Although a business’s primary concern is making sure that its revenue-earning operations are profitable, companies should also have a strong interest in ensuring that its employees are as happy and healthy as they can be. After all, satisfied employees are better prepared to have a long and productive career. Aside from a competitive financial compensation, ensure your company provides benefits and healthcare plans, which is particularly important for construction workers. Insurance plans make sure that employees can cover their healthcare plans for both themselves and their families. Construction is an incredibly physical job with workers exposed to various risks, dangerous work environments and harsh chemicals. It is the job of human resource departments to make clear the importance of healthcare resources and other benefits that they can take advantage of. Many construction workers may ignore and disregard any warning signs of illness or injury. HR departments must teach construction personnel that services for treatment are not only available, but encouraged.
Why Do HR Departments Need to Educate Construction Workers?
Providing workers with good employee benefits is not enough to ensure their health and happiness. HR departments must be prepared to teach construction workers why they should be making frequent use of their healthcare benefits, as well as how they can maximize their coverage. Most employees tend to be reluctant to go to the physician’s office despite its inclusion in many healthcare packages. As a result, HR departments must point out the potential consequences of their neglect and highlight the potential ramifications that untreated injuries and illnesses can have not only on the worker, but on the entire team as well.
Prior to an injury occurring, HR departments need to ensure that construction workers understand exactly what their healthcare plan involves, and the benefits that they are provided with. Informing them on what particular visits are covered by insurance and what is deductible goes a long way in establishing a staff that remains healthy and proactive throughout their career. HR departments can accomplish this through a number of methods. For example, they could hold mandatory informational sessions, which ensures that their information is made clear, and reminds workers who may have forgotten. More importantly, HR personnel can also make themselves available to those who are curious about their healthcare plans, and are open to answering any questions or concerns. Finally, if they have the resources to spare, they can even provide construction workers with consulting regarding their healthcare options, which can help them settle on something suitable for their needs and circumstances.
With insurance and healthcare plans often complex and multifaceted, HR departments must keep a few important things in mind, which are often reoccurring concerns in the construction industry. Some of these include doctor’s visits, hospitalization, mental health, prescription drugs, rehabilitation services and long or short term disability. With the physical nature of construction, these are often the most pressing concerns for workers, and HR personnel must be prepared to address these common questions. As most companies offer various options for healthcare coverage, make sure you are explaining all of the costs involved, including monthly premiums. Furthermore, take an extra step and find out what specific government and social programs are available for particular issues that may not be covered under your company’s healthcare plan. Also, keep construction worker’s families in mind, and provide them with resources that may be useful to them. Click here for more articles on human resources topics in construction.
Employees will likely need assistance evaluating their healthcare options. If, for some reason, your company’s healthcare plan does not meet the requirements for affordability and minimum value, let employees know that they are eligible for subsidies to help pay for healthcare coverage. Have a set of answers prepared for frequently asked questions, and help guide your workers to take full advantage of what your company offers, as well as alternative resources that they can seek for any additional help they may need.