Are Your Employees Nervous about ACA Repeal?

Are Your Employees Nervous about ACA Repeal?

A keystone of President Trump’s campaign was getting rid of the Affordable Care Act. Even before he took office last week, speculation about what might happen to the law was ubiquitous in the media.

For most employers, it’s probably too early to address the ACA within your organization. But if ACA gossip is spreading among your employees, you might want to consider some proactive communications. After all, nothing dispels water-cooler rumors as effectively as clear and honest information.

You might be thinking, “What is there to say? We are still trying to understand the current landscape and have not made any plans to change anything so far.”

Well, that’s exactly what you want to tell your employees. Here are a few tips to create an effective communication:

Start with a clear statement about what’s happening. You know there has been a lot of talk in the media, and you know the President signed an executive order on January 20 to “waive, defer, grant exemptions from, or delay the implementation” of any provision of the law (see the latest Trion HCR Alert for more on the executive order). However, Congress has not yet acted to repeal the law, and there’s no clear replacement on the table.

Next, tell employees where the company is. Say what you are doing – are you’re sitting tight and waiting for Congress to act? Are you working with your broker, legal counsel, etc., to understand the implications?

Say what you’re not doing, too, especially if you’re hearing specific rumors (e.g., “We’re not going to have benefits through the company anymore.”). If you are not currently planning to make any changes to your benefits strategy as a result of what’s happening now, state that clearly.

Be careful, however, that you don’t create misconceptions. For example, just because you’re not planning to change anything right now, doesn’t mean you won’t in the future. In fact, depending on what happens with the ACA, you may have to. And you will still do your due diligence at renewal time and may make some changes, like you always do – as of right now, the ACA’s fate won’t change that.

At the end of the day, employees want to know whether the rug will be pulled out from under them. Employer-provided benefits pre-date the ACA by decades, so pretty much all of your current workforce has known that world, even if they haven’t always worked in a job that offered employer benefits.

To assuage concerns, re-state your commitment to the health and well-being of your employees, to be executed in a way that is sustainable for the company and compliant with all applicable regulations. That’s what you do now, what you’ve been doing for years (long before the ACA), and that’s not changing.

Written by Jill Diffendal

Trion Communications jill.diffendal@trion-mma.com

New Year, New Success!

New Year, New Success!

Happy New Year! As my colleagues and I return back to work after the holidays, getting back into the swing of things can be quite challenging. To help ease the transition and set the stage for a successful year, we take these first couple of weeks to reflect on 2016, and plan for the year ahead.

Communication and collaboration is an essential part of this process. We think about what our goals are collectively for the business as a whole, for our team, and for our own individual personal and professional development.

In the spirit of setting us all up for success in the new year, I’d like to share some tips that I feel have contributed to the success of our team here at Trion.

Weekly Meetings:

I have never worked in an environment where colleagues hold so many meetings. At first, this was overwhelming – meeting constantly and discussing many topics which I did not fully understand.

But now I realize the significance of gathering in a conference room for an hour or two to discuss the week ahead. We can openly discuss upcoming projects or assignments, our progress and feedback, and suggest ways to be more efficient. It is extremely important that everyone is on the same page. This way everyone has a full understanding of what the team is working on.

Project Plans:

There are a variety of projects we work on daily. Some may take anywhere from a day to a month, even a whole year, to complete. There are also ongoing assignments — those that are built into our routine and our marketing plans.

Additionally, we frequently receive requests that are outside of our plan of action. When they come in, we draw up a plan as to what is being requested, how it can be achieved and who will work on the project. This way, the work can be distributed evenly amongst the team. We can also take the initiative to own certain projects if we realize our team members are busy with other assignments.

Put it on the Calendar:

Our team is great about communication! We have a shared calendar, which every team member has access to, where we house all of our projects. These can be anything from email blasts to trade shows to meetings.

We place anything with a deadline in our calendar ‒ this way the entire team can see what we have coming up in the weeks/months ahead and who the project owner is. This is tremendously helpful to have on hand should any questions arise or someone needs assistance with a project.

Keep a Log:

This may be more of a personal task and coincides with our project plans and team calendar. Keeping track of all the assignments and projects I work on throughout the year is valuable. I create a spreadsheet with the name of the project, a brief description, the date I started and completed it, and what worked best or needs improvement.

This gives me a physical document to show to my boss and/or colleagues if needed, and comes in very handy during the annual performance review process. I can also use it as a tool to reflect upon everything I completed and achieved during the year, and look for ways to become more effective for the following year.

Best wishes for success in 2017!

Jaymi Crowding

Written by Jaymi Crowding

Trion Communications jaymi.crowding@trion-mma.com