Since President Trump took office, there has been a lot of conversation about the possible repeal of the Affordable Care Act (ACA). The president’s executive order on January 20, which directed the Secretary of Health and Human Services to lessen the law’s economic burden, sent the dialogue into overdrive.
For HR professionals, there’s no better feeling than coming to the end of Annual Enrollment and knowing your team nailed it. It’s like getting a winning lottery ticket on your birthday – and makes all the hard work worth it!
Annual enrollment is right around the corner. If you’re like me, that statement probably has you a little spooked. Be warned – the content ahead is just as frightening.
As I shared in a previous post, the average American spends 19 minutes or less selecting benefits each year. That’s right – 19 minutes OR LESS! Scared yet?
One reason employees tend to spend so little time on enrollment is because they don’t understand their benefits options. As HR pros, we have the ability to make a difference by educating and supporting our workforce before, during, and especially after enrollment.
To all my fellow benefits pros out there – are you stressed? Trust me, I feel you. Without a doubt, annual enrollment is the busiest time of year for us. There are so many complexities to manage that it can feel like a never-ending uphill battle. But take a deep breath, step away from your mountain of to-dos, and rest assured! We’re here to help with expert tips from a benefits pro who has already conquered the annual beast that is enrollment.
Susan Lowe is the Director of Benefits at Sephora. With 10 years of experience in benefits and compensation, you’ll definitely want to pay attention to her words of wisdom.
It’s fall in America, which means one thing: Football. This time of year, it seems the only thing we like better than all things pumpkin spice is all things pigskin.
For proof, you don’t need to look any further than our devotion to fantasy football. The average fantasy player spends three hours per week managing their team, according to the Fantasy Sports Trade Association. The regular NFL season lasts 17 weeks, which equals an average 50 hours on fantasy football each season.
Today, U.S. families are spending more money than ever on care for their children, paying an average of $18,000 per year. For many families, the expense is a heavy but necessary burden, especially since nearly half of America’s two-parent households report that both parents work full-time.
The dog days of summer are upon us: the sun is out, temperatures are up, and no one wants to be in the office. It’s one of those times of year when employees can start to lose focus and motivation – and companies can start to lose money. Disengaged employees cost U.S. companies an estimated $450 billion to $550 billion a year, so combatting the summer slump is important, but not always easy.
Remember the mobile flip phones that were popular in the early 2000s? Writing a text message on them was such a chore – you typically had to click each key multiple times to get the letters you wanted. Since then, cell phones have been redesigned to not only be smarter, but also more innate to use. The sleek touchscreen keyboards and voice to text functions on today’s cell phones allow us to efficiently communicate in ways flip phones of the past never could.
Breaking up is hard to do. It’s easy to get comfortable and accept the status quo in a relationship, but as the old saying goes, you should never settle for less than you deserve. This advice doesn’t just apply to romantic relationships, though – it’s an important adage to remember when thinking about your benefits partner relationships.
In past blog posts, we’ve talked about how to issue an effective Request for Proposal (RFP) and find the perfect vendor partner for your company. But there’s typically a step that comes before all of that – the break-up.
I’m a benefits administrator and like many of you, I take my job very seriously. Our responsibility is so much more than managing enrollment and working with carriers. We are constantly trying to improve the quality of our employees’ lives by offering as many solutions and as much support as possible. However, due to budget and resource constraints, we aren’t always able to give our employees everything they might need in a standard benefits offering.