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Menstrual health is a crucial workplace concern. It’s time to normalize conversations about menstruation and menstrual health in the workplace to better support women. Why is this important?
Barriers to Career Progression: Despite being a natural part of life, menstruation can act as a barrier to career advancement and overall well-being for many women. In a survey done by the Chartered Institute of Personnel and Development, more than half of respondents have missed work due to menstrual symptoms, yet nearly half of them didn’t disclose the real reason to their managers due to embarrassment or fear of trivialization. Lack of Organizational Support: While employees seek support from their organizations, only around one in 10 actually provide it. Addressing this issue starts with normalizing conversations around menstrual health. Remember, menstruation is a natural part of many employees’ lives, and it shouldn’t hinder success or well-being. Let’s build supportive cultures that recognize and address menstrual health at work. How can workplaces better support menstrual health? Stop Using Derogatory Terms: It is not “that time of the month” and do not refer to women as being “grumpy” or “bitchy” or suggesting that they are because of “that time of the month.” Menstruation is a normal monthly occurrence for all women and should be treated as such: a normal medical occurrence. Implying that it is something to hide or be embarrassed about is just demeaning for all women. Flexible Work Arrangements: Allow employees to adjust their schedules during menstruation if needed. This flexibility can help manage symptoms and reduce stress. Access to Menstrual Products: Ensure that free or affordable menstrual products (such as pads, tampons, or menstrual cups) are available in workplace restrooms. This helps employees feel supported and reduces financial burden. Educational Workshops: Organize workshops or sessions to educate employees about menstrual health, debunk myths, and promote understanding. Knowledge empowers individuals to manage their health effectively. Wellness Programs: Incorporate menstrual health into workplace wellness programs. Consider offering yoga or relaxation sessions specifically designed for this. Private Spaces: Provide private and comfortable spaces for changing menstrual products or managing symptoms. Privacy is essential for employees’ dignity and well-being. Open Conversations: Encourage open conversations about menstruation. Normalize discussions around menstrual health, so employees feel comfortable seeking support when needed. As a manager, rather than ask why an employee calls out sick, offer comforting words of encouragement suggesting ways for the employee to come back to work without feeling undue stress. Supportive Policies: Develop policies that address menstrual health, including sick leave allowances for severe symptoms. Ensure these policies are communicated clearly to all employees. Remember, supporting menstrual health benefits not only women but also contributes to a more inclusive and compassionate workplace for everyone.
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Bringing home a new pet is one of life’s most exciting experiences and many Americans appear to agree — 68 percent of households in the United States own a furry companion. Recognizing that our pets are important to us and part of the family, some companies are now offering their employees “pawternity” leave (also known as “furternity” leave.)
Pawternity leave acknowledges the growing role pets play in employees’ lives by giving them time off specifically for caring for a new baby pet, caring for their ill or injured fur friends, or for bereavement after a beloved pet dies. With millennials now representing the largest population in the workforce, as well as the largest population of pet owners (more than 35 percent), it’s easy to understand why more and more businesses are incorporating pawternity leave into their benefits packages. But don’t rush out to adopt pawternity perks as your company’s newest benefit just yet. Because it’s so new, what’s included in pawternity benefits varies widely from company to company. The types of animals covered by such policies fluctuate just as dramatically. Some companies include all types of pets for furternity benefits (even those that don’t technically have fur), while others offer leave for dogs and cats only. The concept of pawternity leave is catching on with more employers. A recent survey conducted by Nationwide and the Human Animal Bond Research Institute (HABRI) found that 91% of employees who work for companies with these types of pet-friendly policies are more engaged with their work. The number-one reason cited for adopting pet-related benefits is that it boosts employee morale. It shows heart and recognizes the important role pets play in many people’s lives, which translates to better employee engagement and retention. And that’s good for any business. Another advantage to the company: It may help you become an employer of choice when recruiting new employees, particularly millennials and Gen Zs searching for cutting-edge incentives since few businesses currently offer pawternity leave. Another potentially beneficial aspect of pawternity leave is that it has minimal financial repercussions for your business. Pawternity leave is simply a benefit that protects a person's position should they need to take a leave to be with their pet. It works this way: a person needs a week to be with their dog. If the employee doesn’t want to use PTO or sick time (or doesn’t have any remaining), then the employee can take a leave without pay and their job won't be in jeopardy. Zogics of Lenox, Mass. has a pawternity leave program and offers other benefits like discounts on pet insurance and a pet-friendly office. “Every day is take your dog to work day at Zogics [Pet Division], and more than half of our employees bring their four-legged friends to the office,” says CEO Paul LeBlanc. It’s because of policies like this that Zogics was recently named one of the Best Workplaces in America by Inc Magazine. The most obvious drawback to offering pet-related benefits is that, by definition, they’re not applied equally to all employees. For instance, if only half of your workforce owns pets, that means the other half won’t qualify for the extra time off or flexibility to work from home. If your firm is considering developing and implementing pawternity leave, there are some factors that should be considered. 1. What constitutes a pet? Defining this is the first hurdle you’ll need to clear before adopting pawternity leave. While cats and dogs are the most commonly owned pets, what about birds, bunnies, fish, rodents, snakes, lizards, and horses? What if an employee argues that their new goldfish needs help adjusting to its new home? Allowing leave for some types of pets and not others may leave you open to claims of favoritism. 2. How much time will be allowed in the policy? Just as HR policies have limits to sick days and vacation days, there should be limits to pawternity leave as well. For instance, an employee who fosters sick animals may cope with multiple animals passing away each year. Do you allow a day for each animal that dies, or just one day a year? Make sure you consider all angles and scenarios so that you’re not faced with excessive pet-based absences that may affect your business. 3. Does this benefit cover bereavement only? Or will you also provide days off or the flexibility to work from home upon the adoption of a new pet? What if their pet gets sick and they need to stay home? Whatever you decide, just make sure it’s clearly spelled out in your policies and employee handbook. 4. How many days will be available for bereavement? What about for new-pet adjustment? Again, the most important things to remember here are clarity and consistency. Communicate the specific number of days or the terms of any flexible arrangement allowed for each type of pawternity leave, and then apply your policy fairly to everyone. Do different needs allow for different amounts of time off? Taking care of a sick pet is different from bringing home a new puppy. 5. Will you offer pet health insurance? The American Pet Products Association's research shows a rise in spending on veterinary services. As the New York Times reported, some companies have started offering health insurance for employees’ pets as an additional benefit. 6. Is the policy unfair to other employees? Allowing extra time off for pet owners may leave employees who don't have pets feeling left out. The policy should take this into consideration to ensure employees are given approximately equal benefits as permitted by their contracts. Perhaps the easiest option is to be as generous with paid time off (PTO) as is financially feasible and to encourage employees to use their time as they need it. (This may require that you remind managers to control their judgmental comments about pet bereavement or puppy training.) You could also consider whether or not the employee can work from home and not use their PTO time at all. Other pet-friendly business strategies to consider may include:
Besides creating a new policy, there are many ways you can show your support for employees with pets. For example, you could welcome an employee’s new fur baby with a gift basket or kit that includes some treats and a toy, much like you would host a baby shower for a human child. Whether you want to incorporate a pawternity policy or are just looking for information about this new trend, it is a clear example of the changes that occur as society changes. Pawternity leave may just be a trend now, but in 10 years it may be standard practice in many industries and workplaces. Deciding whether or not to incorporate it can help a firm determine how it addresses its employees' needs both inside and outside the office. With a little creativity, the possibilities are endless. For many businesses, the process of choosing and administering a health insurance benefits program is daunting. They often turn to benefits brokers to help them select and implement plans.
Traditional benefits brokers offer assistance in choosing plans, but typically lack the technological systems and solutions that help companies operate more efficiently and save money. Ultimately, a benefits broker should make the job of the business owner and the company’s human resources department easier. If a broker is not achieving this goal, it may be time to investigate options for a new broker. What Is a Broker? Benefits brokers are licensed professionals who assist companies, small business owners, individuals and families in choosing and administering health insurance plans. Using their expertise, they help businesses choose health insurance networks and plans that fit their needs and budget. In many cases, brokers have long-standing relationships with their clients and can assist them with enrollments, claim issues, compliance, and annual renewals. What a Broker Should Be Doing Establishing a comprehensive health insurance package for employees can be a challenging task for any business owner. With a seemingly endless array of choices, complicated enrollment procedures, and ever-changing legal requirements, even seasoned HR professionals may find the task overwhelming. For this reason, many companies turn to a benefits broker. Taking advantage of a broker’s expertise in plan options, procedures and rules is a smart choice for business owners. A good benefits broker will make sure that a client has the best benefits package for their needs and budget, and will reduce the workload for an HR department by handling the plan’s administration and paperwork. Part of this process is helping to ensure that you are aware of the types of plans and costs that your competitors are employing, as a part of the benchmarking process. A good broker should also ensure that numerous carriers are identified and use other creative planning to reduce both employer and employee contributions. Utilize Technology Systems and Solutions Appropriately One of the ways that brokers should be assisting their clients is through the use of a variety of resources to not only aid in the selection of a health insurance plan, but to administer it and provide year-round support. A benefits broker should use innovative technology to help clients compare and select plans, educate employees about plan options, create customized open enrollment communications, and comply with all applicable rules and regulations. Provide Help Through the Year Brokers should also be available to their clients throughout the year, offering support for problems or questions that arise about health insurance plans. A good broker will have sufficient staff to provide year-round assistance to clients — not only when it is time to renew a plan. For example, if a company has an employee with a major health problem or life event, a benefits broker should be available to discuss these issues – as well as assisting with other routine questions and employee education related items. Provide Assistance in Selecting Health Insurance Programs When it comes to selecting a health insurance programs, a broker should have access to a variety of products and plans offered by a number of carriers to meet a business’ needs and budgets. Brokers with limited options often cannot respond to their clients’ requirements, leaving companies with health insurance plans that are too expensive or that just do not meet employees’ needs. An experienced independent broker brings more to clients by way of leverage – including the ability to help troubleshoot challenging situations that may arise throughout the year. Explain and Support Compliance Finally, because the rules and regulations surrounding health insurance plans are complicated, a good benefits broker should protect their clients on all applicable compliance and regulatory issues. This includes making sure that the plan complies with all federal and state laws and regulations, that it is offered to all eligible employees and filing the required paperwork with the IRS and other government agencies. These tasks are important and necessary, but may overwhelm an HR staff and especially a small business owner. A benefits broker should take on this work for clients, easing the burden of administering a health plan – including the tools, and invaluable resources to assist with local, federal, and ACA compliance support. Is It Time for a New Broker? A benefits broker should be doing a variety of things to meet client needs, including offering a range of plan options, providing year-round support, and protecting clients on regulatory and compliance issues. If a broker is not doing all these tasks, companies should consider finding a broker who can meet their needs. Without these solutions, plan administration may be costly and time-consuming. Employees may also be dissatisfied if they do not have their preferred health insurance options, or if they feel that they do not have access to the information that they need and want about their benefits. If a broker is not offering a range of plans and carrier options, a company may not even be aware of lower-cost plans or plans that meet their needs better. If a broker is not assisting a business with compliance, the company may be penalized with fines for not filing the correct forms with state or federal government, not providing notices to their employees, or even through missed opportunities to lower their tax burden. The Advantage of Experienced Brokers When it comes to selecting and administering a health insurance plan, finding a broker with experience and knowledge of the PPACA is key. The world of health insurance is a fast-changing one, with evolving laws and market conditions that make it hard for the average business owner to keep up with the changes. A good benefits broker should deliver expertise on a broad variety of topics, from compliance with the Affordable Care Act to tax matters and benefits administration. A good broker should also stay on top of changing regulations and premium rates for their clients. Given the complex nature of health insurance benefits, brokers that provide ease of access to many carrier systems and solutions as well as providing year-round services and employee information is the key advantage over traditional brokers. Compliance Needs One such advantage of working with a broker can be seen in how brokers handle compliance with the ACA. While health care reform has provided more affordable insurance options for individuals and employers, it has also brought many rules and regulations. Employers need to determine how many full-time employees they have, ensure that their health insurance plans have the minimum value, determine what they have to report to the IRS, and then make sure that the proper paperwork is filed in a timely manner. |
Boost Your BusinessMaria NovakI have over 35 years' experience in Marketing Small Businesses. Categories
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