Break from the Grind July 17, 2018

Some Employees Could Use More Deodorant in Summer Months

XpertHR shares recommendations to help employers address summer workplace issues.
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The summer months often present unique issues for employers when it comes to dress codes, social events, and hygiene, among other things, says a new XpertHR report on summer workplace issues.

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Many employers allow employees to dress more casually in the summer months. However, sundresses, midriff baring tops, spaghetti strap tank tops, and short shorts, or any other excessively revealing clothing is never appropriate for a professional setting.

Xpert HR says it is important to communicate the summer dress code policy to all employees and train supervisors so that they know:

  • The employer’s expectations;
  • When the policy is in effect;
  • What is considered acceptable workplace attire (e.g., golf shirts, khakis, sundresses); and
  • What is considered unacceptable workplace attire.

In addition, during the warm summer months, body odor and other hygiene issues may become more prevalent. An employer should address such issues head on before they have a negative effect on productivity, health, safety and public image.

According to XpertHR, a grooming policy should provide notice regarding the employer’s expectations regarding employee hygiene at work. The policy should assure supervisors and employees that any issues will be handled in a sensitive manner so as not to embarrass employees. XpertHR warns that an employer should remember that poor hygiene and/or body odor may be related to a disability or a religious belief, and therefore should be prepared to provide a reasonable accommodation.

The report also suggests an employer should make sure that its policies regarding vacation or paid time off (PTO) are communicated to all employees and placed in an employee handbook. Further, such policies should be applied in uniform manner to prevent discrimination claims.

“A prudent employer should take note of the challenging issues the summer may present and develop a set of best practices for handling these issues in order to make the workplace more productive and efficient, as well as minimize the risk of employer liability,” says Beth P. Zoller, legal editor, XpertHR.

More recommendations to help employers address summer workplace issues are available in XpertHR’s report.
Products July 17, 2018

Mercer Health Advantage Aims to Drive Down Employer Health Benefit Costs

“Employers can help workers most at risk better manage their care—and save an average $430 annually per employee,” Mercer says.

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“Managing and monitoring high cost claimants” is the top health benefits strategy that U.S. employers will be focusing on for the next five years.

More than three quarters (77%) of U.S. employers with 500 or more employees said this strategy was “very important” or “important,” according to a recent analysis of responses to the Mercer National Survey of Employer-Sponsored Health Plans, 2017.

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Generally, a relatively small number of plan members drive a large majority of the cost. According to Mercer’s database containing approximately 1.6 million members, on average the sickest 6% of an employer’s population represent 47% of the total allowed medical and pharmacy spend. Mercer says high touch, nurse-centered care coordination can often produce the best possible health outcomes and as cost-efficiently as possible.

A study of carrier claims data from Mercer Health Advantage (MHA), a program offered through select insurance carriers that features high-intensity care management for the sickest employees, revealed a rapidly growing percentage of claims classified as “high cost” by the participating carriers (>$50,000/claimant). “The important difference between standard health advocacy programs and high-intensity care management programs such as MHA is that the care manager works directly with the care team as well as the patient and family, stays in contact after discharge to provide support, and provides a supportive role in improving compliance with treatment plans,” Mercer says.

Companies using MHA experienced qualified participant engagement as high as 65.2% and high-cost claimant engagement up to 78%. “Employers can help workers most at risk better manage their care—and save an average $430 annually per employee,” Mercer says.

More about Mercer Health Advantage is here. More about Mercer’s National Survey of Employer-Sponsored Health Plans, 2017, is here.

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