Medical Mutual Can Help Your Employees Extend Their Health Coverage

 

If you have employees moving from your employer-sponsored plan to an individual plan, Medical Mutual offers great options to provide the high-quality coverage they have come to count on. Depending on their situation, they may prefer an ACA-compliant plan, where subsidies may be available to them to help pay their premium, or a short-term plan, which was designed to bridge gaps in health coverage. With either option, Medical Mutual has a broad network of trusted doctors and hospitals at affordable monthly premiums. 

Individual ACA-compliant plans may be the right option if your employees are looking for:

- Comprehensive coverage.
- A federal subsidy to help pay the plan premium.
- The ability to transfer their deductible from their previous plan to the new one and minimize their out-of-pocket costs. (This offer is valid for all employees who lost employer-sponsored coverage through Medical Mutual for 90 days from the day coverage was lost if they enroll in a Medical Mutual individual plan.) 
- Easy access to their providers, including on-demand telemedicine with a $0 copay.

Short-term plans may be the right option if your employees are looking for:

- Transitional health coverage, up to 364 days, until they find a more permanent solution.
- Affordable monthly premiums.
- Quick access to telemedicine providers, including Cleveland Clinic Express Care.
- Coverage in case of emergency.
- Coverage for immunizations, labs, well child services (up to age 9) and well childcare exams.

Medical Mutual is here to help your employees through the transition
Our licensed agents will provide concierge service to your employees. They will be there every step of the way, finding the best plan for your employees’ needs, guiding them through the transition to their new plan and helping them determine if they qualify for a subsidy to help pay for their new coverage. 

- Call Medical Mutual concierge service for members moving to individual plans at 1-855-444-0168, Monday through Friday, 8 a.m. to 8 p.m., and Saturday, 12 p.m. to 6 p.m.
- Visit MedMutual.com/IndividualPlans

 
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  • Medical Mutual Can Help Your Employees Extend Their Health Coverage

     

    The health and well-being of your employees has always been your top priority, that’s why during times of change your employees are still looking to you for guidance. If your employees are in the process of transitioning from employer-sponsored to individual insurance, Medical Mutual offers great plan options to cover them. Depending on their personal situation, your employees may benefit from individual ACA-compliant or short-term plans that were specifically designed to bridge gaps in health coverage. With both options, Medical Mutual provides a broad network of trusted doctors and hospitals at affordable monthly premiums. 

    Individual ACA-compliant plans may be the right options if:
    - Your employees are looking for more comprehensive coverage and qualify for a subsidy to help pay the plan premium.
    - Your employees are looking to transfer their deductible from their previous plan to the new one and minimize their out-of-pocket costs. (This offer is valid for all employees who lost employer-sponsored coverage for 90 days from the day coverage was lost.)
    - Your employees are looking for easy access to their providers, including on-demand telemedicine with a $0 copay.

    Short-term plans may be the right option if:
    - Your employees are looking for transitional health coverage, up to 364 days, until they find a more permanent solution.
    - Your employees are on a budget and are looking for a health plan with affordable monthly premiums.
    - Your employees value quick access to telemedicine providers, including Cleveland Clinic Express Care.
    - Your employees want to be covered in case of emergency and are looking for coverage for immunizations, labs, well child services (up to age 9) and well child care exams.

    Whatever plan your employees choose, they can always add dental coverage which includes preventive services like oral exams and cleaning. 

    Medical Mutual can help your employees make the transition to a new plan easily: 
    - Visit MedMutual.com/IndividualPlans
    - Call Medical Mutual at 1-855-444-0168, Monday through Friday, 8 a.m. to 8 p.m., and Saturday, 12 p.m. to 6 p.m.

     
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  • Next up: Medical Mutual is Here to Help Employees with Individual Coverage
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  • Medical Mutual is Here to Help Employees with Individual Coverage

     

    The health and well-being of your employees has always been your top priority. If your employees are in the process of moving from your employer-sponsored plan and need an individual plan, Medical Mutual offers great options to provide the high-quality coverage they have come to count on. Depending on their situation, your employees may benefit from ACA-compliant plans or short-term plans that were specifically designed to bridge gaps in health coverage. With either option, Medical Mutual provides a broad network of trusted doctors and hospitals at affordable monthly premiums. 

    Our licensed agents are available to provide the service level your employees have come to expect from Medical Mutual. They will help every step of the way, from helping your employees determine the best plan for their needs to guiding them through the transition to their new plan. Medical Mutual can also help your employees determine if they qualify for a subsidy to help pay for their new coverage. 

    Medical Mutual’s concierge service for members moving to individual plans is available Monday through Friday, 8 a.m. to 8 p.m., and Saturday 12 p.m. to 6 p.m., by calling 1-855-444-0168. Your employees can also visit MedMutual.com/IndividualPlans to review and enroll in an individual plan. 

     
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  • Medical Mutual is Here to Help with Individual Coverage

     

    The health and well-being of your employees has always been your top priority. If your employees are in the process of moving from your employer-sponsored plan and need an individual plan, Medical Mutual offers great options to provide the high-quality coverage they have come to count on. Depending on their situation, your employees may benefit from ACA-compliant plans or short-term plans that were specifically designed to bridge gaps in health coverage. With either option, Medical Mutual provides a broad network of trusted doctors and hospitals at affordable monthly premiums. 

    Our licensed agents are available to provide the service level your employees have come to expect from Medical Mutual. They will help every step of the way, from helping them determine the best plan for their needs to guiding them through the transition to their new plan. We can also help them determine if they qualify for a subsidy to help pay for their new coverage. 

    Medical Mutual’s concierge service for members moving to individual plans is available Monday through Friday, 8 a.m. to 8 p.m., and Saturday 12 p.m. to 6 p.m., by calling 1-855-444-0168. 

     
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  • Next up: #MeToo Movement Moves to the Workplace
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  • #MeToo Movement Moves to the Workplace

    Sexual harassment and retaliation are serious topics and should be treated as serious concerns for all employers. Make sure you have a full understanding of how these behaviors can have a significant impact on your business.

     

    There is heightened awareness of sexual harassment with a move from Hollywood to the plant floor and office reception area. Since October 2017 when allegations of sexual harassment and sexual assault were made public against Movie Mogul Harvey Weinstein, initiating a movement called #MeToo, there has been a significant increase in the number of sexual harassment claims filed with the U.S. Equal Employment Opportunity Commission (EEOC). EEOC is the federal agency that enforces civil rights laws against workplace discrimination. EEOC defines workplace sexual harassment as “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature…” Sexual harassment may include remarks about an individual’s appearance, discussions and jokes of a sexual nature. The harasser can be a supervisor, co-worker, or someone not employed by the company, such as a client or customer.

    Changing Times and More Complaints
    In 2018, EEOC had a 12% increase in complaints with allegation of sexual harassment from the previous year. This contrasts with a decline in the total number of other workplace complaints during the same time period. The #MeToo movement is felt to be responsible for women realizing that they are not alone in their experiences and coming forward more frequently with their complaints of harassing behavior and discrimination in the workplace. EEOC estimates that only 15-20% of workers who experience sexual harassment report it.

    RELATED: How to handle HR situations without an HR department.

    EEOC recovered $70 million for complainants in 2018, which is up from $47.5 million in 2017.  Harvey Weinstein and his company paid out $47 million in settlements to more than 30 women who have accused him of sexual misconduct, forcing his company into bankruptcy proceedings. He was also charged criminally for rape. Recently in January 2020, a smaller employer, Swami Pancakes, LLC, a franchisee of IHOP restaurants, agreed to pay $70,000 to settle sexual harassment claims of female employees against their supervisor for unwelcome touching, stalking and sexual comments. The total costs related to sexual harassment claims is difficult to assess as most companies prefer to settle out of court with non-disclosure agreements.  

    The Impact on Victims
    Victims of sexual harassment and discrimination are often emotionally traumatized, confused and deeply worried about their continued employment and the possibility of missed career opportunities following the reporting of such incidents. Several recent studies have indicated that sexual harassment has negative effects on both mental and physical health that can last for years. Harassment can result in increased absenteeism, disruption in the workplace, higher employee turnover, lower employee motivation and commitment. Sexually harassed victims may experience anxiety, depression and substance abuse. Employers need to be diligent in having continuous conversations with their employees about sexual harassment, what constitutes sexual harassment and what to do when it occurs.

    Movement for Change in the Workplace
    The #MeToo Movement has shifted the social attitude and calls for widespread change and accountability for such behavior. Harassing behavior in the workplace is no longer just a corporate liability, but now a potential risk to business’ reputation and overall business success. The #MeToo Movement has had a significant impact on workplace culture and requires a change in how the interaction with employees is conducted at their place of employment.

    #MeToo has essentially focused on women who were victims of sexual harassment providing them a platform to speak about their experiences. Research appears to suggest that women do experience more sexual harassment in the workplace, but anyone in the workplace can be harassed. There has been an increase in claims involving both women as the perpetrator of sexual harassment and male-to-male sexual harassment. EEOC indicates that one in five complaints of workplace sexual harassment involve male victims. Some studies suggest that men who have been sexually harassed may be more reluctant than women to report sexual harassment due to embarrassment.  

    RELATED: Drafting and navigating your workplace sexual harassment policy.

    Protect from Retaliation and Corporate Policies
    While Title VII of the Civil Rights Act of 1964 protects employees from sexual harassment in the workplace, it also protects from retaliation following the report of sexual harassment or discrimination.  Retaliation can take numerous forms, including, but not limited to salary reduction, demotion, denial of a raise or promotion, termination, job reassignment or poor performance evaluation. Retaliatory behavior is not limited to personnel changes, but can include additional harassing behavior, significant changes to job duties or working conditions and threats of potential personnel changes.  

    EEOC reports that retaliation is the most frequently alleged basis for discrimination. Even though retaliation is illegal when the action preceding the retaliation is protected by law, it remains a common problem in the workplace. Reporting sexual harassment or discrimination is a protected activity. In January 2020, Elements Plastics Manufacturing, LLC agreed to pay $30,000 to settle a lawsuit where a female employee was subject to a hostile work environment and retaliation for complaining about sexual harassment. In this case, a few weeks after complaining of sexual harassing behavior described as sexually harassing comments, unwelcome touching and other improper and sexually hostile conduct to her manager, she was terminated from her employment. It is imperative that in addition to sexual harassment policies, employers also enact and enforce anti-retaliation policies.

    RELATED: Read more from Gertsburg Law.

    Companies are being intensively scrutinized on how they handle complaints of sexual harassment and whether they have a clear zero tolerance sexual harassment policy in place. Prevention is the best tool to eliminate sexual harassment in the workplace. Employers must establish an effective complaint or grievance process. Mandatory training on sexual harassment for all employees should be required. Upon notification of a claim of sexual harassment employers must immediately investigate these claims thereby ensuring that no retaliatory conduct ensues. Employers must strive to instill confidence to their workforce that complaints involving harassment will be promptly and adequately addressed. Employers need to take actions to improve both the workplace and their response to claims of sexual harassment.  

    Sexual harassment and retaliation are serious issues and should be treated as serious concerns for all employers. Employers need to take appropriate steps to prevent and correct unlawful harassment and discrimination. Failing to understand the serious consequences of sexual harassment and retaliatory behaviors can significantly affect a business for years to come.

    Post Script: On February 24, 2020, Harvey Weinstein was found guilty of two counts, criminal sexual assault and rape. The jury acquitted him on the two counts of predatory sexual assault.

    This article is for informational purposes only. It is merely intended to provide a very general overview of a certain area of the law. Nothing in this blog is intended to create an attorney-client relationship or to provide legal advice on which you should rely without talking to your own retained attorney first.  If you have questions about your particular legal situation, you should contact a legal professional. 

    Cathryn Ensign is a well-respected attorney who has concentrated her practice on workers’ compensation defense and employment law for over 30 years. She can be reached at 216-287-2979 or by email at ce@gertsburglaw.com

    An audit of your policies can help you avoid the pain of lawsuits. The Gertsburg Law Firm now offers CoverMySix, a one-stop legal audit for your business, led by award-winning litigators and in-house counsel. CM6 minimizes your exposure to lawsuits, investigations, disgruntled employees and customers, and all the damage that comes with them. Schedule a confidential, no-cost CM6 Vulnerability Check with Gertsburg Law Firm’s CEO, who will walk you through the minefields in your documents and key processes and tell you how to fix them yourself. Call 440-571-7774 or e-mail cz@gertsburglaw.com to schedule your CM6 Vulnerability Check today. Newer or smaller companies will want to take advantage of CoverMySix for Small Companies and Startups complete legal documentation portfolio. Check out covermysix.com to learn about the full CM6 audit suite.

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  • Minority Contracting Programs See Record Year

    For the first time in its 35-year history, the Minority Business Enterprise met and exceeded state purchasing goals in fiscal 2015. Certified minority-owned businesses represented more than 19 percent, or $228.5 million, of all eligible goods and services contracted by the state. The Ohio Department of Administrative Services (DAS) and Ohio Development Services Agency (DSA) are looking to build on FY15’s banner year for state minority contracting at this month’s MBE/EDGE Business Expo at the Ohio History Center. The Encouraging Diversity, Growth and Equity (EDGE) initiative builds on MBE by promoting access to state government contracts and business services for socially and economically disadvantaged businesses.

    For the first time in its 35-year history, the Minority Business Enterprise met and exceeded state purchasing goals in fiscal 2015. Certified minority-owned businesses represented more than 19 percent, or $228.5 million, of all eligible goods and services contracted by the state.

    The Ohio Department of Administrative Services (DAS) and Ohio Development Services Agency (DSA) are looking to build on FY15’s banner year for state minority contracting at this month’s MBE/EDGE Business Expo at the Ohio History Center. The Encouraging Diversity, Growth and Equity (EDGE) initiative builds on MBE by promoting access to state government contracts and business services for socially and economically disadvantaged businesses.

    The state threshold for purchasing is currently set at 15 percent of all government purchasing. The Ohio Department of Administrative Services (DAS) and Ohio Development Services Agency (DSA) will try to build on fiscal ‘15’s success at this month’s MBE/EDGE Business Expo at the Ohio History Center in Columbus.

    “State procurement professionals are interested in meeting Ohio minority-business owners one-on-one to discuss how we can work together to provide the goods and services the state requires,” DAS Director Robert Blair said in a statement.

    The state of Ohio is currently seeking MBE-certified businesses for products and services in the following categories: Agricultural equipment and supplies, ammunition, building maintenance supplies, cold storage and delivery, court reporters, educational equipment, electronic security equipment, equipment leasing, fire/security systems, funeral services, hearing officers, heavy equipment, inmate patient supplies, laboratory chemicals and supplies, laboratory testing, landscaping, medical professional services, medical specimen courier, medical supplies, medical transcription services, new vehicles, pest control, physicians, printing, police and fire safety supplies, program analysis and evaluation, property management, psychiatrists, psychologists, refuse pickup and disposal, security guards, small engine repair services, vehicle parts and accessories, vehicle repairs and service, timber harvesting, watercraft equipment and supplies, and window washing.

    The MBE/EDGE Business Expo will be held October 27 from 9 a.m.–1 p.m., at the Ohio History Center, 800 E. 17th Ave., in Columbus. Admission and parking are free.

    The state is encouraging participants to register online at das.ohio.gov/eod by October 22, though walk-ins are welcome. Information on MBE and EDGE is also available at the website, or by calling 614-466-8380.





     

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