Why Your Business Should Offer a High Deductible Health Plan

Why Your Business Should Offer a High Deductible Health PlanCredit Rawpixel.com/Shutterstock Small businesses everywhere in the U.S. have been feeling the pinch from rising health care for several years now. According to a report by the Kaiser Family Foundation, premiums for family coverage have risen 19 percent since 2012 and 55 percent since 2007. High deductible health plans (HDHPs) have been gaining steam as a popular alternative to traditional health plans among employers and employees.mora and more employers are offering an HDHP. In fact, over 29 percent of all employer-sponsored plans are HDHPs, said Shobin Uralil, co-founder of HSA platform Lively. There is no question this growth is in part due to higher healthcare costs.The Pros of HDHPsHigher deductibles usually mean lower premiums for small businesses trying to find ways to cut costs and save. In 2017, the average annual premium for an employer sponsored family coverage was $18,764. Premiums f or HDHPs are typically on the low-end, with the average annual cost for family coverage HDHP about $17,581.HDHPs are generally good options for young and single employees who are more likely to be healthy and dont need coverage for spouses and dependents. While deductibles for most medical costs are high, many HDHPs still offer basic preventative services such as annual check-ups, vaccines and generic prescriptions at little to no cost.Editors notenzeichen Looking for a health insurance plan for your employees? Fill out the below questionnaire to be connected with vendors that can help.The Cons of HDHPsHDHPs are a boon to small businesses everywhere due to the lower premiums, resulting in immediate savings for both employers and employees. The problems arise when employees are faced with inevitable, costly health care expenses and need to pay much more out-of-pocket before the insurance can help.Non-preventative health conditions and unexpected medical emergencies can be costly for employees on a HDHPs as the annual deductibles for these plans are between $1,350 to $6,650 for an individual and $2,700 to $13,300 for a family. Should an employee be faced with a medical situation, they need to be prepared to pay the amount before insurance will assist or negotiate with healthcare provider to make a payment plan.This high amount can make it difficult for employees to immediately pay off, resulting in stress and frustration. Worse, it can prompt employees to avoid recommended medical care and delay essential procedures because they cant or dont want to pay the high deductible. This can result in worse conditions, which can lead to lost time at work.HDHPs are generally not recommended for those who suffer from frequent or chronic health conditions, as well as families with children who require frequent doctor visits.What You Need to Know When Offering HDHPsWhile offering an HDHP to employees will likely result in savings for the business, it is in a way pushing the costs onto the employee, especially if theyre faced with a serious medical situation. However, many proponents of HDHPs argue that theyre for the most part beneficial to both businesses and employees, it just places more responsibility on the employee to make smarter healthcare decisions.High deductible health plans do shift some of the increasing cost of health insurance onto employees, said Matthew Struck, partner at Treadstone Risk Management. The business owner saves on their premium because the employee pays the first few thousand dollars in expenses. The hope is that the employee has skin in the game and uses their insurance wiser. Price shopping for services is an example of this. Its recommended that businesses that offer HDHPs also offer education to employees on how to better take a proactive role in choosing their healthcare providers and how to best save. Many employees typically select options without much research, going to whoevers near them or to the saatkorn provide r repeatedly without checking to see if there are any better options.Unfortunately, the lack of pricing transparency in the market makes this dynamic almost unachievable with most plans, Struck said. If employers want to help their employees with resources to choose medical providers with cost-effective, high value care, they should place their coverage with an insurer or administrator that can provide these types of services. The other component to many HDHPs is a health savings account (HSA). These pre-tax savings accounts employees contribute to can help offset the costs accrued from high deductibles and copays and are usable for a wide-spectrum of qualified healthcare expenses.Offering an HSA along with an HDHP helps ease the employees financial burden, especially if the business also contributes a monthly or annual amount to the account. Only 2 out of 5 private employers currently offer an HSA with HDHP, according to Michael Olivia, financial representative with WestPac Wealth Partners. Employers should also offer resources to employees on how to best use their HSAs to offset their healthcare costs.Ultimately, education for your employees is important so they can make the best decisions when utilizing the insurance options, you provide. If you have a diverse organization with employees with different healthcare needs, then its best to offer HDHPs alongside traditional, lower deductible plans, then work with them to make the best choice. Andreas Rivera Andreas Rivera graduated from the University of Utah with a B.A. in Mass Communication and is now a staff writer for Business.com and Business News Daily. His background in journalism brings a critical eye to his reviews and features, helping business leaders make the best decisions for their companies. 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This Company Makes Everything From Nalgene Bottles To Human Trafficking Identification KitsAnd Theyre Hiring

This Company Makes Everything From Nalgene Bottles To Human Trafficking Identification KitsAnd Theyre HiringThis Company Makes Everything From Nalgene Bottles To Human Trafficking Identification KitsAnd Theyre HiringLets start with a thought experiment.Im going to name three things, and you have to tell me if they share anything in common.Making milk safe for babies.Discovering the geographic origin of the coffee bean.Fighting terrorism with forensics.Any ideas?In case youre stumped, well help you out They all use technology developed at Thermo Fisher Scientific.Now, at first glance you might think working for a biotech product development company isnt necessarily exciting. You might doubt whether researching and developing scientific equipment is riveting.But that couldnt be further from the truth.All across Thermo Fisher, scientists and businesspeople alike work on projects that truly mean the difference between life and deathoftentimes for the most vulnerable people in the world.L EARN MORE ABOUT THERMO FISHER AND APPLY FOR OPEN ROLESForensics As The Secret SauceHow is it that one company actually contributes to so many different causes? The answer lies in one of Thermo Fishers specialties forensic technology.Thermo Fisher creates all sorts of chemical, DNA, and materials identification technology. behauptung and other products make the company an essential part of what drives forward innovation across a sortiment of specialties and industries.This comprises most anything you can think of. Perhaps the best question to ask is, what field doesnt rely on scientific progress to advance?Take Erica Hirsch. She works as a Senior Business Segment Director at Thermo Fishers Silicon Valley office. Hirsch manages a handheld drug verification device that helps people in Africa detect and stop the flow of counterfeit malaria drugs.Another Thermo Fisher employee playing an important role is Niusheng. He develops applications for the mass spectrometer. Thats a device that h as a broad range of uses, including the detection of deadly chemicals. Thanks to Niushengs work, one Thermo Fisher client is able to test 750,000 tons of infant formula each year for potentially harmful chemicals. And thats just one of the ways his work has a direct impact on peoples lives around the world.From Science Labs To Hiking BagsHowever, most peoples experience with Thermo Fisherhopefullyinvolves the worlds most famous piece of lab equipment the Nalgene bottle.Born from their Nalgene line of lab equipment and built from high quality and non-contaminating plastics, the signature water bottle still bears the graduated measurements of its ancestors.Its no accident, though, that Thermo Fishers cylinders and beakers became the eco-nerds (then the worlds) first choice for a reusable water bottle. Lab equipment has to be built tough to withstand pressure, falls, and high temperaturesall without leaking any nasty chemicals into the container. These qualities also make for the perfe ct water bottle, especially if youre looking to take it on a hike.So, the Nalgene lab line became the Nalgene water bottle line. And now you have your go-to water bottle.LEARN MORE ABOUT THERMO FISHER AND APPLY FOR OPEN ROLESStopping Ebola At The SourceTheir technology can do more than just support labs and solve crimes. Their advanced DNA technologies are used in stopping some of the worlds most dangerous diseases, like Ebola.Teaming up with Thomas Jefferson University, the Institute Pasteur, and the Organization of International Visitors of the USA (OIV-USA), Thermo Fisher responded swiftly to the Ebola epidemic that originated in West Africa in 2014.Using Thermo Fisher DNA technology, researchers were able to help doctors test patients in the Ivory Coast (where the epidemic broke out). That enabled them to more effectively isolate cases, pinpoint local outbreaks, and prevent a continent-wide crisis.With so much on the line, its nice to know Thermo Fisher also has the highest RD b udget in the industry. Devoting so much money and talent toward the future, Thermo Fisher is constantly developing new and better products that quite literally save the world. It also means that theyve got room for anyone else looking to throw intelligence and effort at the worlds most challenging problems.Interested in working at a company thats solving the worlds biggest problems? Thermo Fisher is hiring on WayUp, so check out their open positions and apply now

Is Salary Information Like Catnip For Job Seekers - Spark Hire

Is Salary Information Like Catnip For Job Seekers - Spark HireIn this tough job market, salary information can be a welcome sight. It makes a job feel more real. A concrete number also lets job seekers know whether they can afford to apply for the job, or not. This can save everyone some time but there are certainly also cons to divulging salary information in a job posting, especially if the salary is substantial. The chart below illustrates just such a predicamentSo, as a human resources manager, how do you sort out the wackos from the worthwhile candidates? Furthermore, do the drawbacks of stating salary in a job posting outweigh the benefits?First of all, it is true that a nice, high salary can attract a larger number of both qualified and unqualified applicants. The good berichterstattung is that this is a good problem to have. The better news is that new technologies, like video interviews, make sifting through a large number of applicants even easier. While recruiting software might help weed out under-qualified applicants at the resume stage, one-way video interviews can make your early interview rounds much faster. You can go through ten one-way video interviews in the time that it takes to do one phone interviewwackos watch outThe dilemma outlined in this chart isnt a problem at all, of course, if you choose not to include salary information in your job posting. There are certain advantages to this. First of all, you will likely receive fewer applicants. Second, the applicants who do apply will likely do so out of genuine interest in the job since no salary figure is there to tempt them. Keeping salary information private can also help keep competitors from out-bidding you on the job market.With all of this in mind, striking some kind of compromise seems like a good idea. There are a couple of ways to do this. One solution is to indicate a salary range in your job posting, instead of a concrete dollar figure. This allows qualified applicants to have h ope of a higher salary, while allowing you the freedom to personenname a lower one.Another solution is to not divulge the salary of the position until the first interview. A video interview would be a great place to name a salary range. This keeps the information private from your competitors and helps guard against wackos who are only applying because of the posted salary. However, divulging the salary range early allows candidates to opt out sooner, if it turns out that they cant afford to take the job. This saves everyone some valuable time.Do you usually advertise salary in your job postings? Vote yes or no below, and spark a conversationIMAGE Courtesy of resources.dice.com

Firing people What you do versus how you do it

Firing people What you do versus how you do itFiring people What you do versus how you do itThere sure is a lot of angry talk about firing people behauptung days.I try to stay away from the raging emotion, ideology, and irrationality of politics.But I feel compelled to comment on one claim that I keep encountering - one sometimes stated openly and sometimes implied - about firing practices in the private sector that is distorted, misguided, and often downright wrong.Heres the alleged lesson that bugs meThe practice we landsee in Washington of firing people in sudden, imrolleal, and often humiliating ways is sometimes portrayed as a reflection of how things are done and OUGHT to be done in real businesses.I beg to differ.Yes, there are often good reasons that people ought to be removed from their jobs. Yet(at least outside of politics) both the research evidence and wisdom from skilled leaders suggests that firing people in humaneand caring ways is best for the organization, the peop le doing the firing, and those who are sent packing.InThe Ahole Survival Guide, I quote veteran senior executive and venture capitalistMichael Dearingon this point.Michael has fired quite a few people over the years.It was part of his job as a senior executive at companies including Filenes Basement in Boston and eBay in Silicon Valley, and as co-founder and CEO of a chain of shoe stores in Los Angeles that went out of business.Now, as an early stage venture capitalist atHarrisonMetal,he sometimes has to remove CEOs or pull funding from the startups he invests in for business reasons. BUT, as Michael puts it, there is a difference between what you do, and how you do it.Michaels goal is to fire people in the most dignified and civilized way, to treat the person with respect, to thank them for their efforts and accomplishments, and often, to help them find a new job that is well-suited to their talents.Michael treats them with dignity both because he is a caring person and it is in hi s best interests as a hardcore capitalist.Michaels experience dovetails with lessons the I learned early inmyacademiccareer, when my research focused on the processes of organizational decline and death.I studied how humaneleaders implemented tough decisions such as firing, layoffs, and closures.I discuss such lessons inGood Boss, Bad Bossand in this McKinseyinterview and video.In short, the four hallmarks of leaders who do firings or layoffs well areThey give affected people as muchpredictionabout how the process will unfold which protects them from unpleasant surprises, helps free them from being in a constant state of fear, and allows them to plan their lives.They createunderstandingby explainingwhythedecisionwas made to people who are sent packing and to their surviving colleagues.They help fired people exercisecontrolover how and when they leave.They might, for example, give people a say over the wording of the announcement to their colleagues or the press. Or they might allow them to decide whether to leave immediately or stay around for a few days. Their goal is to do little things that enable people to feel less helpless or ashamed about losing their jobs.Above all, leaders expresscompassionto the person who is being fired and when they discuss the person with others.Rather than bad-mouthing people they fire, smart bosses usually do the opposite.Venture capitalist and former CEO Ben Horowitz wrote alovely pieceon how to do layoffs that captures what a humane firing process looks like prediction, understanding, and control are evident throughout.This paragraph explains what compassionate leaders do during layoffsBe present. Be visible. Be engaging. People want to see you. They want to see whether or not you care. The people who you laid off will want to know if they still have a relationship with you and the company. Talk to people. Help them carry their things to their car. Let them know that you appreciate their efforts.Ben is talking about layoffs d one to cut costs a humane compassionate process may take different forms when a single person is fired for poor performance or unsavory behavior. But treating people with as much dignity and respect as possible, while doing the dirty work that must be done, remains the guiding principle.There are at least five rational reasons why treating people with dignity is good for your organization and for you.1.Ripple effectsTreating fired people with respect rather than disdain dampens the fears of employees who remain.Employees know that, down the road, they may be sent packing too, and often think, or even say, when a colleague is canned I wonder if I am next or But for the grace of god go I.When they see that colleagues are treated with dignity in the process, it amplifies their psychological safety and confidence in you as a reasonable and sane leader.And the resulting dampening of their fear, anger, and anxiety helps them concentrate on doing their jobs and to feel good about going the extra mile for you and the organization- and makes them less likely to start looking for another job.2. ReplacementsIf you are firing a person that you need to replace, by treating them with dignity, you are less likely to scare away strong candidates for the position especially internal candidates who see your civilized firing style first hand.But if you treat fired people like dirt, word will spread (including to external candidates), and they may well decide against taking a job that may end in ugly insults and humiliation.3. Candidate poolMore generally, if your organization develops a reputation for cruelty and vindictiveness in its firing process, word will spread (by word of mouth, social media, and especially at sites where employees provide anonymous evaluations of employers such asGlassdoor), and will drive away strong candidates for all positions.4. Revenge and litigationBy treating the people that you fire with dignity in the process, they are less likely to become ang ry and vindictive former employees who sue your company (and you) and bad mouth you to others.Much as I have seen with Michael Dearing and other compassionate leaders, the people you fire with dignity may even thank you, remain loyal to you, and say good things about you and your organization.5. Your day may comeFinally, if you have belittled, bad-mouthed, and otherwise disrespected the people that you fire, you ought to worry about what will happen when the tables are turned- when the day comes that you get fired.Colleagues who have watched your nasty ways over the years may not be able to resist giving you a taste of your own medicine.But if you have treated others well, they are likely to return the favor inkind,and help you preserve your sanity and dignity in the process.Sure, there are instances when instant firings make sense.An abrupt firing might be wise if an employee commits such an awful or unethical act that you want to send the message that some behaviors will not be to lerated.But beware of using moral outrage as an excuse for your rash, stupid, and mean-spirited actions.AsGeorgetown Universitys Christine Porathsuggests, you are especially prone to treat people like dirt if you wield power over them, feel rushed, or are exhausted.If any or all of these pressures are at play, beware that an incompetent, lazy, or mean-spirited employee is especially likely to unleash your inner jerk.AsDr. Jerome Groopmanput it, sometimes the best advice is Dont just do something, stand there. Slow down and imagine that it is a few days later - and you are knee-deep in a sh-tshow that youve created with your impulsive, insulting, and humiliating actions. Sometimes imaging an ugly future can spare you the pain of having to live in it.P.S.A slightly different version of this piece first appeared in mynewsletter.Thisarticlefirst appeared on LinkedIn.

August 2017 Jobs Report

August 2017 Jobs ReportAugust 2017 Jobs ReportAccording to the Bureau of Labor Statistics (BLS), employers added 156,000 jobs last month, which is below many analysts expectations. And revised numbers from the BLS for June and July show that 41,000 fewer positions were created than previously reported. But the employment market remains robust. Looking at the broader trend, payrolls have expanded by more than 1.4 million jobs since the departure of 2017, averaging nearly 176,000 new positions per month.Among the biggest contributors to last months job gains were businesses in the professional and business services sector, which added 40,000 jobs. Manufacturing grew by 36,000 positions. And healthcare continues to expand, adding 20,000 jobs in August.The overall unemployment rate increased slightly to 4.4 percent in August, up from 4.3 percent in July. The unemployment rate for college-degreed workers who are 25 or older - the most sought-after candidates - held steady at 2.4 percent

How to Fill Out a Job Application

How to Fill Out a Job ApplicationHow to Fill Out a Job ApplicationWhen you apply for a job you are typically asked to complete an employment application. You may be asked to complete a job application even if you have already submitted a resume and cover letter. That way, the employer has a record of your personal and employment history, verified and signed by you. What You Need to Complete a Job Application Its important for your job applications to be complete, void of errors, and accurate. Regardless of whether you complete an online job application or apply in-person, make sure you have all the information youll need at your disposal. Next, make sure you do all of the following Review Your Employment HistoryYoull need your resume (or a list of your employment and education history) to make sure that youre listing the correct dates of employment, job titles, and education. Your resume should match the job application perfectly because discrepancies will be noticed. Download a Sample Job ApplicationDownload ajob application sampleand practice filling it out. That way you can be sure that you have all the necessary information, in advance. Ask for an ApplicationIf youre applying for a position in-person, ask for a job application, then take it home with you to complete. You can take your time filling it out so it will be neat and tidy, as well as accurate when you return to drop it off. Applying In-PersonWhen you stop by, to plattl up or drop off a job application, be sure youre dressed appropriately. You may end up speaking to the hiring manager and its important to look professional, just in case you get anon-the-spot interview. In-Person Job Application ChecklistIf you review anin-person job applicationlist beforehand, youll ensure not making any blatant errors during the interview process. Online Job ApplicationsJob applications for many companies are often available online. For example, aWalmart Employment Applicationcan be completed online and the sa me holds true for many other largenational employers. In fact, some employers no longer accept paper applications and applicants are required to apply on thecompany websiteor the site where the company listed the job openings. Follow the InstructionsExplicitly follow the instructions when completing both online and paper job applications. The slightest error could knock your application out of the running before an employer even gets a chance to look at your application. You might also want to check the company website, or the fine print on the job application form, to verify youve followed the directions as instructed. Review Before You SubmitThoroughly read the instructions for applying for employment before you click the submit button (or hand in your application). Make sure every field is filled in. Some companies refuse to accept an incomplete application. Be Prepared to Take a TestSome companies test applicants for employment in buchen to determine if the candidate is a good m atch for the job. Companies who conductpre-employment tests(such as talent assessments) are seeking applicants that match their very specific hiring criteria. Being prepared foremployment testswill help you respond better to employment-related questions. Some companies requiredrug testsfor applicants seeking employment. Know Whats IncludedThe list below includes all the information you need to complete an application for employment. Information Most Applications Ask For Personal Information NameAddressCity, State, Zip CodePhone numberEligibility to work in the USFelony convictionsIf underage, working paper certificate Education Schools/Colleges attendedMajorDegree/DiplomaGraduation dates(s) Position Applied For Information Title of the job you are applying forHours/days available to workWhen you can start work Employment Information Names, addresses, and phone numbers of previous employersSupervisors nameDates of employmentSalaryReason for leaving References List of three refere nces including names, job title or relationship, addresses, phone numbers Resume (If you have one) Sample Job Applications and Letters Remember, the more prepared you are, the better your chances of getting hired. It pays to review sample job applications to give you an idea of what will be asked of you. It also pays to print out one or two applications and complete them, so you know you have all the information needed to complete actual employment applications. If you need to mail a job application or follow-up on an application youve submitted, take the time to review some samplejob application lettersfor examples of what to write and how to follow-up.

Air Force Job AFSC 2A3X3 Tactical Aircraft Maintenance

Air Force Job AFSC 2A3X3 Tactical Aircraft MaintenanceAir Force Job AFSC 2A3X3 Tactical Aircraft MaintenanceIn the Air Force, Tactical Aircraft Maintenance specialists are tasked with taking care of aircraft when pilots arent flying them, ensuring theyre repaired and maintained to be ready at any time. It involves supervising flight and crew chiefs, conducting quality assurance tests and overseeing maintenance support functions. In many regards, this role is as important to the successful deployment of Air Force aircraft as the pilots who fly them. The Air Force categorizes this job as Air Force Specialty Code (AFSC)2a3x3. Duties There is a lengthy list of responsibilities for these airmen, which varies slightly depending on where theyre stationed and what aircraft theyre assigned. But in all circumstances, aircraft maintenance specialists perform end-of-runway, post-flight, preflight, thru-flight and phase inspections. They also perform integrated combat turns and hot pit refuel s, advise on problems maintaining, servicing and inspecting aircraft and related aerospace equipment, and troubleshoot and maintainaircraft structures, systems, components, and related equipment. In addition, these airmen remove and install aircraft components, conduct functional tests of repaired components and systems and adjust, align and rig aircraft systems. Its up to them to supervise aircraft being jacked, lifted or towed. Another key part of the tactical aircraft maintenance specialists job is to conduct inspections of aircraft, including structures, systems, components and related systems. Theyll then interpretinspection findings and determine what of corrective actions might need to be taken. And finally, tactical aircraft maintenance specialists coordinate the maintenance plans for Air Force aircraft, assist and supervise launching and recovering aircraft, perform crash recovery duties as well as staff and supervisory management functions. Qualifications Knowledge of principles applying to aircraft systems,concepts and application of maintenance directives and data reporting and using technical data are all required and will be key parts of technical school training. Youll also need to knowAir Force supply and deficiency reporting procedures and proper handling, use, and disposal of hazardous waste and materials. ASVABIf youre interested in this Air Force job, youll need a composite score of 47 in the mechanical (M) Air Force Qualifying Area of the Armed Services Vocational Aptitude Battery (ASVAB) tests. Security ClearanceAirmen in this job need to be able to qualify for a secret security clearance from the Department of Defense. It involves a background check of finances and character, and a criminal record or a history of drug and alcohol abuse may be disqualifying. VisionAs with most Air Force jobs, youll also need normal color vision (no colorblindness). You should have a high school diploma, with coursework in physics and electronics prefe rred. Training Tactical aircraft maintenance specialists spend the requisite 7.5 weeks in basic training (also known as boot camp) and participate in Airmens Week. Then they go to Sheppard Air Force Base in Wichita Falls, Texas for technical training. The type of aircraft these airmen work on will determine the length of their technical training.