While more and more companies are getting rid of annual performance reviews, they expect managers to do more coaching to help increase job performance and career development of workers. However, a new survey shows that many managers don’t have the ability to coach. In addition, many times, executives don’t champion and value performance management. The report by Bersin & Associates, a research and advisory firm in California, was conducted with about 275 human resource leaders across the United States. “High-Impact Performance Management: Designing for Effectiveness” found that 70 percents of companies have gotten rid of competitive assessments in favor of a “coaching and development model” of performance management. That’s up 10 percent from a survey done by Bersin in 2008. Workplace experts say young workers from the millennial generation is bringing out this interest in coaching because they want frequent feedback and one-on-one interaction with their m ...

In a down economy, many business owners might believe that disability and workers’ compensation claims would decrease as workers are fearful of job loss. Another previously held belief was that with a reduction in overall staffing levels, those remaining workers may be overburdened and experience greater mental and physical problems due to increased workload, resulting in higher claims and increased lost workdays. A recent study by the Integrated Benefits Institute has discovered that the down economy has not impacted businesses in ways anticipated and has had overall less cost impact than expected. Survey results concluded: Long-term disability claims rose only 2% from 2008-2010 New and closed workers’ claims decreased for the same time period Short-term claims climbed 12% between 2008-2009; declined in 2010 Workdays lost due to claims held constant at 33 days for all years surveyed (2008-2010) Medical payments increased 17% over 3 year period Indemnity pa ...

It has been more than a year since the Patient Protection and Affordable Care Act (PPACA) was implemented. Federal agencies are still providing guidance to companies on several of its provisions—including the grandfathered health plan rules and the requirement to report the cost of employer-provided health coverage on employee W-2 forms. Grandfathered Health Plans The Departments of Labor, Health and Human Services and Treasury recently released another set of frequently asked questions regarding the grandfathered health plan rules. This type of health plan is a group health plan or individual health insurance coverage in which at least one person was enrolled on March 23, 2010. These types of health plans are not required to comply with the non-discrimination testing requirements that are applicable to fully insured plans or the new appeals process. Under the plan, employees who transfer from one grandfathered health plan (a transferor plan) to another (a transferee plan) can cause the transferee p ...

The U.S. Postal Service is facing a gloomy future. This could, in turn, force small businesses to use more expensive shipping methods down the road. While the Obama Administration looks to come up with a long-term plan to save the agency, the U.S. Postal Service will be able to delay a $5.5 billion payment intended to fund retirees’ future healthcare coverage for three months. In spite of having saved almost $12 billion over the past four fiscal years through cost-cutting measures (such as energy efficiency), the Postal Service is still in the red almost $10 billion dollars. Unless major measures are taken, the agency says it could run out of money by this winter. The downfall of the Postal Service could have a major impact on small businesses that use them as a delivery and transport option. This could also be the case for companies who are in the business of direct mail marketing or catalogs. A shutdown would force small companies to have to use more expensive shipping methods such as FedEx or ...

In the event an employee gets injured, companies should be familiar with workers compensation terminology. Terms like utilization review and medical management should be well understood by both employers and employees. While both terms include the use of a nurse, they involve very different areas. Utilization Review – This is the evaluation of medical care provided to the workers to figure out the medical necessity and appropriateness of the medical treatment that is being given for an injury. This is done by a registered nurse (RN) who has a utilization review doctor readily available if the nurse is unclear on the medical treatment. Medical Management – This is the planning and coordinating of medical care provided to speed up the worker’s return to work or to help the worker get better as soon as possible. Nurse case managers are usually responsible for medical management. Nurse care managers have many things to take care of in workers’ comp claims: Talk with med ...