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Monthly Archives

June 2017

Five Health Care Options for Small Businesses

By Life and Health

Some large companies offer great perks like paid gym memberships, flexible scheduling or company stock. You may not receive these perks as a small business employee, but you could be eligible for valuable health insurance. As many as 54 percent of small business owners choose not to offer health insurance because of the cost, though. Share information with your employer about five health care options for small businesses that help you get the insurance coverage you need.

    1. Private Small Group Plan

      Some insurance companies offer private small group insurance plans. The insurance company assesses the small business’s employees to determine risk, and then they create a plan that outlines the benefits they’ll offer and the premium cost per employee. This option gives small businesses greater opportunities to shop around as they find the best coverage and rates for their employees.

    1. SHOP Marketplace

      Small businesses with fewer than 50 employees may purchase insurance through the SHOP Marketplace. It’s operated by public federal or state exchanges although some states offer limited SHOP Marketplace options. Registered SHOP Marketplace brokers assist business owners in selecting and setting up the right plan for them. Small businesses receive tax credit for enrolling, but they are required to meet requirements, including premium contributions or enrollment percentages.

    1. Private Exchange

      A small business can contribute a set amount to each employee who purchases insurance through a private exchange. Employees may choose from several plan options. A broker works with employees to help them find and select the right coverage for their needs.

    1. Co-operative

      Co-operatives are a traditional way for small businesses to offer health insurance to their employees. Several businesses can work together to negotiate rates and benefits while lowering administrative and management costs. Employee participation is optional. Because each co-op is structured differently, some may offer better rates than other health care options for small businesses.

    1. Individual Health Insurance

      Small businesses may choose not to offer health insurance. In this case, choose the insurance you want when you buy individual health insurance. Talk to a broker or purchase a policy through the Marketplace, and select the insurance company, coverage and deductible you want. Some employers will give employees a defined contribution allowance that reimburses a portion of the premium cost. They choose how much to contribute as long as it’s within federal limits.

As a small business employee, your employer may not offer the health insurance you need. Share these health care options for small businesses and ask your employer to choose an option that fits your needs.  If you do already receive health insurance, compare other options to ensure you’re getting best rate and the right coverage.

Eight Best HR Resources

By Employment Resources

Human Resources is the company department responsible for employee matters. HR department employees handle recruiting, benefits and discipline issues and ensure the company grows and remains viable for years into the future. It’s a big job, so HR department employees need eight best HR resources to stay on top of trends, get advice and find the support they need.

    1. Evil HR LadyStarted by Suzanne Lucas, a 10-year HR veteran for a Fortune 500 corporation, Evil HR Lady takes the mystery out of human resources. Learn the truth about your job, find answers to your questions and access a variety of HR blogs and resources listed on this valuable website.

 

    1. HR.comAccess one of the largest online HR communities at HR.com. In addition to contributing your own blog posts with tips, advice and other HR content, you can find these resources.

Best Practices
Current Articles
Events
News
Templates
Webcasts
White Papers

 

    1. HR Job BoardsHR professionals find employment opportunities on a variety of job boards, including CareerBuilder or Monster. These general job boards are beneficial, but it also pays to consider HR-specific job boards such as HR.com Job Board, HR Crossing and SHRM’s HR Jobs. They help you track employment trends, learn current hiring practices and discover unique interview tips. While you can check out CareerBuilder or Monster, consider these HR-specific job boards, too.
    1. HR MagazineLearn from one of the most respected HR magazines in the industry when you subscribe to HR Magazine. Get helpful advice, professional tips and practical resources in your mailbox every month.
    1. Human Resources by EntrepreneurThe Human Resources section of Entrepreneur’s website offers online support for business owners. Topics covered include employee:

Benefits
Compensation
Employment Law
Hiring
Managing
Training

 

    1. LinkedIn GroupsLinkedIn helps professional connect. Join HR groups to expand your network, learn new things and stay updated on trends and news. Linked:HR is the most popular and active group, followed by Human Resources Professionals Worldwide, but there are dozens to choose from.

 

    • The Society for Human Resource Management (SHRM)A worldwide organization, SHRM connects over 250,000 HR professionals in over 140 countries. You can also find local SHRM chapters that help you develop decision-making, leadership, management, public speaking and other professional skills. On the website, find HR educational materials, including:

Conferences
Publications
Templates
Tools

  1. TwitterCheck out the WeFollow directory on Twitter to find hundreds of HR professionals. They share resources, training and advice. You can also add yourself to the directory, tag yourself under Humanresources and start connecting with colleagues.

These eight best HR resources help HR professionals stay updated on industry trends and connect with other HR employees. They also offer helpful advice, support and resources. Use them to better understand what human resources is all about.

Low Cost Accommodations

By Employment Resources

Here’s a list of inexpensive accommodation examples published by the Job Accommodation Network (JAN):

A production worker with mental retardation, who has limited fine motor dexterity, must use tweezers and a magnifying glass to perform the job. The worker had difficulty holding the tweezers.

Solution: Purchase giant tweezers.

Cost: $5.

A teacher with bipolar disorder, who works in a home-based instruction program, experienced reduced concentration, short-term memory loss, and task sequencing problems.

Solution: At one of their weekly meetings, the employee and the supervisor jointly developed a checklist that showed activities for both the week’s work and the following. The company adapted forms so that they would be easy to complete, and developed structured steps so that paper work could be completed at the end of each teaching session. An unintended bonus to the company was the value of the weekly check-off forms in training new staff.

Cost: $0.

A garage mechanic with epilepsy was unable to drive vehicles.

Solution: The employer negotiated with the employee’s union and reached an agreement that any qualified employee, regardless of job held, could drive the vehicles to the mechanic’s work station.

Cost: $0.

An individual with a neck injury, who worked in a lab, had difficulty bending his neck to use the microscope.

Solution: Attach a periscope to the microscope.

Cost: $2,400.

A catalog salesperson with a spinal cord injury had problems using the catalog, due to difficulty with finger dexterity.

Solution: The employer purchased a motorized catalog rack, controlled by a single switch via the mouth stick, and provided an angled computer keyboard stand for better accessibility.

Cost: $1,500.

A field geologist who was deaf and worked alone in remote areas was unable to use two-way radio communication to report his findings.

Solution: The company installed text telephone technology which allowed the geologist to communicate using a cellular telephone.

Cost: $400 plus monthly service fee for the phone.

A saw operator with a learning disability had difficulty measuring to the fraction of an inch.

Solution: The company gave the employee a wallet-sized card that listed the fractions on an enlarged picture of an inch. This allowed the employee to compare the card with the location on the ruler to identify the correct fraction.

Cost: $5.

An accountant with HIV was experiencing sensitivity to fluorescent light, which kept her from seeing her computer screen or written materials clearly.

Solution: The employer lowered the wattage in overhead lights, provided task lighting and a computer screen glare guard.

Cost: $80.

A custodian with poor vision was having difficulty seeing the carpeted area he was vacuuming.

Solution: The company mounted a fluorescent lighting system on his industrial vacuum cleaner.

Cost: $240

Here’s the point: Accommodations don’t have to be expensive. Remember to engage in a true dialogue involving the employee, his or her physician, and any support you might need from the HR That Works hotline, Job Accommodation Network, or your own attorney.

How to Hire the Best Employees

By Employment Resources

Hiring the best employees means your business succeeds. Good hiring practices can also save you up to $50,000, the cost of finding, interviewing, training and equipping an employee. It can be challenging to choose the most qualified candidates, though.  Consider tips that show you how to hire the best employees.

    1. Capability

      In addition to easy jobs, the best employees tackle hard tasks that require effort, creativity and perseverance. Evaluate a potential hire’s willingness to learn, grow and take on additional responsibility as needed.

    1. Character

      In addition to skills, your employees must have a good character. They should be honest, truthful, selfless, a team player and respectful.

    1. Commitment

      Employees do occasionally move on to other jobs and careers, but you don’t want to hire a chronic quitter. Examine a candidate’s resume, job history and references for a pattern of commitment.

    1. Compatibility

      Your business culture is an important part of your success since employees work harder and smarter when they get along with each other. Be sure a potential employee is compatible with your existing employees, supervisors and clients before you hire them.

    1. Compensation

      When an employee receives the compensation they deserve, they feel appreciated and motivated to perform to the best of their ability. It’s always a good idea to double check that an employee candidate is comfortable with the compensation before you send an official job offer.

    1. Competency

      The best employees have the skills needed to do the job they’re assigned. Check education and experiences, too, as you ensure your new hire is competent for the position and duties.

How to Evaluate Potential Employees

During the interview process, an employee can create a persona that gets your attention. You have to comb through their application carefully to ensure you know exactly what kind of employee you’re getting.

First, read the cover letter. It gives you a good idea of the candidate’s passion, past performance and future potential.

Next, get creative during the interview. Applicants can easily rehearse traditional questions and hide their true potential, leaving you without a real look at their capabilities. Creative questions like, “How did your first job prepare you for this position?” can help you see a candidate truthfully and discern how they will act when faced with an unexpected challenge.

Finally, talk to former associates including supervisors, co-workers and subordinates. Discover the truth about how the candidate performed their job, treated others and stepped up to the plate.

To build a better company, you must know how to hire the best employees. Use these tips during your next hiring event to reveal the employees who will best help your company succeed.

How to Pick the Best Health Insurance

By Your Employee Matters

It is very difficult to evaluate what Health insurance plan is the best fit for you if you don’t have a basic knowledge of insurance industry lingo and terminology. An insurance provider can describe the various insurance plans ad nauseam, but unless you understand the technical terms, you are not likely to be any wiser by the end.

The following are some of the most commonly used and important Health insurance terms:

Exclusions: The services that will not be covered under a Health insurance policy. Exclusions vary per provider, but cosmetic surgery, experimental treatments, or home care would be examples of common exclusions.

Co-payment: The fixed out-of-pocket amount that you will pay for each medical service or prescription before the Health insurance provider begins to pay for the service or prescription. This amount will also vary per policy, but usually range from $10 to $50.

Co-insurance: The percentage of the total cost that you will pay for a medical expense. Co-insurance may be in lieu of a co-payment or in addition to it. It also varies per policy, but a common arrangement is 20% patient payment and 80% insurance provider payment.

Deductible: The amount of out-of-pocket money you will pay before any health care expense is paid by the Health insurance provider. The annual deductible can be anywhere from $500 dollars to thousands, depending on what type of insurance plan you choose.

Coverage Limits: The pre-set monetary amount that a Health insurance plan will cover. Once you incur medical expenses past the limit, you will be responsible to pay the entire amount out-of-pocket.

Premium: The monthly payment amount that you pay to your Health insurance provider to continue coverage.

Out-of-Pocket Maximums: The point where your payment obligation ends and the health insurance company pays all future covered medical costs. These maximum out-of-pocket expenses can be applied to a particular benefit section or the all the policy benefits.

How to Determine What Health Insurance Plan Is the Right One

Health insurance coverage should be based on individual need and monetary resources. Cost is obviously a huge consideration, but luckily consumers have a lot of health care plan options. The cost of a health care plan will vary based on the benefits it provides and what insurance company is providing it. Exclusions, coverage limits, deductibles, etc. will all impact the monthly premium amount.

At the same time, a policy is virtually worthless if it fails to cover your expected medical needs; for example, if you expect to become pregnant, but the coverage excludes maternity, it probably will not be a very beneficial plan for you. There might also be certain known medical needs, such as prescription medications, mental health needs, immunizations, home health, therapy, eyeglasses, or preventative care, that you would want to ensure are covered in whatever Health insurance policy you choose. Always understand the benefits a plan offers before signing on the dotted line.

Lastly, you should make sure that the plan is offered by a reputable Health insurance company. It is also beneficial if the company has a professional insurance agent available. The insurance agent can best apprise you of all of your health care coverage options, help you determine what plan best encompasses your financial and medical need, and answer any policy-specific questions you might have.

12 Most Desired Employee Benefits

By Your Employee Matters

Employee benefits can be as important as salary when you choose a job. With a well-rounded benefits package, a company shows that it values its employees as people and is committed to their work/life balance, morale and motivation now and into the future. Surprisingly, some of the most desired benefits are unique, as you’ll see on this list of the 12 most desired employee benefits.

    1. Retirement Plans

      Employees appreciate a company that helps them plan for the future, especially if the company offers matching retirement funds. Access to a financial planner is another bonus.

    1. Health Insurance

      The stability of a group health insurance plan gives employees peace of mind. It’s also often more affordable than an individual policy, making it a valuable asset for many employees.

    1. Dental and Vision Insurance

      Often optional coverage, dental and vision insurance keep employees healthy and happy.

    1. Life Insurance

      With life insurance, employees can make sure their loved ones are provided for in the future. The peace of mind is invaluable.

    1. Flexible Spending Accounts

      Employees use FSA funds to pay for qualified health care or dependent care expenses. This benefit and its financial benefits stretch their paycheck and gives peace of mind.

    1. Paid Leave

      Paid vacation, sick, holiday and personal leave allows employees to take care of themselves and their families. It promotes work/life balance and improves loyalty and production.

    1. Flexible Hours

      When possible, companies can offer flexible hours. This schedule allows employees work when they’re at their peak, take time off to care for personal or family matters, and find better work/life balance.

    1. Telecommuting

      The ability to work from home appeals to many employees. They value the chance to work independently, save money on transportation and take a tax break.

    1. Maternity/Paternity Leave 

      Because the standard maternity leave is only 12 weeks for new moms, employers demonstrate their value for families when they offer expanded maternity and paternity leave. This benefit also improves middle class income potential and encourages more women to enter the workforce

    1. Free Child Care

      Some employers offer free on-site child care. While this benefit is particularly popular with parents, it improves productivity for everyone since it reduces time off and improves project continuity.

    1. Tuition Reimbursement

      By paying for employees to further their education, a company empowers it team and improves its future.

    1. Student Loan Assistance

      College loans can take years to repay. Any assistance is welcome by employees and helps employers attract educated and trained workers.

When asked about the most desired employee benefits, these 12 benefits top the list. They improve employee relations, productivity and motivation and helps companies attract quality employees, so look for them the next time you apply for a new job.

Talking with Coworkers About Your Disability and Accomodations

By Your Employee Matters

The Americans with Disabilities Act (ADA) prohibits employers from telling coworkers anything about an employee’s disability, including the fact that an employee is receiving an accommodation.

However, in some cases, the employee might want to educate coworkers voluntarily about the disability and accommodation, especially if their coworkers are going to notice the accommodation anyway. For example, if an employee with a disability is using a service dog at work, it might be useful to educate coworkers about service dogs.

Or, suppose an employee has severe allergies and needs to avoid inadvertent exposure at work. Here are some general guidelines for employees with disabilities communicating information about their disability and accommodation to their fellow workers:

Keep the conversation work related.

Let coworkers know why you’re telling them about your disability.

Don’t assume that they know anything about your disability; be prepared to provide general information if relevant.

Let coworkers know what you need from them and why you need it.

Explain to them what accommodations you’ll need and how they will help you perform your job.

Be positive and open, but limit the information you provide to the amount that you’re comfortable sharing.

Risks for Remote Employees

By Business Protection Bulletin

Modern technology has made it easier than ever for employees to work from home and still remain connected to their place of employment. Using remote employment has actually become a popular trend over the last ten years, especially since selling to the global market has become such an important factor in a business being competitive. Many businesses have found that they can minimize their expenses and attract international customers with more attractive prices if they decrease their overhead by allowing workers to remotely commute.

Despite the many benefits of using remote employees, there are downsides. Many employers considering this trend wonder how they can ensure workplace safety when the employee’s physical workplace is their own home. Another consideration is the degree of employer liability in remote employment.

Fortunately, OSHA has addressed some of the safety issues surrounding remote employment. According to OSHA guidelines, employers are required to maintain a safe workplace, even for employees working from their own home. OSHA will not require an employer to inspect a remote employee’s home worksite, nor inspect it themselves.

However, OSHA may inspect the worksite of an employee that’s performing an at-home job on behalf of their employer if it possibly involves health or safety hazards and there’s a complaint. A record of all occupational illnesses and injuries must be kept on all at-home workers if an employer is subject to OSHA record keeping requirements. Keeping in mind that OSHA compliance measures shouldn’t involve controlling the home worksite of employees, employers might need to take some additional practical measures to ensure OSHA compliance.

As far as safety compliance goes, the absence of immediate supervision for remote workers is one of the main problems employers face. Experienced, highly-trained, long-term employers are generally the worst offenders when it comes to taking safety risks. This group of employees often become complacent due to the fact they’re so accustomed and comfortable with their job, feel they’re familiar with the job’s hazards, and might have escaped disciplinary action when ignoring safety procedures or taking shortcuts in the past.

One of the best ways that employers can counteract the above dangerous attitude toward safety is by using a holistic approach to safety. Employers should focus and place great importance on each individual employee actively participating in the safety process and taking responsibility for their own safety. Whether at home, on the road, or at a remote jobsite, remote employees need to be ready, willing, and able to take the appropriate actions to protect themselves in any given situation.

Employers will need employee support to make any approach to safety successful, which means that employers must have total employee involvement in the safety process. Involve your remote employees in the process of determining what’s needed to prevent injury to themselves and others during remote location work. Most employers find that the experience and firsthand knowledge of their employees is actually very advantageous in creating safe remote worksites.

Remember, employees that understand the value of safety are more likely to be motivated and willing participants. They’re also more apt to embrace safety behaviors for the longevity of their employment. Employers can reinforce their employee’s positive attitude about safety by having electronic or person-to-person safety counseling in place and ensuring safety managers are encouraging safety participation.

What is U.S. Cybersecurity Emergency Response Team?

By Cyber Security Awareness

Malware, viruses and worms are only a few of the cybersecurity threats that affect your online security, privacy and personal information. Learn what is U.S. Cybersecurity Emergency Response Team (US-CERT), a tool that protects you every day.

History of the U.S. Cybersecurity Emergency Response Team

The US-CERT began in early 2000. The federal government noticed an increase in cyber breaches and began investigating ways to respond to these threats. Congress cooperated and created the Federal Computer Incident Response Center (FedCIRC).

In 2002, Congress transferred FedCIRC duties to the newly created Department of Homeland Security. The FedCIRC was renamed US-CERT in 2003, and its mission also expanded. The organization now coordinated and shared information and provided boundary protection for the government and cybersecurity leaders.

Over time, US-CERT developed into an authoritative source and trusted security partner for the federal government and international organizations. Private industries like banks and businesses use US-CERT resources, too.

What Does the U.S. Cybersecurity Emergency Response Team Do?

The U.S. Cybersecurity Emergency Response Team performs several critical mission activities. They:

  • Analyze data about emerging cyber threats.
  • Collaborate with foreign governments and international entities to improve the U.S.’s cybersecurity position.
  • Detect intruders and prevent cybersecurity attacks for civilian executive branches of the federal government.
  • Develop actionable tips, actions and information for a variety of agencies including international organizations, federal departments, critical infrastructure owners and operators and private industries.
  • Respond to emerging cyber threats and incidents.

How Does US-CERT Handle Potential Threats?

When the US-CERT receives a threat report from any source, including civilians, they act quickly. The team must assess the threat, determine its viability and take steps to stop it.

The department partners with several international and national organizations to ensure security of the infrastructure, systems and assets that are critical to United States security. These partners include federal agencies, international entities, research communities and private sector organizations.

Find Out About US-CERT Threats

Stay updated on potential and founded cybersecurity threats with several resources.

  • Weekly Vulnerability Bulletins – summaries of new vulnerabilities and any available patch information
  • Technical Alerts – information about incidents, vulnerabilities and trends that pose significant risk and the actions taken to minimize information loss or service disruption
  • Current Activity entries – concise descriptions of any issues and associated actions that help consumers and other entities remain safe
  • Tips – details about issues US-CERT’s constituents may find valuable, helpful or interesting
  • NVD – data that manages standards-based vulnerability

What is U.S. Cybersecurity Emergency Response Team? In a nutshell, it’s the organization that keeps you, your bank, businesses and the country safe from computer attacks that threaten our national security and your personal information. You can sleep peacefully at night because US-CERT does their job behind the scenes every day.

Cyber Risk Threats to Utilities and Manufacturers

By Cyber Security Awareness

Thousands of utility companies and manufacturing businesses across the United States rely on computers. Cyber attacks can disrupt service and severely inhibit business, though. Learn more about cyber risk threats to utilities and manufacturers and potential solutions.

Common Cyber Threats  

Almost seven in 10 utility companies around the world has experienced at least one security compromise in the past year. These compromises have disrupted operations and affected confidential information. However, less than 30 percent of companies place security as a priority.

According to the Manufacturers Alliance for Productivity and Innovation (MAPI), four in 10 manufacturing companies experienced a cyber incident this past year. Their losses exceeded $1 million. Additionally, less than 50 percent of manufacturing executives trust that their assets are safe from external threats.

While utility and manufacturing companies each face unique cyber risk threats, potential threats generally fall into several categories.

  • Phishing/pharming
  • Abuse of information technology systems
  • Computer viruses or malware
  • Errors and/or omissions
  • Financial theft
  • Security breaches
  • Vulnerable critical infrastructure
  • Intellectual property theft (primarily manufacturing)
  • Targeted attacks on executives for access to company strategies or financial gain

The Effects of Cyber Risk Threats

The effects of cyber threats on utilities and manufacturing companies are astronomical and affect millions of people.

Imagine the devastation if a utility were infiltrated and held for ransom by hackers or if the customers’ personal data was stolen. Natural gas, water, electric or sewer services could be compromised now and well into the future.

Likewise, manufacturing companies thrive on expensive, cutting-edge technology that assists them in automating production, developing intellectual property and connecting with their supply chains. If that technology is compromised by a cyber threat, the business could come to a standstill.

Protecting Utilities and Manufacturing

Both utility and manufacturing companies are responsible for implementing protective cybersecurity measures. However, implementing those measures can require services to be shut down for a time, and they’re expensive.

Despite the inconvenience and cost, utilities and manufacturers and their customers, clients and supply chain benefit from several detection and prevention measures.

  • Employ a full-time cyber risk monitor.
  • Train and organize the IT and operational technology staff to work together to detect and secure data.
  • Partner with the supply chain, employees and customers to ensure they implement data security precautions.
  • Upgrade equipment regularly.
  • Secure all devices, including mobile devices.
  • Train all employees on cyber security protocols.
  • Plan for a breach and be prepared to recognize and neutralize threats quickly.
  • Be willing to disrupt service temporarily to perform system upgrades and other necessary security measures.

Cyber risk threats to utilities and manufacturers can have devastating effects on the economy and individual lives. Preparing for these threats limits disruption of services and protects utilities and manufacturers.