The National Research Business Institute says that more than three-quarters of large employers (79%) have an employee wellness program of some type. Across the broader workplace, the percentage of employers offering a wellness program is close to half, according to the 2018 Aflac WorkForces Report, as reported by Small Business Trends in January 2019.
So, what steps should you consider if you want to implement a wellness program for your organization? Here are our five suggestions.
- Ask Your Employees
Employee feedback is critical to establishing a successful wellness program. Survey your employees to get their perspective. You’ll discover what they consider most valuable. As a starting point, wellness programs could include onsite classes, discounted gym memberships, and discounts on fitness gear such as Fitbits®.
- Start Slow
While you may have big ideas about what you want your program to do, it is best to start small. You want a program that is inviting for all employees and easy to understand. Make sure you consider everyone in your workforce when developing your program. That may include specific features designed to appeal to different segments of your employee population: women, men, younger and older workers, etc.
- Education is Important
Providing useful wellness information to your employees can help them take charge of their health. Talk with your health insurance agent to find out what information might be available from your health plan(s) that you can post onsite or include in regular staff communications. Consider a lunch-and-learn or health fair to share information or introduce employees to stress reduction techniques, health screening resources, fitness classes, or other opportunities available in your area.
- Healthier Food Choices
If you have onsite restaurants, cafés, or food trucks, talk with the operators about adding a “healthy choice” to their daily menus. If you have vending machines managed by an outside firm, talk with the vendor about replacing some of the sugary drinks and empty-calorie foods with healthier options.
- Consider Walk-and-Talk Meetings or a Rewards Program
There are several out-of-the-box ideas you can implement in your workplace. “Standing desks” are increasingly popular. Having walking meetings can work for some managers and employees. You might also consider a rewards program or a prize drawing for employees who take part in charity walks or weight-loss clinics.
Health Plan Wellness Options
Supporting healthier employees can reduce workplace illness and absences, boost morale, and increase productivity. Many health plans offer wellness activities, education, and resources to help employees get and stay healthy. Talk to your employee benefits agent to find out what’s available to you. If you are not currently working with an agent, you can search for one here.
Unless you’re an insurance industry veteran or a health insurance agent, you might be wondering, What exactly is a defined contribution employee benefit plan?! More than just a mouthful to say, a defined contribution employee benefit plan allows companies to offer employees a full spectrum of insurance coverage that includes health , dental, vision, life, chiropractic and in some cases even more benefit options.
The defined contribution aspect of the plan gives business owners and managers the ability to choose how much they contribute toward the costs of their employees’ coverage. Groups typically like defined contribution because they can choose a fixed dollar amount or a fixed percentage (like 50%) of the cost for the lowest-priced plan. Plus, the amount they contribute is tax deductible for their business.
In order to help groups select the right defined contribution plan we created a guide ( available for download below) that includes some helpful tips to consider when searching for an employee benefit plan. The guide highlights some key factors to consider when plan shopping, including:
- How to determine your contribution budget
- Tips for health plan shopping
- Choosing your coverage start date
- Deciding who gets coverage (Employees only or Employees + dependents )
- Which coverage types you should include
- Tips on finding and working with a health insurance agent
- And much more!
Download your copy today!
The Affordable Care Act (ACA) took effect in March 2010. Still, many employers – particularly small businesses – remain unclear of its requirements. We’re untangling critical details about ACA coverage and the associated penalties.
If you employ 50 or more full-time or full-time equivalent (FTE) employees, you are an Applicable Large Employer (ALE) under the ACA and, therefore, subject to the ACA employer mandate. Under the mandate and the ACA employer share-responsibility provision, ALEs must offer minimum essential coverage that is “affordable” and provides “minimum value” to full-time employees and dependents.
All ACA-compliant plans for individuals and small groups must include these Essential Health Benefits:
- Ambulatory patient services
- Emergency services
- Pregnancy, maternity, and newborn care (before and after birth)
- Mental health and substance use disorder services, including behavioral health treatment
- Prescription drugs
- Rehabilitative and habilitative services and devices
- Laboratory services
- Preventive and wellness services (including chronic disease management)
- Pediatric services, including oral and vision care for children (adult dental and vision services are not essential health benefits)
The ACA divides health plans into four metal tiers: Bronze, Silver, Gold, and Platinum. Each tier offers a different level of support for covered services, with Bronze plans covering about 60% of health care costs. Silver plans cover 70%, Gold plans cover 80%, and Platinum plans cover 90% of costs for covered services.
Penalties for Non-Compliance
If you’re an ALE and do not offer health coverage, when an employee receives a federal subsidy to help pay for coverage through the Covered California exchange, that triggers a non-compliance penalty. The penalty is assessed monthly and is equal to the number of FTE employees (minus the first 30), multiplied by one-twelfth of $2,500 (the 2019 penalty amount). There is no penalty for not offering health insurance to part-time employees.
A greater penalty of $3,750 applies if you offer employee coverage that is not affordable or does not provide minimum value. Affordable means the cost does not exceed 9.86% of an employee’s household income for the lowest-cost, self-only coverage option. A health plan meets the ACA minimum value test if it includes substantial coverage of physician and inpatient hospital services and pays at least 60% of the total cost of medical services covered by a plan.
If you have seasonal or part-time workers and you are unsure if your business is an ALE, visit the IRS website to help determine your status.
Employer Cost Control
Cost is a huge consideration for employers when it comes to providing health benefits for employees, whether you’re required to provide coverage or not. However, the ACA does not require ALEs or non-ALEs to pay 100% of the costs of employee coverage. Businesses can share the costs with workers.
If you are not an ALE, what you contribute to employee coverage is entirely up to you. However, most employers who offer coverage, regardless of their workforce size, do pay at least half the cost. The Kaiser Family Foundation says in its 2018 Health Benefits Survey report that on average, covered workers make an 18-30% contribution to the cost of health insurance, depending on their plan type.
If you choose employee benefits through CaliforniaChoice, with Defined Contribution, you contribute a Fixed Percentage (50% to 100%) of a specific plan type, OR you can choose to contribute a Fixed Dollar Amount. If employees select a plan that costs more than your contribution, they simply pay the difference. At renewal, you can adjust your company’s Defined Contribution – up or down – to help you manage your costs for another year.
There are several non-Major Medical plans that are not regulated by the ACA, and therefore, non-compliant. Among them are short-term health insurance plans (already limited in California), accident-only plans, limited-benefit policies (such as Long Term Care plans and indemnity coverage), and plans offering medical discounts that are not actually insurance programs. None of these meet the ACA employer shared responsibility requirements.
How to Learn More
The best way to learn more about required ACA benefits and the potential costs for your business is to talk with a licensed health insurance agent. If you are not working with an agent, click here to find one in your area.