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Imagine the following scenario:  you’re in your office when you get a call from one of your foreman that OSHA has just shown up to your jobsite.  The Compliance Officer is telling your foreman that they are following up on an anonymous complaint and they would like to walk the jobsite to conduct an inspection.  Your mind races to try to figure out who could have made the complaint and what it could possibly be about.  You tell your foreman that you will get to the jobsite as soon as you can, but you know that it may already be too late to prevent a citation. Has this happened to you? If it hasn’t, it’s likely that it will. Under the Biden administration, OSHA is increasing its number of safety officers so that it can conduct more inspections. Furthermore, if a bill before Congress is passed then maximum fines could increase significantly. The bill proposes to raise the maximum fine for willful or repeat violations of OSHA workplace safety rules from $136,532 to $700,000, with a $50,000 minimum. The failure-to-abate fine would increase from $13,653 to $70,000. One violation could effectively put your company out of business, especially since the company is likely to receive multiple citations. OSHA typically prioritizes inspections based on 4 categories: Imminent danger – Reasonable certainty of a fatality — therefore top priority inspection. Fatality/catastrophe – A report was made to OSHA and you can expect an inspection ASAP. Complaints/Referrals – A worker filed a complaint about safety or health hazard — lower priority inspection. Programmed inspections – Covers industries with high injury and illness rates, specific hazard etc. This is the level of most inspections. What can you do to survive an inspection? First, do you have a written internal guideline for OSHA inspections?  If you don’t, create one immediately and make sure leadership, safety, superintendents, foreman and even your laborers and operators know what to do if OSHA shows up on a job site. Second, know how the inspection process works and what you should do to protect the company. OSHA does not and will not notify you of an inspection in advance.  In fact, there’s a good chance that before making their presence known to your crew that they have already watched your operations from afar.  You have the right to refuse the inspection and request that the officer get a warrant, but this is not advisable in most situations. There are three parts to an OSHA visit: The Opening Conference: The OSHA officer will identify themselves, show a credentialed badge, and state the purpose and scope of their visit.  Make sure that you write down the officer(s) name and serial number as you may not see this information again until a citation is issued. The Inspection or Walk Around: This is their primary purpose for the visit.  Review the scope of their visit and keep them within the scope – for example, take them directly to the area of the jobsite that they wish to see and take the most direct route to that area. The Closing Conference: This is where the officer will identify potential concerns and discuss next steps. The officer may request that you provide them with various documents within a certain time frame.  Ask the officer to make the request for documents in writing, such as in an email.  Be sure to provide only what is asked for.  This discussion may or may not occur the day of the visit. Third, approach this scenario knowing that OSHA is there to save lives and prevent injuries.  Getting defensive and combative is likely not going to be helpful.  Work with the officer in a manner of cooperation and partnership. Fourth, be prepared to address the critical areas the officer will focus on: Compliance issues Training records required by OSHA standards Records of injuries and illness – OSHA 300 log and 300A summary for 5 years. Medical exams when required by OSHA standards Proper PPE Proper posting of required notices – for example, the 300A summary must be posted from February 1 to April 30th On the inspection tour or walk around, make sure you do the following: Walk with the CSHO and never leave them alone or without an escort. Make sure everyone is wearing the correct PPE including the CSHO. Identify and photograph the same conditions the CSHO does – and take detailed notes on what the CSHO is identifying and correct any unsafe conditions or behaviors immediately as this can build “good faith” with the CSHO. WARNING– be careful because you do not want to agree that a hazard exists. Make sure the CSHO knows all photos are trade secrets. If an employee is to be interviewed, be aware they could be interviewed in private. CSHO could attempt to increase the scope of the inspection, but try to keep them on task as discussed in the opening conference. If asked questions by the CSHO, do the following: Pause – think about your answer. Only answer the question asked. Avoid arguing with the CSHO – it will get you nowhere and you will likely lose. Once the inspection is over, you may not hear anything for several weeks or months because OSHA has up to 6 months to issue a citation. Citations and penalties can be issued only by the Area Director and will arrive via certified mail. As the employer, you are required to post the citations for 3 days or until abated– whichever is longer. Penalties may be reduced based on your good faith in work with the CSHO, the size of your business and your inspection history. As mentioned, there are several different violation types: Willful: This is bad because it means that you knew that there was an issue and that you intentionally and knowingly committed a violation. Serious: There is substantial probability of death or serious injury and you likely knew or should have known the hazard existed. Other-Than-Serious: A violation has a direct relationship to safety and health, but likely would not cause death or serious physical harm. Repeated: A violation that is the same or similar to a previous violation – this could result in a significant penalty. Remember, there is an appeal process if you face citations. This could be informal or formal and could escalate up to an administrative law judge for a ruling. Even if you do not dispute the circumstances of the citation you can still dispute the classification of the citation.  For instance, you can ask that a Serious be reduced to an Other-Than-Serious. This will reduce the penalty and may make a difference in how future citations of a similar nature are classified. In order to survive an OSHA inspection, being prepared is critical. Have your guidelines written out and reviewed by your team.  Make sure that you or a member of your team are trained in OSHA rules specific to your business and can address issues before they become a violation. Work with an outside party to conduct a mock-OSHA inspection.  Some OSHA agencies in certain states will conduct these for you. This has the added benefit of helping build “good faith” should an actual inspection occur. Make sure you can document all of your safety training and that new hires and/or temporary employees receive safety training. Finally, be honest, cooperative and courteous. The OSHA officer has a job to do, just like you, and has a shared common goal—to make sure your employees go home safe to their loved ones. For further information on mock OSHA inspections or developing OSHA guidelines for your operation, 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 myths exist about captive insurance – and most are simply inaccurate, unhelpful, and are holding far too many businesses back from achieving their best results. Regardless of the many misconceptions, we’re here to share the truth about member-owned group captives and the advantages they provide to best-in-class companies. Myth 1 – My Company’s Too Small for a Captive One prevalent perception about captives is that they are reserved only for the largest companies. While it’s true that single-parent captives are generally formed by larger organizations, small to midsize companies can also enjoy the benefits of a captive by joining other like-minded companies in a member-owned group captive. Group captives specifically exist to bring together mid-sized businesses so they can gain the insurance negotiating power of their bigger competition. Yes, certain types of companies are stronger candidates for group captive insurance than others– primarily well-performing businesses that actively invest in their safety programs. These best-in-class companies that remain in the standard market can actually end up limiting their growth in the long run by subjecting themselves to the same adverse market as other businesses that might not be of the same caliber. Myth debunked: When it comes to who is best suited for a captive, it’s not only for the largest organizations. The truth is, only the most safety-conscious, financially strong, and best-performing companies are a good fit. Myth 2 – One Catastrophic Loss Will Bankrupt the Captive What happens if you have a million-dollar claim while in a captive? Despite common perception—the captive is not likely to face bankruptcy. Ultimately, this myth stems from a general misunderstanding of how captives truly work. When people hear ‘self-insurance,’ they often assume that means they are on the hook for every potential claim and dollar spent. In reality, part of the members’ premiums are allocated to the group’s loss fund to pay for claims (up to a certain retention), and the remaining goes towards a re-insurance program that protects members from any larger losses. Some companies may hesitate to take higher deductibles or retentions because of perceived uncertainty. However, this is exactly how insurance is designed to work and is most cost-effective when you retain and proactively manage as much risk as possible, and only use insurance for catastrophic losses. Myth debunked: Catastrophic claims are often unpredictable and can happen to even the safest companies. In the captive, part of your investment is always in reinsurance to limit loss and protect members from larger-than-expected claims and any subsequent issues. Myth 3 – I’ll Be Stuck Paying for Everyone Else’s Losses In the traditional insurance market, it’s no secret you are sharing risk with the entire industry – both the good and the bad. Regardless of your loss history, rates are impacted by the collective insurance marketplace, not your individual experience – meaning the best-performing companies are paying for those with poor performance and more claims. So, what’s different in the captive? The most crucial differentiator is that you know who your risk-sharing partners are. You choose them. Members are all similarly situated companies who share a commitment to safety and have common financial interests. Yes– by pooling your exposure and risk of loss, you have accepted the possibility of paying for the other’s losses. However, the captive is strategically managed to predict and control losses and members only assume risk in the smaller, more predictable loss layer – the remaining is protected by reinsurance. Myth debunked: In both the traditional market and in a group captive, there is risk-sharing. The difference is simply with whom. The captive is designed to group like-minded, safety-conscious companies that have a positive loss history and continue to manage risk and improve costs. Myth 4 – Captives Are More Expensive As covered earlier, in the traditional insurance market, companies transfer risk to a third-party insurer that collects a premium and requires a deductible – if you have a good loss history, the premium you pay subsidizes the other insureds whose losses are not as good. This option gives you little control and your good performance is to the benefit of the insurance carrier. While the upside to the traditional market is simplicity and low start-up costs, the disadvantage is often exorbitant rate hikes, capacity issues, and claim disputes – all meaning more expensive premiums and sunk costs. Captives have proven to be less costly and more efficient because the structure provides a premium rate that reflects the organization’s unique exposures, as opposed to market rates that reflect industry averages and typical exposures. While it’s true that there are upfront costs in a captive, these initial costs should be viewed as an investment. Captive insurance is generally part of a company’s long-term strategy, where the investment into the strategy typically generates a return in the form of dividends. Myth debunked: Captives are a true performance-based insurance solution. It’s an investment that generates an ROI, not an expense like a traditional insurance program. A well-run captive will reduce insurance costs, improve cash flow and members will share in the underwriting profits that typically would go back 100% to your insurance carrier. Key Takeaways There are plenty of myths that exist about captives, most of which are designed to make the programs seem scary and risky, but it’s important to remember: You don’t need to be a mega-corporation to qualify for a group captive, but your company should be financially sound and maintain a favorable loss history. Reinsurance is built into the captive to protect members from catastrophic claims events. Captive members share risk with only the best like-minded, safety-conscious companies that have a favorable loss history and are committed to managing risk and improving costs. A captive is a long-term investment that reduces insurance costs, improves cash flow, and rewards great performance by sharing in the underwriting profits.

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.

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.

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.

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).