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Win With Wellness -- Attract And Retain Talent

What differentiators does your organization tout when trying to recruit or retain top talent: a low-cost health care benefit, a matching 401(k) plan, unlimited time off? What about your wellness program? Wellness programs can transcend your organization, delivering a message to both potential job candidates and current employees that your organization is an attractive place to work. In fact, a well-designed wellness program can be the difference between signing an employee or sending them in the direction of a competitor -- or losing an integral member of your team to another company.

The quest to attract talent is at an all-time high. With unemployment rates hovering below 4%1, the competition is tough and employers are finding they need to get creative to hire the best of the best. Similarly, smart employers realize that hiring great employees is not the only way to win the talent war. With the average employee tenure at four to five years1, retaining top talent can be as difficult, and as important, as finding it. For industries most affected2 by the current shortage -- high-tech, information technology, software, life sciences, financial advisement and banking -- this is especially true.

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Across the Generations, NEEBC's 2019 Best Practices Conference

Four of the “Best” Takeaways

Reflecting upon NEEBC’s recent Best Practices Conference, where I was honored to moderate one of the two panels of best practices winners, I realize there were a number of themes and ideas I heard and learned from this panel and overall event. Below are four of the “best” takeaways that we can all consider and apply at our workplace.

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Navigating Transgender Leave

The societal understanding of what it means for an employer to be truly inclusive of all diversity groups has expanded exponentially since the turn of the 21st century. Employers are increasingly faced with multifaceted Human Resources related topics including cannabis, cybersecurity, sexual harassment, and a push, in many states, for equal opportunity for paid leave. Equal opportunity accommodations do not just vary between male and female employees but also between groups based on race, religion, and gender identity.

Gender identity itself varies extensively, but one concentration is the difference between individuals that identify as either cisgender (the same gender as their sex at birth) or non-cisgender (not the same gender as their sex at birth). The non-cisgender identity includes a wide umbrella of individuals who do not identify or present themselves with the sex they were assigned at birth, including transgender (not the same gender as their sex at birth) and non-binary (neither exclusively female or male) individuals. This particular group of individuals has historically faced major roadblocks in society and until recently, had not experienced inclusion and accommodations in the corporate world. Even with the progress that has been made, there is still a gap in today’s employee benefits environment for anyone deviating from “the norm”.


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What we heard from "Washington Insiders" at Washington Update

Attendees of the recent 2019 Annual Washington Update – Bringing Washington to Boston received a wealth of information and insights from a great line-up of speakers.

Rachel Leiser Levy, Healthcare Tax and Policy Principal at Groom Law Group, kicked off the program with a comprehensive update on the ever-evolving landscape of health reimbursement arrangements (“HRAs”).  After a fascinating review of the history of HRAs post-health care reform, Levy provided an excellent overview of the critical provisions in the June, 2019 tri-agency final regulations, published in response to President Trump’s Executive Order 13813 (“Promoting Healthcare Choice and Competition Across the United States”).  The regulations address Individual Choice HRAs – or ICHRAs – and Excepted Benefit HRAs – or EBHRAs.

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More than Just a Wellness Room

Fourteen years ago, I started my breastfeeding journey when I gave birth to my first child.  As an assistant vice president in the financial services industry, I couldn’t imagine how I could work 50-60 hours a week, commute an hour and half each way to work, and provide breast milk to my baby.  Fast forward to today, we are seeing so many companies providing exceptional maternity benefits such as work-from-home flexibility, wellness rooms to support new moms who decide to pump at work, breast milk shipping for travelling moms, and new parent gift boxes. After five years as a stay-at-home mom, I am so grateful for the second chapter of my career focusing on women’s health – specifically, the prenatal and postpartum time period.  It is incredibly humbling to see young new moms “want it all,” and in some cases “have it all.” 

The transition from maternity leave back to work is possibly the third largest life event, apart from getting married and giving birth.  It’s a time where career women, full of drive and ambition, realize they have been given the gift of motherhood, and one of the many job requirements is to feed their babies in whichever way, breast milk or formula, is best for them and their family.  Today, according to the Center for Disease Control and Prevention (CDC)1, 84% of moms choose to breastfeed.  And although each mom’s goals are personal and most often kept within their most trusted circle of family and friends, it is often a goal that aligns with the recommendation by the American Academy of Pediatric – 6 months of exclusive breast milk and 12 months of breastfeeding.  So here in lies the problem…maternity leave and returning to work straddles that goal.  As a result, the breastfeeding rate at six months postpartum drops to 57% according to the CDC Breastfeeding Report Card1.

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How Benefits Technology Can Transform the Annual Enrollment Experience & Improve Business Outcomes

As planning for Annual Enrollment gets into full swing for many employers, setting goals around benefits choice-making and delivery success makes sense. As part of offering benefits that meet larger organizational goals, HR pros should think critically and strategically about how they are connecting benefits to both employees and their own departments and expect a higher level of function and experience from their benefits technology solutions moving into this year’s Annual Enrollment and beyond.

To paraphrase Tennyson very loosely, at this point in the year, the thoughts of many HR pros turn to Annual Enrollment (AE). AE is effectively the year’s “main event.” The spotlight is on, and it’s time to shine.

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HRA Mutations: What do the new HRA rules say?

What are HRAs under current rules?

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Paid Family Medical Leave - Employer and Employee Tool Kits

Employer and Employee Tool Kits/Guides about the Massachusetts Paid Family and Medical Leave Law have been posted to

The Department of Family and Medical Leave offers these tool kits to help businesses and individuals navigate the latest information, and to provide resources to inform interested stakeholders. The tool kits include:

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2019 Health Insurance Market Outlook

          Social Determinants...

...were just some of the themes of NEEBC’s 2019 Health Insurance Market Outlook panel discussion. Twenty-year employee benefits veteran and Principal with Strategic Benefit Advisors, David Chamberlain, gave the opening "outlook" which included top health care concerns.

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Building Emotional & Mental Wellness Globally

Employers have long realized the benefits of helping workers stay physically healthy, but many have been reluctant to venture into the less understood, often stigmatized realm of mental health issues. Today, that attitude is starting to change as organizations realize the extent of the problem and the toll it takes on productivity and business continuity.

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