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Los Angeles Times
22-06-2025
- Business
- Los Angeles Times
Navigating the Current Business Insurance and Employee Health Landscape
As the business environment evolves, leaders in Los Angeles face a complex landscape in business insurance and employee health benefits. Understanding current challenges, essential coverages, cost-saving strategies and emerging trends is crucial for informed decision-making that enhances organizational resilience and employee satisfaction. The business insurance market in Los Angeles is currently facing significant challenges, notably rising premium costs. Insurers are tightening underwriting standards, leading to more exclusions and higher deductibles, prompting businesses to reassess their risk management strategies. Additionally, California's evolving regulatory environment impacts various aspects of business operations, including insurance requirements. 1. Cyber Liability Insurance: Essential for protecting against data breaches and cyberattacks, especially in California's tech-heavy landscape. Cybersecurity Ventures predicts global cybercrime damages will reach $10.5 trillion annually by 2025. 2. Business Interruption Insurance: This coverage helps recover lost income due to unforeseen events, such as wildfires. A study by the Insurance Information Institute found that 40% of small businesses never reopen after a disaster, underscoring its importance. 3. Workers' Compensation Insurance: California continues to experience longer average claim duration and higher average indemnity costs than other states, according to WCIRB California. Ensuring compliance while providing adequate coverage for employees is critical. 4. General Liability Insurance: Vital for protecting against lawsuits related to injury or property damage, particularly in California's litigious environment. Business leaders can consider several cost-saving strategies to combat these challenges: 1. Risk Management Programs: Implementing comprehensive risk management can reduce claims and lower premiums. Organizations that actively manage risk can cut insurance costs by up to 30%, according to a report by Risk Management Society. 2. Bundling Policies: Many insurers offer discounts for bundling multiple policies, potentially leading to savings of 10% to 20% (Insurance Information Institute, 2023). 3. Self-Insurance: Larger organizations may find self-insurance a viable option, allowing them to retain some risk and reduce premium costs. 4. Regular Policy Reviews: Annual reviews of insurance policies can identify areas for cost savings, including coverage limits, deductibles and potential discounts. As competition for talent intensifies in Los Angeles, organizations are exploring innovative employee benefits to attract and retain top talent: 1. Mental Health Support: A 2024 SHRM study found that 45% of US workers expect higher levels of mental health support from employers. Offering Employee Assistance Programs (EAPs), mental health days, and counseling services is becoming common. 2. Flexible Work Arrangements: The shift to remote work has increased demand for flexible arrangements. While many companies have conducted a partial 'return to the office' for their employees, a 2024 McKinsey study revealed that 54% of workers prefer remote or hybrid work. With more remote workers, offerings such as telehealth continue to become more popular. 3. Wellness Programs: Comprehensive wellness programs, including fitness memberships and health screenings, are gaining traction. SHRM reported that 70% of organizations offered some form of wellness program in early 2024, with 65% of employers believing these programs positively impact employee retention. 4. Student Loan Repayment Assistance: As student debt burdens many employees, organizations are beginning to offer repayment assistance, appealing particularly to younger employees in competitive job markets such as LA. The employee benefits market in Los Angeles is influenced by regulatory changes and compliance requirements: 1. Affordable Care Act (ACA) Compliance: Ensuring compliance with ACA regulations, including providing affordable health insurance options, remains a priority. 2. California-Specific Regulations: California has unique laws regarding paid family leave and health benefits. Under the California Family Rights Act (CFRA), employers must provide at least 12 weeks of unpaid family leave with job protection, impacting benefits planning. 3. AI in Benefits Administration: The integration of AI is transforming how organizations manage employee health benefits. AI streamlines enrollment processes, enhances communication, and provides personalized recommendations. However, it also poses risks related to data privacy, security, and compliance that employers must consider. Navigating the current business insurance and employee health benefits landscape requires a proactive approach. By understanding market challenges, prioritizing essential coverages, implementing cost-saving strategies and embracing innovative employee benefits, organizations can enhance resilience and foster a supportive work environment. At Marsh McLennan Agency, we specialize in partnering with our clients to develop tailored insurance solutions and employee benefits strategies that meet unique business needs, control costs and enhance employee satisfaction. Reach out today to learn more about how we can help. Brian Hegarty, Principal & Managing Director, Los Angeles Marsh McLennan Agency
Yahoo
03-06-2025
- Business
- Yahoo
Construction in Crisis: Inter/Arch Jobs Raises Awareness for Men's Mental Health Month
Leading job board addresses suicide rates and mental health stigma among male workers in the built environment. SHERIDAN, Wyo., June 3, 2025 /PRNewswire/ -- June is Men's Mental Health Month, and Inter/Arch Jobs, one of the world's leading job boards and staffing platforms for architecture, engineering, and construction professionals, is spotlighting the urgent mental health crisis impacting male construction workers. While construction is one of the largest industries worldwide, it also carries a tragic distinction: it has one of the highest suicide rates of any profession. According to the CDC, male construction workers are nearly four times more likely to die by suicide than the general population. Data from the Construction Industry Alliance for Suicide Prevention shows that 1 in 5 construction workers struggle with mental health issues, yet stigma and fear of job loss often keep them silent. "Construction workers—many of whom are men—are trained to be tough and resilient. But that cultural expectation has created a silence that's costing lives," says Richard Eib, Managing Director of Inter/Arch Jobs. "This Men's Mental Health Month, we're breaking that silence." Supporting Men Where They Work Inter/Arch Jobs is taking a proactive stance to support the mental health of men in the built environment by: Curating job listings with a focus on work-life balance, benefits, and psychological safety. Partnering with progressive employers who offer Employee Assistance Programs (EAPs), mental health days, and open-door mental health policies. Launching a resource hub this month with articles, guides, and interviews focused on managing stress, burnout, and job-related trauma. Promoting anonymous candidate matching, so professionals can explore better opportunities without the fear of retaliation or exposure. "We believe finding the right job isn't just about salary or title—it's about fit, culture, and well-being," Eib adds. "By connecting candidates to employers who genuinely value mental health, we're helping build careers that support both personal well-being and professional growth." Breaking the Stigma in the Trades Construction, engineering, and design have long been male-dominated fields where vulnerability is often seen as weakness. This stigma has contributed to chronic stress, substance use, and isolation. But Inter/Arch Jobs is changing the narrative. Through its job board and talent network, the company not only places candidates into meaningful roles globally, but is committed to leading industry-wide conversations around mental wellness in AEC (Architecture, Engineering, and Construction). Join the Movement As part of this month's campaign, Inter/Arch Jobs is launching a social media initiative under the hashtag #BuiltForWellbeing, inviting firms and individuals to share how they support men's mental health in the workplace. Visit to access resources that support this mission. For media inquiries, please contact: Richard EibManaging Directorpr@ 213-1335 About Inter/Arch Jobs Inter/Arch Jobs is a global career platform dedicated to connecting professionals across architecture, interior design, and engineering disciplines with leading employers, resources, and community networks in the built environment. View original content to download multimedia: SOURCE Inter/Arch Jobs LLC Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
News18
28-05-2025
- Health
- News18
Monday Blues or Something More? Your 9-to-5 Burnout Could Be the Real Culprit
Last Updated: From wellness workshops and expert-led seminars to open-door policies and inclusive leadership, every small step counts A fat paycheck at 25. Burning the midnight oil to meet impossible deadlines. Multi-tasking your way up the corporate ladder—all in the hope of retiring early by 45. On paper, it sounds like a dream. But in reality, this hustle-driven lifestyle is becoming a breeding ground for chronic stress, declining well-being, and, ultimately, workplace burnout. Burnout isn't just a trending buzzword—it's a silent crisis. A state of physical, emotional, and mental exhaustion caused by prolonged stress, it creeps in gradually. The red flags? Restless nights, persistent fatigue, irritability, and a growing sense of detachment from your work. Left unaddressed, burnout can push even the most passionate employees out of the workforce. That's why it's time we confront this issue head-on and prioritize mental well-being in the workplace—starting with identifying its root causes. Burnout is not a sudden breakdown, it's the slow erosion of your emotional and mental energy. The factors contributing to it may seem minor at first but accumulate over time. 'Psychological and environmental factors in corporate settings that trigger chronic stress, anxiety, or burnout include excessive workloads, unrealistic deadlines, and lack of control over tasks," says Dr. Priya Ahuja, Clinical Psychologist, Jaipur. These daily stressors manifest in three significant ways: Energy depletion 'There is no industry today that is free from stress," says Dr. Noel Coutinho, Chief Business Officer and Co-Founder, ekincare. 'It could be sectors with odd working hours like healthcare, or even high-pressure environments like construction. What matters more is the awareness and willingness to acknowledge the issue and seek solutions." The Corporate Crisis: It's Time for an Action Plan One of the biggest roadblocks to mental health in the workplace is the stigma attached to it. As Dr. Ahuja points out, 'Mental well-being remains a taboo in many workplaces." Opening up conversations and normalizing mental health discussions is the first step to real change. Key Steps Toward a Healthier Workplace Culture: 1. Proactive Screening and Counseling Support Regular mental health screenings, employee wellness programs, and access to confidential counseling or Employee Assistance Programs (EAPs) are no longer optional—they're essential. Mental health training for both managers and employees can help build a more empathetic and informed work culture. 2. Small Changes, Big Impact Introducing flexible work hours, remote work options, and realistic project timelines supports a better work-life balance. Encouraging regular breaks, reducing micromanagement, and promoting open communication go a long way in building trust and easing pressure. 3. Personalized Well-being Strategies An ekincare report revealed that out of 2,095 mental health cases, over 1,000 were linked to personal and emotional stress—proving that burnout isn't always just about work. This highlights the need for personalized well-being support that accounts for both personal and professional challenges. 4. Lead with Empathy and Clarity Change must begin at the top. Leadership that is compassionate, transparent, and proactive in addressing mental health concerns sets the tone for the rest of the organization. Policies against bullying, discrimination, and workplace harassment should be clearly defined and strictly enforced. We spend almost a third of our lives at work. Our offices must evolve into safe, holistic spaces that support—not sabotage—our well-being. From wellness workshops and expert-led seminars to open-door policies and inclusive leadership, every small step counts. But more importantly, these shouldn't be sporadic gestures—they must be embedded into the fabric of corporate culture. Because in the end, a thriving business starts with thriving people. And a mentally healthy workplace isn't just good for employees—it's essential for long-term success. Location : New Delhi, India, India First Published: May 28, 2025, 13:09 IST News lifestyle » health-and-fitness Monday Blues or Something More? Your 9-to-5 Burnout Could Be the Real Culprit
Yahoo
29-04-2025
- Yahoo
South Fulton Police Department faces two tragedies in one week
The Brief The City of South Fulton faced two tragedies in one week, with Captain Helio Garcia killed in a traffic accident and Lieutenant Charles Cook shot while assisting another officer. Police Chief Keith Meadows described the week as one of the toughest in his career and emphasized the importance of providing support to his officers. Lt. Cook was welcomed home by his neighbors after being released from the hospital. SOUTH FULTON, Ga. - The City of South Fulton is grappling with two devastating incidents involving its police department within a single week. What we know Captain Helio Garcia was killed in the line of duty when a driver crossed a double line, marking a significant loss for the department. Just four days later, Lieutenant Charles Cook was shot four times while assisting a Fulton County officer. What they're saying South Fulton Police Chief Keith Meadows, a veteran with 39 years in law enforcement, described the week as one of the toughest in his career. "It was extremely hard. I remember when I first heard about Lt. Cook. The first thing that popped in my mind was, I can't lose another one," Meadows said. The department has been facing emotional challenges as they mourn the loss of Captain Garcia, a foundational member, and deal with the shooting of Lt. Cook. Chief Meadows noted the impact on his officers. "It hits a little different when you are the police chief, and you lose an officer," he said. "Many of our young officers had that thousand-yard stare in their eyes." In response, Meadows and his command staff held meetings with officers to provide support and resources. "It's important for us to give our officers that outlet that they need," he emphasized, mentioning the involvement of Employee Assistance Programs (EAP) in these sessions. Despite the challenges, there was a moment of hope as Lt. Cook was welcomed home by his neighbors with signs and cheers after being released from the hospital. "Lieutenant Cook was recently released from the hospital. He came out of ICU a couple of days ago, and he's doing very well," Meadows shared. The Source FOX 5 Atlanta Aungelique Proctor interviewed South Fulton Police Chief Keith Meadows for this report.
Time Business News
28-04-2025
- Health
- Time Business News
Understanding Financial Responsibilities in the SAP Program
Failing a drug or alcohol test while holding a safety-sensitive position regulated by the Department of Transportation (DOT) can be a challenging and stressful situation. For employees in industries like trucking, aviation, maritime, and mass transit, the road to resuming work often involves completing the Substance Abuse Professional (SAP) program. This mandatory, multi-step process ensures that employees address substance-related issues thoroughly and return to work in a safe and responsible manner. However, for many employees, a crucial question emerges during this process: 'Who pays for the SAP program?' Understanding the financial responsibilities involved and preparing for these costs are essential for navigating this critical requirement efficiently and with confidence. For most employees undergoing the SAP program, the financial burden lies on their shoulders. Here's why: The DOT rules typically classify a failed drug or alcohol test as a personal action by the employee. Employers are generally not held responsible for covering these expenses unless explicitly stated in company policies, contractual agreements, or union provisions. The costs involved with the SAP program can vary, including fees for the initial evaluation (ranging from $300-$500), treatment programs, follow-up evaluations, and return-to-duty or follow-up testing. Depending on the scope of the treatment recommended, expenses can reach into the thousands. Though most employers do not bear the financial costs of the SAP program, there are exceptions. Certain companies may have employee benefits or workplace wellness policies that provide limited assistance. Similarly, employees covered under collective bargaining agreements may have access to union-negotiated financial support. Additional avenues of support may include Employee Assistance Programs (EAPs) or health insurance plans that cover some costs, such as rehabilitation or therapy services recommended by the SAP. While these options are not always guaranteed, they can help ease the financial burden if available. The responsibility for paying SAP-related costs ultimately depends on key factors, such as: Company Policies: Some employers may choose to partially support employees' SAP costs, especially for first-time violations, while others maintain a strict employee-responsible approach. Some employers may choose to partially support employees' SAP costs, especially for first-time violations, while others maintain a strict employee-responsible approach. Union Agreements: Unionized employees may be entitled to greater financial support or advocacy related to SAP program expenses. Unionized employees may be entitled to greater financial support or advocacy related to SAP program expenses. Employment Status: Independent contractors are generally responsible for their own costs since they lack the benefits provided to traditional employees. Independent contractors are generally responsible for their own costs since they lack the benefits provided to traditional employees. Severity of the Violation: Employers might opt to assist first-time offenders more readily, whereas repeat violations may result in stricter financial obligations for the employee. If you're preparing to go through the SAP program, here are several tips to help you manage the associated expenses effectively: Review Employer Policies: Ask your HR department or supervisor about your company's specific policies for the SAP program. Some organizations may offer reimbursement options, EAP services, or financial assistance that could minimize your out-of-pocket costs. Explore Insurance Benefits: Check with your health insurance provider to see if treatment options, such as counseling or therapy, are covered under your plan. Even partial coverage can provide significant relief. Union Support: If you belong to a union or trade association, reach out to your representative to discuss available financial resources or cost-sharing opportunities. Budget and Plan Ahead: Request a detailed breakdown of anticipated program costs from your SAP professional to help you prepare financially. Knowing the costs upfront allows you to allocate resources effectively. Leverage Educational Resources: Visit AACS Counseling website for further guidance on DOT compliance, SAP program costs, and strategies for managing your financial obligations. Completing the SAP program is a vital requirement for returning to work in safety-sensitive roles regulated by the DOT. By understanding your financial obligations and exploring all possible resources, you can approach this process with less stress and more confidence in your ability to succeed. Visit AACS Counseling to access in-depth information on SAP program requirements, payment responsibilities, and tips for navigating this essential process. Taking a proactive and informed approach today ensures a better, brighter path forward in your career. TIME BUSINESS NEWS
