Dynamic Work/Life Solutions Blog

eni Named One of 2017’s Best Companies to Work for in New York State

Posted by Blog Tipster on Wed, Jan 18, 2017 @ 10:45 AM


eni is pleased to announce that it has been named one of the Best Companies to Work for in New York State for 2017.

eni will be honored at a public awards dinner to be held at the Hilton Albany on Wednesday, April 19, 2017, from 5:45 p.m. to 9:00 p.m. During the event, eni will learn its rank among the 46 companies in the category for small/medium employers with 15 to 249 U.S. employees.

In addition, a special publication profiling all 70 winning organizations and their unique employment perks will be produced for distribution to event attendees, higher education institutions, as well as thousands of human resources professionals and organizations across New York State.

The Best Companies to Work for in New York State awards are celebrating 10 years of recognizing the best employers in the state. It is a distinctive program that evaluates and ranks the best places of employment based on employee satisfaction and engagement, as well as workplace practices and policies.

To be considered for participation, companies enter into a two-part survey process and fulfill the following eligibility requirements:

  • Be a for-profit or not-for-profit business or government entity
  • Be a publicly or privately held business
  • Have at least one facility in the state of New York
  • Have a minimum of 15 employees working in the state of New York
  • Be in business a minimum of 1 year

The 2017 Best Companies to Work for in New York State awards is a partnership of the New York State Council of the Society for Human Resource Management, The Business Council of New York,  Best Companies Group and BridgeTower Media. Event sponsors are Bethpage Federal Credit Union, Blue 449, Anchin Block & Anchin LLP, and Strategic Financial Solutions, LLC.

Over the last 3 decades, eni has provided a well-integrated spectrum of services including Benefit Engagement Services, Benefit Enrollment Services, Employee Assistance Programs (EAP), Work/Life Programs, Corporate Wellness Programs, and Health Advocacy Services, all designed to maximize employee engagement and benefit ROI, securing your greatest investment, your staff.

For more information on the Best Companies to Work for in New York State program, including the entire list of winning companies, please visit www.BestCompaniesNY.com or contact Beth Feltenberger at 717-236-4300 or [email protected].

Tags: employee satisfaction, employee engagement, eni, best companies, Best Companies to work for in New York State

Share Your Customer Service Stories with eni

Posted by Melissa Mayfield on Wed, Apr 16, 2014 @ 11:35 AM

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Why are we as consumers so captivated by stories of great customer service?

Perhaps it is because they serve as a much needed reminder that there are still companies out there who care about their customers.

Every company says that their customers are their #1 priority, but stories show us that many businesses are ready, willing, and able to go the extra mile for each and every one of their customers.

As Benjamin Franklin would put it:

"Well done is better than well said."

Here at eni, we agree.  In fact our guiding philosophy is "What begins as a dynamic solution continues as a genuine relationship"

To celebrate great service, we invite you to share your best customer service stories. This will allow us all to take a close look at some memorable stories in an effort to highlight those businesses who “walk the walk” when it comes to delivering the kind of service that wins a customer over for life.

Leave your stories in the comments sections below!

Tags: eni, Customer Service, Customer Retention

Connect with eni in 2014

Posted by Melissa Mayfield on Wed, Jan 08, 2014 @ 12:34 PM

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We wanted to take the time to remind you of all the ways to connect with eni’s behavioral health, wellness, benefit integration and human resource experts.  Our experts use a wide variety of social media platforms to bring you valuable information and tips to optimize health and wellbeing, address behavioral health concerns, improve work/life balance, and provide valuable insight into the human resource and employee benefit industry.

If you are interested in health and wellbeing, eni’s @enieverydaywell Twitter account is completely dedicated to wellness.  Each day, eni’s wellness experts provide fresh, fun, simple tips to enhance your wellbeing. Follow us for practical advice to make 2014 your happiest, healthiest year ever!

Follow @GeneRaymondi on Twitter to gain insight from a leader in the employee benefits industry.  In addition to being eni’s founder and CEO, Gene is also a benefit integration expert.

You can also connect with Gene via LinkedIn.  Add Gene to your LinkedIn Connections to gain insight from an expert in the behavioral health, wellness, and integrated benefit industry. 

We also invite you to connect with eni directly via our organization’s LinkedIn page.  Here you can find testimonials from our valued customers, propose industry discussions, and find out which positions we are hiring for!

eni also has a Facebook page. Friend us to get a sneak peek inside eni and to be alerted of upcoming eni happenings and events.  eni’s Facebook page enables you to learn more about our company, our corporate culture, and our values.

Check out eni’s YouTube channel ‘Integrated Benefits TV’ for a variety of great videos.  Meet our staff, our CEO, and our President, learn more about our solutions, or get a crash course in benefit integration!

Finally, we invite you to take a break and explore the news and tips here on our blog Dynamic WorkLife Solutions.  As you sip your morning coffee, have time between meetings or relax over lunch, check out our weekly updates that include technology, benefit and HR news, behavioral health, integrated benefit solutions, wellness, and much more!  If there’s a topic that you would like us to discuss, let us know in the comments section, and we would be happy to do so.

Wishing you a healthy, happy, and productive 2014!

Tags: connect with eni, work/life balance, Employee Assistance Programs, Behavioral Health, Wellness, eni, Social Media

Healthcare Reform Update

Posted by Melissa Mayfield on Wed, Nov 13, 2013 @ 04:10 PM

Individual Mandate Penalty Deadline Has Been Extended.

The Obama Administration recently announced that it has extended until March 31, 2014, the “individual mandate” deadline to purchase health insurance through the new state exchanges to avoid paying tax penalties.

The current ACA law requires that by January 1, 2014 individuals must enroll in “minimum essential coverage” or pay a shared responsibility tax, the so-called “individual mandate” unless they fit within one of the exemptions established by the ACA.  One of the exemptions that excuses individuals from this penalty is having a gap in coverage for “a continuous period of less than 3 months”.  Under this short coverage gap a person would still be compliant with the individual mandate as long as they obtain minimum essential coverage by March 31, 2014 and remain in continuous coverage for the balance of 2014.  However, in order to guarantee coverage by March 31st, consumers would have to choose a policy by February 15 of 2014. 

Due to continuous problems plaguing the website, many individuals have been unable to sign up for coverage and are concerned they will not meet the deadline to avoid the individual mandate penalty.

In a recent release, the department of Health and Human Services recognized a hardship exemption for individuals who purchase coverage through the exchange between February 15 and March 31, 2014 and extended until March 31 (the last day of the open enrollment period) the date that individuals can purchase insurance and still avoid paying tax penalties.

For more information on “individual mandate penalties” visit the Health and Human Services website at www.hhs.gov

To provide enrollment support, eni is proud to announce that we recently expanded our capabilities and cut the ribbon on our benefit enrollment call center!  We encourage you to contact eni for information on enrollment services.

**This article is designed to provide general information and is not a substitute for legal advice**

Tags: Health Care Exchanges, enrollment services, Health Insurance, eni, Health Care, Health Care Reform, enrollment

eni’s Family Fun Picnic

Posted by Melissa Mayfield on Wed, Aug 07, 2013 @ 02:34 PM

eni’s family fun picnic was held on August 3rd at Greenwood Park in Broome County, NY.  A wonderful time was had by our employees and their families.  There was a great deal of delicious food and so many fun games that everyone participated in.

This picnic serves as an example of eni’s strong commitment to our corporate culture and our core values.  One of our Core Values is Have Fun!  At eni, we believe in the value of FUN – the camaraderie from creating shared experiences connects us as a team and improves the efficiency of our project team culture. 

We recognize that shared fun experiences help people work together better and more comfortably – build a closer company and ultimately support our team environment. We believe it is important for all of us to spend time together, unstructured and silly, getting to know one another and sharing in fun.  

Promoting employee camaraderie contributes positively to our corporate culture and we see it as critical to a company model that supports positive, enthusiastic and productive professionalism. We expect our employees to work hard together, but we also play together. We go beyond the typical "co-worker" relationships found at most other companies and this positively contributes to our trust and respect for one another and the transparency of our work.

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Tags: employee satisfaction, employee retention, corporate culture, employee engagement, eni

Increase Employee Benefit Awareness and Engagement

Posted by Nicole Raymondi on Wed, Jul 10, 2013 @ 12:24 PM

Do you ever wonder what your organization can do to increase awareness, engagement and ultimately satisfaction of your benefits offering?  More often than not an annual enrollment period is the only opportunity employees have to learn about and interact with their benefits package.  As we are well aware, benefits have gone beyond the traditional health, dental, vision and a 401k plans.  Today it’s about helping employees achieve work-life balance, attracting and retaining the best talent and strategically integrating human capital in such a way that grows an organization.    

So, what can employers do to increase utilization of those benefits and still make it feel like a personal and customized experience?  Consumers today are used to choices and specialization, yet benefits packages largely remain a one-size-fits-all offering.    At eni, our Integrated Benefits Solutions team can partner with you in designing a customized solution integrating any number of our 6 Signature Services:

  1. Balance Works (EAP Counseling)
  2. Balance Pro (Personal Assistant Service).
  3. Balance Care (Health Advocacy).
  4. Balance Health ( Health & Wellness Program)
  5. Direct Access/TIPs Hotline (Whistleblower and Information Line)
  6. Integrated Benefits…the customization of any or all of the above services.

And with 3 points of convenient access: 24/7 Live Answer Telephonic Service, Personalized Web Portals and the Mobile App…BalanceGO! eni makes your experience feel customized, familiar and most of all, convenient! 

By acting as your HR partner, eni’s Integrated Benefits Solutions team will work to design a solution that fits your corporate culture, helps employees better understand their benefits, and saves your organization long term healthcare costs.  The advantage eni has over its competition is the ability to utilize technology and our personnel to “listen” to every employee concern or request with a “behavioral health ear” and then help employees learn about and access every available resource to overcome a personal challenge.  Even our technology is designed to navigate employees to the right resource at the right time!

happy employeesTo learn more about how eni’s Integrated Benefits Solutions can make your organization more productive and satisfied with its benefits and where work-life balance is important, nurtured and seen as a valuable component to the growth of your organization, call 1-800-364-4748, x2340.

Tags: Benefit Integration, Corporate Wellness Programs, corporate culture, eni, eni services, Benefits

Adapting to changes in Health Care Reform Law 2013 and Beyond

Posted by Melissa Mayfield on Wed, Dec 26, 2012 @ 02:54 PM

eni’s HR experts are mindful that changes in the Health Care Reform Law may impact your business.  Therefore, we have provided some information below to explain and help your company adapt to changes for 2013 and beyond.

The Patient Protection and Affordable Care Act (PPACA) impacts businesses in several ways from the types of benefits offered under insurance plans, to the ways employers conduct their businesses.  Some provisions are already in effect and more will be implemented over the next several years.

Some of the key mandates are listed below:

  • Wage and Tax Statement - Form W-2

The Patient Protection and Affordable Care Act requires employers to report the cost of health care coverage under an employer sponsored group health plan on an employee’s W-2 form.

The Form W-2 Reporting provision is intended to help employees better understand the benefit they receive through their employers, and at the same time gain awareness of the true cost to obtain health coverage.

Businesses filing 250 or more Forms W-2 in the previous tax year are required to comply with the provision.  The provision is currently optional for businesses filing fewer than 250 Forms W-2 in the previous tax year.

The provision is effective beginning with 2012 Forms W-2 that are issued in January 2013, and will apply until further guidance is issued.

The IRS has confirmed that the health care amounts reported on the W-2 are strictly informational and not taxable to the employee.  In addition, Forms W-2

do not need to be issued to individuals who would not otherwise receive a Form W-2, such as COBRA recipients and retirees. 

  • Maximum employee contribution limit on health flexible spending accounts

Beginning January 1, 2013 employee contributions to medical FSA's will be limited to the lesser of a $2,500 cap for a taxable year or the company maximum.  The maximum will be adjusted annually for inflation beginning in 2014.

The $2,500 limit is effective for plan years starting January 1, and not the taxpayer’s tax year. Employers with fiscal year health care FSAs may keep higher reimbursement limits in effect through the end of their 2012-2013 plan year.

Employers may adopt retroactive amendments to impose the $2,500 limit before Dec. 31, 2014.

The $2,500 limit applies only to salary reduction contributions under a health care FSA and does does not limit the amount permitted for reimbursement under an FSA for dependent care assistance or adoption care assistance. Nor does it apply to salary reduction or any other contributions to a health savings account (HSA) or to amounts made available by an employer under a health reimbursement arrangement (HRA).

  • Non-Discrimination

Prior to the 2010 health care reform, the Internal Revenue Code prohibited only self-funded plans from discriminating in favor of highly compensated employees with regard to health benefits.  However, the PPACA changed this requirement to include all group health plans, including non-grandfathered, fully insured plans. This provision was scheduled to be effective the first plan year after September 23, 2010, but has since been delayed pending the release of regulations or other administrative guidance. Grandfathered plans have until 2014 to comply.

Many fully insured employers have traditionally offered more generous benefits to executive employees as part of their total compensation package. These practices include having a separate plan for senior managers, having shorter waiting periods for eligibility and having lower employee contributions for senior managers. As a result of the health care reform act, employers subject to the new nondiscrimination provisions will generally no longer be able to implement such practices and must refrain from discriminating in favor of highly compensated employees with regard to health benefits.

On the other hand, the PPACA does allow employers to charge lower-earning employees less than the employer charges higher-earning employees. As an example, an employee who earns $30,000 can be charged a $30 premium while a similarly situated employee earning $50,000 can be charged a $50 premium without the plan being considered discriminatory.

  • Women’s Preventive Health Services

One new requirement that will be in effect on January 1 for calendar-year non-grandfathered group health plans is the coverage of certain women’s preventive services without cost-sharing. The coverage requirement is effective for plan years beginning on or after Aug. 1, 2012, and does not apply to grandfathered group health plans.

The guidelines on women’s preventive services require plans to provide coverage for the following types of preventive services without co-payments or other cost-sharing:

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 Well-woman visits—Annually, with additional visits as necessary.

 Screening for gestational diabetes—Between weeks 24-28 of gestation, and at the first prenatal visit for high-risk women.

 Testing for HPV—Every three years beginning at age 30.

 Counseling for sexually transmitted infections—Annually.

 Counseling and screening for HIV—Annually.

 FDA-approved contraceptive methods, sterilization procedures, and counseling—Annually, subject to certain religious-employer exemptions.

 Breastfeeding support, supplies and counseling—With each birth.

 Screening and counseling for interpersonal and domestic violence—Annually.

The requirement to cover the preventive services without cost-sharing does not apply to services that are performed out-of-network.

In addition, the agencies have given plans allowance to use “reasonable medical management techniques” to determine the frequency, method, treatment, or setting for the preventive services, to the extent that those items are not covered in the preventive-services guidelines.

  • Additional Wage Withholding Required in 2013

New Medicare taxes on high earners, imposed under the PPACA, mean big changes in wage withholding, executive compensation and personal financial planning for these employees.

For taxable years beginning after Dec. 31, 2012, employers will be required to withhold additional amounts from the wages of high-earning employees. The Medicare tax rate will increase by .9 percent (from 1.45 percent to 2.35 percent) on wages over $200,000 for single filers, wages over $250,000 for joint filers, and wages over $125,000 for persons who are married but filing separately.

Summary of Benefits and Coverage 

On Feb. 9, 2012, three federal agencies issued a final rule under the Patient Protection and Affordable Care Act that will require U.S. health insurers and group health plans to provide concise and comprehensible information about health plan benefits and coverage to current and potential health plan participants, for plan years beginning after the fall 2012 open enrollment season.

Specifically, the final rule mandates that consumers have access to two key documents that will help them understand and evaluate their health insurance choices:

• A Summary of Benefits and Coverage (SBC). Twelve content elements must be included in the SBC, including a description of cost-sharing requirements such as deductibles, co-insurance and co-payments, and information regarding any exceptions, reductions or limitations under the coverage.

• A Uniform Glossary of terms used commonly in health insurance coverage, such as “deductible” and “co-payment.”

  • Individual Mandate of Affordable Care Act

Effective January 1, 2014, most US citizens and legal residents must purchase health insurance or pay a tax.

  • State Insurance Exchanges

The Patient Protection and Affordable Care Act (PPACA) requires that each state establish a health insurance exchange for individuals and small businesses by 2014, or the federal government will establish one for them. Exchanges will basically function as a health insurance marketplace for individuals and small businesses. For 2014 and 2015, states can decide whether to include businesses with 100 or fewer or 50 or fewer employees in their exchange. In 2016, all businesses with 100 or fewer employees must be able to purchase insurance through these exchanges. The exchanges have the option of including employers with more than 100 employees beginning in 2017.

For more information on Health Care Reform visit www.irs.gov

This article is designed to provide general information and is not a substitute for legal advice

Tags: Human Resource Management, Health Insurance, eni, Health Care, Health Care Reform, Human Resources

Data Warehousing Concepts

Posted by Melissa Mayfield on Wed, Oct 17, 2012 @ 11:27 AM

At eni, we rely on a variety of metrics to help inform our quality and process decision making.  This includes decisions on both long term strategic goals and daily operations.

In the past year, we’ve brought online a state of the art data warehouse complete with analysis services that provide the capabilities to eni of both true data mining and Online Analytical Processing (OLAP).

These concepts may not be familiar to some folks.  The purpose of this article is to try to clear up some of these basic data warehouse concepts and terms to better inform the reader.  Please review the following terms to help gain a better understanding regarding data warehouse terms.

Data Warehouse
A data warehouse is a database designed to support decision making in an organization.  Data from the production databases are copied to the data warehouse so that queries can be performed without disturbing the performance or the stability of the production systems.

Data Marts
Data warehouses can become enormous with hundreds of gigabytes of transactions.  As a result, subsets, known as "data marts," are often created for just one department or product line.

Date Warehouse Updates - (Historical data)
Data warehouses are generally batch updated at the end of the day, week or some period.  Its contents are typically historical and static and may also contain numerous summaries.

OLAP – Online Analytical Processing – (Interactive Analysis)
What is OLAP?  OLAP is a group of technologies and applications that collect, manage, process, and present multidimensional data for analysis and management purposes in an interactive way.  To be effective, results of the analysis must be presented quickly and within the same application or a closely linked application.

OLAP always involves multiple dimensions, which should have multiple levels (if you don’t have levels, your OLAP browsing doesn’t have much power.)  OLAP has to be fast.  In MS Excel, Pivot Tables can be used to work with OLAP dimensions and facts that are stored in a Cube.

Data Mining – (Non Interactive Analysis)
You can use Analysis Services for both OLAP and data mining.  Both are methods of analyzing data.  The big difference is that OLAP is used interactively.  A person browses OLAP data to find the significant information.  Data mining is a process where the computer analyzes data and then reports the significant results back to the analyst.

Cube – (A Multidimensional Way to Look at Data)
The cube is the primary OLAP structure used to view data.  It is analogous to a table in the relational database world.  The term cube implies three dimensions, but OLAP folks have stretched the concept a little bit.  An Analysis Services cube can have 128 dimensions (though it’s probably not a good idea to have that many).

Dimensions (Definition #1) - The Perspectives Used for Looking at the Data
Dimensions are the answers to the question “How do you want to see your data?” Here are some examples of dimensions:

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Customer Age
Customer Income

Dimensions (Definition #2) - The Categories You Use for the Columns and Rows in the Spreadsheet
Do you want to see how different products have done in different time periods?  Place the different products on the columns and the different time periods on the rows (or the other way around).  How about looking at the age of customers who are shopping at different stores?  Use a different row for each age group and a separate column for each store.

Dimensions Have Levels Which Are Used for Drilling Down and Drilling Up
If you just had dimensions, OLAP browsing would be kind of dull.  The value of OLAP comes in having good levels for your dimensions.  Levels let you see the general view of things and the detailed view of things.  If you notice that sales are higher in a particular month, you will maybe want to drill down to see if they were higher in a particular part of the month.  You also might want to drill up to a higher level, to see if the data patterns are valid on a wider scale.

We hope this article may have helped you to have a better understanding of some data warehouse terms.

Tags: Data Warehouses, Data, eni, Technology

Vendor Partnership Tips from eni

Posted by Melissa Mayfield on Wed, Jun 06, 2012 @ 11:38 AM

Vendors play a key role in many companies and correctly managing vendors can pay off in higher returns on investment and more efficient and agile business operations.  In our technology department here at eni, we utilize a wide variety of vendors and supply chain providers to be able to respond quickly and efficiently to our user needs and customer requests.

Why Vendor Management
The time, money and energy used to nurture a positive vendor relationship cannot be measured directly against the company's bottom line.  However, a well managed vendor relationship will result in increased customer satisfaction, reduced costs, better quality, and better service from the vendor.  When and if problems arise, rest assured that a well managed vendor will be quick to remedy the situation.

Vendor Management Best Practices: Vendor Selection
The vendor management process begins by selecting the right vendor for the right reasons. The vendor selection process can be a very complicated and emotional undertaking if you don't know how to approach it from the very start. You will need to analyze your business requirements, search for prospective vendors, lead the team in selecting the winning vendor and successfully negotiate a contract while avoiding contract negotiation mistakes.C  Users melissa m Pictures handshake resized 600Vendor Management Best Practices: Scrutinize the Prospects
Once you start to look at individual vendors, be sure to carefully scrutinize the prospects.  Depending upon the size of the possible contract, they will pull out all the stops in order to get your business. This may include a barrage of overzealous salespeople and "consultants". Just because they send a lot of people in the beginning, doesn't mean they will be there after the contract is signed.

As you begin vendor search, ask some questions that will help you eliminate the more obvious misfits. For example, ensure that the proposed material, service or project is within the vendor's area of expertise.

Vendor Management Best Practices: Remain Flexible

Be wary of restrictive or exclusive relationships such as limitations with other vendors or with future customers. In addition, contracts that have severe penalties for seemingly small incidents should be avoided. If the vendor asks for an extremely long term contract, you should ask for a shorter term with a renewal option.

On the other hand, you should be open to the vendor's requests also. If an issue is small and insignificant to you but the vendor insists on adding it to the contract you may choose to bend in this situation. This shows good faith on your part and your willingness to work towards a contract that is mutually beneficial to both parties.

Vendor Management Best Practices: Proactively Monitor Progress
Once the relationship with the vendor has begun, don't assume that everything will go according to plan and executed exactly as specified in the contract. The vendor's performance must be monitored constantly in the beginning. This should include the requirements that are most critical to your business. For example: shipping times, quality of service performed, order completion, call answer time, etc.

Vendor Management Best Practices: Frequent Updates and Communication
The bottom line in vendor management best practices is that communication is paramount! Never assume a vendor intimately knows your business or understands every facet of your needs. Frequent communication that includes  planned conference calls, in person meetings (when possible) and online meetings to share plans and updates through WEBEX or other online conferencing solutions  can often  help to avoid misunderstandings and proactively address issues before they become problems.

Happy Partnering!

Tags: Technology. Vendors, eni, IT, Web Based Technology

eni is Proud to Participate in the YMCA Corporate Challenge

Posted by Melissa Mayfield on Fri, May 25, 2012 @ 02:44 PM

eni has once again put together a team to participate in the YMCA Corporate Challenge!  This event brings local businesses together to help raise funds to support youth programming through the Y.  The funds will provide opportunities for local children to develop life skills, essential for them to one day attain their dreams.  This year the event will be held on Thursday, June 28th at BCC.

We are proud to announce that we have employees slated to participate in each event:

  • The 5K

  • The Relay Race

  • The Predicted Mile

  • The Executive Mile

We invite you to come and support eni and this worthy cause!

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Tags: events, eni