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Group Benefits a Vital Tool for Employee Retention

One way companies gain a competitive advantage is by having a good group benefits Connecticut program, which provides you with the ability to attract and retain employees. When hiring potential candidates it is vital that you discuss the benefits package and all of the advantages you feel your company has over others in your industry.

Group health insurance is a critical component to a group benefits program, especially in today’s environment in which healthcare costs are rising and employers are looking for solutions to balance affordability and coverage. In addition to health insurance, the disability portion of a benefits plan is important to many employees, particularly those with families to support. When a physical injury keeps one of your key people sidelined and unable to work, disability insurance can help them get their bills paid. In many ways, disability insurance is as important as (and in some cases, even more important) than life insurance. Just look at the statistics:

  • Every year, 12% of the adult U.S. population suffers a long-term disability
  • One out of every seven workers will suffer a five-year or longer period of disability before age 65
  • A person 35 years of age has a 50% chance of experiencing a three-month or longer disability before they reach age 65, and
  • At age 45, the figure is 44%

Unfortunately most people don’t have the substantial savings to draw on in the event of a disability. Any money that has been set aside is likely for their children’s college education or their own retirement.

Disability policies and options

When looking at group plans it is important to consider what will satisfy the needs of a diverse workforce. The first variable is the amount of monthly benefit; most disability policies have a fixed monthly benefit that does not increase with time, although you can purchase extra coverage, or riders, that offer higher payment schedules.

The second variable is the definition of disability; it may be deemed the inability to perform the duties of a specific occupation, or the inability to perform the duties of any job for which that individual’s education and training make them qualified.

The third variable is the waiting period, or the amount of time one must be disabled before benefits kick in  (the time can range from one week to two years, and the longer the wait the less the disability policy will cost).

Finally, the fourth variable is the benefit period, or how long they will receive monthly benefits once your policy starts paying, and this can range from six months to life, depending on what option is chosen as well as what the insurance company is willing to offer.

In addition to these variables, there are other coverage options, as well as a variety of other riders. The most important is a rider that pays if the employee can only remain or return to work part-time.

Group benefits plans should be considered a vital part of any employee retention plan and deciding on the right plan is the first step to building a solid foundation of dedicated workers.


Assisted Living Workers Compensation For the Injured Employee

Assisted Living Workers Compensation For the Injured Employee

For many working in the senior living industry, on-the-job injuries are an all too common occurrence. In assisted living centers, for example, employees may be faced daily with the arduous task of lifting, bending, and twisting in their efforts to help many of the elderly residents perform their daily activities. This type of constant movement can take a toll on the back, even though personnel may be well trained in how to safely work with the elderly.

A strained back can become a serious issue, causing the individual a great deal of pain, as well as resulting in many days of missed work. Assisted living workers compensation insurance will provide relief for you, as an owner, when this situation arises and provide the care needed for the injured worker to get better and hopefully, return to work when they are fit to do so.

When an employee is hurt on the job, as their employer you need to act responsibly to ensure they are cared for, hoping they can come back to work as soon as possible, and that they are fairly compensated while they are injured. While workers’ comp programs vary from state to state, they are all designed to meet those goals.

Some claims may go on for a substantial period of time

One of the issues many employers face is the fact that a claim can occur that may last for years. Sometimes a claim that’s not very serious can become a problem. For example, a claim of one sort might develop into something different and need to be moved to another adjuster’s area of responsibility. When something like this occurs, it is in your best interest as the employer to have the case managers follow the flow of the client’s claim, from the onset of the injury to final resolution.

A return-to-work program can also aid in recovery

While returning to work has been deemed a great motivating factor for someone recovering from an injury, the recovering worker may not want to do it because the pain is still an issue. You may not want to lose a vital member of your staff and feel that staying home may cause he/she to suffer depression, or other symptoms associated with inactivity.

The insurance company may side with you and suggest light-duty things that the employee can do without hurting him or herself. The idea is for the employee to return to work in any capacity in order for the employee to feel, both needed, and a sense of self-worth.

Providing the proper assisted living workers compensation coverage is your legal obligation. Providing reassurance is something that most human beings need in order to get back to both, a physical and mentally fit state of being.