New York’s Departure From Interstate Experience Rating

As of 10/1/22, New York will withdraw from the NCCI interstate rating plan and become an independent bureau.  The NCCI announcement is as follows and can be found by clicking here.

NCCI Press Release on NY Workers Comp Experience Mods

(c) NCCI – New York’s Departure From Interstate Experience Rating. The New York Compensation Insurance Rating Board (NYCIRB) announced that the New York State Department of Financial Services approved a new edition to the New York Experience Rating Plan Manual (Plan) effective for experience rating modifications (Mods) with a rating effective date on or after October 1, 2022. Upon implementation of their new Plan, New York will withdraw from the NCCI interstate
rating plan.

Beginning with experience rating worksheets with an effective date of October 1, 2022, and after, interstate experience rating will not use New York experience in the calculation of interstate experience rating mods. New York experience can be used for experience rating purposes on mods prior to rating effective dates of October 1, 2022.

Mod worksheets containing New York experience that have a rating effective date of October 1, 2021, and after will display a comment advising customers that New York experience will no longer be used in mods on and after October 1, 2022. NCCI may issue additional communications as New York transitions away from the interstate experience rating plan.

What That Means For Employers

If your company has workers comp policies that cover multiple states including New York, your Workers Comp Experience Mod for New York will not be combined into NCCI’s E-Mod algorithm.

Your company’s New York payrolls will be matched with claim values only in New York.

Will New York Workers Comp Experience Mods Cost Us More Premium?

I hate to answer that good question with – it depends. Let us look at how it could affect your company’s workers comp budget.

A high amount of NY Claims with lower NY Payroll – New York Mod will be higher likely causing an increase in premiums. Any other situations will be – it depends.

For instance, If your company has a low amount of claims and higher NY payroll, then one could say that the NY Mod will be lower. Hold on, though, as the NY payroll will not count in as a buffer for higher claims in your company’s other states of operation.

I recalculated one of our clients’ Mods taking out the NY payroll and claims. The NCCI Mod dropped. The NY Workers Comp Experience Mod increased the premium slightly. I think we will need to leave it at – it depends.

This blog post is provided by James Moore, AIC, MBA, ChFC, ARM, and is republished with permission from J&L Risk Management Consultants. Visit the full website at www.cutcompcosts.com.

RiskMD; Risk Management for Today and Beyond

Risk management is foundational to the insurance industry at large.  Not only as a means to ensure the pricing integrity of insurance products, but most importantly, to continue to achieve and maintain safer, healthier environments for all.   Innovation in this space should be recognized, encouraged and celebrated.  To that end, we celebrate RiskMD!

RiskMD holds one of (if not the) only patents specific to PEO.  This patented business intelligence platform organizes insurance-related data in a proprietary way to empower risk managers and insurance executives to completely change the way they approach decision making.

Risk managers and insurance executives spend countless hours poring over numbers in search of opportunities to mitigate losses and increase profitability. This requires many hours of tedious work, compiling and deciphering mountains data using multiple complex tools, and the experience and instincts to find actionable insights.

RiskMD completely reshapes this process. The technology seamlessly automates data aggregation and integration to provide clear and meaningful insights with detailed and impactful visualizations. It gives users the ability to schedule recurring reports for quick and easy insights on demand, while also allowing for more advanced users to dig deep into the numbers and find the most granular of opportunities.

What makes RiskMD unique? Where did the concept come from?

Risk MD is an insurance data analytics tool that was built with the goal of changing the way the industry uses data to understand loss ratios and maximize profitability for any given insurance transaction. It’s a system and method for the valuation, acquisition, and management of insurance data. The concept was developed by Paul Hughes, the Founder and CEO of RiskMD, with the idea of bringing the mentality of stock trading analytics to the insurance world.

This system follows a patented process that uses a common identifier, the Federal Employer Identification Number (FEIN) to efficiently and effectively aggregate data in a new and powerful way. The process makes it possible to funnel data into the system without the need for labor-intensive manual input.

The use of FEIN also enables a more precise normalization of the data so that it can be more easily manipulated. This allows users to easily drill down to a deeper level for more impactful insights.

Another unique feature of the tool is that it’s designed to produce insights, rather than requiring users to find the insights themselves. Without RiskMD, risk managers and insurance executives have to dedicate countless hours to building and manipulating spreadsheets and pivot tables, then try to search the resulting data points to verify whatever insights are available to be found. RiskMD compiles the data much more efficiently and can be pre-programmed to surface the most important insights automatically, presenting them visually through the use of graphs, tables, and charts.

Whether risk managers and insurance executives are using it to manipulate data in real-time on their own or relying on custom reports that are delivered automatically, those using RiskMD have a competitive advantage over those who don’t.

How is RiskMD relevant to core concerns of risk managers?

One of the most critically important concerns for insurance executives is to maintain profitability across a book of business. They manage the total cost of risk, which can come from claims paid, or dollar values that are paid internally within a deductible limit, and additional costs that aren’t easily quantified, like the value of opportunity costs missed. Their ability to do this depends heavily on using data to gain an understanding of which accounts might create profitability issues. Without knowing which accounts are presenting exposure points and fueling losses, a risk manager cannot effectively manage them. This leads to reactionary behaviors rather than proactive ones.  Minor “hot spots” can become major loss leaders.

It gives the ability to quickly and easily see loss ratios for each account or exposure in their book of business, in real-time, through visualizations. If profitability is the macro problem, RiskMD is a tool that helps take a granular look to find the micro issues that cause that macro problem.  This prevention-based approach maximizes profitability.

How is RiskMD effective in solving one or more problems in the risk management process?

Managing risk effectively and profitably relies on finding and addressing loss leaders proactively. To do this, risk managers face the problem of compiling and deciphering large quantities of data. This process is labor-intensive, time-consuming, and typically requires a deep knowledge of multiple data manipulation tools.  Even with all the tools and manpower, the problem is often compounded when insights are unfound, like a needle in a haystack.

At its core, RiskMD is a risk assessment and analysis tool. It simplifies the data evaluation process and allows C-Level Executives and Risk Managers to discover key insights that help them make better business decisions. Using visualizations for risk identification makes insights easier to find and understand at all levels. Delivering performance metrics in real time through visualizations ensures that the internal and external stakeholders of an insurance transaction can always “keep score.”

How is RiskMD presented to risk managers to ensure ease of understanding and use.

RiskMD is an incredibly robust data analysis tool. The sheer volume of information and insights that it provides can be overwhelming. With that in mind the platform was specifically designed to make those insights as easy to access as possible using Tableau Software, which is the industry standard for user-friendly data visualization.

Using the automatic data-input process and the interpretations made possible by the proprietary algorithms, RiskMD delivers insights to the user or insurance executive in the form of graphs, tables, and customizable gauges. These visualizations are designed to make understanding the insights simple and easy enough for any user to understand. They are color-coded in a green-to-red, “stoplight” method that makes quickly understanding areas of potential risk easier.

RiskMD provides automated reports that can be built once and then scheduled for direct delivery at the desired interval. This allows a more hands-off approach in which the most important indicators are delivered directly to the user’s desk, ensuring consistent oversight.

For users with a higher degree of data acumen, RiskMD allows them to pull various levers and manipulate data to gain deep and precise insights that would otherwise be extremely time-consuming to uncover. This ability to “slice and dice” information provides a level of understanding that makes a user’s ability to mitigate potential losses invaluable.

What results and objectives are achieved by RiskMD in a risk management setting.

Benchmarks are instrumental in providing key insights using data. RiskMD houses more than 100,000 claims files and exposure data for more than 20,000 client companies. This cache of data allows RiskMD users to benchmark against RiskMD proprietary data, as well as industry data. That ability to benchmark against the proprietary data became incredibly useful during the COVID-19 outbreak.

The insurance industry cycles through exposure, premium, and claims data on a period of about 12-18 months when accounting for audit periods. RiskMD cycles through this data on a bi-monthly basis due to data ingestion from its expansive PEO clientele, which report on a “pay-as-you-go” basis. When the global Coronavirus pandemic shut down the economy and upended the industry, NCCI, the preeminent Workers’ Compensation Bureau, contacted RiskMD for insights on how COVID was affecting claims and payroll.  RiskMD was the only known source that could provide real-time insights on jobs and job-related COVID claims. RiskMD provided NCCI with important insights as to how COVID affected jobs and payroll nationwide by quantifying claims incurred versus the reduced premiums collected.  This accurate capture of loss ratio was simply not available anywhere else due to the proprietary source of “pay-as-you-go” payroll exposure information.

Workers’ Compensation Rates Continue to Decline

We once again find ourselves heading into a wonderful time of year.  A time which brings about goldening leaves on trees, a discernible chill on the morning breeze, pumpkin spice everything, and new workers’ compensation loss cots and rate sets!  So far 2022 is promising to bring about another wave of rate decreases. 

New York is first out of the gate, approving an overall rate decrease of 6.4% effective 10/1/2021.  The state advises that this loss cost revision reflects the experience of the two most recent policy years, as well as projected trends, benefit level changes, and changes in loss adjustment expenses.

According to the attached 2021 Loss Cost Filing the proposed loss cost change is based on the latest financial data reported by the Rating Board’s member carriers, which includes losses resulting from the COVID­19 pandemic, and was derived by applying Rating Board’s standard ratemaking methodology. The terrorism and catastrophe loss cost provisions have also been updated with this revision. However, no explicit load for the risk of pandemics is included.

Florida followed suite announcing on Friday, 8/27/2021 a proposed overall rate decrease of 4.9%.  If approved, these reduced rates will take effect on 1/1/2022.  This continues the trend of continually dropping rates which Florida has been witnessing since 2016. 

We will continue to monitor this activity and keep you informed as more states propose and approve the 2022 loss costs. 

OSHA Will Not Amend its COVID-19 ETS Despite CDC Guidance

OSHA recently determined it will not be making changes to the healthcare emergency temporary standard (ETS) after reviewing the latest guidance, science and data on COVID-19, and the recently updated CDC face mask guidance. However, OSHA will continue to monitor and assess the need for changes monthly.

OSHA determined that neither the CDC’s guidance on health care settings nor the underlying science and data on COVID-19 in health care settings has materially changed in a way to necessitate changes in the June 10, 2021 ETS.

Revised CDC Guidance

The CDC recently announced updates to its face mask guidelines, recommending that fully vaccinated individuals should wear a mask in public, indoor settings in areas where there is high or substantial COVID-19 transmission, including of the new coronavirus delta variant. Prior to this update, the CDC guidance allowed fully vaccinated individuals to stop wearing a mask in most settings.

OSHA’s Healthcare ETS

Since OSHA has not changed its requirements for the healthcare ETS, the face mask exceptions under the standard still apply. The healthcare ETS covers employers in various health care industries, such as hospitals, nursing homes, assisted living facilities, emergency responders, home health workers and employees in ambulatory care settings where suspected or confirmed COVID-19 patients are treated.

Next Steps

Health care employers should continue to monitor the OSHA website for updates on how changes in COVID-19 transmission affect agency policy and guidance. OSHA will continue to assess the need for changes monthly.

ETS Face Mask Exceptions:

Employees are not required under the healthcare ETS to wear face masks when:

  • They are alone in a room;
  • They are eating & drinking;
  • It is important to see a person’s mouth while communicating;
  • Employees are unable to wear face masks due to a medical necessity or condition; or
  • Use of a face mask presents a hazard to an employee of serious death or injury.

This is Why You Should Double Check Your Cyber Insurance Policy

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Whether a business is in healthcare, accounting, legal, real estate, manufacturing, etc., most of a business’ important assets are digital. (Government municipalities are included too.) To make matters complicated, it’s very common for these digital assets to be stored in various systems and locations, intertwined with a third party’s digital information. With so many opportunities for disaster, steps must be taken to insure this critical information.

Cyber insurance is a new frontier that is rapidly evolving as the industry gets its bearings. Many companies are finding that their current cyber policies have very minimal coverage in case of a cyber breach, and the majority of these policies will not come close to providing the necessary breach coverages to the business or municipality.

When looking at your existing or new cyber policy, it’s important to consider these types of coverages:


As we have come to realize, the idea that security starts and ends with the purchase of a pre-packed firewall is simply misguided

Art Wittman

1. Privacy Breach Notification

Some reports estimate the notification and credit monitoring costs alone are over $100 per record, so if you had 1,000 compromised records, this alone could cost $100,000 or more.

2.Data Loss Restoration

Believe it or not, many large insurance carriers have policy exclusions for the replacement and restoration of data, so be very careful in this area when reviewing your policy.

3. Privacy Liability

This covers for the theft or loss of private information related to customers and other third-party information that is in your care.

4. Regulatory and PCI Defense

Many industries are under strict regulatory control, and breaches may result in fines and other penalties from these regulatory agencies.

5. Public Relations

If an enterprise has a breach, the bad press they receive can do significant long term reputational damage and can also be used by competitors to their advantage. This coverage will help hire a public relations firm to mitigate the reputational damage your name brand might incur.

6. Cyber Crime

If your organization is threatened with various cyber threats such as malicious code that will result in financial loss or data loss, this coverage is needed for the reimbursement of the costs associated with these threats.

7. Defense and Settlement costs

A breach affecting a lot of customers may result in lawsuits and financial settlements, so insurance coverage is needed to offset these potentially enormous costs.

8. Consulting and Forensic Fees

If a breach does occur, the upfront investigative process will require a lot of professional expertise and a lot of money, and this specific coverage will offset these significant costs.

9. Business Continuity

If a hack causes your business to lose income, this coverage will reimburse you for these losses.

It takes 20 years to build a brand or company reputation and a few minutes within a cyber incident to ruin it

Stephane Nappo

For a free cyber insurance policy evaluation, contact Libertate Insurance today at 813-367-7574 or email me, James Buscarini at jbuscarini@libertateins.com.

Our professionals are happy to review and discuss your firm’s existing cyber liability insurance policy and the relation to your unique business requirements, needs and cyber coverage. Our goal is to help your PEO and client companies navigate the cyber liability insurance landscape and identify potential vulnerabilities that could be exposed based on your existing technology network and infrastructure. Finally, we want to make sure that in the event of a ransomware attack, business email compromise or phishing expedition your firm has adequate coverage in each of the areas that you might be vulnerable to be targeted in.

CYBER RISKS & LIABILITIES – Penetration Testing Explained

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Keeping workplace technology up and running is vital to any organization’s success. While this task seems feasible, it’s growing harder and harder each year as cybercriminals expand their reach.  It’s not enough to simply protect workplace technology with software and security protocols. It’s also critical for your organization to test the overall effectiveness of these protocols on a regular basis. That’s where penetration testing can help.

Essentially, penetration testing consists of an IT professional mimicking the actions of a malicious cybercriminal to determine whether an organization’s workplace technology possesses any vulnerabilities and can withstand their attack efforts. Conducting a penetration test can help your organization review the effectiveness of workplace cybersecurity measures, identify the most likely avenues for a cyberattack and better understand potential weaknesses.

Review this guidance to learn more about what penetration testing is, the benefits of such testing and best practices for carrying out a successful test within your organization.

What Is Penetration Testing?


Put simply, penetration testing refers to the simulation of an actual cyberattack to analyze an organization’s cybersecurity strengths and weaknesses. This testing usually targets a specific type of workplace technology, such as the organization’s network(s), website, applications, software, security systems or physical assets (e.g., computers and smart devices). Penetration testing can leverage various attack methods, including malware, social engineering, password cracking and network hacking, among others. Generally speaking, penetration testing is often performed by a professional from a contracted IT firm who is not associated with the organization being assessed in any way. This helps the cyberattack simulation seem as authentic as possible. Penetration testing is typically either external or internal in nature. The primary differences between these forms of testing are as follows:

  • External penetration testing requires the IT expert to attack an organization’s external-facing workplace technology from an outside perspective. In most cases, the IT professional won’t even be permitted to enter the organization’s physical establishment during external penetration testing. Rather, they must execute the cyberattack remotely—often from a vehicle or building nearby—to imitate the methods of an actual cybercriminal.
  • Internal penetration testing allows the IT expert to attack an organization’s internal-facing workplace technology from an inside perspective. This form of testing can help the organization understand the amount of damage that an aggrieved employee could potentially inflict through a cyberattack. 

In addition to these testing formats, there are also two distinct types of penetration tests. How much information an organization provides the IT professional prior to the cyberattack simulation will determine the penetration test type. Specifically:

  • An open-box test occurs when the IT expert is given some details regarding the organization’s workplace technology or cybersecurity protocols before launching the attack.
  • A closed-box test occurs when the IT expert is provided with no details other than the organization’s name before conducting the attack.

Ultimately, the penetration testing format and type should be selected based on the particular workplace technology elements or cybersecurity measures that an organization is looking to evaluate.


Benefits of Penetration Testing

Penetration testing can offer numerous advantages to your organization, including:

  • Improved cybersecurity evaluations—By simulating realistic cyberattack situations, penetration testing can help your organization more accurately evaluate its varying security strengths and weaknesses—as well as reveal the true costs and of any security concerns.
  • Greater detection of potential vulnerabilities—If any of your workplace technology or other cybersecurity protocols fail during a penetration test, you will have a clearer picture of where your organization is most vulnerable. You can then use this information to rectify any security gaps or invest further in certain cyber initiatives.
  • Increased compliance capabilities—In some sectors, organizations are legally required to engage in penetration testing. For example, the Payment Card Industry Data Security Standard calls for organizations that accept or process payment transactions to execute routine penetration tests. As such, conducting these tests may help your organization remain compliant and uphold sector-specific expectations.
  • Bolstered cybersecurity awareness—Mimicking real-life cyberattack circumstances will highlight the value of having effective prevention measures in place for your employees, thus encouraging them to prioritize workplace cybersecurity protocols.

Penetration Testing Best Practices

Consider these top tips for executing a successful penetration test within your organization:

  • Establish goals. It’s crucial for you to decide what your organization’s goals are regarding the penetration test. In particular, be sure to ask:
  • What is my organization looking to gain or better understand from penetration testing?
  • Which cybersecurity threats and trends are currently most prevalent within my organization or industry? How can these threats and trends be applied to the penetration test?
  • What specific workplace technology elements or cybersecurity protocols will the penetration test target?
  • Select a trusted IT professional. Consult an experienced IT expert to assist your organization with the penetration test. Make sure to share your organization’s goals with the IT professional to help them understand how to best execute the test.
  • Have a plan. Before beginning the penetration test, work with the IT expert to create an appropriate plan. This plan should outline:
  • The general testing timeframe
  • Who will be made aware of the test
  • The test type and format
  • Which regulatory requirements (if any) must be satisfied through the test
  • The boundaries of the test (e.g., which cyberattack simulations can be utilized and what workplace technology can be targeted)
  • Document and review the results. Take detailed notes as the penetration test occurs and review test results with the IT expert. Look closely at which cybersecurity tactics were successful during the attack simulation and which measures fell short, as well as the consequences of these shortcomings. Ask the IT professional for suggestions on how to rectify security gaps properly.
  • Make changes as needed. Based on penetration test results, make any necessary adjustments to workplace technology or cybersecurity protocols. This may entail updating security software or revising workplace policies.
  • Follow a schedule. Conduct penetration testing at least once every year, as well as after implementing any new workplace technology.

If you are a Risk Manager or Principal of a PEO and want to learn how you could help protect your client company’s interests through our affordable Master Cyber Liability program, eMail James Buscarini, Fl License #A036520 at jbuscarini@libertateins.com to find out more. The Master Cyber program is written through Axis, an A rated carrier, 250K in coverage, no underwriting, and a revenue generator!

White House Issues Ransomware Prevention Guidance to Businesses

In a recent letter addressed to corporate executives and business leaders, the White House emphasized that
bolstering the nation’s resilience against cyberattacks is a main priority for President Joe Biden’s administration.
Specifically, as ransomware attacks continue to rise in both cost and frequency throughout the country, the
federal government is urging businesses to take this evolving cyber threat seriously.

These attacks—which entail a cybercriminal deploying malicious software to compromise a business’s network or
sensitive data and demand a large payment be made before restoring this technology or information—have
quickly become a growing concern across industry lines. In fact, the latest research provides that ransomware
attacks have increased by nearly 150% in the past year alone, with the median ransom payment demand
totaling $178,000 and the average overall loss from such an attack exceeding $1 million.

While the White House has begun working with both domestic and international partners on various strategies to
prevent ransomware attacks, the Biden administration is also encouraging businesses to play their part in
minimizing this rising cyber concern. Rather than viewing ransomware attacks as a minor cyber risk, the federal
government is instructing businesses to view these attacks as a significant exposure—one with the potential to
wreak havoc on their key operations.

As such, the Biden administration is recommending that businesses convene with their senior leadership teams
to review their ransomware exposures and implement these top cybersecurity measures:


  • Utilize the federal government’s best practices. Businesses should be sure to incorporate the best
    practices outlined in the Biden administration’s Executive Order on Improving the Nation’s Cybersecurity. This
    includes the following practices:
    o Implementing multi-factor (MFT) authentication on all workplace technology
    o Leveraging endpoint detection and response tools to identify and deter suspicious network activity
    o Encrypting sensitive data to make it less accessible to cybercriminals
    o Developing a trusted and skilled workplace cybersecurity team
  • Ensure an effective incident response plan. All businesses should have cyber incident response plans in
    place. These plans outline proper response protocols and offer steps for minimizing potential damages during
    cyberattacks. Businesses should make sure to include several ransomware attack scenarios within their
    response plans and routinely test these scenarios with their cybersecurity teams. Based on test results,
    businesses should revise their response plans accordingly.
  • Conduct frequent data backups. In addition to the federal government’s best practices, businesses should
    also prioritize securely backing up all sensitive data, images and other important files on a regular basis.
    Conducting such backups can help businesses remain operational and continue to access crucial data in the
    event that any workplace technology is compromised in a ransomware attack. Data backups should remain
    offline (not connected to key business networks) and be routinely tested.
  • Keep critical networks separated. In order to keep ransomware attacks from fully disrupting their operations, businesses should attempt to segment their various workplace networks (e.g., sales production, and corporate) from one another rather than having a unified network. Access to each network should be restricted to those who use them to conduct their job tasks. Networks should only allow internet access as needed. That way, businesses can avoid becoming completely compromised by single-network ransomware attacks and continue performing critical functions.

  • Maintain updated security software. To help safeguard workplace technology from ransomware threats,
    businesses should equip their systems and devices with adequate security software—such as antivirus
    programs, firmware protections and firewalls. Further, this software must be regularly updated to remain
    effective. That being said, businesses should also consider utilizing centralized patch management systems to
    keep security software on a consistent update schedule.
  • Review workplace cyber security protocols. Apart from testing their response plans, businesses should
    also regularly assess whether their existing workplace cybersecurity policies, procedures and software are
    sufficient in protecting against current risks—such as ransomware threats. In particular, businesses should
    consider using a third-party penetration tester to review their ransomware defense tactics and overall
    cybersecurity capabilities. Businesses should work with their trusted cybersecurity teams and IT experts to
    make workplace adjustments as needed (e.g., updating policies or purchasing new security software).

For additional risk management guidance and insurance solutions email me James Buscarini, PCA at jbuscarini@libertateins.com or call me at 813.367.7574.

BUSINESS INSIGHTS

Brought to you by the insurance professionals at Libertate Insurance Services



6 Benefits to Attract and Retain Small Business Employees

Attracting and retaining employees is a constant struggle for organizations of any size, but it’s particularly so for small businesses. With smaller teams, employers need to hold onto talent whenever possible. And that can be a challenge, especially when resources are scarce as they are currently amid the lingering effects of the COVID-19 pandemic.

That’s why it’s critical for small employers to tailor their benefits offerings in a way that attracts and retains the most employees. One of the best ways to start this process is by surveying existing and potential employees. Employers can ask workers what types of benefits would interest them the most, then use that data to inform benefits decisions.

While each workforce will have unique needs and interests, there are some commonalities seen among small business employees. This article outlines six of the most popular benefits that small businesses are using to attract and retain employees.

1. Health Insurance

2. Leave Benefits

3. Performance Bonuses

4. Retirement Planning

5. Professional Development

6. Wellness Benefits

Health insurance – is consistently one of the most desired benefits among small business employees. That may be because healthcare is so expensive and is unaffordable without employer-sponsored insurance. Amid the COVID-19 pandemic, having good health coverage is more critical than ever. This provides employers with an opportunity. By offering generous health benefits, employers can compete for top talent. In fact, doubling down on health insurance might be a better option for some employers than adding other ancillary benefits that employees don’t need or want.

2. Leave Benefits – The ability to take time away from work is an important consideration for employees. And, in the wake of the COVID-19 pandemic, employees may have more caregiving responsibilities than they had before—making scheduling flexibility all the more important. Leave benefits will vary by workplace, but they typically include paid time off (PTO), vacation days and sick time. These types of leave usually come with specific use requirements. For employers looking to attract and retain employees, expanding these benefits could be a great leverage tool. This may include allowing faster PTO accrual, providing more sick days or allowing for flexible scheduling.

3. Performance Bonuses – Employees want to be recognized for their hard work. Failing to do so can lower morale and affect retention. Introducing performance bonuses as an employee benefit can be a way to combat this. Performance bonuses will vary, but the general idea is to compensate employees in some way for a job well done. How this looks in practice will depend on the employer. For instance, employees might receive incentives such as gift cards, cash, additional PTO or other perks, depending on their achievement. However, before implementing such bonuses, employers should ensure compliance with any applicable workplace laws regarding employee compensation.

4. Retirement Planning – Financial security is very important to employees, and that sentiment grows as employees near retirement age. It’s also top of mind for those struggling financially thanks to the COVID-19 pandemic. Employees invest their time and energy into their work. As a tradeoff, many employees want their employers to invest in their retirements in return for years of service. Offering a 401(k) with contribution matching can be a powerful attraction and retention tool, as it demonstrates an employer’s investment in their workers in the long term. 

5. Professional Development – Employees may leave a workplace simply because they want other opportunities or need more of a challenge, rather than being driven solely by compensation. Additionally, surveys suggest employees have been putting off job changes during the COVID-19 pandemic, meaning a wave of turnover may be coming soon. Employers may want to think proactively about ways to keep employees around.

In other words, when it comes to top performers, employers should be reluctant to let these employees go. That’s where professional development comes in. Generally, this involves cross-training employees on other positions or otherwise preparing them to take on additional responsibilities. This helps provide the employee with more growth opportunities while still keeping them within the business. Offering such development opportunities also signals to prospective employees that a workplace has upward mobility and is willing to help workers along with their career pathing goals—two factors that can weigh heavily in recruiting conversations.

6. Wellness Benefits – Wellness is a hot topic these days, and employees are looking more and more for employers who take wellness seriously. This can be especially true in the wake of the COVID-19 pandemic, where health consequences are interwoven with everyday decisions. In fact, through the lens of the pandemic, ignoring wellness initiatives may be interpreted as ignoring overall health—something employers obviously want to avoid.  

Different workplaces will offer different wellness benefits, but the purpose of any of them is generally to increase employees’ overall well-being. For instance, benefits may include mental health counseling, health breakroom snacks, gym memberships, fitness trackers, yoga sessions or other perks. When it comes down to it, employees want to feel like their employers care about them as individuals. This means prioritizing well-being.

“Everyone talks about building a relationship with your customer. I think you build one with your employees first.”

– Angela Ahrendts (Senior Vice President, Apple)

Conclusion

Knowing which employee benefits to offer as attraction and retention tools isn’t always easy. One of the best places to start is by surveying current and prospective employees, as the offerings are meant for them. Beyond that, the perks listed in this article have been shown to be popular among employees—making them a viable option to try as well.

However, these benefits aren’t employers’ only option to help attract and retain employees. Reach out to Libertate Insurance today to learn more about these perks and other potential incentives.