As an HR representative for your company, you know how important it is for your staff to feel their best—physically, emotionally, and mentally. In a perfect—or even better—world, everyone would run optimally, inside and out.

Unfortunately, mental health woes are as much a sign of our modern times as many physical ailments have become. According to the Centers for Disease Control and Prevention (CDC), nearly one-in-five U.S. working adults aged 18 or older reported some type of mental illness in 2016. That equates to roughly 18.3% or 44.7 million people, making it one of the most burdensome health concerns in the country.

Workplace ethics generally defines how your leaders, managers, and employees define right from wrong within the scope of the company environment. However, we all know there is never a simple answer to most business challenges – and defining right from wrong is usually easier said than done.

When companies start to approach the big 5-0 in terms of staffing, Human Resource (HR) teams face new levels of intensity when it comes to legal matters. It’s far easier to maintain a one-on-one approach to employee relations and compliance with smaller numbers. However, once your business reaches the level of success where you need more people to drive that momentum, you incur more risk.

More than a year since the start of the pandemic, we are continuing to monitor the ripple effects on business operations worldwide. As one of the most highly visible – and scrutinized – sectors of the economy, the health insurance sector was forced to grapple with an extraordinary crisis. Although insurance analysts will be studying the influence of COVID-19 for years to come – and some of the pandemic’s effects have yet to be determined – here’s what we know about the impact of COVID-19 on the insurance market so far.

Although some organizations stay on top of HR audits, others appreciate their importance but fail to perform them. Organizations can fall short on conducting them due to a lack of time, resources, and HR expertise. Without these periodic, objective reviews of HR practices, policies, alignment with company culture, and strategic direction, the organization will suffer in the long run.

Regardless of the reason why you need it, purchasing insurance can cause feelings of anxiety and dread. Buying the right type and level of coverage for you and your business requires a lot of time and resources. You want to ensure that you’re purchasing the right coverage to mitigate risks and provide financial security. If you’re looking for employee benefits, you also have the challenge of balancing the needs and requests of your employees with the needs and budget of the business.

Securing insurance takes time and resources. Because each individual, family, and business has a unique set of risks, there is no such thing as a “one-size-fits-all” policy, regardless of the type of policy you’re seeking. Insurance brokers provide the expertise required to help individuals and businesses secure insurance policies to meet a wide array of needs.

Insurance brokers and agents act as intermediaries between insurance companies selling insurance and consumers seeking to purchase insurance. There are several insurance options and insurance organizations from which to choose. Brokers and agents help navigate the many choices of insurance available to meet the needs of their clients at a fair price. If you’re in the market for personal or business insurance, you might be wondering what the differences are between an insurance agent and an insurance broker.  

Health insurance is one of the top benefits that employers can offer to employees. Providing health insurance to employees requires employers to stay on top of the ever-changing legal landscape focused on employer benefits. Do you know both the current and new federal and California health insurance regulations for 2020? In the content below, we explore how this year's health insurance regulations impact employers and employees.

One of the first considerations for candidates when evaluating job prospects is the company's employee benefits. Medical expenses can be costly, and employees want to know that they and their families will be taken care of if medical needs arise. Many employees would even consider a job with lower pay for a job with better health benefits, as 88% of the respondents in a 2,000-person study by research firm Fractl indicated. Offering healthcare benefits is essential for employers to attract, hire, and retain top talent.