The way people are choosing to work, and therefore the types of workers companies hire, are quickly changing. Today, many organization's employ a diverse workforce including full-time workers, part-time and/or contingent, and on-demand workers. By 2020, almost half of the U.S. population will work in an independent or contingent manner. This creates both challenges and opportunities for employers, specifically when considering inclusive benefits. Traditional benefits packages do not address the needs of the full workforce – until now. We will discuss the changing workforce, the impacts on employers, suggested solutions and changing legislation. This session will help you:
- Gain insight into the new workforce and potential impact on your organization.
- Learn how to position your organization as an employer of choice in the new workforce.
- Discover proven and innovative models that achieve inclusive benefit distribution for the full workforce.
To remain competitive, organizations need to look beyond the status quo to attract, retain, motivate, and challenge employees. You can do this through developing your own playing field, reassessing your role of promoting and insuring the health of employees, and by providing base pay, incentives, retirement, PTO, etc. Flexibility in benefits, the pros/cons, and the impact on employers and employees for a generational workforce that is comprised of diversity never seen is needed to meet the needs of the varying generations. This session will provide you with:
- An overview of how you can create a competitive advantage through using this approach while continuing to create your own level playing field using a total compensation approach.
- Information designed to invoke alternate processes of employer offered benefits.
- An additional understanding of how to align various generational views of benefits while creating total compensation offerings that will help to attract, retain, motivate, and challenge employees.
- Case studies that will identify both plan design scenarios and bottom-line costs, as well as what HR and business issues will arise and how to address them.
- Pros and cons to both employers and employees of a developed total compensation program and key elements for education and communication.
Prescription opioid abuse among employees costs organizations billions of dollars each year, yet it is often challenging to identify the issue or know how to effectively work with employees to address the problem. Employees misusing prescription opioids are at a higher risk of workplace accidents and contribute to reduced productivity. This session will show you how to identify potential prescription misuse among employees, as well as strategies to guide employees toward resources to manage both the emotional and physical impact. Following this session, you will be able to:
- Identify indicators of potential prescription misuse among employees.
- Implement best practices to create a safe and healthy work environment for all employees.
- Understand strategies to support employees and guide them to appropriate resources for further help.
- Incorporate effective training and communication strategies into existing programs to address potential prescription opioid misuse issues.
Today, a bachelor’s or advanced degree is the price of admission for employment; however, the skyrocketing cost of education is putting that education out of reach. Seven out of 10 young professionals enter the workforce with student loan debt, causing them to delay their first home purchase and 401(k) contributions. Meanwhile, 73% of parents with children under 18 worry about funding their children’s education costs and breaking the cycle of student loan debt. Increasingly, employers are turning to student loan and college savings benefits to bring financial wellness to employees as a way of differentiating themselves. This session will discuss how innovative employers like Andersen Tax and 3Q Digital are recruiting and retaining talent by addressing their employees’ most pressing financial needs. You will learn:
- How employers are using student loan and college savings benefits to bolster their employee recruiting and retention strategies.
- How to develop a benefits program that is right for you.
- How these benefits can provide ROI to the employer.
Total compensation and benefits is the highest cost item on the cash flow statement, yet modern organizations are struggling to leverage that investment into engagement. We have very complicated benefits and total rewards programs, young employees with very short attention spans, and very high pressures. This session will outline the scary HR issues on the horizon, what our compensation and benefits strategies should be, and then share ways to fix it with updated communication methods. Most importantly, we will discuss several proven methods for reaching the Millennials, and the newest generation that is just emerging in our work lives. This session will provide you with:
- A strategic understanding of multiple the issues on the horizon.
- An understanding of what a modern organization's compensation and benefits strategies should look like.
- Information on what audiences must be reached, and the challenges of the environment the target audience works and lives in.
- Strategies to address the challenges with advanced communication methods.
- Survey data from several organizational strategy resources, advanced communication methods from the surprising world of marketing and sales, and advanced metrics to measure success (or failure) with.
For years, you have blasted the message about the need to improve employee wellbeing and reduce health care costs. And while you understand you must provide employee wellness programs, so far, those have had limited success. So where do you go next? This session will explore how AutoZone, a leader in employee health and wellness, refueled its wellness programs with a single HR benefits platform that puts employees in the driver's seat of their own health. This session will show you:
• How to prepare leadership, benefits managers and wellness coordinators for the future of health care and how you can develop a long-term plan to create a culture of health and wellbeing to lower health care costs, boost productivity and increase employee satisfaction.
• Ways wellness programs can facilitate a holistic, complete view of employees and how to involve employees and their families in the employer's health efforts to build a winning workplace culture.
• What tools empower midlevel managers to be active promoters of a company's wellness and employee health and how senior leadership and line managers can be engaged to achieve the desired transformation and results.
• What technology you can use to create a healthy, more productive work environment and how utilizing a single benefits app to aggregate HR tools into one location is necessary to achieve majority employee participation.
• How to meet millennials where they engage and work – on their smart phone – to attract and retain the talent you need.
It's time for an open dialogue about depression and mental illness in the workplace. An estimated 1 in 5 adult Americans suffer from a diagnosable mental health disorder. The number one cause of adult disability worldwide is psychiatric disease. The decrease in productivity, increased errors, absenteeism, presenteeism, short/long term disability cause staggering financial losses to corporate America. This session will address the pervasive stigma that prevents employees from admitting they are suffering from a mental illness. You will learn:
- How to identify the signs and symptoms of depression in the workplace.
- The difference you can make in altering the impact of depression and incorporate strategies to address employee depression.
- How to establish the need for employee self-awareness and educational programs as part of a company-wide strategy.
In a recent SHRM study, 70% of HR professionals indicated personal financial problems impact employee performance. But most wellness offerings focus only on 401k participation. Those that provide avenues to educate and deal holistically with financial challenges provide better long-term outcomes. Whether you are for profit or non-profit, large or small, this session will show you a path to implementing real financial wellness at work. This session will help you:
- Identify and overcome the root causes of lackluster 401k participation by examining holistic financial education and wellness options and how they impact employee satisfaction, performance, and engagement.
- Attract and retain Millennials through holistic financial wellness that addresses student loans, including discussion of innovative employer offerings, pros and cons of student loan benefits, and how non-profits can leverage student loan repayment forgiveness as a recruiting and retention tool.
- Identify outcome-based program components, examine make-vs-buy tradeoffs, and discuss a checklist that you can take back and implement immediately.
We know what it takes to build a fully integrated wellness-based benefits program that works, but few organizations take the steps to make it work or only take some steps and wonder why it doesn't work. This session will walk you through the steps one mid-size company took to go from a traditional benefits program with annual double-digit increases to a total culture of wellness that saved the company over $1M in the first year alone. You will learn:
- How to assess company culture for readiness to take on a comprehensive wellness approach by including employees as partners in working towards controlling healthcare costs.
- What resources are available and should be included in the transformation from “traditional” to “strategic” benefits management.
- The step-by-step process to consider the move to self-insurance and the tools available to meet your financial goals.
- The systems, programs, momentum and communication strategies created to include both employees and spouses in the movement towards better health.
- Metrics used to measure, evaluate, decide and communicate the right blend of offerings to meet the needs of all your employees.
As the cost of health care continues to rise, you are in a position to directly impact the health of your employees by offering unique health benefits to help attract and retain talent, reduce costs, and create healthier, happier and more productive employees. This session will demonstrate how a comprehensive employee health and well-being strategy—on-site care services, health navigation, coaching and wellness programming—can improve workforce health. You will learn how the Unified Government developed their strategy, implemented an on-site health center, engaged their employees, and the results they are experiencing. At the end of this session you will learn:
- How to identify an effective health and well-being strategy tailored to your workforce needs.
- Key components of a comprehensive program to enable clinical, financial and experiential results.
- How to leverage data to identify the health risks of your employee population.
- Strategies for managing your highest cost conditions such as obesity, hypertension and hyperlipidemia.
- How to engage members to participate in your program through marketing, incentives and more.
- The personal impact of on-site health and wellness offerings shared via testimonials.
The Affordable Care Act, and it's associated employer mandate, brought a renewed focus on benefit plan compliance requirements. It wasn't just that the health insurance package had to meet certain guidelines – you suddenly had to comply with a complex web of regulations that required a new, more holistic approach to managing benefit offerings. We'll examine the lessons learned, and discuss how to build a robust, compliant benefit management plan that can adapt to changes in the future. This session will help you:
- Learn about the web of regulatory requirements that apply to employee health benefit plans as a result of the government's reform efforts.
- Understand how both HR and Benefits compliance need to be addressed as a single effort, not in silos as is traditional in most companies.
- Gain knowledge in how to build a holistic, compliant employee benefit management plan that addresses these compliance requirements.
Each year SHRM conducts a large-scale survey to examine trends in the strategic use of benefits. This survey is used to investigate how organizations are making use of their benefits to enhance their talent management strategies and the lives of their employees. In this presentation, data collected from the survey will be used as a launch pad for describing how you can make better use of competitive practices and findings from behavioral science to make your benefits programs more strategic and impactful. This session will cover:
- The most prevalent trends in benefits.
- How your organization can optimize your benefits program.
As personalized employee benefits gain importance in attracting/retaining talent, how can you communicate plans while managing employee satisfaction? Learn how American Eagle partnered with Benefitfocus to design affordable, personalized benefits plans and effectively communicated options to their 44,000+ employee base, resulting in 350% increase in HDHP selection in the latest enrollment. The session will also reveal how American Eagle adopted mobile technology to communicate plan options and achieved 69% open enrollment participation via mobile app. This session will show you how to:
- Design and implement mobile open enrollment strategy for a large and dispersed workforce; support business objectives and mirror culture without compromising employee satisfaction.
- Leverage and apply technology to design and offer cost-effective, personalized coverage options for a diverse workforce; utilize analytics tools to understand utilization, predict future outcomes and control costs.
- Provide tools, resources and education to help employees efficiently shop for, enroll in, manage and exchange health care plans and benefits as well as guide employees to the combination of benefits that best protects their health and financial wellness.
Organizations everywhere are wrestling with the major cost issue of containing fixed base salary expenses, in addition to designing compensation reward programs that more directly align employee goal accomplishments with their pay. This session will use a real-world case study organization to demonstrate a proven eight-step approach to help ensure the successful design and implementation of variable pay programs: from assessing organizational culture all the way through to determining specific lump-sum schedules and payouts. This methodology can be adapted to any organization...so come with your questions, and learn the premier approach for rewarding employees! This session will review:
- The reasons and justifications of why many organizations are evolving to comprehensive variable pay programs to help contain fixed expenses, to better recognize superior employee performance, and to truly align overall goal accomplishments with compensation rewards.
- A practical, hands-on template (based on the eight-step methodology) that you can use as a road map and guiding principles for developing variable pay programs within your organization.
The statistics are clear: caregiving monumentally affects the workplace and the physical, mental, and financial well-being of employees. There is a growing need to support this overly stressed demographic of the workforce, and statistics show us it is not just limited to Generation X and baby boomers, but also Millennials. We will review the physical, mental, and financial impacts of employee caregiving, and will identify ways that you and the leaders of your company can empower and provide support for employee caregivers. This session will:
- Identify current trends and statistics of employee caregiving across generations.
- Discuss how innovative tools can improve the physical, mental, and financial aspects of employees well-being.
- Explore a caregiver risk assessment and how you can utilize this tool to understand the well-being of your employees.
The inconvenient truth about employee wellness programs is they often look great on paper but fall short in terms of what really matters: engagement, impact and ease of implementation. Through the integration of a few key components, you can create the ROI and engagement you're seeking without sending your own work schedule off the rails. This session will provide the tools and resources you need for a successful program. Following this session, you will be able to:
- Understand key concepts to build employee engagement.
- Tie engagement to key organizational outcomes.
- Identify specific ways in which the individual and organizational efforts can work smoothly in tandem.
This session will review the advantages of High Deductible Health Plans (HDHP) and Health Savings Accounts (HSA). We will discuss the role HSA plays in controlling and reducing health care costs as well as the corporate benefit of employee engagement in health care spending decisions. We will also review the rules and the options available to employees using HSA plans. We will cover the investments offered in HSA accounts and the fiduciary implications of investing in the HSA. This session will review:
- How HDHPs and HSAs work.
- How using HDHPs and HSAs can save your employees and your company money while providing better outcomes for both.
- The role HSAs play in getting employees ready to retire and how to best use health savings accounts and retirement plans.
- Who is the HDHP and HSA right for? Why health and retirement benefits need to be communicated together.
Financial insecurity is a national problem affecting workers across the country. This insecurity affects you as individual worker performance and morale suffer in turn. Young, lower-income workers, are especially vulnerable and need support to develop their finances. This session will discuss the connection between financial insecurity and the workplace, the financial issues young, lower-income workers grapple with, and strategies you can consider to help this developing worker group. In this session, you will:
- Learn what financial issues young, low- and moderate-income (LMI) workers are grappling with today.
- Explore ways you can support the financial wellness of your young, LMI employees.
- Identify where to learn more about workplace-based financial wellness services.