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Other Services
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Behavioral
Risk Management
BHS leads the industry in offering Behavioral Risk Management
solutions – a new approach to bottom-line cost savings
that involves assessing and managing behavioral risk.
By identifying an organization’s most costly behavior-driven
trends BHS can customize and implement an integrated workplace
solution to combat the specific employee behaviors that
drive those trends.
Issues commonly targeted by
BHS Behavioral Risk Management strategies include, but
are not limited to:
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Poor productivity |
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Turnover |
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Absenteeism |
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Organizational change |
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Disability claims |
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Workplace accidents |
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Litigations |
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Workplace violence |
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Mental health and substance
abuse claims |
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Workplace conflict |
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Workers’ compensation
claims |
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Theft |
In this sense, BHS functions as a true workplace partner
that is equally focused on increasing organizational
stability, controlling workplace costs and generating
lasting results while also helping individuals make
healthy lifestyle changes
What are BHS’ Qualifications?
With over 20 years experience providing diverse workplace
solutions across various industry types, BHS has acquired
a keen insight and perspective into the contemporary workplace
as well as the human behaviors and workforce dynamics
that impact an organization’s bottom line. Using
this knowledge, BHS has developed a library of strategic
and unique services that drive program success and resultant
Return on Investment.
Contact BHS today to schedule a Behavioral Risk Management
consultation or to speak with a BHS representative about
our unique suites of services.
BHS is confident in its ability to deliver innovative
solutions, support the evolving needs of its clients
and go above and beyond to provide the best possible
Behavioral Risk Management solution for your organization.
Organizational
Development (OD)
What is Organizational Development
(OD)?
Organizational Development (OD) is the planned process
of developing and enhancing the performance of an organization,
as well as the performance of its employees, to be more
effective in accomplishing its desired goals.
How can OD save my organization
money?
The challenges of improving performance, understanding
change, resolving conflict, and doing “more with
less” are challenges faced by most organizations,
costing thousands of dollars each year. Addressing these
problems through a constructive process can often resolve
these issues thus avoiding frustration, hostility, high
turnover, low productivity, and even litigation. Through
planned interventions, BHS OD consultants help identify,
develop and implement solutions for resolving problems
thus avoiding loss.
How does the BHS OD process
work?
BHS OD consultants conduct thorough organizational assessments
and offer strategic plans for intervention which may include
one, or a combination of, the following solutions:
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Team Building |
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Conflict Resolution |
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Change Management |
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Leadership Development |
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Executive Coaching |
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Workplace Trainings |
| • |
Policy Development |
Contact the BHS Organizational Development Department
to speak to a consultant at 800-765-3277.
Workplace
Training
BHS provides a variety of trainings and seminars designed
to enhance workplace functioning. In addition, training
methodology varies significantly to meet the specific
needs of BHS’ customer organizations and ranges
from formal lecture and webinars to online formats.
Some of BHS’ most popular
programs include:
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Stress Management |
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Promoting a Healthy Lifestyle |
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Dealing with the Holidays |
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Anger Management |
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Preventing Violence in the
Workplace |
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Balancing Work and Family |
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Effective Communication |
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Understanding Cultural Diversity |
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Financial Management |
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Sleep Deprivation |
BHS receives regular, positive
feedback regarding its training content:
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“I enjoyed the team
building exercises” |
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“I enjoyed the speaker
asking us for examples and hearing co-worker’s
examples” |
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“I enjoyed the whole
thing, but especially the group exercises” |
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“Excellent session,
everyone gave input, very thorough” |
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“I enjoyed the practical
ideas on what to do, what to say in specific situations” |
To arrange for training or to review BHS’ comprehensive
list of available trainings please contact the BHS Training
& Development Department at 800-765-3277.
Performance
Management & Compliance Services
BHS recognizes supervisors are in a key position to
identify, document and move problematic employee and
workplace situations to a positive resolution before
an organization’s productivity, performance and
bottom line are negatively affected.
Ideal for any employer seeking
to combat potential risk, BHS’ Performance Management
& Compliance Services provide supervisors a structured
platform to manage:
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Unsatisfactory performance
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Erratic behavior |
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Suicidal/homicidal ideation |
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Veiled threats |
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Policy infractions |
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Risky conduct |
Complete with expert assessment, customized recommendations,
intensive case management and compliance reporting,
this solution provides a confidential resource to which
problematic situations may be channeled.
The first step
As part of this solution, all supervisors receive comprehensive
training and unlimited, expert consultation on how to
comfortably and competently
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Identify early warning signs
of employee and workgroup problems |
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Document observations |
| • |
Refer employees to the BHS
Performance Management program |
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Integrate employees back into
a work environment |
Absenteeism
Management
Unscheduled absences can directly impact an organization’s
bottom line through lost productivity and unrealized
revenue opportunities, as well as indirectly through
increased turnover and heightened risk for accidents
resulting in workers compensation claims and litigation.
The disruptions caused by
unscheduled absenteeism are well-documented. Consider
these statistics:
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Excess overtime due to high
absenteeism and poor staff scheduling leads to poor
employee health; there is an association between
working over 55 hours per week and a three-fold
likelihood of cardiac issues and a four times greater
chance of diabetes (Circadian Shiftwork Practices
2005). |
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Turnover is 10.6% in facilities
with high absenteeism, and 7.8% in facilities with
low to average absenteeism. This mirrors the finding
that absenteeism is 9.4% in facilities with poor
morale, while only 7.5% in facilities with good
morale (Circadian Shiftwork Practices 2005). |
| • |
While physical illness accounts
for 35% of unscheduled absenteeism, nearly two out
of three employees who fail to show up cite issues
of non-sickness, including family issues (21%),
personal needs (18%), entitlement mentality (14%),
and stress (12%) (CCH Unscheduled Absence Survey
2005). |
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Depression results in more
absenteeism than almost any other physical disorder
and costs employers more than US$51 billion per
year in absenteeism and lost productivity, not including
high medical and pharmaceutical bills (2004 Rand
Corporation Report).
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Employers are increasingly
adopting comprehensive wellness programs to manage the
direct and indirect costs of absenteeism.
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According to the CCH Unscheduled
Absence Survey, EAP and wellness programs are among
the top 5 programs used by employers to address
the issue of absenteeism. |
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Most organization implementing
comprehensive wellness programs have seen reductions
in absenteeism: Studies at Dupont and General Mills
found 14-19% reductions, while General Electric
reports an astounding 45% decrease in absenteeism. |
BHS takes a proactive approach to managing absenteeism,
working with organizations to identify patterns and reasons
for increased rates of absenteeism. At the same time,
BHS services help employees manage their behaviors and
issues that cause them to miss work.
BHS’ integrated solutions
combat the risks associated with absenteeism by:
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Improving the skills of supervisors
to recognize a problem developing and intervene
early before it escalates |
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Providing training and development
around absenteeism policies |
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Implementing preventative
occupational health and safety strategies in order
to minimize worker's compensation absence |
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Reaching out to employees
who are abusing leave and provide a referral if
their behavior stems from a personal problem |
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Increasing employees’
morale through management’s interest in their
health and well-being |
Pre-Certification
To ensure optimal application of behavioral health
care benefits and protect your bottom line, BHS is available
to provide pre-certification, or “gate-keeping,”
services to help avoid inaccurate self-diagnosis and
inappropriate use of an organization’s behavioral
healthcare plan.
How Does it Work?
Upon receiving a call, BHS conducts a thorough pre-certification
process that includes:
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Performing a thorough telephonic
intake & assessment |
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Ensuring clinical appropriateness
of client request |
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Verifying client eligibility |
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Explaining benefits |
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Identifying in-network or
out-of-network resources |
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Negotiating rates with out-of-network
providers |
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Communicating with the third
party administrator |
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Conducting regular follow-up
reviews to assess treatment plan |
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Providing pre-certification
services for additional clinical treatment needs |
Ethics Hotline
To help companies comply with the Sarbanes-Oxley Act,
BHS offers a confidential Ethics Hotline for employees
to anonymously report procedural infractions, misdeeds,
and ethical concerns.
BHS Ethics Hotline services
include:
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24 hour, 7 day a week access
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Calls answered by qualified
professionals trained in ethics & hotline services |
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Accurate & prompt relay
of reported information to designated company representative(s) |
Employees may call the Ethics
Hotline to report a variety of concerns, including but
not limited to:
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Misappropriation or misuse
of funds |
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Inaccurate or fraudulent
financial reporting |
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Wrongfully discarding or taking
classified information |
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Information or actions potentially
detrimental to the organization |
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Sharing classified information
with unauthorized parties |
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Violations of company policy |
Exit Interviews
A customized Exit Interview Program can help control
the risk and loss associated with employee turnover.
BHS offers expert consultation and incorporates signature
strategies to uncover workplace trends associated with
employee turnover, poor productivity and workplace conflict.
A confidential and customized
BHS Exit Interview Program can:
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Reveal issues affecting job
satisfaction |
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Provide an assessment of
the organization’s true work culture |
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Uncover workplace conflict |
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Gain feedback on company policies
and procedures |
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Speak to the effectiveness
of workplace communication |
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Illustrate how well job responsibilities
are defined |
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Highlight perceived opportunities
for advancement, and |
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Illustrate employees’
perspectives on the amount of training, feedback
and recognition received. |
By gathering balanced information related to an employee’s
reasons for leaving, their perceptions and opinions,
BHS gains a broad perspective and can better identify
overall employee concerns and organizational issues.
And, with a confidential third party, outsourced Exit
Interviews increases the likelihood of gathering honest
feedback. Results are provided confidentially and offer
general workplace assessments and problem solving solutions.
Exit Interview Programs are a solid addition to any
behavioral risk management strategy.
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