Benefits administrator blog from Delta Dental

Author: Delta Dental (Page 1 of 12)

When life happens, there’s Smile On

As a benefits administrator, you know that people’s life circumstances can change at the drop of a hat. Most people get their insurance coverage through work, but what happens when they retire, lose their job or take a break from work? That’s when the Smile On program is there for them.

Smile On is a program designed to help employees with group benefits transition to individual plans. With this program, your employees don’t have to worry about losing dental insurance when their employer-offered coverage ends.

Smile On helps your employees stay covered

Retiring, being in between jobs, or being a contractor or part-timer shouldn’t mean going without dental coverage. That’s why Delta Dental offers the Smile On program.

Smile On offers an easy way to connect your employees with existing individual plans. Smile On plans are new coverage and not a continuation of plans your employees may currently have, but they still provide the essential coverage that helps your employees stay healthy and save money on dental costs. They’ll enjoy the peace of mind knowing that what’s important is covered.

Best of all, getting a plan is something that employees can handle all on their own. They just need to visit the Smile On page, get a quote and choose from the plans available in their ZIP code.

Smile On is easy to promote

You won’t be going it alone when you present Smile On to your employees. There’s a flyer you can use help them understand all that the program offers.

Remember, when your employees need coverage the most, Smile On helps you meet their needs.

What lasting effects will COVID-19 have on the workplace?

COVID-19 has brought about seismic shifts in most aspects of American life. Saying with certainty what the future will bring is impossible, but these four major trends are likely to shape how companies do business.

More remote working than pre-COVID

Working from home has become the new normal for 42% of the American workforce, according to a study from the Stanford Institute for Economic Policy Research.  Despite its challenges, an increasing number of workers have developed a preference for work-from-home arrangements.

Prior to the COVID-19 pandemic, 5% of working days were spent from home. That number currently stands at 40% and is expected to drop to 20% post-pandemic. The two most common responses to the question “[After COVID-19] how often would you like to have paid work days at home?” were “5 days a week and “never.”

For that reason, we anticipate that most employers will seek to find a balance where they allow their workers to work remotely for one-to-three days each week and come into the office for meetings and collaborative work on the other days.

More tools and benefits that facilitate remote work

With more people working remotely, employers will do more to provide the tools and resources that those workers need to be productive. A survey by the global professional services firm Aon has found that 42% of companies around the globe are either already helping their employees pay for home office expenses or are planning to do so. This includes hardware such as keyboards, monitors and headsets; software such as productivity and creative suites; and stipends, such as a monthly internet stipend or a one-time grant to purchase home office equipment.

Because the line between personal and work life can blur when working from home, benefits such as stipends for and wellness may become more common as well. There could even be a shift away from more in-office and commute-based perks. After all, company-provided lunches and public transit stipends aren’t very useful to someone who is working from home, but a monthly stipend for health and wellness costs may be. Such a stipend could be used on everything from traditional health needs (such as doctors’ appointments and prescriptions) to mental health needs (such as counseling and therapy) to overall wellness (such as yoga and guided meditation apps.)

More part-time and contract workers

In the initial stages of an economic downturn, part-time and contract workers can be hit hard, as they tend to have fewer protections than full-time workers. The early stages of the COVID-19 lockdown were no exception, with the U.S. Bureau of Labor Statistics finding that part-time workers accounted for one-third of the job losses in the initial stages of the pandemic despite being 20% of the workforce. However, this trend has begun to reverse as businesses have reopened with varying levels of success.

Economic uncertainty may lead to more roles for part-time and contract workers. Companies may be hesitant to bring on full-time employees out of fear of another downturn, and an unstable economy will lead workers to an increased willingness to take contract and part-time positions with fewer benefits.

Changes in business plans and organizational complexity

COVID-19 has laid bare many of the assumptions that undergirded common business thinking. For the past few decades, efficiency has been king. Businesses have tightened their supply chains, focused on reinvesting profits or paying out dividends rather than keep cash on hand, and generally strived to operate as leanly as possible. The disruptions to global supply chains and daily life caused by COVID-19 have demonstrated the need for resiliency in both business plans and organizational structures.

In the future, businesses may keep more cash on hand in order to help them weather unforeseen economic shocks. Some of the money that would be invested into research and development or payouts for investors may instead go towards reinforcing supply chains and building up reserves of essential equipment and material. After all, businesses have a financial obligation to their stakeholders, and that obligation can’t be met if the business doesn’t have the resources it needs to stay afloat.

Plan on adapting

Both small businesses and large corporations will have to plan for a post-pandemic future. The biggest lesson from COVID-19 is not that there is any single best practice, but rather that unforeseen events can cause massive disruptions across entire economies. Employers should keep in mind that illnesses, natural disasters, economic downturns and more are all possible, and they should have plans in place to deal with a major disruption.

How dentists fight opioid addiction

There’s no shortage of issues confronting the country and the world today. Alongside COVID-19 and climate change, the opioid epidemic remains a major issue in the United States. Fortunately, there are steps that dentists can take to do their part to help combat addiction and abuse.

One of the simplest but most effective steps dentists can take involves prescribing alternatives to narcotics. Studies have found that a combination of ibuprofen and acetaminophen can be a more effective pain management tool than simply prescribing opioids.

As Dr. Daniel Croley, our Vice President of Network Development, says, “We ask that all dentists consider non-addictive pain management as their first choice. When narcotics are needed, only prescribe the lowest dosage and quantity needed to effectively manage your patients’ pain.”

In honor of National Recovery Month, Delta Dental has launched an informational campaign to encourage dentists to educate themselves and their staff about the opioid epidemic. This includes letters sent directly to dentists, educational blog posts on the topic and new opioid-focused material in webinars.

We also encourage dentists to:

  • Stay on top of the latest developments in pain management
  • Talk openly and honestly with patients about their history before prescribing opioids
  • Follow ADA guidelines, which include education about opioids, limits on prescriptions, and drug monitoring

In the words of Dr. Croley, “Together, we can stop the overprescription and abuse of opioids.”

Grin! for Kids: value-added resource for dental plans

Educating families about dental care in creative ways gives them incentives to take advantage of Delta Dental plan benefits. The way to engage children in dental care is to give them opportunities to learn about taking care of the teeth, gums and mouth so that their smiles are healthy.

Grin! for Kids is a coloring and activity book with fun, educational projects for children in grades K-5. It is a valuable free resource that adds value to a Delta Dental plan. The book can be printed out at home for easy access, as parents show children about preventive care and explain how important it is.

Each issue of Grin! for Kids, available in English and Spanish, contains new ideas and information that your employees’ families can share as they maintain regular visits to their dentist under their plan.

How to communicate dental benefits virtually

Communicating with employees in a period of social distancing requires new approaches, and you can manage open enrollment with a solid plan. Since in-person meetings may not be feasible during the COVID-19 pandemic, take advantage of technology to make virtual presentations that are timely and effective.

You can start by planning a virtual benefits fair. This may include medical and dental plan options or you can expand it to a general wellness event. Keeping in mind the value of an in-person session, give your employees handouts or videos that they can view online. The fair can provide information on dental plan coverage and premiums, along with instructions for enrollment for new employees and options for making changes for current enrollees.

Scheduling a video conference meeting with employees is an effective way to connect in real time to explain plan options, answer questions and provide resources. Recording the live session gives employees the opportunity to view information at their convenience.

You can also make recorded sessions or videos available via mobile app so employees can access them on their smartphones.

Throughout open enrollment, you can stay in touch through a blog, FAQ page and opportunities for employees to have online chats with benefits administrators. Rest assured, your benefits plan communications can be effectively delivered virtually, with the added value of safety.

Grin! offers employees a free and fun wellness resource

Encourage your employees to brighten their smiles — and their days — with Delta Dental’s fun, informative and free e-magazine: Grin!

Available in English and Spanish, this quarterly publication is full of useful and entertaining content, such as:

  • The latest news on dental care — including what to do during the coronavirus pandemic
  • Advice from experts
  • First looks at innovative technology
  • Fun features
  • Healthy recipes, and more

And because your employees’ dental health is strongly tied to their overall health, Grin! also explores how many chronic health conditions, including heart disease, diabetes and depression, are related to dental care. In fact, you can learn how allergies and oral health are related in the recent summer issue.

See for yourself: Check out the latest edition of Grin! And it’s easy to subscribe. With just one click, you and your employees can receive all that Grin! has to offer, four times per year.

Healthy, happy employees are the key to a productive workplace, and Grin! can help. Why not get started today?

And if you do choose to subscribe to Grin!, be sure to download this free poster that you can use to promote this great resource to your employees.

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