Mold and Water Restoration Awareness

Mold and Water Restoration Awareness
By: Rachel Haversat

Let’s face it; mold has been around since the beginning of time.  Legend has it dating back to 323 B.C.E. of Alexander the Great being buried in honey for its antimicrobial assets. However, the first true documented research on mold only started in the late 19th century by Carnelly, Haldane & Anderson who theorized that mold played a vital role between social classes and felt various diseases were a direct result from poor air quality.

So what is Mold? Mold is a fungus that has roughly 100,000 known visible and invisible species worldwide. Mold’s optimizing room temperature is between 32 and 122 F.  Becoming conscious of mold and how to protect yourself and your business is vital to your overall wellness and professional sustainability.  An important question you have to ask yourself is what is the standard procedure for identifying, treating, and/or restoring my property? Below are some key details on mold and water restoration classifications and how to protect yourself this upcoming rainy season.

According to The IICRC S520, (Institute of Inspection, Cleaning, and Restoration Certification) , defines mold as, “A common term for filamentous fungi, often seen as superficial or “wooly” growth of long chains of fungi cells formed on damp organic materials. Toxigenic fungi may produce a potentially harmful substance called mycotoxin.” Mold thrives in damp, moist areas, and has a preference for humid environments.  Indoor examples at risk would be wood-framed construction properties, a leaky roof, AC sweating, indisposed, aged foods or any remote object directly or indirectly interconnected with moisture.  Outdoor examples could be damp, shaded settings, unkempt debris such as trash or dead animals, and/or ponds and wooded areas. Please visit http://www.epa.gov/mold/moldcourse/ for any questions, concerns and resources you might have concerning mold.

Just like any other growing mechanism, mold is dependent on air and water to survive. Listed below are the three standard water categories that water restorators follow showing mold severity and common illustrations for each.

• Category 1 is the least threatening of the three. This category is non-life-threatening water contact with humans. Examples such as an overflowing tub, sink or of melting of ice or snow.
• Category 2, formally known as grey water, is a basis of contaminated water with high levels of biochemicals that can cause illness or irritation when tampered with. Examples of a category 2 threat would be contaminated toilet water, overflowing dishwasher or machine washer fluids.  
• Category 3 water damage or “black water” is polluted, germ-infested water that if ingested could cause serious health concerns. Samples like gutter water, and a backed up sewer drain to name a few are a high risk of hazardous molds and toxins.

Safety Tips and Removal Handling

• It is imperative that ALL employees comply with the all safety regulations during the removal process. Also, be aware that your provider implements all safety measures including health guidelines and standards such as the Occupational Safety and Health Administration (OSHA), Environmental Protection Agency (EPA), and the IICRC (Institute of Inspection, Cleaning, and Restoration Certification). You can visit http://www.osha.gov/dts/shib/shib101003.html for more regulation guidelines.  
• Finally, don’t leave out your basic instincts. Using the olfactory and visual senses is essential to alerting you of any suspicious areas of concern. Moreover, if you or anyone on site is experiencing insistent health problems that appear to be related to mold exposure, you should seek out medical attention, preferably a physician who is trained in occupational/environmental medicine or related specialties and are knowledgeable about these types of exposures. Having effective communication with your provider is crucial to a fast, cost- efficient remediation job.

Insurance policies may or may not include mold coverage in the event of a mold situation.  If your building is currently at risk for property loss, mold, and/or you have any insurance coverage questions, please contact Chip Storm at 813.865.0528. If ever in the need of an inspection or restoration job, we recommend Rainbow International and Cleaning of Tampa Bay. Rainbow International specializes in the field of water, fire, smoke, and mold, 24 hours a day seven days a week.

GO RED to Inspire a Healthy Lifestyle!

      GO RED to Inspire a Healthy Lifestyle!
       By: Rachel Haversat

When thinking about Valentine’s Day, chances are the first idea that pops into your head is a symbol of a heart.  As some people maybe view this holiday as cliché, why not put an altered spin to it and make it relatable to your business and a more healthier you?  Here are some common themes on Valentine’s Day that we put in more relevant terms including tips and resources that can inspire healthy practices for you and your employees.

1) Give Back! If you’re not crazy about Valentine’s Day or perhaps valentine-less this February 14th, give your heart to volunteering. You can spread your love through your local pet shelter or favorite charity in your area. A great website to start your search is www.volunteermatch.org. Sometimes actions can speak louder than words and not only will this be a heart-warming experience but a great way to lower your stress levels and up your mood!

2) Office Visits- Get your annual checkup! Of course it is imperative to see your doctor for a physical at least once a year, but what about for your business? Like a praised visit from your doctor, an annual checkup for your business is vital for a healthy, thriving business. Compare your revenue, claims, losses, and risks and see where you can excel, cut, and capitalize.

3) Risk- Nobody wants a sick day.. Here are some helpful tips to help make your employees’ and customers’ surroundings a more safe and germ-free atmosphere. Have a Purell sanitizer stand on hand for anyone who might need it. It gives the customers and employees some reassurance when someone may be under the weather and also gives off encouragement to upkeep good hygiene. Furthermore, keep all chemicals away from food. Store them in underneath compartments or in a concealed area where they cannot contaminate.  If you can control the workplace environment to be as healthy as possible, than you’re doing your fair share. However, don’t stop at just workplace for health risks.  Set a healthy, realistic goal for the upcoming year for your employees.  Encourage your employees to complete a health risk assessment annually to track their progress. It also helps you plan your wellness programs for the year.

4) Exercise- Cut your risk! Just like the rush and prideful feelings that come along with getting new business, you can also put that motivation into your body! Nothing is as satisfying as setting a goal and then to see results. To get your team on board too, make a fitness competition for an upcoming month. Have your team track the amount of minutes a week they exercised and make the quota no smaller than 600 minutes. That’s actually a little less than 22 minutes a day! Have some incentives as well for the employees to look forward to such as a raffle for a free vacation day or prizes. This will not only cut your health risks within your company but also can create a fun, healthy, short-term goal for your employees.

5) Diet! I know we have all heard this before but the truth of the matter is eating right is the bases of our health and overall well-being. It also doesn’t just benefit you, but for your family, friends, and business success.  Instead of ordering out for lunch with fellow employees, try bringing it from home. This will not only save the money in your piggy bank but also will set an example to others. In 2010, the average consumer spent $2,505 when eating food away from home, according to the United States Department of Labor. Also, make it a healthy habit to calorie count your meals and snacks. Try this nutritional website www.caloriecount.com . It’s a database filled with tips and caloric analysis to help you along the way of a healthier lifestyle.  Tracking your food intake and becoming nutritionally knowledgeable will be vital to your overall health and mood with results soon to come!

DEVA’s – No Matter How You Spell It, They All Require A Lot of Work

DEVA’s – No Matter How You Spell It, They All Require A Lot of Work
-Melissa Robinson, MBA, SPHR

A Dependent Eligibility Verification Audit (Dependent Audit) is the inspection of an employer’s health & welfare plan to ensure enrolled dependent(s) eligibility. Companies searching for ways to contain cost and still offer their employees affordable benefits are exploring a variety of options including one that companies such as Boeing, General Motors and the University of Michigan have offered for several years.

According to an online report by RealLife HR, typically, each dependent of an employee has benefit costs of $3,000-$5,000 annually. However, 2%-8% of these dependents may be ineligible to receive this coverage for a number of reasons – they are beyond the age limit, there’s a change in marital status (an ex-wife or ex-husband was not removed from the plan), death, or they are in fact not a legal dependent (i.e. nephew or grandchild) as defined by IRS guidelines.

If you are considering a dependent audit, do your homework. Plan ahead. Communicate. Consider the consequences. Communicate some more. Allow enough time to communicate. Over communicate.  Offer employees an opportunity to resolve the issue on their own. “Amnesty” programs are popular; companies urge employees to come forward voluntarily, without consequences, if they’re covering people they shouldn’t. “It’s basically a get-out-of-jail-free card,” explains Brennan Clipp, senior vice-president for sales and marketing for HRAdvance, which conducts audits, including one for The McGraw-Hill Companies (MHP ), parent of BusinessWeek.

 

More than likely 50% or more of your medical claims are derived from dependents on your plan. Identifying the folks that shouldn’t be on your plan and removing them before they incur any claims could have a direct impact to your bottom line. It may require a lot of work and attention to details…You may even need a few pink M&M’s and a case of Voss to get you through it, but the impact this “DEVA” has on your employee benefits program might just bring a standing ovation from your employees that play by the eligibility rules.

RESOLUTION REVOLUTION

Resolution Revolution

With 2012 a few weeks away, many people have already started mulling over what their resolution for the New Year will be. No matter what the resolutions may be, whether it’s trying to “kick the habit”, eat better, exercise, or lose weight; they almost always seem to be health related. Even resolutions such as spending more time with family and friends, or meditating daily, have health benefits.

As an employer, this is a great time of year to kick off programs that will boost morale in the New Year without breaking the bank. Make 2012 the year to start  a Resolution Revolution at your company. Help employees help themselves and stay committed by introducing these initiatives.

• Move More – Establish a lunchtime walking group. Kick it off with a scavenger hunt around your building. Give a list of 10 items each team must find. Capture the “finds” on their camera’s smart phone. Ask your broker or carrier for prizes to give away to the top team.
• Eating Well – Consider revising your company food policy. Pizza is ok for group lunches, just order a salad to go with it. Ask vendors to bring healthy options in lieu of cookies, donuts and the like. Remember, people will eat what is put in front of them!
• Manage Stress – Ask local massage therapists to offer discounts to your employees. Designate a place for employees to share magazines and books. Have employees submit questions to management and share the answers at a monthly brown-bag lunch. Establish the “20-20-20 rule”: Every 20 minutes, focus on something 20 feet away, for 20 seconds. (Thanks Kevin for the suggestion!)
  
• Control Avoid Respond Educate – Show employees you CARE about them. Provide them with resources to Control their chronic conditions. Establish safety policies to Avoid injuries. Respond quickly to employee concerns. Open communication will minimize the stresses brought on by the “rumor mills”. Educate employees on the resources available to help them become tobacco free.

Finally, celebrate successes. Recognizing accomplishments publically will create enthusiasm and motivate others to become involved. Who doesn’t like an Atta-boy or Atta-girl once in a while? Take it a step further and send a letter to their loved ones recognizing their successes.

Share our successes with me! I’d be thrilled to be your personal cheerleaderJ

Happy Holidays and best wishes in the New Year!

~Melissa Robinson

mrobinson@oswaldcompanies.com

ARE YOU HAVING “THE TALK” – EDUCATING EMPLOYEES ABOUT MEDICARE?

Are You Having “the Talk” – Educating Employees about Medicare?
Melissa Robinson, MBA, SPHR
Follow me on Twitter @FLInsuranceGal

According to U.S. Bureau of Labor Statistics, just this past decade, the number of Americans working past age 65 climbed 52 percent. More companies are taking steps to coordinate their health care coverage options for employees who are eligible for Medicare. This is important to recognize because these are your employees, and quite possibly their spouses, that are enrolled on your medical plan.

Employers tend to overlook the importance of this topic until (A) they discover a large claimant, usually a dependent, on their plan that is Medicare eligible. At which time, you cannot force an employee off of your plan, or (B) they are implementing a full-conversion Health Savings Account (HSA) and discover that once an individual turns 65, they can no longer contribute to an HSA.

Why not take a proactive approach? Consider hosting a session about Medicare once a year during your open enrollment period. Open it up to any individuals wanting to learn more about the program. Often times you’ll have a mixed audience including those that are approaching age 65 as well as spouses or children that may be helping their parents with their decisions on what to elect. In today’s economy especially, the contributions employees are asked to pay for their coverage, may be more than if an employee elected Medicare and a supplement plan for either them and/or their dependent spouse.

The details of Medicare can be complicated to understand. Use a professional with expertise on products in the Medicare Market to conduct this session for your folks.

IS YOUR SECURITY PLAN IN PLACE FOR THE HOLIDAYS?

Is Your Security Plan In Place For The Holidays?
By: Chip Storm

It’s that time of year again – Thanksgiving this week, Christmas next month, and we’re closing out 2011 on New Years Eve.  While your business may be closed and employees taking a few days off, the crooks will be working full-time to target great opportunities for their own gain at your expense.

Cargo theft increased by 4% in 2010, reflecting an average of 75 cargo theft incidents per month.  This is the most ever recorded; equivalent to one theft every 9.7 hours.  A new trend is for criminals to steal several pieces of equipment during one incident because they know the payoff will be greater and the risk of being caught is the same whether they steal one rig or five rigs

Remember, “Freight at rest is freight at risk!”

Below are some recommendations to consider.

General:

• Review security procedures with affected employees and remind them of the importance of “sticking to the plan.”
• Review your alarm response procedures in case your alarm system is activated.  Have your communicated your policy to local law enforcement?  Do employees know their roles?
• ESPECIALLY during the holidays, the crooks want you and law enforcement to be lazy and not follow typical protocol following alarm activation.  If you have had any recent alarms, they might have been a “test” to see what response, if any, there is after activation.  Get any concerns fixed now before the holiday weekend.

When Staging Equipment:

• Stage loads at secure company yards whenever possible, but ensure that secure lots used are truly secure and offer services that will prevent theft or unauthorized access.  An extra secure compound should be provided for cargo of high value or cargo that is attractive to thieves (for example, the compound should have a chain link fence of 9-gauge material at least 8 feet high and topped with barbed wire and it should be properly anchored).
• Employ the use of Security Patrols in lots where cargo might be staged for transport.
• Keep loaded trailers married to tractors and secure tractors with devices like air cuff locks, kill switches, king pin locks, and landing gear locks.
• Use high security locks on trailer doors to prevent break in thefts, and consider installing a sensor to alarm the driver when the trailer door is breached (available here http://www.traklok.com).  Traklok provides real physical security and global visibility for highly mobile cargo and containers.  To protect against container tampering, TrakLok has developed an intermodal and international container locking solution and integrated several wireless technologies to track containers globally.
• Consider using theft prevention devices to disable fuel, hydraulic, or electrical systems.

 

When On the Road:

• Close truck doors before pulling out into open view in the lot so that surveillance efforts cannot see what has been loaded on to departing trucks.
• If you do have deliveries scheduled during the holiday weekend, especially if you transport high-value commodities, be sure drivers do not stop from time of departure for at least 200 miles – this is called the “Red Zone;” the distance wherein the driver does not stop after pick-up.)  Drivers should be rested, fueled and all personal needs taken care of so the red zone can be effectively implemented.  NOTE: §392.9 requires a stop for cargo inspection within the first 50 miles and every 150 miles or three hours thereafter if hauling anything other than a sealed load.
• Encourage open internal communications and the reporting of any “out of norm” occurrences.
• Drivers should remain vigilant and maintain communication with their dispatch during extended stops at high risk areas such as truck stops and rest areas.
• Drivers and warehouse workers should not discuss any details regarding loads with anyone; specifically drop locations, routes and contents, if known.
• Consider a no drop policy keeping the trailer married to the tractor so that the tractor and trailer can be secured.

 

Additional Security:

• For High Value / High Target Loads consider employing the use of covert tracking devices which will enable geo fencing during stops and tracking in the event of a theft.  Employ theft prevention devices to disable fuel, hydraulic, and/or electrical systems.
• Shippers that utilize covert tracking systems should geo-fence and route fence staged loads.
• Consider installing AGPS (Assisted GPS) trackers in loads or in trailers where possible (available here http://www.lojacksci.com ).
• Remove keys from forklifts in warehouses and restrict access to the keys.
• Be sure lighting is well maintained and functional so that the facility and lots are well lit.

Remember, your preparation and vigilance helps us in the battle against cargo and equipment theft; a tremendous expense to us all.  

Be safe during Thanksgiving, Christmas, and New Years Eve holiday weekends!

PREPARE FOR THE END?

Prepare for the End?
Chip Storm

 

I was at a stop light the other day and a guy was standing on the corner with a sign bellowing “Prepare for the end” and it got me thinking about work.  With only a month left in the 2011 Hurricane season, we can take a collective deep breath nothing catastrophic has occurred.  One thing we should not do is become complacent.  Since the storms in 2004 and 2005 I have seen complacent behavior with businesses’ in respect to disaster planning and mitigation.  The best time to prepare and plan for a property loss is before it occurs.

 

Total property losses are rare, in fact, most property losses are partial losses to a structure.  Fire and water damage losses are by far the most prevalent.  Many losses occur due to a neighbor having a property loss and your property becomes impaired due to their loss.  The other factor coming into play is Murphy’s Law.  Most property losses occur in the evening or on the weekend.  Here are a few ways to become prepared:

 

• Develop a business continuity plan and put it in writing. It is important to identify the key elements of keeping your business functioning.  Some key items are alternative work sites/facilities, alternative vendors, key employee contacts and clients.  Also, it is important to develop a timeline of what to do and when immediately after a loss.
• Prescreen property restoration companies.  Establish a relationship with a firm who can respond immediately to a loss.  This way they will be familiar with your company and the property.  Once a loss occurs your recovery team will know who to call no matter what hour the loss occurs.
• Employee contacts.  Develop a call tree so employees can stay informed and safe.
• Update and drill.  It is important to update the plan periodically to maintain the credibility of the information.  Also perform an informal drill so all team members know what to do in the event of a fire, hurricane or other type of loss.  The plan is no good if no one knows what to do.

 

Business continuity and disaster planning are often a neglected part of an organization’s risk management program.  I hope the tips above have given you some ideas for developing your own plan.  If you would like a template, please contact me at cstorm@oswaldcompanies.com

 

 

THE BENEFITS OF RETENTION

The Benefits of Retention
Melissa Robinson, MBA, SPHR
Follow me on Twitter @FLInsuranceGal

Workers are poised for a mass exodus next year, according to a poll of more than 1,400 workers in North America by Right Management. The exact percentage is 84%, up from 60% in the previous year. If you are a business leader – you need to take note of this finding.

Can you really afford to lose employees? One? Two? Maybe. But what would a mass exodus cost you in terms of production, morale, and most of all – your reputation with your customers and competitors.

People will leave for any number of reasons but what if you took the stance and communicated that the grass is greener on your side? Ask your employees what they want. Conduct exit interviews if they leave.

The last few years have been hard for many employers. They have to do more with less. Take a different spin. Offer more for less. Would it hurt to add voluntary benefits? It makes the benefits package you offer look more robust and employees get the advantage of group rates.

Below is a list of benefits that won’t cost you little to nothing but can be a BIG deal for some of your employees. You may offer some, or even all of these benefits. Tell us what we missed.

–        Access to company season tickets

–        Birthday off with pay

–        Credit union access

–        Critical illness

–        Dental insurance

–        Designated casual days

–        Direct deposit

–        Discounted memberships to wholesale clubs (i.e. Costco)

–        Discounted entertainment tickets (movies, theme parks)

–        Discounts of products/services of your customers and/or vendors

–        Discounts on your products or services

–        Home/auto insurance (group discount)

–        Life insurance

–        Opportunity to purchase used computers when you upgrade

–        Pet insurance

–        Recognize milestones (birthdays, anniversaries, weddings, births)

–        Short term disability

–        Long term disability

–        Supplemental life

–        Vision insurance

Survey Finds Sharp Rise in Employee Discontent                                                             Right Management

WHAT IS CYBER LIABILITY INSURANCE?

What is Cyber Liability Insurance?

Cyber Liability has been a very trendy buzz word over the past few months. Insurance companies have traditionally been slow to recognize new exposures and Cyber Liability is no exception. There is good news to report; many carriers have entered the market offering robust coverage for Cyber Liability. But first what is Cyber Liability and who needs it?

All businesses today have a need for some type of Cyber Liability insurance. Cyber Liability insurance covers the following areas:

• Security – failure of network security.
• Privacy – failure to protect confidential information.
• Media – loss arising from display of material online.
• Intellectual Property – infringement of copyrights, patents, trademarks and other protected works.
• Errors & Omissions – loss resulting from computer systems and professional services provided to clients.

Cyber Liability traditionally addresses the first- and third-party risks associated with e-business, the Internet, networks and informational assets. This has recently expanded to include many employment related losses born out of the use of social media and social networking sites.

Traditionally losses have been focused on typical first and third party areas below:

• Denial of service hacking
• User posts libelous material on a bulletin board
• Webmaster uses another site’s content in site development
• Theft of client’s credit card numbers
• Privacy breach resulting in loss or release of medical, financial (credit cards) and social security information
• Another party’s unauthorized use of on-line content
• Introduction of a virus into a client’s system
• Inadvertent release of client’s confidential information
• Theft of product designs
• Extortion
• Web site design that does not function correctly
• Employee makes derogatory comments about a competitor (social media)

With the advent or explosion of social media new types of exposures are being uncovered. These are in the employment area or employee cyber privacy claims. Here are some recent examples:

• Employer makes employment decisions from social networking site.
• Employer access employee’s private email and text messages.
• Email or social networking harassment claims.
• Employer terminates employee(s) over social networking posts.

By far the most common loss is by privacy or data breach. According to the “2011 Verizon Data Breach Investigations Report” there were 760 reported breached in 2010 up from only 141 in 2009. Another fact from the report indicates Cyber criminals are targeting small businesses with 11 to100 employees due to their lack of security expertise.

The main sources of these breaches are lost/stolen lap tops (35%) and system failures (33%). Most companies feel the largest exposure comes from a suit or civil action from the affected or third party. By far the largest exposures come from regulatory fines and the costs associated with breach notification and credit monitoring expenses. The costs for notification and credit monitoring vary based on industry. The current average cost is around $200 per account or record. I came across a site that has a breach cost calculator(http://www.tech-404.com/calculator.html) I encourage people to use it to demonstrate the costs associated with a data branch.  

Another area not really discussed is the laws associated with breach notification. All 50 states have some type of breach notification requirement. Some require notification in three days others five or seven. The difficulty is determining what the standard is and staying compliant in the event of a breach. The Obama Administration has discussed setting a Federal standard on breach notification time frames. This would provide clarity and save time and expense in the event of a breach. The engagement of PR firms, Law firms and IT firms is the real hidden expense associated with a breach.

What should I do?

These losses are not covered by the traditional CGL, EPL, D&O or property policy. A Cyber Liability policy is needed to adequately address the exposures. Most policies are comprised of six separate insuring agreements

1. Technology Security Liability

2. Privacy Liability

3. Private Information Breach

4. Web and Media Liability

5. Extortion

6. Data Restoration

These policies can be tailored to the individual needs of the insured. But a policy is the last line of defense. Companies need to be proactive. Companies should be prepared with encryption software, vulnerability assessments and written breach response and identity theft prevention programs. These can be easily obtained and affordable through IT firms. These are the front lines of defense and having these precautions in place does affect the insurance pricing.

THE WHITE PICKET FENCE TEST

The White Picket Fence Test

Melissa Robinson, SPHR, MBA
Group Benefits – The Oswald Companies

 

The cost of offering employee benefits is typically the second highest expense of a company, a close second to payroll. Companies invest a lot of time and resources at renewal time choosing and negotiating the best employee benefits money can buy. Other companies are willing to sacrifice savings by looking at alternative plan designs or adding contribution incentives as their employees “are used to not paying too much” or “having a low deductible and Rx card”.

 

Companies offer employee benefits for a number of reasons. Employees, for one, have come to expect that if they are working full time, the employer will provide some sort of employee benefits.  Offering employee benefits is one thing. Having your employees appreciate the level of benefits and the costs associated with them is another.

 

Here are two examples:

 

• Up and coming advertising agency with a significant amount of recent college grads. Employees are very tech savvy. Motto is “work hard, play harder”. The company struggled with attracting key talent. They offered a small deductible plan and employee contributions were minimal. Yet, they still couldn’t attract the talent. After talking with their employees, and potential new recruits, specifically about their employee benefits package, they discovered their workforce were not “users” of the benefits and didn’t perceive the small deductible as a reason to go to work there or stay because of the benefits. They enhanced the benefits by offering a Health Savings Account (HSA) and used the savings to contribute dollars to begin funding the HSA.

 

• Mid-sized manufacturing company that has downsized the workforce and cut expenses due to the economy. Employees average $9.00/hour. Company offers one medical plan with a $250.00 deductible. Any increase at the renewal is passed on to the employees. Discussing the situation with employees proved beneficial. They found out that while employees liked the small deductible, they couldn’t afford any additional dollars out of their paychecks. The company made the decision to continue to offer the smaller deductible and added a higher deductible plan so employees had a choice.

 

Have you ever done the “white picket fence test”? It’s really not that hard, but the results can be very enlightening. The test is simple. Simply ask your employees what they tell their neighbors and families about their benefits. You may learn that their buddy only pays $40 a month for his insurance, but insurance with your company costs $140 a month. Another employee might say that your deductible is too high. It all comes down to perception being reality.

 

Next comes your test. What do you want your benefits to say about your company? Do you want to offer a single plan with a low deductible because you are a paternalistic company and you want to “take care” of your employees? Perhaps, you have a young workforce and offering a high deductible plan is more attractive to your employees.

 

Employee benefits are important when attracting and retaining employees. Conducting this test may give you insight to what your employees are saying about your employee benefits when talking with their friends and neighbors. It is up to you and your broker to comprise a message of why you offer the benefits that you do at the cost your employees contribute. These are called “benefits” for a reason. Don’t miss the mark on using these as an opportunity for your employees to appreciate what they receive by being an employee of your company.