Archive for June 29th, 2011

Wellness or Fluff?

Wednesday, June 29th, 2011

Wellness Programs

By: Jim Bode – Wellness Consultant

Over the last decade “wellness” has become a buzz word and many companies have adopted wellness programs. The issue with this is that most programs are not put together correctly and thus have little to no real impact. Developing a successful wellness program is not difficult; however, if an organization omits important steps and loses focus the program will not succeed. Most organizations would admit that they would like to have a wellness program and know that there could be a value for implementing one, but do not know where to start or what to do.

The first thing that an organization must do as it looks at developing a strategy is to simplify and define what wellness is to the organization. Wellness is not about a well-attended health fair or a fancy portal or a biometric screening event. Wellness in its most simple form is about behavior change and behavior cannot be changed in a day or at an event. Organizations need to overhaul their culture and make health and wellness a core component and a yearlong objective.  The issue with this is that behavior change is actually the hardest thing we ask for anyone to do and so companies need to identify their health issues while at the same time look at their employees readiness to change.

I have been a wellness consultant for many years and I often ask organizations why they provide medical benefits. Most answer that it is to attract and retain superior employees. I often follow up with a question about how long they feel that they will be able to offer competitive benefits at the current trend levels. If this concerns your organization, you should think about taking a more proactive approach to protecting this important benefit. My role, and the role of consultants like me, is to help organizations define wellness as Medical Risk Awareness and Reduction.

Programs need to be built on science which starts with creating a baseline that enables organizations to have an understanding of the medical risk they are facing both now and in the future. Without this type of analysis, an organization cannot be strategic while setting clear goals as it relates to controlling and minimizing these risks.

Submitted By:

Jim Bode
Vice President
Hanratty Wellness
763-746-7840 Direct
jimb@hanrattyassoc.com
www.hanrattyassoc.com

Legal Disclaimer: This article is intended for informational purposes only and by no means should replace or substitute other legal documents (governmental or non-governmental) reflecting similar content or advice. If you have any questions concerning your situation or the information provided, please consult with an attorney, CPA or HR Professional.

New Benefits Tab Added to PCS HRAnswerLink

Wednesday, June 29th, 2011

PCS HRAnswerLinkHealth Care Reform has been top of mind within the benefits community and most small business owners are still quite confused with the ramifications of the reform bill.  In response, PCS HRAnswerLink has added a new benefits tab available to all users of the HR Support Center.  The tab provides vital information related to the following seven areas of focus:

  • Health Care Reform
  • Required Benefits
  • Core Benefits
  • Expanded Benefits
  • Leave Administration
  • COBRA
  • HIPAA

Much like the existing Quickguides, these sub-topics feature a handy checklist, a tip section for critical items to take note of, and links to related templates and forms that can be downloaded for use within any company.

About PCS HRAnswerLink

PCS rolled out HRAnswerLink to our entire Client base in July of 2009 via an opt-out campaign over a period of six months.  The core functionality of the site centers on providing up-to-date tools and information related to human resources, employment law compliance and employee relationship issues.

Features include:

  • Essentials like an editable Employee Handbook, Policy Library, Job Description Library, HR Forms, Checklists, Guides, and Letters
  • Federal and State Alerts on new employment law
  • 3 Minute HR Audit
  • Knowledge Base complete with HR Casts, Q&A Database, Articles, News, HR Glossary and HR Advisor Newsletter archive
  • Quick Guides on Hiring, Performance Management and Termination
  • The NEW Benefits Tab mentioned above
  • The ability to customize the employment law alerts and other personalized settings

PCS has also rolled out new package pricing in 2011 which includes PCS HRAnswerLink at no additional fee.  If you’d like to compare your current pricing to the new package pricing, just contact your Client Account Manager, (CAM) and they’ll alert your Sales Representative to provide a no obligation quote.  Dependent upon your current service usage, you may find some savings and have the ability to create additional efficiencies with some of the new service offerings we’ve launched over the past year.

If you’re not sure if you currently have access to PCS HRAnswerLink, please inquire with your CAM, they will be happy to assist you in logging into your existing account, or activating a new account for you.  The cost outside of PCS package pricing is just $8.95 per month.  It’s a great, low cost way to stay on top of the ever-changing human resources and labor law landscape.

Submitted By:

The PCS Service & Sales Teams

Legal Disclaimer: This article is intended for informational purposes only and by no means should replace or substitute other legal documents (governmental or non-governmental) reflecting similar content or advice. If you have any questions concerning your situation or the information provided, please consult with an attorney, CPA or HR Professional.