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Benefits and Pensions MonitorThe Good, The Bad, And The Ugly
As another new year is upon us, it’s time to turn off the blackberry and reflect on the good, the bad, and the ugly of health in the workplace, and what’s up in the next few years. Family Issues Often Ignored Family issues are often on top of the list of employee concerns, and employers are still struggling to find ways to address them. The workplace is usually profoundly affected when employees are trying to care for a loved one, be it an elder or a child with special needs. Eldercare and child care research clearly shows that when problems arise, there is a sudden impact on daily productivity due to additional absences and difficulty focusing on the task at hand. Smart companies are now starting to be proactive, offering family care-giving workshops and targeted information. In an effort to keep valuable employees on the job, they are also adopting and publicizing care-giving leave policies that are in line with, or more generous than, recent government regulations. Web-based Health Information Not Audited It’s just not good enough. On a scale of one to 10, healthcare and pharmaceutical websites score a measly 5.8, says a recent consumer research group. Worse yet, more than one-quarter of healthcare sites evaluated simply ignored user queries. Medical equipment and device companies fared better than the industry average, with a 6.1 rating, as did pharmaceutical manufacturers with a 5.8 rating. The lesson, if you’re encouraging employees and their families to stay healthy, better take initiative on your own to make sure they’re getting the ‘right’ information. Loyalty vs. Balance Workers and employers are miles apart on what motivates loyalty. A recent Harris Interactive study showed only one in five employers are wellpositioned to attract and retain top employees. Nearly two-thirds of employees in Canada say time and flexibility are important, compared to 35 per cent in the U.S. And younger workers are very vocal about wanting better health and balance in their lives. But this also applies across the generations. Unions Redefined Watch for the increased presence of a new kind of union – one that’s more like a ‘professional club,’ where health, benefits, and insurance are key benefits. However, membership will not be mandatory. Health Promotion Rules An even stronger emphasis will be placed by our federal and provincial governments on health promotion. Ontario has created a new ministry of health promotion, headed by Jim Watson, and Newfoundland has had a veteran cabinet minister on the job for a while. Other provinces have similar initiatives underway. The objectives are teach them while they’re young, teach them before life-changing events occur, and, of course, push the envelope on early diagnosis, treatment, and rehabilitation where possible.
Mandatory Accessibility Leading the charge, Minister of Community and Social Services, Sandra Pupatello, has recently put business on notice and announced that Ontario will be the first accessible province – and we’re not just talking wheelchairs. The Accessibility for Ontarians with Disabilities Act, 2005 will set clear accessibility standards, making it possible for people with disabilities to participate fully in the social and economic life of the province. These standards will eliminate barriers that have a major impact on daily living, encompassing customer service, built environment, employment, information, and communications. Putting Experience To Work Today’s over 50 boomers are healthier than ever before. Eighty per cent of them plan to continue working beyond retirement. The pluses for employers – they’re skilled, productive, their attendance records are often better, and an overwhelming majority (78 per cent) are prepared to work on contract with no benefits or pension obligations. Missing Out? Older workers are less likely to access EAP services, including work-life services and may be missing out on the preventative benefits of these services (Aging Workforce – An EAP’s Perspective, Warren Shepell, October 2005). Older workers report few contacts with mental health professionals and report more grief than their younger counterparts, but they are slightly more likely to report workplace stress issues. To engage older workers, you must understand what motivates them. They’re looking to teach, mentor, and give back. They value flexible work schedules, health-related programs, and flexible retirement. Employers who create an environment that promotes successful aging will be the big winners in attracting and retaining this emergency labour pool. Caroline Tapp-McDougall is the publisher of Solutions: Canada’s Family Guide to Home Health Care and Wellness and the author of The Complete Canadian Eldercare Guide. |
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