Break from the Grind January 30, 2018

Should the Monday After Super Bowl be a Holiday?

Seventy-two percent of HR managers say the day after the professional football championship game should be a paid national holiday from work, a survey from OfficeTeam finds, and Challenger, Gray & Christmas, Inc. suggests, “Having a planned, nationwide holiday would likely be less disruptive to operations than large numbers of unplanned absences.”
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According to 72% of HR managers, the day after the professional football championship game should be a paid national holiday from work, a survey from OfficeTeam finds.

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The survey found more than one-quarter of employees (27%) admitted they’ve called in sick or made an excuse for skipping work following a major sporting event, such as the Super Bowl, NBA Finals or World Series. Nearly one-third of professionals (32%) have been tardy to the office the day after watching a big game.

Employees ages 18 to 34 (40%) and males (36%) have most frequently called in sick or made an excuse for skipping work after a major sporting event. Sixteen percent of women have done so. Workers ages 18 to 34 (44%) and men (42%) were also most commonly late to the office the day following a big game. That compares to 20% of females.

Professionals claim they spend only 27 minutes each workday on sports-related activities, such as talking to colleagues and participating in informal competitions, before a popular event. Of all respondent groups, male employees and those ages 18 to 34 are most preoccupied by sports at the office (37 minutes and 35 minutes per day, respectively). Women average 15 minutes a day.

Challenger, Gray & Christmas, Inc. says if the same number of workers expect to take the Monday after the Super Bowl off work this year as last year, it could cost employers over $3 billion in lost productivity. “If all workers who watch the Super Bowl come in just one hour late or spend one hour discussing the game instead of doing work, the cost to employers could hit $1.78 billion,” says Andrew Challenger, vice president of Challenger, Gray & Christmas, Inc.

Challenger estimates employers already lose over $296 million in lost productivity for every ten minutes of the workday employees spend discussing the game, watching highlights, or setting up their Super Bowl pools. “Having a planned, nationwide holiday would likely be less disruptive to operations than large numbers of unplanned absences,” adds Challenger.

The firm advises embracing worker excitement over the shared pastime. “Employers could have a Super Bowl Monday party, letting workers rehash the game together. For those who can, managers might consider allowing workers to come in later that Monday,” says Challenger. “Gathering workers together for any reason, especially a shared event, is always great for morale.”
Products January 30, 2018

Partnership Strives to Encourage Health Care Consumerism

Risk Strategies' partnership with DirectPath will help employers save on health care by educating their employees on the complex health care landscape and empowering them to make better, more informed decisions about their care.

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DirectPath announced a strategic partnership with Risk Strategies Company, under which Risk Strategies will offer its clients the DirectPath Advocacy and Transparency Service, which empowers employees at client organizations to become better health care consumers by providing specific medical procedural cost and quality quotes. 

The service helps employers save an average of $1,400 and employees $400 per transparency request, the firm’s say.

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DirectPath’s Advocacy and Transparency Service enables greater health care savings for employers, and their employees, by empowering employees to become more informed health care consumers. Patient advocates offered through the service assist employees and their family members by answering questions about their health care coverage, as well as flexible spending accounts (FSAs), health reimbursement accounts (HRAs) and health savings accounts (HSAs). Advocates also provide employees with up to three options for medical tests or procedures, along with quality and cost data. By providing this information, advocates enhance employees’ understanding of their health care options and help steer them toward plans, procedures and prescriptions that deliver the care they need at affordable prices.

Not only does DirectPath’s Advocacy and Transparency Service help employees become more informed health care consumers, but it also enables employers to further save on health care expenses by assisting employees with locating in-network providers and resolving claims disputes. The service also reduces administrative burdens for employers and improves employee satisfaction with company benefits.

“The organizations we serve are committed to providing their employees with quality health care,” says John Greenbaum, national practice leader, employee benefits, Risk Strategies Company. “What many people don’t realize, though, is that quality health care can also be cost-effective. By partnering with DirectPath, we’re able to help our clients save on health care by educating their employees on the complex health care landscape and empowering them to make better, more informed decisions about their care.”

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