Perspectives in Evolving and Emerging Benefits
Funded by workers’ contributions into a trust fund, Washington state’s WA Cares Fund is the first of its kind in the nation to provide a public long-term care policy for state residents, to protect them against the financial and social risks of needing LTC care and to protect the state against the economic risks of the LTC challenge. Here's what employers should know.
How can employers mitigate the risk of coronavirus (COVID-19) in their businesses as more and more workers return to the office?
There's no denying it: COVID-19 has disrupted the world of employment for years to come. According to various organizations, there were already over 250 million home-based jobs (not including domestic or care workers) before the pandemic. But now that one out of every three employees in North America and Europe works remotely, that number doubled in the 12 months since the pandemic struck in February 2020.
However, with the rollout of vaccines, the possibility of employees returning full-time to the workplace has increased considerably. This means employers should be ready for a whole new set of expectations from staff. In other words, if your clients haven't updated your risk assessment to minimize the risk of COVID-19 in their business, they need to start today.
The good news is that this article will help you understand how your employer clients should prepare for potential coronavirus threats in their business.
Did you know a general agent can help you make more money without costing you anything?
Being a benefits broker today means keeping up with technological advancements that affect how employees consume their benefits and staying on top of regulatory changes and the increasing cost of healthcare to help businesses achieve and retain financial stability. But there's one challenge that remains the same: finding insurance solutions that attract and retain top talent for their clients, all the while meeting their day-to-day account management needs.
This is where general agents come into play. However, the term general agent (or GA) can be confusing for most people, even those in the insurance industry. For this very reason, more often than not, it's not easy to fully grasp the value a GA can bring to an insurance broker. If you’ve never worked with general agents before, you might not even know how they operate or how they make money.
In a post-pandemic world, the most popular non-insurance employee perks still revolve around time away from work.
As we hopefully start to see the COVID-19 pandemic in the rearview mirror and more people flock to their offices again, employers are facing an unprecedented challenge. In 2021, company policies that promote a healthier work-life balance will be critical to keeping staff and increasing productivity once office workers return to their workplace.
We’ve finally passed the threshold everyone’s been waiting for, 2020 is finally behind us. It was a year full of circumstances that required an enormous amount of versatility and strategy for businesses.
In addition, the workforce is seeing dramatic shifts in its dynamics where millennials now make up over half, baby boomers are retiring, the presence of Gen Z is increasing, and according to Stanford News, 42% of employees are working remotely.
With an increasing aging population that desires care at home, the need for home health workers is increasing, and so too is the need for fair compensation. In New York, the Federal Fair Labor Standards Act (FLSA) various laws including the Home Care Worker Wage Parity Act (WPA) have made strides to provide home care workers with fair and equal pay.
In 2020, the onslaught of a pandemic caused a massive shift in how we approach work. This shift quickly took hold of many workplace cultures. And while times may be uncertain, what is certain is that the shift will continue for the foreseeable future.
In this new reality, the concept of a blended work-life world has a whole new meaning and employees are more stressed than ever. So employers should take the time to revisit their benefits programs to make sure their employees’ mental and physical health are supported during this new work era. Providing access to or promoting the use of effective tech apps is a popular and cost-effective way to do that.