Canadian HR Reporter - Ontario

CANADIAN HR REPORTER MAY 2018 24 FEATURES BENEFITS Benefits education helps with satisfaction Multichannel approach, proper onboarding help employers see greater ROI By Lori Casselman E mployees are the ambas- sadors of every organiza- tion, and investing in them should be an organization's top priority. A health benefits plan is one of the most beneficial investments a company can make on employees' behalf, and it can have a significant impact on employee satisfaction and retention. While many employers have a health benefits plan in place, infor- mation about the plan is not always easily accessible and, as a result, it can lead to confused employees leaving their benefits unused. To help onboard employees and ensure they make the most of their benefits, HR professionals and employers should consider the following best practices so all employees are onboarded quickly and effectively. Multichannel approach Many industries have updated their methods of communication to suit the modern-day consumer's needs for easily accessible informa- tion through multiple channels. Employee benefits should be no different. With endless forms of new technology available, pro- viders should look to leverage as many of these as possible to better serve and inform customers. Employees should be able to access information on their ben- efits across a multitude of differ- ent channels, including online resources, ebooks and webinars. Ideally, providers should also be able to offer employees more immediate support and answers to their questions as they come up, through platforms such as email, instant chat and a 1-800 support line. It is also a good idea to reach employees in-person. So, when possible, an organization should provide a consultant or health benefits broker on-site. is can make it easier for employees to ask personal questions and help them better understand and use their benefits. In addition, it's beneficial for a benefits provider to offer regular information sessions to all em- ployees to fully explain the details of their plans and answer any re- lated questions. Educating employees One of the most pertinent issues when it comes to employee ben- efits is a lack of communication regarding a plan's coverage. Often this confusion results in benefits not being used to their full extent in a way that helps employees. is can result in the organization wasting money and losing the investment of a health benefits plan altogether. Organizations should provide educational sessions early on and regularly about what is covered by employee benefits, how much is covered and how to navigate them in the most beneficial way. ese information sessions will serve as continued open communi- cation lines between employees and HR, reminding employees of the benefits they have access to as well as giving them the opportunity to voice their concerns and raise ques- tions about their benefits plans. Customization Health benefits packages should not be approached with a one- size-fits-all mindset. No two em- ployees or years in an employee's life are the same. A benefits plan is most effective when it can reflect the unique demands of each em- ployee's life. Typically, benefits are allocated at the discretion of the provider or employer. is restricts an employ- ee on how much and exactly what she can use her benefits to cover. is inconveniences employees and limits usage of their benefits. To avoid this, a service provider can customize plans for an organi- zation's evolving needs across the many years of an employee's life. is can be done by developing a program based on employee and organization asks, and by keeping a finger on the pulse of employee needs and expectations through regular communication. One method of customizing employee benefits is through personalized spending accounts. ese remove the usual limita- tions of a health benefits plan and allow an employee to choose how and where his benefits are allocated so they can be used ac- cording to his needs for that par- ticular year. is ensures benefits are leveraged to the fullest, rather than being left unused because what was offered didn't suit the employee. As a whole, all of these practices will lead to a better investment for the organization and higher levels of employee satisfaction and retention. Lori Casselman is the chief health officer at health benefit provider League. For more information, visit www.league.com. It's beneficial for a benefits provider to offer regular information sessions to all employees to fully explain the details of their plans. lift of stress on the parents as well, that they're able to get their chil- dren the help they need." Sun Life offers $12,500 In the two years since Sun Life Fi- nancial boosted its mental health benefits, utilization has gone up — but people are not hitting the maximum of $12,500 per year, ac- cording to Karen Figueiredo, vice- president of global pension and benefits at Sun Life in Toronto. "at tells us we have room and the maximum is reasonable and it's affordable for us, and also al- lows our employees to get the care they need." e move was part of the com- pany's focus on overall employee well-being in three key areas — mental health, physical health and financial health. "We recognized that the limits we had in place at the time, you could very quickly exceed the maximums because of the hourly rates professional services pro- viders in this space would charge. We really wanted to ensure people were getting the care, the continu- ity of care... because many of the conditions individuals face would not be treatable in just a few ses- sions," she says. "It's definitely an investment that we're making in the long- term health of our employees." In addition to increasing the amount of coverage, Sun Life also came up with a list of eligible prac- titioners for employees to use in seeking help. "We worked with our EAP (employee assistance program) providers to ensure they were re- ferring their patients, after initial consultations were happening, to eligible providers," says Figueire- do. "So we have a very effective referral program." As for the return on invest- ment, Sun Life is encouraged by the early results, she says. "Our trend rate is actually sta- bilizing, so that's a preliminary view," says Figueiredo. "Over time, we're going to expect potentially increased use because of aware- ness in our EAP, but decreases in things like our absenteeism and our health care, certain types of claims, drug claims, for men- tal health issues as well as LTD (long-term disability) and STD in- cidents. at hasn't played out in a dramatic way as of yet, but we're encouraged by the early results." Decreasing costs MENTAL HEALTH < pg. 23 How to Effectively Manage Key High-Conflict People with Less Drama Be empowered with high-level skills to deal with high-conflict people at work and in life PRESENTER Dr. Rhoberta Shaler, PhD Topics to be discussed include: • Communicating in clear ways that high-conflict people can hear • Setting non-negotiable boundaries that limit further conflict • Regrouping within yourself to manage effectively • Avoiding the high cost of rewarding high-conflict behavior to save your sanity DATE: May 16, 2018 TIME: Noon - 1:00 p.m. ET REGISTER: www.cpdcentre.ca/hrreporter WEBINAR SERIES Credit: zffoto (Shutterstock)

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