Fostering a Culture of Workplace Safety
Fostering a strong safety culture provides many benefits to an organization. In addition to reducing the risk of workplace accidents, such a culture can also help improve employee morale, enhance a small business’s reputation, and minimize related costs and liabilities. This article explains what it means to have a strong safety culture, outlines associated benefits, and provides strategies small businesses can implement to establish this type of culture.
- Fewer accidents—A safety culture can reduce the likelihood of accidents and better protect employees on the job. In turn, these benefits may offer financial advantages, including lower insurance expenses, fewer medical bills, and reduced equipment replacement costs. A strong safety culture may also limit the need for additional salary expenses that may follow an accident (e.g., overtime pay or additional employee salaries to cover an absence).
Increased employee morale—When employees feel safe at work and are comfortable reporting or discussing safety concerns, they are generally happier and more engaged. This can improve job satisfaction and productivity and result in a lower turnover rate.
Enhanced business reputation—An organization that is committed to employee safety and well-being typically has a good reputation among workers, clients, and the general public. This positive reputation can help attract customers and serve as a recruiting tool in the search for new talent.
Fewer compliance concerns—With a strong safety culture, a business can minimize potential compliance concerns, particularly regarding OSHA requirements, lowering the likelihood of having to pay noncompliance fines and penalties.
- Ensure leadership prioritizes safety and communicates the importance of a safety culture.
- Maintain comprehensive safety policies and procedures and hold all workers accountable for following them.
- Offer regular training to employees on safety-related matters.
- Conduct routine risk assessments and hazard identification processes.
- Provide safety equipment and protective gear and ensure proper use.
- Encourage incident reporting and promptly respond to all reported incidents.
- Recognize and reward employees who show a commitment to safety.
- Commit to ongoing safety improvements by continually monitoring and assessing on-site risks and adjusting policies and procedures as needed.
Contact us today for more information on the importance of fostering a culture of workplace safety or for additional small business resources.
2024 Midyear HR Trends to Monitor
By staying current on HR trends, employers can plan for changing compliance requirements, navigate new technologies, and adapt to employee needs. Here are several HR trends to follow during the second half of 2024.
Labor Market Becomes More Employer-Friendly
During record-high labor figures in 2021 and 2022, workers used their leverage to demand higher wages, better benefits, and more career development opportunities—and were willing to change employers to do so. Today, economic indicators and labor metrics, such as job openings and employee quit rates, have moderated from all-time highs, showing that the worker-friendly employment landscape has recovered to give more leverage back to employers.
More States Prepare for Pay Transparency
Around a quarter of all U.S. workers are currently covered under pay transparency laws, and Illinois, Minnesota, and Vermont have new laws set to take effect in 2025. Pay transparency rules have gradually spread and impacted organizations nationwide. Expect more employers to adapt their job postings and pay practices to meet requirements and keep up with worker demands.
AI Continues to Transform the Workplace
In 2024, the use of artificial intelligence (AI) has gained even more traction. Research from Microsoft published in May 2024 found that the use of generative AI had doubled in just the most recent six months. Employers have integrated AI into several job roles and tasks, including HR practices, customer service, and software development. However, lingering AI concerns remain regarding privacy, copyright infringement, and discrimination.
[New Case Study] - Fox Cities YMCA Teams Up With Motion Connected
We are excited to share our latest success story with you! Our new YMCA Case Study highlights the transformative impact of our employee engagement and wellbeing platform on the Fox Cities YMCA.
This case study showcases how our comprehensive solutions have driven significant improvements in employee wellness and organizational outcomes.
- Enhanced Engagement: 57% of the employees who participated expressed a high degree of motivation to stay active during the program.
- Improved Health Outcomes: 96% of staff involved reported the wellness program having a positive impact on the decisions they make about their health.
- Workplace Camaraderie: Employees felt connected as various wellness challenges and programs helped facilitate positive relationships and friendly competition while also being highly accessible to all involved.
Why This Matters
As organizations continue to navigate the challenges of employee engagement, the YMCA's story serves as an inspiring example of what can be achieved with the right tools and support.
To explore the full details of the YMCA's success and learn how Motion Connected can help your organization achieve similar results, read the complete case study on our website.
Join us in creating a healthier, more engaged workplace. Together, we can make a difference.
Employers to Spend $1.3 Trillion on Health Benefits in 2024
Health care spending in the United States has been trending upward for decades, and analysts at the Centers for Medicare and Medicaid Services (CMS) predict that total employer spending this year will increase by 5.8% to $1.3 trillion.
Furthermore, spending per participant will likely increase by 6% to $7,459. However, due to increased health care expenses and cost of living, enrollment is projected to decrease by 0.2%, down to 178 million.
CMS analysts also reported that overall health care spending is increasing by 5.2% this year to $5 trillion.
The average 2024 health care spending per person, including overhead, is $15,074. According to the CMS projection tables, 2032 total health care spending could rise to $7.7 trillion, or 19.7% of the gross domestic product.
Employer Takeaway
Total health care spending is projected to increase in 2024, impacting individuals, employers, and carriers alike. As a result, many small businesses that offer health insurance will likely face higher costs and enrollment challenges. As health care becomes less affordable, enrollment rates are expected to decline. An increase in costs may impact how small businesses offer health care in 2025.
In response, small businesses may look to manage rising costs by exploring customizable benefits packages and alternative funding and payment models; supporting financial well-being; and offering wellness programs to promote healthier lifestyles.
Small businesses should continue to monitor benefits trends, employee utilization, and spending. Contact us for more resources.
OSHA Proposes Heat Injury and Illness Prevention Standard
The U.S. Department of Labor’s (DOL) Occupational Safety and Health Administration (OSHA) recently announced an unofficial version of the proposed standard to protect workers from heat injury and illness. If finalized, the new standard would apply to all employers conducting indoor and outdoor work in all general industry, construction, maritime, and agricultural sectors where OSHA has jurisdiction, subject to limited exceptions. According to OSHA, the proposed rule would apply to approximately 36 million workers.
Background
The U.S. Bureau of Labor Statistics reported that almost 500 workers died from heat exposure in the United States from 2011-22, along with nearly 34,000 estimated work-related heat injuries and illnesses resulting in days away from work. If finalized, the proposed rule would be the first federal regulation specifically focused on protecting workers from extreme heat. The official version of the proposed rule will soon be published in the Federal Register.
Employer Obligations
The unofficial version of the proposed rule includes a number of safeguards employers would be required to implement. For example, the proposed standard includes requirements for:
- Identifying heat hazards
- Developing heat illness and emergency response plans
- Providing training to employees and supervisors
- Implementing work practice standards, including rest breaks, access to shade and water, and heat acclimatization for new employees
Once published, the proposed rule will undergo a 120-day comment period and subsequent review before it is finalized. If finalized, employers must comply with its requirements within 150 days of publication. Therefore, if the rule is finalized, employers will not be subject to its requirements until 2025. Employers may take steps now to prepare to comply with the standard. However, the proposed standard is likely to face pushback, so employers should monitor for updates and potential legal challenges.
Oct. 15 Deadline for Medicare Part D Coverage Notices
Employers must notify Medicare-eligible policyholders if their prescription drug coverage is credible or not.
2025 brings significant change to the determination of credibility.
Here's the math:
.17 (17% penalty) × $34.70 (Base beneficiary premium) = $5.90
$5.90 = Mrs. Martinez's monthly late enrollment penalty for 2025
Who Must Comply
The disclosure requirements apply generally to employers sponsoring group health plans that offer prescription drug coverage to Medicare-eligible individuals.
Model notices/templates
These model notices may be used to satisfy this requirement, issued by the Centers for Medicare & Medicaid Services.
Medicare Part D – Creditable Coverage Disclosure Notice Template - [View]
Non-Creditable Coverage Disclosure Notice Template - [View]
Information Required
Notifies Medicare-eligible individuals whether the plan's prescription drug coverage is creditable coverage, meaning the coverage is expected to pay, on average, as much as the standard Medicare prescription drug coverage.
Note: Individuals who do not maintain creditable coverage for 63 days or longer following their initial enrollment period for Medicare Part D may be required to pay a late enrollment penalty. Accordingly, this information is essential to the decision to enroll in a Medicare Part D prescription drug plan.
Who it must be provided to
Medicare-eligible active employees and their dependents
Medicare-eligible COBRA individuals and their dependents
Medicare-eligible disabled individuals covered under the prescription drug plan
Any retirees and their dependents
Who it must be provided by
Employers who sponsor group health plans that offer prescription drug coverage to Medicare-eligible individuals.
When it is Due
Prior to the annual enrollment period for Medicare Part D that begins on Oct. 15th
Prior to an individual's initial enrollment period for Medicare Part D
Prior to the effective date of enrolling in the employer's prescription drug plan and upon any change that affects whether the coverage is credible
Upon request by the individual
Online disclosure to the Centers for Medicare & Medicaid Services is also required annually, no later than 60 days from the beginning of a plan year, within 30 days after termination of a prescription drug plan, or within 30 days after any change in creditable coverage status.