Transcript Our Core Values - Business Mentors

Human Resource Management
…What does it really mean?
Traditionally Defined As……..
Simplified:
The function dealing with the management of people employed within the organization.
Formal:
The formal structure within an organization responsible for all the decisions, strategies,
factors, principles, operations, practices, functions, activities and methods related to the
management of people.
But that’s not ALL human resource manager’s do these days!
Other Duties
 Depending on the size of the organization,
the person responsible for human resources
issues typically must be able to multi-task:
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Benefits
Workers’ Compensation
Safety
Regulations
Administration
Communication
Today’s Goal
 My goal is to share with you a practical way to address
several of these disciplines.
Benefits
HR
Safety
Regulations &
Compliance
SAFETY
OSHA requires Employers to provide their employees:
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A safe workplace that does not have serious hazards and follow all relevant OSHA safety and health standards.
Employers must find and correct safety and health problems. OSHA further requires employers to try to
eliminate or reduce hazards first by making changes in working conditions rather than just relying on masks,
gloves, ear plugs or other types of personal protective equipment (PPE). Switching to safer chemicals, enclosing
processes to trap harmful fumes, or using ventilation systems to clean the air are examples of effective ways to
get rid of or minimize risks.
Inform employees about hazards through training, labels, alarms, color-coded systems, chemical information
sheets and other methods.
Keep accurate records of work-related injuries and illnesses.
Perform tests in the workplace, such as air sampling required by some OSHA standards.
Provide hearing exams or other medical tests required by OSHA standards.
Post OSHA citations, injury and illness data, and the OSHA poster in the workplace where workers will see
them.
Notify OSHA within 8 hours of a workplace incident in which there is a death or when three or more workers
go to a hospital.
Not discriminate or retaliate against a worker for using their rights under the law.
SAFETY
Safety has a distinct impact on the bottom line. It affects:
1.
2.
3.
Workers’ compensation “Scheduled Credits”
Workers’ compensation “Premium Discounts”
Experience Modification Rate (“EMR”)
SAFETY
 If your claims are high you lose all of your credits and
discounts.
 A rising EMR above “1.0” results in your WC premium
increasing. Instead of receiving credits you now get
debited!
 It takes three (3) years to remove the negative impact
from one bad WC claim or a series of them.
SAFETY
So how do you control your destiny?
 Establish a Safety Program that’s integrated with your Employee Review Process.
You need to:
- Establish a Safety Committee
- Create written safety programs
- Conduct safety training programs
- Review and Remodel your employee review system
- Modify your compensation programs to include safety performance
- Implement a “Return to Work” program
- Meet your local clinic
 Sample Program Outline
SAFETY
 New OSHA Standard Effective 3/21/12:
 Hazard Communication Rule……..
BENEFITS
 Basic Provisions/Requirements
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Employee Retirement Income and Security Act of 1974 (ERISA) sets uniform minimum standards to ensure that
employee benefit plans are established and maintained in a fair and financially sound manner. In addition, employers
have an obligation to provide promised benefits and satisfy ERISA's requirements for managing and administering
private retirement and welfare plans.
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Employee Benefits Security Administration (EBSA), together with the Department of the Treasury’s Internal Revenue
Service (IRS), has the statutory and regulatory authority to ensure that workers receive the promised benefits. EBSA has
principal jurisdiction over Title I of ERISA, which requires persons and entities that manage and control plan funds to:
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Manage plans for the exclusive benefit of participants and beneficiaries;
Carry out their duties in a prudent manner and refrain from conflict of interest transactions expressly prohibited by
law;
Comply with limitations on certain plans' investments in employer securities and properties;
Fund benefits in accordance with the law and plan rules;
Report and disclose information on the operations and financial condition of plans to the government and
participants; and
Provide documents required in the conduct of investigations to ensure compliance with the law.
BENEFITS
 Most popular employer provided benefits:
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Medical
Dental
Basic Life
 Employer’s should consider adding:
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Short-Term Disability
Long-Term Disability
Optional Life
 Wellness
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Screenings
Memberships to gyms
Carrier programs
BENEFITS
 Activities:
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Open Enrollment
- Know you’re the period for your open enrollment
- Communicate any changes in benefit plans
- Provide detailed information regarding Employee Contributions
- Get signatures on applications and waivers
- Validate that all changes were processed correctly
- Finally, confirm that ID cards were delivered
BENEFITS
 Activities:
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Qualified Events:
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Events qualifying employee and dependent(s) for up to 18 months coverage:
- Employee termination of employment
- Employee retired
- Employee was laid off
- Employee's working hours were reduced
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Events qualifying employee and dependent(s) for up to 36 months coverage:
- Employee died
- Employee was divorced or legally separated
- Employee becomes entitled to Medicare
- Dependent child no longer covered by the Companies Health Benefits Plan
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Events entitling qualified beneficia(ies) up to 29 months extended coverage:
- Qualified beneficia(ies) defined as disabled according to Social Security Administration
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Information Summary of Illinois Continuation and Federal COBRA
BENEFITS
 New Law Effective 9/23/12:
 Summary of Benefits and Coverage
 Sample of Rule
 Sample Summary of Benefits
Guardian
Terry Walsh (Central Division Executive Director)
P. 317-815-8172 M. 317-439-1614 F. 317-566-9151
1991 E. 110th Street, Indianapolis, IN 46280
Key Reasons to
Put Guardian
to work for you
MORE OPTIONS | MORE INNOVATION | MORE VALUE
The Guardian Life Insurance Company of America 7 Hanover Square, New York, NY 10004
Stability: The basis of who we are
A Mutual Company with the Demonstrated Ability to
Meet the Long-Term Needs of our Customers
A++
A.M. Best
Rates Guardian:
99
A++
Superior ability to meet ongoing
obligations to policy holders
A+
A
Comdex Score
(composite percentile financial strength ranking)
Standard &
Poor’s
Fitch
Moody’s
AA+
AA+
Aa2
Very Strong
Very Strong
Excellent
Ratings as of January 2012
GUARDIAN (99) Great West (96)
Lincoln (89)
MetLife (95)
Principal (91)
Prudential (89)
Sun Life (78)
Aetna (88)
Assurant (68)
CIGNA (81)
Standard (83)
Hartford (77)
Unum (76)
Comdex ratings in parentheses.
Financial ratings as of January 2012
Let’s get started
From productive discussion emerges productive results
Today, we’ll look at:
 Factors influencing the benefits decision
 Why Guardian is best equipped to deliver
 Our recommendations for a successful employee benefits strategy
Many factors impact the
benefits decision
Given today’s environment, making the right decision is critical
There’s general
confusion around
benefits
Budgets are
shrinking
The economy is
still a challenge
Reform is here
What’s
right your
client?
Productivity &
wellness are more
important than ever
Employee benefits
is key to retaining
top talent
Resources &
time are limited
5
Cost of care
continues to rise
Guardian Overview
A leading employee benefits provider
Full Product Line (With availability on a voluntary basis!)
Dental
Life
FML Administration
Short Term Disability
Vision
Section 125
Long Term Disability
Critical Illness
EnrollmentWorksTM
A Market Leader
•
•
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Dental:
#1 in total in-force dental cases 8 of the last 9 years,
6,000,000 active members
National dentist network 70,000 dentists &131,000 locations
Network average discount of 38%
Disability: #1 in fully-insured & in-force STD cases,
#2 in in-force LTD cases,
Life:
Vision:
#3 in sold Life cases
Large national network options with Davis Vision and VSP
Innovative & Flexible Plan Designs
Superior & Industry Leading Financial Strength & Stability
Exceptional & Responsive Professional Staff
Excellent Partner to Producers
Guardian – Customer Service
Service highlights and commitments in the Illinois market
Enrollment Success Plan (ESP) - Making Voluntary Benefits Worry-Free
• Guardian will waive minimum participation with ESP
• A simple plan designed to maximize successful enrollment practices
• Can increase enrollment by up to 60%
• Generally employer size requirements:
16+ - Dental only cases; or Dental with Vision
50+ - Vision only; all Disability or Life
• Work with your Guardian rep to see if your case qualifies
E-POD – Customized, Professional Enrollment Materials to Maximize Success
• Personalized to each Employee
• Available in English or Spanish
Guardian Customer Service Highlights
• Significant Midwestern presence – local office, and 500+ regional home office employees in
Appleton (including underwriting).
•
Custom service options: Customer Response Unit
Broker / Planholder services
and much more…
GuardianAnytime.com
Member Services
An integrated enrollment
experience
 One engaging document with
everything to make an informed
decision
 Education on available coverages
 Explanation of plan options
 Glossary of terms
 Step-by-step instructions on how to enroll
 Can be personalized*
 Employee name featured
 Enrollment form pre-populated with
employee’s demographic info and
appropriate cost
 Minimal need for HR involvement
*Group must offer one or more of the following employee benefits: Voluntary Life or Voluntary Disability
Enrollment form
Pre-populated
demographic data
and employeespecific costs for life
and disability
coverages
Pre-Enrollment Communications
Nationwide team of Benefit
Advisors
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Certified enrollment specialists committed to
educating employees
Available to conduct face-to-face enrollment
meetings and answer questions
Results in better comprehension of options,
boosting participation
Local support available in Illinois
Health Care Reform
and its Impact on
Ancillary Employee
Benefits
24
Guardian Dental – ASO Options
ASO solutions to reduce costs and benefit the Employer
ASO Savings Opportunities for Employers
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ASO plans save employers money
Lower expense loads
Savings through lower claim costs.
Cash flow benefits to employer
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Available down to employers with 25 employees
– a unique Guardian option
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Can be employer or employee funded (voluntary or contribution)
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Avoid insured program impact by PPACA Tax -- $8B in 2013; $14B in 2017.
ASO Hybrid – Excellent Option with Stop Loss Protection
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ASO model with 105% Aggregate Stop Loss to limit risk.
Innovative option not available from most
Dental carriers. GUARDIAN offers ASO
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Employer gains ASO benefits with limits on upside risk.
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Innovative option not available from most other carriers
down to 25 employees!
REGULATIONS & COMPLIANCE
 Depending of the size of your organization you are
impacted by different rules. The determining factor for
which local, state and federal laws effect your company
is broken into the following categories:
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Under 15 Employees
Over 15 Employees
Over 50 Employees
REGULATIONS & COMPLIANCE
 Where can you go to determine which local, state and
federal laws affect your organization……
www.dol.gov
OR
Your Insurance Broker
OR
Professional Affiliations
REGULATIONS & COMPLIANCE
 New Law effective so far in 2012:
 Genetic Information Nondiscrimination Act (GINA)
(which impacted your FMLA forms)
 Revised FMLA forms (as a result of GINA)
 Employee Rights Notice Posting
 Baker Donelson Link