 45% on their health care insurance costs, and they have basically removed themselves from the ACA requirements. As noted in the article from Kaiserhealthnews.org, self-insuring is a loophole for the small employer to get out of the ACA requirements.

Credit: KAISER HEALTH NEWS / Kyle Grantham for USA TODAY

More and more small businesses like NorthBay are avoiding the health act's requirements through self-insuring coverage.Self-funding in the past has been more typical for larger employers. Self-insured employers pay for most worker health costs directly, though they contract with an insurer or other company to administer claims. The employers also buy coverage known as stop-loss for claims exceeding a certain amount.Free Download: Loopholes for Self-Funded Plans document

For more information about WellCompForLife, about self-funding your health insurance plan, health care reform or basic employee benefits questions, contact knowledgebroker Riley Enright.

Join our group on LinkedIn: Obamacare: Strategies for Business to Survive. We welcome you to join in the conversation with our LinkedIn group dedicated to discussions for business owners on Obamacare: Strategies for Business To Survive. Read articles, download documents, join the conversation, and add your expertise!

Learn how Voluntary Benefits are impacting small businesses and their ability to attract and retain employees during this time of benefit change.

As we move forward through the stages of healthcare reform, one thing is for certain: employers need to continue to attract and retain the best employees... this has long been true. Today, differentiation will be the key. Enter Ancillary benefits also known as Voluntary benefits!

Voluntary benefits enable employers to offer their employees the ability to choose from a menu of benefits that meet the employee’s needs, even if the employees pay the full cost of those benefits.

Offering voluntary benefits for your employees through a group purchase platform can be better for both you and the employee. Here are 3 great reasons to purchase ancillary benefits through a group platform:

1. Higher guarantee issue limits
2. Fewer underwriting hassles
3. Usually lower premiums
   BONUS: many of these benefits can be paid with pre-tax dollars, which is a plus for both the employee and the employer.

Voluntary benefits could very well be the rescue employers are looking for - and in the very least - your employees will have extra protection, and it will continue to set you apart from other employers.

Would you like to know where your company fits in regard to your benefits offering? Do you have a plan for Obamacare and reform? Have you considered self-funded? We have the answers to these questions and more. Contact knowledgbroker Riley Enright for an up-to-date discussion of your benefit concerns.

Join our group on LinkedIn: Obamacare: Strategies for Business to Survive. We welcome you to join in the conversation with our LinkedIn group dedicated to discussions for business owners on Obamacare: Strategies for Business To Survive. Read articles, download documents, join the conversation, and add your expertise!

Related Article:
Ease Pain of Reform for Employees: Offer Generationally Attractive Voluntary Benefits

Claim analytics reports can target high risk claims and provide ideas to lower health care costs. The average employer will pay an additional $3000-$4000 annually per risk per employee, so it is important that a company works with an insurance agent to strategize on the following:

• Isolate problem areas
• Customize a wellness program to focus on prevention and high risk reduction
• Educate employees on the effects of a negative lifestyle
• Capture premium savings by making plan changes

WellCompForLife is R&R's stretigic method to controling health care costs. For more information, contact Knowledge Broker Laura Stehno today.

Obtaining claims analytics reports and identifying areas of concern shown in the claims history can easily be done by your insurance angent. Insurance agents are the key to guiding large employers on the best approaches for their company and develop cost-savings options. Using analytical tools, such as a benchmark, will also help a company see how their plan matches up in their industry and size.

R&R's stretigic method to controling health care costs is WellCompForLife. Contact a R&R Knowledge Broker today to develop your cost-saving options.

Collecting claims analytics reports and finding trends are the first steps to keeping your health care costs under control. But what comes next?:

• Engage employees to participate in a wellness program by offering incentives.
• Participate in a health risk assessment and receive a reduction in your monthly premiums.
• Provide educational programs on general nutrition, healthy eating and stress management.
• Work with Managers/Supervisors to increase their support and change the culture to motivate employees to participate.

R&R's stretigic method for controling health care costs is WellCompForLife. Wisconsin Businesses, for more information regarding R&R's WellCompForLife, contact Laura Stehno.