Search Results

Carefully evaluating workers’ compensation claims is crucial in helping your company save money and prevent fraud. Workers’ compensation is simply a form of insurance that offers employees medical coverage in the event they are injured during a work-related function. Depending on the state of residence, it may also give compensation for disabilities sustained or cover rehabilitation costs so the employee can return to the workplace quickly and smoothly. Workers’ compensation is crucial to protecting employees, but it is often a source of contention among employers because it comes with considerable gray areas. When is a claim compensable? How do we identify a fraudulent claim? How do we report a claim, and should we report all workplace injuries no matter how serious? This piece is designed to help you determine when —and if—an injury is covered by workers’ compensation. Requirements The claim must meet all five of these requirements in order to be compensable: Happened to One of Your Employees The first requirement is in place to ensure it is your employee filing the claim, not an independent contractor or vendor who works for themselves or a third party. Even if the incident occurs on your property, unless it is someone who works directly for you, the claim is not compensable. Resulted in an Injury or Illness Injury is not the only thing that can potentially be covered by workers’ compensation. Illnesses could also qualify as compensable claims, but only if they are related directly to the job. The illness also must be caused directly by the working conditions to be covered in a workers’ compensation policy. For example, a miner’s contraction of black lung would be compensable in all states. However, an employee in an office with a co-worker who smokes would not be eligible for workers’ compensation for treatment of illness due to secondhand smoke. Arose Out of Employment This requirement means there must be a direct connection between the injury and the desire or attempt to further the employer’s business. If the employer benefits in some way, whether monetarily or otherwise, from the employee’s activity, then the claim meets this qualification. Occurred in the Course and Scope of Employment The employee must be at work when the injury occurs. This includes any place or location mandated or expected by the employer. So, when an injury occurs at the employee’s physical everyday work site, that employee must prove he or she was injured while actively engaging in the furtherance of the employer’s business. There is a special provision called the “coming and going rule,” which maintains that benefits are denied for injuries received when traveling to or from work. Additionally, injuries arising out of transit from one work site to another, for instance when traveling to visit clients, are compensable. This provision also requires that the actions leading to the injury of the employee in question be prompted by the aspiration to further the employer’s business interests. Resulted in Impairment and/or Lost Wages The injury or illness in question must cause the employee to be impaired in some way and lose wages from not being able to complete his or her tasks completely. It is also a compensable incident if the injury or illness results in impairment but without lost wages or vice versa. Identifying a Fraudulent Claim Studies commonly show that roughly 90% of all workers’ compensation claims filed are legitimate. However, it is still important as an employer to watch for these red flags that may indicate a fraudulent claim: Filing multiple claims Longer absences than anticipated by the employee, combined with an unwillingness to return to work Unwillingness to be assigned to other, lighter jobs within the company or to complete partial duties Constantly missing medical appointments Employee will not provide the date, time, or location of the incident that caused injury Employee has no recollection of services provided for related medical bills Lack of witnesses to an accident or incident Employee cannot produce specific information about the nature of the injury Employee has a history of short-term employment If any of these red flags occur, it by no means makes the claim automatically fraudulent. These are simply guidelines to keep employers proactively evaluating the legitimacy of a workers’ compensation claim. For more information, please contact your Cottingham & Butler representative.

In the ever-changing realm of business, choosing the right insurance program structure is far from a routine decision; it's a strategic move that can make or break your financial health. Did you know that in the U.S., companies allocate an average of 9.7% of their total operating costs to employee benefits? That's a substantial investment, and making an informed choice is imperative. To successfully navigate this complex terrain, employers must grasp the fundamental distinctions between the Standard Market, Self-Insurance, and Captive Insurance programs and uncover the potential benefits they hold. It's not merely a matter of compliance; it's about leveraging opportunities to optimize your benefits and safeguard your financial well-being. Standard Market Insurance The Standard Market is the most conventional route for obtaining insurance. It operates as you might expect: you purchase a policy from an insurance carrier, pay regular premiums, and they assume the risk. This structure is ideal for small to medium-sized businesses and offers a degree of simplicity and predictability in premiums. Benefits of Standard Market Insurance Stability and Predictability: Premiums in the Standard Market are usually more stable and predictable, making it easier for businesses to budget for insurance costs. Access to Options: You have access to a wide range of insurance providers and policies, allowing you to find the right coverage for your needs. Regulatory Oversight: There's a level of regulatory oversight that ensures consumer protection and standardization within the industry. Self-Insurance Self-Insurance is an arrangement where businesses take on a greater portion of their own risk. Instead of paying premiums to an insurance carrier, they set up their insurance fund to cover claims. It provides greater control over the plan's design and can be an attractive option for larger enterprises. Benefits of Self-Insurance Cost Savings and Control: Self-insured businesses can save on administrative costs and have more control over the claims process. Flexibility: Self-insurance offers flexibility in plan design and customization to tailor coverage to the specific needs of your business. Lower Long-term Costs: Over time, self-insurance can lead to lower costs for businesses with a good loss experience. Captive Insurance Programs Captive Insurance is a distinctive and tailored solution where businesses establish their insurance entities, exclusively owned, and controlled by the businesses themselves or a group of related entities. This approach can be especially advantageous for businesses with significant risk management needs. Benefits of a Stop Loss Captive Optimized Risk Management: In the realm of benefits stop loss, Captives offer a highly customizable and direct approach to risk management and loss control. This means that you have more power to fine-tune your risk strategies to suit the unique needs of your employee benefits program. Tailored Underwriting and Claims Management: Captives grant you the flexibility to exercise greater control over underwriting and claims management processes. This translates into policies that are specifically tailored to the specific requirements of your employee benefits program, helping you align coverage precisely with your employee population. Significant Cost Savings: The potential for substantial cost savings is a standout feature of Captive Insurance in the context of benefits stop loss. Moreover, these savings might extend to profit-sharing arrangements among members, amplifying the financial benefits of this structure. Choosing the Right Program Structure Choosing the right program structure depends on various factors. Consider the size of your business, risk tolerance, industry, and long-term goals when making a decision. Cottingham & Butler is a leader in providing a full range of alternative risk solutions, customized to each of our client's individual needs. Offering member-owned, group captives since 1993, and managing 11 captives with over 380+ members, we have proven knowledge and experience to help clients lower costs, reduce risk, and achieve long-term stability. Our captives have experienced a renewal retention rate of 99%. Our successes come from the dedicated team that understands the captive structure while being extremely selective in the companies we consider. Our in-depth knowledge and selectivity have made our loss ratios significantly lower than the industry average. In summary, the choice between Standard Market, Self-Insurance, and Captive Insurance is a pivotal decision for your business. Each program structure has its unique advantages, and the right choice depends on your specific situation. We encourage businesses to carefully assess their insurance needs and make well-informed decisions. We are here to assist you in selecting the right program structure that aligns with your business goals. Feel free to reach out to our Employee Benefits experts for additional guidance and advice.

Engaging Talent within a Budget In today's competitive job market, retaining talent is a top priority for any organization. But with rising employee expectations and increasing costs, keeping your workforce engaged is an uphill battle. By focusing on three key pillars, you can ease the climb and create a work environment that fosters satisfaction, loyalty, and business success. Measure What Matters Provide a Path to Growth Remember to Recognize 1. Measure What Matters It's impossible to address employee needs effectively if you don't understand them in the first place. Would an extra investment in the medical plan or 401(k) match make employees happier? Do employees consider the updates to the training program valuable or find it a waste of time? Gathering feedback from employees and integrating it into your decision-making process generates both alignment between your organization and its employees. At Cottingham & Butler, we have revolutionary solutions that provide your organization with meaningful feedback, helping you make better decisions faster. Get a Pulse on the Culture: With Engage360, you can check in with employees on topics ranging from management to mental health with one quick question a day or week. Easy-to-use technology, detailed reporting, and comprehensive (and customizable) question lists provide a next-level understanding of your culture and current employee engagement. Optimize Your Benefits: Have you ever wondered if your Total Rewards package aligns with what employees really want? With BenefitWave, you get an innovative Benefits survey that allows you to discern what truly matters to employees. Pairing unique trade-off question design with personalized implementation and survey scoping support, results from this survey can help you find a more meaningful benefits package operating under a sustainable budget. 2. Provide a Path to Growth Employees crave opportunities to learn and grow in their careers. Stagnation breeds boredom and a desire to seek out new challenges elsewhere. Here are some ways to cultivate a growth mindset within your organization: Mentorship Programs: Pair experienced employees with newer hires to provide guidance and support. This fosters a sense of community and allows knowledge to be effectively transferred within the organization. Key Tip: An effective mentorship program recognizes mentors need support too. Provide them resources, opportunities to give feedback, and some autonomy to help their mentee grow. Some organizations even use incentive programs to give mentors a push to truly invest in new hire growth. Offer Ongoing Training and Development Programs: Build & utilize training programs that help employees hone existing skills and acquire new ones. This could include industry-specific courses, leadership training, or soft skills development workshops. Key Tip: It is crucial that the trainings are relevant to their role to ensure engagement during the programs and provide opportunities for applying lessons immediately during their day-to-day tasks. Encourage Skill-Stretching Projects: Give employees opportunities to go out of their comfort zone. This demonstrates trust in their abilities and allows them to develop new skillsets, increasing their overall value to the company. Key Tip: Ensure the stretch opportunities provided allow for room to fail in a safe environment. The goal of these projects is to encourage growth, not generate anxiety for fear of getting fired at the first mistake. Provide them opportunities to stretch while providing safety nets in case they make mistakes. By prioritizing employee development, you create a win-win situation. Your employees feel valued and empowered, while your company benefits from a more skilled and adaptable workforce. 3. Remember to Recognize It's human nature to crave recognition for our achievements. Whether it’s encouraging more opportunities for your team to say “thank you” to each other, or having rewards for hitting certain work milestones, recognition in the workplace builds tighter bonds to colleagues and your organization as a whole. By empowering your employees and acknowledging their contributions, you create a sense of purpose and belonging. They'll feel valued for their work and motivated to go the extra mile, ultimately leading to a more productive and successful organization. Investing in employee satisfaction isn't simply a feel-good practice, it's a strategic investment in the future of your company. By prioritizing what your employees value, fostering a culture of growth, and empowering them to succeed, you'll create a work environment that not only retains top talent but also attracts the best and brightest. Ready to take the first step? Cottingham & Butler's people and suite of solutions have helped organizations of all shapes and sizes improve their benefits packages, programs, and cultures to engage employees while keeping in-line with budgets. Contact us today to learn more about how we can help you unlock the key to a high-performing and thriving organization.

As safety professionals, you’re often inundated with a vast amount of critical event truck data. We understand that making sense of it all can be a daunting task. That’s why we’re here to help. Join us as we share other carriers’ latest technologies and best practices for safety event coaching. We’ll discuss the types of data they examine, how they use it, and the coaching methods that have proven most effective in mitigating future risks. LEARNING OBJECTIVES How to examine risk-associated behavior. Identify the types of data being monitored. How to organize safety event data. Discuss effective coaching methods used by other carriers. Explore positive employee recognition. Click here to download the presentation slides.

Many workplaces have potential exposure to confined spaces. It is important for employers to identify these spaces, train their employees and prevent unauthorized entry into these spaces. Confined spaces can be fatal if all steps and procedures are not followed prior to an entry. In this webinar, we’ll discuss the definition of a confined space, how to identify these spaces, how to determine if a space is a permit-required confined space, what is OSHA’s requirements for entry into a confined space and how to protect employees that must enter the spaces. Click here to download the presentation slides.

As winter persists with hazards of ice, snow, cold, and low light conditions pose ongoing risks of sprains, strains, slips, and falls for employees and drivers. Despite feeling constrained in managing safety for an over-the-road workforce, practical steps can be taken to mitigate these dangers and prevent workers’ compensation claims. In this webinar, we’ll prioritize proactive measures and encouraging employees to stay alert and aware to confront the challenges of winter with resilience and emerge stronger and safer. Click here to download the presentation slides.

Have you tried to access your CSA scores since January 1, 2024, and struggled with being able to access your data?  In response to the presidential mandate for Multi-Factor Authentication, in 2024, the FMCSA has transitioned all users with credentials for any FMCSA system.  Users will now be required to use a Login.gov account in lieu of their current credentials to access FMCSA systems. Learn how to establish a login.gov account and link this to your FMCSA Portal, OSHA reporting, and FMCSA Drug and Alcohol Clearinghouse. Click here to download the presentation slides.

Navigating the intricate web of FMCSA drug and alcohol testing regulations is not merely a legal obligation for employers; it’s a crucial aspect of ensuring the safety of our roads and the well-being of our drivers. We’ll focus on helping you ensure your fleet is compliant with these regulations. We’ll look at the six different types of regulated testing and explore the regulations defining the minimum standards for drug and alcohol testing, as well as some of the top mistakes that employers make with alcohol and controlled substances testing. Click here to download the presentation slides.

Drivers are one of a motor carrier’s first lines of defense when guarding against DOT roadside inspection violations and crash prevention. Over time, complacency overcomes proficiency resulting in multiple vehicle violations. We’ll rewind and go “Back to the Basics” and walk you through how to do an effective pre-trip inspection. We will also highlight specific vehicle components to help your company prepare for the 2024 CVSA International Roadcheck scheduled for May 14-16. Click here to download the presentation slides.

Tailored Risk Management Solutions for the Unique Challenges of Food/Agribusiness In an era of evolving risks and uncertainties, the food and agribusiness industry faces unique challenges that demand innovative risk management solutions. One approach that has gained prominence in recent years is the use of captive insurance, a strategic tool that allows companies to take control of their risk management and insurance programs. Customized Coverage for Complex Risks Captive insurance, at its core, involves the creation of a subsidiary insurance company to cover the risks of its parent company. For the food and agribusiness industry, where supply chain disruptions, regulatory changes, and volatile market conditions are part of the daily landscape, captives offer a tailored and flexible risk management solution. Cottingham & Butler, with its longstanding history and expertise in serving the unique needs of the food and agribusiness sector, recognizes the potential of captives to revolutionize risk management strategies. One of the primary advantages of captive insurance lies in its ability to provide a customized approach to risk. Standard insurance policies often fall short of addressing the specific and complex risks faced by food and agribusiness companies. With captives, these companies can design policies that align precisely with their operations, covering everything from crop failures and contamination issues to regulatory compliance challenges. This tailored approach not only enhances coverage but also ensures that premiums are directly correlated to the company's risk profile, leading to potentially significant cost savings over time. Stability in Uncertain Times Cottingham & Butler understands that the food and agribusiness industry is characterized by seasonal variations, market fluctuations, and external factors that impact production and distribution. Captive insurance provides a strategic advantage by offering stability in uncertain times. By retaining risk within the captive, companies gain greater control over claims management and loss prevention strategies. This control enables them to respond swiftly to industry shifts, reducing the impact of unforeseen events on their bottom line. Moreover, captives empower food and agribusiness companies to harness their risk data for better decision-making. Cottingham & Butler recognizes the importance of data analytics in today's business landscape. With a captive insurance program, companies can leverage their data to identify trends, assess risks, and implement proactive risk mitigation measures. This data-driven approach not only enhances risk management but also contributes to overall business intelligence, fostering a culture of continuous improvement within the organization. Long-Term Cost Containment and Financial Planning Another significant benefit of captives is the potential for long-term cost containment. Traditional insurance markets are subject to fluctuations, and premiums can vary based on external market conditions. Cottingham & Butler understands that for food and agribusiness companies, stability in insurance costs is crucial for financial planning. Captive insurance provides the opportunity to stabilize costs and avoid the volatility associated with traditional insurance markets, allowing companies to allocate resources more efficiently and make informed business decisions. A Strategic Move Towards Resilience, Growth, and Sustained Success In conclusion, Cottingham & Butler believes that captive insurance is a powerful and viable risk tool for the food and agribusiness industry. The ability to tailor insurance programs to specific risks, enhance control over claims management, leverage data for informed decision-making, and achieve long-term cost stability positions captives as a transformative force in the industry. As the food and agribusiness sector navigates an increasingly complex risk landscape, embracing captive insurance can be a strategic move towards resilience, growth, and sustained success.

When you don’t get enough sleep, not only does it affect your physical health, but it also takes a toll on your mental health. In fact, mental health and sleep are so closely related that a lack of sleep can often lead to issues such as anxiety or depression. Most adults need at least seven hours of sleep each night, according to the American Academy of Sleep Medicine. Unfortunately, studies consistently show that Americans struggle to get a good night’s sleep. According to the U.S. Centers for Disease Control and Prevention, about 1 in 3 adults aren’t getting enough rest or sleep every day. A lack of sleep can result in physical symptoms (e.g., an increased risk of developing obesity, diabetes and other chronic health conditions) and psychological effects (e.g., low mood, anxiety, irritability and poor cognitive performance). This article explores the relationship between sleep and mental health and provides tips for a better night’s sleep. The Impact of Sleep on Mental Health Sleep is essential for optimal health—and that includes mental health. When individuals consistently endure sleep deprivation or encounter poor-quality sleep, a cascade of adverse effects on their mental health ensues. One primary facet that is affected is emotional regulation; inadequate sleep can render individuals more susceptible to mood swings, heightened stress levels and irritability, which can exacerbate the symptoms of anxiety and depression, making it challenging to cope with life’s demands. Furthermore, sleep plays a pivotal role in cognitive functioning. During deep sleep, the brain engages in memory consolidation, emotional processing and toxin removal. Disruptions in this process can compromise the ability to concentrate, make decisions, and effectively solve problems. Over time, chronic sleep disturbances can contribute to the development or exacerbation of mental health conditions. Addressing sleep problems and prioritizing healthy sleep practices is a significant step in enhancing mental well-being, bolstering emotional resilience and promoting cognitive clarity. Tips For a Better Night’s Sleep Sleep and mental health are both complex issues impacted by various factors. However, given their close association, research continues to explore how quality sleep can benefit mental health. Signs of poor sleep quality include not feeling rested even after getting enough sleep, waking up repeatedly during the night and experiencing symptoms of sleep disorders (e.g., snoring or gasping for air). Sleep quality is often impacted by an individual’s health, environment, mental health and lifestyle. Consider the following tips for better sleep: Eat nutritiously. Good eating habits can help you sleep better and feel energized all day. Also, avoid big meals right before going to bed. Exercise regularly. A workout can help relieve stress, reset your circadian clock, reduce sleep disorder symptoms and boost your daytime energy level. Just be sure to avoid vigorous exercise close to bedtime. Keep a consistent sleep schedule and routine. Try to have the same wake-up and bedtimes, including during the weekend. Establish a bedtime routine. A routine can help your brain unwind and recognize that it’s time to sleep. Keep track of bedtime habits that help you fall asleep, like listening to relaxing music, reading before bed or taking a warm bath. Repeat those activities each night. Keep your bedroom cool, dark and quiet. Create a good sleep environment, including a comfortable room temperature (between 60-67 degrees Fahrenheit), minimal noise and sufficient darkness. Put the electronics away at bedtime. Blue-light-emitting electronic devices can prohibit you from getting a good night’s sleep. To reduce the effects of these sleep-stealing devices, refrain from using them for at least an hour before bed. Avoid the use of alcohol, caffeine and nicotine close to bedtime. Stimulants like caffeine and nicotine promote alertness, making falling and staying asleep difficult. While alcohol may help you fall asleep at night, it disrupts your sleep and leaves you waking up not as restful. Therefore, it’s important to start limiting these substances about four hours before bed. Reduce your fluid intake before bedtime. While our bodies are programmed to slow urine production during sleep, excessive fluid intake could cause an unwanted trip to the bathroom at night. Try to stop drinking beverages two hours before going to bed. Summary Getting proper sleep is extremely important in improving and maintaining good mental health. Adequate sleep not only aids emotional regulation, reducing the risk of mood disorders, but it also supports cognitive functioning, enhancing your ability to think clearly and make sound decisions. Insufficient sleep may increase negative emotional responses to stressors and decrease positive emotions. As such, chronic sleep deprivation or poor sleep quality can contribute to the development or exacerbation of mental health issues, creating a harmful cycle. Prioritizing healthy sleep habits is critical for fostering mental resilience, emotional stability and cognitive vitality. Contact a doctor for more information on improving your sleep habits or addressing sleep issues. Additionally, if you’re concerned about your mental health, talk to your doctor or a licensed mental health professional, or contact the Substance Abuse and Mental Health Services Administration’s National Helpline by calling 800-662-HELP (4357).

Employee well-being refers to the overall state of employees’ physical, mental, social and financial health, which can often be influenced by various workplace dynamics (e.g., workload, connections with co-workers and available resources). While employee well-being plays a key role in employee retention, it also has a significant impact on business performance. As a result, it’s vital for organizations to take employee well-being seriously and do what they can to foster a culture that promotes well-being. The following article provides more information on employee well-being and outlines several workplace well-being initiatives for employers to consider. The Important Role of Mental Health in Employee Well-being Over the years, many organizations have attempted to promote employee well-being by offering workplace solutions aimed solely at maintaining physical health. These solutions may include serving nutritious meal options on-site, offering smoking cessation programs or providing discounted memberships to local gyms. While such solutions can certainly help employees make healthier lifestyle choices and reduce their risk of chronic illnesses, promoting employee well-being requires organizations to develop initiatives that address all aspects of workers’ overall health and happiness. Specifically, employees’ mental health must be considered. Mental health consists of individuals’ emotional, psychological and social well-being. It affects how individuals communicate, form relationships, contribute to their communities and cope with adversity. In times of distress, individuals may suffer from poor mental health. Emotions associated with poor mental health include grief, stress, sadness or anxiousness. It’s important to note that mental health differs from mental illness. In particular, emotions stemming from poor mental health are not diagnosable conditions but rather temporary feelings. On the other hand, mental illnesses pertain to a wide range of clinical mental health disorders (e.g., anxiety and depression). These disorders are chronic and affect how individuals think, behave and function in their daily lives. Yet, individuals who experience prolonged periods of poor mental health may eventually develop mental illnesses. In any case, mental health is a key factor in determining employees’ well-being—one that organizations can’t afford to ignore. In fact, recent research from the Centers for Disease Control and Prevention (CDC) found that nearly three-quarters (71%) of U.S. adults experience at least one adverse symptom of stress (e.g., feeling overwhelmed or anxious) each year. Furthermore, mental health can make a difference in employees’ physical health. According to the CDC, poor mental health can increase individuals’ likelihood of developing a range of chronic conditions, such as diabetes and heart disease. Considering these findings, it’s clear that employers must account for employees’ mental health when addressing their overall well-being. How Employee Well-being Impacts the Workplace Employees’ mental health and well-being can impact employers in various ways. Here are some key business objectives that may be influenced by overall workplace well-being: Business performance — Employee well-being can make all the difference in business performance. According to the National Center for Biotechnology Information (NCBI), mental health concerns in the workplace can contribute to increased absenteeism rates, lost productivity, decreased customer satisfaction and reduced profits. In addition, the NCBI reported that work-related stress is a leading cause of poor job performance among employees, negatively affecting employers as a whole. Stakeholder perception — Apart from business performance, employee well-being can also impact stakeholder perception. According to a recent report from the Harvard Business Review, the vast majority (91%) of working adults believe that a company’s culture should support mental health. As such, employers who disregard their employees’ mental health and well-being are more likely to be perceived poorly by stakeholders, resulting in reduced workplace morale, reputational damages and lost business. Such negative stakeholder perception could have lasting impacts on an employer’s brand, limiting its ability to attract top talent and remain profitable for the foreseeable future. Workplace safety — If organizations encounter employee mental health and well-being concerns on-site, workplace accidents and related injuries are likely to follow suit. According to the National Safety Council, instances of both moderate and severe mental health distress have been linked to a greater risk of workplace accidents. This is likely because employees facing mental health concerns are often less focused, engaged and aware of potential safety hazards, resulting in poor decision making and unnecessary risk-taking. Taking a closer look at specific mental health concerns, between 60% and 80% of workplace accidents stem from workers experiencing stress-related distractions or fatigue on the job, according to research from Eastern Kentucky University. These accidents not only lead to injured employees but also contribute to higher workers’ compensation costs for employers. Evidently, ignoring employees’ mental health and well-being can result in significant consequences for organizations. That’s why it’s crucial for employers to adopt effective workplace well-being initiatives. Steps Employers Can Take In order to promote employees’ mental health and well-being, organizations should consider implementing the following measures: Foster a supportive workplace culture. First and foremost, it’s critical for employers to promote a company culture that prioritizes employees’ mental health and well-being. In doing so, employers will be able to show their employees that they value them beyond their work contributions and are invested in their overall health and happiness. Having a supportive workplace culture in place will also help employers lead by example within their workforce, highlighting the importance of maintaining work-life balance and establishing a more open dialogue surrounding mental health topics. Establish a long-term strategy. In addition to fostering a supportive workplace culture, employers need to have long-term strategies for promoting employees’ mental health and well-being. Such strategies should be well-documented and clearly outline the steps organizations are taking to keep their workers healthy and happy. They should also list the specific objectives employers are trying to accomplish through their well-being initiatives. By having long-term strategies in place, organizations will be able to better identify the effectiveness of their well-being initiatives, calculate the return on investment for these initiatives and determine when initiatives need to be updated or changed. Key well-being initiatives for employers to consider within their long-term strategies include: Conducting routine well-being awareness training and mental health screenings with all employees. Providing employees with a variety of well-being resources and helplines. Having managers conduct monthly check-ins with employees to discuss any issues that may be negatively impacting their mental health (e.g., excessive workloads or conflicts with co-workers) and find proper solutions. Educating managers on how to recognize symptoms of mental health distress and mental illness among employees as well as how to effectively respond to a mental health crisis. Creating an employee assistance program to allow employees to seek additional help for mental health concerns as needed. Offering greater work flexibility (e.g., remote work and flexible hours) or extra paid time off to help employees maintain work-life balance. Hosting on-site events, classes or similar offerings to allow employees to take a break from work and unwind (e.g., company picnics, mindfulness classes and exercise groups). Reviewing all workplace policies to ensure they align with employee well-being initiatives and promote a supportive culture. Overall, it’s evident that employee well-being is a matter that organizations of all sizes and sectors should take seriously. By understanding how employee well-being impacts key business objectives and making a conscious effort to keep workers happy and healthy, employers can reduce their workplace well-being exposures and maintain successful operations. For more employee well-being resources, contact us today.