Items Tagged with 'health-care'

ARTICLES

Five Ways to Take Advantage of Health-Care Reform

The Affordable Care Act offers CUs some opportunities.
August 26, 2013
Health-care exchanges will allow CUs to maintain quality benefit programs while expanding options for employees.
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Benefit Costs Shift to Staff

Nearly half of CUs plan to increase employee cost-sharing in 2013 to control health-care expenses.
January 30, 2013
Communicating health-care actions can help CUs manage the impact of benefits changes.
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Special Report

Pricer: Take Stock of Health-Care Requirements

CUNA Mutual expert examines today’s Supreme Court ruling.
June 28, 2012
Defined contributions will help CUs better manage their health-care costs.
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Health-Care Law Changing CUs’ Coverage

CUs can still be ‘an employer of choice.’
April 23, 2012
Health-care insurance exchanges will continue to move forward regardless of the Supreme Court’s decision on the constitutionality of the health-care act.
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Tricks or Treats?

Research this week scares up retirement planning, job growth, and spooky health-care concerns.
October 31, 2011
Halloween week research fills your plastic pumpkin with treats in retirement planning, tricks in unemployment, health-care trends for your mummy, and a final scary thought...
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Special Report: America's CU Conference

Health-Care Reform Landscape Taking Shape

CUs must determine their employee benefits philosophy, CUNA Mutual Group’s Pricer tells ACUC audience.
July 1, 2011
‘Play or pay’ penalties will likely have the most influence on whether or not CUs offer health-care benefits to employees.
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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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