Health

Help Keep Your Employees Healthy

May 27, 2010 by Sarah Leave a Comment

Help Keep Your Employees Healthy Encouraging your employees to stay health has a lot of benefits for you as an employer. Not only will you have to pay lower health-care costs, but you’ll see more production and less absenteeism. In 2007, a survey revealed that nearly half of all companies were working on some health-related program to benefit their employees and that for every dollar spent on encouraging employee health, companies saved five dollars.

Sure, big businesses and corporations have the money to roll out fancy health programs for their employees but there are things you can do as a small business owner, as well. There are many things you can do for your employees (and your company) on a smaller budget. Here are a few tips to help get you started.

1. Healthy Snacks – Every office has snacks lying around, many times purchased by the boss, but healthier snacks can make healthier workers. Instead of a big bag of M&Ms, go for a big bag of mixed nuts, which are a great source of protein. Instead of chips, get a vegetable platter. Put a water cooler next to your soda machines or keep your break room fridge stocked with bottles of water. If you have a company cafeteria, make sure the meals served are healthy.

2. Promote a Healthy Lifestyle – Hang posters or fliers that encourage exercise or offer advice on making healthy food choices. Maybe your local gym is offering a membership discount this month – put a flier in each of your employee’s paycheck envelopes or stick one in each of their mailboxes. Make health-consciousness the norm around the office. You may even be able to work a deal with a local gym or health food store, to offer a discount for your employees only.

3. Help employees make time for their health – Give fifteen minute stress relief breaks each day. If you have the space and money, bring some gym equipment into your office that employees can use during break times. Help employees find a route to walk or jog around your office. Allow health professionals to come in and give your employees health screenings for issues such as high blood pressure or high blood sugar. Or even hire a masseuse to come in and allow employees to pay for short massages.

4. Offer bonuses and incentives – Lots of offices have contests for those looking to lose weight, maybe throw in a prize for the winner. Offer your own discounts on gym memberships or include a gift certificate to a health food store in with yearly bonuses.

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Protecting Your SMB From the Swine Flu

October 29, 2009 by Sarah Leave a Comment

It’s getting to be flu season but this year there is more than just the regular flu to worry about; there’s also H1N1 (or the Swine Flu). According to the Occupational Safety and Health Administration (OSHA), a flu pandemic can leave a business without 40% of its workforce – something many SMBs can’t afford to have happen. And with the potential for H1N1 outbreaks on top of that, federal and health care officials are urging business owners to be prepared this winter. That means preparing for operating with an unusually small number of staff.

“All businesses should be prepared for the upcoming flu season. They should have a pandemic plan that has the flexibility to adapt to various scenarios from fairly mild to severe,” Dr. John Halpin of the Center for Disease Control said in an interview with Newsday.com.

One of the first things a business can do to prevent a flu outbreak is focus on prevention. Advise sick employees to stay home and insist they not return to work until at least 24 hours after having a fever. Some business owners may even want to encourage their employees to get a flu vaccine. And as is good practice any time of year, encourage your employees to wash their hands often, and cover their mouths when they cough or sneeze. A lot of prevention comes down to just plain common sense.

But even the most preventative measures may not work and for this reason, business owners should have a plan in place for keeping things running smoothly when a large percentage of employees are sick at the same time. Make sure employees are cross-trained to handle various positions within your company. Keep the number of an employment agency handy, in case you need temporary workers.

And of course, there’s always the possibility you or your managing staff could become ill. In that case, documenting general operating procedures is a must, along with keeping a list of important contact information for anyone who might be taking over operating procedures. Make sure you have someone who is knowledgeable and whom you can trust to oversee your business in the event that you do sick. And one of the most important things you can do is to be flexible.

Should your company become affected and become part of a flu pandemic, there are a few things to remember. First of all, have your plan handy and refer to it. If possible, enable your employees to telecommute or work remotely. Make sure you sanitize any affected areas and something many business owners may not think about it letting an employee bring their child to work in the event schools are closed.

A little planning and flexibility can go a long way when it comes to a flu pandemic and taking the time out to make a plan can save your business thousands of dollars.

What’s not covered in an SMB HSA

October 11, 2007 by John Beagle Leave a Comment

HSAs can make employee paychecks go further, but what are some of the downsides to HSA?
HSA stands for Health Savings Account. For more information on HSA’s visit the Wiki page on HSA

One downside is that many things are not covered. The following expenses are not eligible for reimbursement under a Health FSA, HRA or HSA:

Annual medical contract fees for exclusive provider care Arch supports, knee wrist braces (unless prescribed for a specific medical condition) Breast pumps (unless medically required to care for a premature infant) Blood pressure machines (unless prescribed by a physician as medically required for constant monitoring of blood pressure due to a
medical condition) Cosmetic surgery Dental bleaching or any other teeth whitening Domestic help fees (for services of a non-medical nature) Electric toothbrushes replacement brushes Electrolysis or hair removal Hair transplant Health club dues/memberships (unless part of a medically prescribed regimen to treat a specific condition) Humidifiers (unless prescribed by a physician to treat a specific medical condition) Insurance premiums of any kind (see below exceptions for HRA and HSA) Laetrile, even if prescribed by a doctor, is not reimbursable. Lens replacement insurance Marijuana, even if prescribed for medicinal purposes, is not reimbursable. Massage therapy (unless prescribed by a physician to treat an injury or trauma, or for rehabilitative purposes) Over the counter items which are items not categorized as a medicine or drug and may include, but are not limited to, hot pads, support
pillows, bandages, ACE wraps, nail clippers, pumice stones, feminine hygiene products, etc. are not reimbursable (unless used to treat
a specific medical condition). Over-the-counter toiletries or personal hygiene items which may include, but are not limited to shampoo,
toothpaste, conditioners, hand creams, deodorant, shaving cream, razors, dental floss, body powders, hair gels/sprays, make-up, nail
polish accessories, soap, mouthwash, etc. are not reimbursable. Physical therapy treatments for general well-being Supplements – The cost of supplements taken for general well-being are not reimbursable. However, the cost of supplements taken to
alleviate a specific medical condition is reimbursable. A physician should substantiate the diagnosis of a specific medical condition
and acknowledge that the supplement being used alleviates the medical condition diagnosed. Tuition for special schools (unless it is a special school to treat a specific condition such as blindness, speech, etc.) Union dues Vitamins – Daily multi-vitamins taken for general well-being are not reimbursable. Vitamins taken to treat a specific medical condition
are reimbursable. A diagnosis of the medical condition should accompany the vitamin claim. Prenatal vitamins obtained by prescription
are reimbursable. Weight loss machines
Source: Cigna

Here are some SMB employee and employer concerns we will review:
What are the excluded HSA Expenses?
What are the HSA Contribution Limits?
Is an HSA Taxable to the Employee or Employer?
What are some HSA things I should know?

Part 1 in 10 Year Case Study on an SMB