IDR Healthcare’s Post

Absolutely! Re-electing your FSA and considering other benefits enrollment tips is an important and necessary step to ensure you have the best coverage and benefits for your needs.

The New Year has arrived and is providing us an opportunity to improve yourself and grow. Physicians and dentists, 2024 is the starting point to proper financial literacy, a starting point to your journey towards financial wellness. Code Green Financial Literacy Conference for physicians and dentists is the stepping stone to us taking control and start steering towards our financial future. Code Green Financial Literacy will cover a wide range of financial topics. Among them will be on pensions (many did not know these exist for self-employed physicians and dentists) and how physicians and dentists can leverage these plans to build a safer and more reliable future when compared to using RRSPs. Pension plans for physicians and dentists by Jean-Pierre Laporte, BA, MA, LLB, RWM Take this opportunity to start learning so you can achieve financial wellness, one of the antidote to burnout. Join us on February 2nd, 2024 at Novotel Hotel Toronto in North York at 3 Park Home. Extended early bird discount in effect. https://lnkd.in/g79HzY-6

Why HR Departments Should Have a Medicare Expert on Hand As employees approach 65 or retire, navigating Medicare can be overwhelming. Here’s why your HR contact list should include a Medicare expert: - PERSONALIZED SUPPORT: Tailored advice for individual healthcare needs. - COMPLIANCE ASSURANCE: Avoid costly penalties and ensure smooth transitions. - EMPLOYEE SATISFACTION: Reduce stress and boost confidence with expert guidance. - INTEGRATION WITH BENEFITS: Seamlessly coordinate Medicare with employer health plans. - PROACTIVE EDUCATION: Keep employees informed about enrollment periods and options. Investing in a Medicare expert means better care for your people and a stronger HR strategy. #HR #Medicare #EmployeeBenefits #Retirement #HRBestPractices #5GBenefits #AreYou5G

Open enrollment season will be here before you know it, and in this blog post from our archives I discuss the dos and don'ts of benefits enrollment. It all comes down to what you say, how you say it, and how you guide employees to resources. You want to make it as easy as possible for employees to take the right actions when it comes to benefits enrollment - that means reducing friction as much as possible throughout the entire process, among other things. Check out the blog post for my list of open enrollment dos and don'ts! #enrollment #benefits #benefitsenrollment https://lnkd.in/dBzC_F82

Employee benefits have evolved beyond the traditional offerings of medical aid, primary plans, gap cover, and retirement funds. While these core benefits form the foundation of a robust package, it's essential to consider the unique needs and risks associated with your specific industry. By tailoring benefits to your employees' roles and environments, you can enhance job satisfaction, attract top talent, and foster a healthier, more productive workforce. The Core Benefits: A Solid Foundation -Medical Aid: A cornerstone of employee benefits, providing access to essential healthcare services. -Primary Plan: Offers basic medical coverage for general check-ups. -Gap Cover: Bridges the gap between medical aid and out-of-pocket expenses. -Retirement Funds: Helps employees save for their golden years. Tailored benefits not only demonstrate your commitment to employee well-being but also contribute to a positive work culture and increased employee retention. Click the link below to find out more. https://lnkd.in/dv2JZ7hm #employeebenefits #medicalaid #gapcover #healthcare #employeewellbeing #employeewellness #financialprotection #primarycare #retirementfund #protectyourgreatestasset

Let's talk about voluntary benefits... Now that we're deeper into Q2, it's the perfect time to remind, nudge, and educate employees on the wonders of your voluntary benefits offerings. 🤔 Think about it: when was the last time you explained the value of an EAP to your team members? How they can leverage it, and all the aspects of life it can help with? 📈 With rising costs of living and the challenges in navigating the complex world of healthcare, voluntary benefits can provide much-needed support to ensure employees (and your organization) get the most out of their benefits investment. ⚡️ Andddd you guessed it! ALEX can help you spotlight those voluntary benefits; here's how. ⬇️ https://bit.ly/49NYnMY

According to PTO Exchange Companies are adding more voluntary benefits like Critical Illness (120% growth) and Hospital Indemnity Insurance (152% growth). I help companies implement a Tax Savings Program put in place by the Affordable Care Act in order to get some of these benefits to their employees with no change to their take home pay. Oh, and by the way, the company also gets a tax break of an average of $500 per employee per year who is eligible. Are you interested in helping your employees and your company qualify?

Interesting points raised by the NHS England article looking at productivity. This report found that "reduced discretionary effort" was partly to blame. Our clinicians have personally noted this trend. What are the factors behind this? -contracts -pensions -covid -culture -lack of incentives DocComs wants to empower the workforce to make the working conditions more efficient through technology, provide a better work-life balance and improve patient care. At DocComs we are only able to make excellent #medtech because of the quality and motivation of our #people. Surely the #NHS is no different and we know it has profuse talent and expertise. Hopefully ways can be found to further enthuse and motivate the staff. https://lnkd.in/eGwYacRA

A long time ago I was a young PT, full of piss and vineager. I started a job at a major university hospital and talked to most of the PTs in the department. I was trying to take the pulse of the department. I asked everyone why they worked at this location. Everyone essentially said pay and benefits. There were a few PTs that I became close to and our conversations went more in depth regarding the proverbial “golden handcuffs”. With more responsibilities comes more requirements for a stable paycheck. This limits the person’s ability to jump ship to another company. This limits the person’s ability to take risk. Unless the person is willing to work AFTER WORK, then the person will feel stuck. Have you experienced the “golden handcuffs”? Are you actively trying to escape the handcuffs or have you given up and are just biding your time until it’s time to step away? Although I have talked to a lot of PTs, this mentality is definitely healthcare related. I’ve talked to MDs that are just counting down the days to retirement. It doesn’t seem to matter if MD, PT, NP, RN, this seems to be a common theme in healthcare. Don’t get me wrong, I’ve sat at the table with game changers. I’ve had conversations with those that see the future of healthcare and want to be a part of making that future better. Unfortunately, this is the exception to the norm. Maybe I’m wrong, but years of conversations have formed this opinion.

I’m seeing a lot of people panic about Locum rates and not having the ability to negotiate because of certain platforms. We need to remember that the power is in our hands. We don’t need to agree to a rate we’re not happy to work for. We don’t need to use platforms that don’t allow us to negotiate. Stop using these apps for a week and the companies will contact you directly. They need to keep their pharmacies running. They might be able to close for a few hours or a day to save on locum rates but not for a week or a month. If you’re a locum and you can’t afford to take a day off and take any shifts you see on an app you need to find an employed position. Locuming isn’t for you. Locuming is a business and as any business has its peaks and troughs. Some months are high demand some are low. If you’re going to panic at every trough you need to do more research on locuming. It isn’t always high rates. Lastly, Locums should be on minimum 1.5x an employees hourly rate to take into account the lack of job security, holiday, pensions, etc. The reason companies aren’t employing as many pharmacists as they should is because there are Locums who are willing to work for cheaper than the cost of an employed pharmacist.