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Publications

Return to Work Site: Operational Considerations

Organizations may have only one chance for a successful return of their workforce and operations, however, it is expected there will be many “starts and stops” during this process. Written by our partners at Lockton.

Return to Work Site: Paid Leave and Absence Management Considerations

Employers are experiencing two central return to work (RTW) situations due to the coronavirus pandemic. 1) Reopening due to a directly or indirectly forced closure; and 2) Employee re-entry due to furlough, layoff, and existing leave events. Written by our partners at Lockton.

Return to Work Site: Workplace Safety and Workforce Planning Considerations

Our workplace safety webinar addresses cleaning vs disinfection plans, prevention plans, travel policies, high-risk staff and members, and workforce gaps. Written by our partners at Lockton.

Coronavirus: Preparing your business for impact

Written by our partners at Lockton. Note: The coronavirus outbreak is a fast-developing situation, and local health agencies should be consulted for the latest news and directives.

Is Your Credit Union Preparing for Coronavirus?

You can’t escape the headlines. COVID-19, also referred to as Novel Coronavirus, is fast becoming a great concern to all industries. Here are some simple steps your credit union can take right now to protect your company.

Top 10 Most Expensive Chronic Diseases for Healthcare Payers

Chronic diseases continue to grow among the U.S. population and dramatically affect the way we live and spend our healthcare dollars. Healthcare spending reached a total of $3.6 trillion in 2018, according to The Centers for Medicare and Medicaid Services national healthcare expenditure data. Below lists the top ten chronic illnesses and their related cost burden on the U.S. population in descending order.

Controlling Employee Benefit Costs Strategically

In December 2018, the Bureau of Labor Statistics reported the average cost to a U.S. employer for every hour an employee worked was $34.05. It’s probably no surprise that nearly 30 percent of that cost, or $10.20, was for employee benefits. In today’s hot job market, talented employees expect to have good benefits. Providing benefits is not only expensive, but necessary, to attract and retain high-quality candidates.

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