Current Insurance Rates

                                                               Individual        Parent/Child       Parent/Children    Two Party       Family

United Concordia Dental                        $31.14               $61.58                    $97.51               $61.58           $97.51
*rates valid through October 1, 2020

NVA Vision - Option 1                             $ 3.53                $ 8.81                      $ 8.81                $ 8.81            $ 8.81
*rates valid through January 1, 2022



NVA Vision - Option 2                            $ 5.65                 $14.12                     $14.12               $14.12           $14.12
*rates valid through January 1, 2022

Cigna Life and Accidental D & D                  $0.61 per $1,000
*rate valid through March 1, 2019

Cigna Short-Term Disability                         $0.61 per $10
*rate valid through March 1, 2019

All rates are on a Per Month basis.

Please contact Nicole Cassel at or 717-651-5920 for additional information about these services.

Weekly HR Happenings

How to Flip the Script on Traditional Mentoring Programs

It’s no surprise that 77% of employees are more likely to stay in a job if they are in a mentoring relationship. For that reason, mentoring programs have become more formalized and recognized as a critical component to many successful organizations in the last decade.  Employees are more engaged, productive, and connected.

Yet, with the implementation of new innovations and ever-changing technologies comes the challenge of keeping up with training employees.  Taking a new approach to conventional mentoring programs may be the solution.

With as many as five generations working side by side in today’s workplace, businesses are confronted as never before with a growing generational gap, shifting expectations, and the constant need to stay on the cutting ‘digital’ edge.  To accommodate this generationally diverse workforce, companies should consider a fresh take on traditional mentor/mentee relationships.

Enter: reverse mentoring.

In a traditional mentoring relationship, a senior-level professional provides guidance to a more junior member of the team.  In contrast, a reverse mentoring dynamic works both ways: the tenured professional still provides the tricks of the trade that can only come with experience, but the junior team member is also able to offer valuable insight back to their mentor, whether it be about evolving technologies, social media, or the ways of the digital world.  In many cases, this concept allows millennial team members to feel more engaged, while also providing seasoned industry veterans with a direct connection to innovation that’s changing the industry.

Why Switch It Up?

Retaining qualified talent is a concern amongst most employers today, as unemployment is at a 48-year low of 3.7%. With so many competitive opportunities available, 43% of millennials plan to leave their job in the next two years, according to the 2018 Deloitte Millennial Survey. This generation that tends to career hop craves continuous learning and transferable skill development, personal fulfillment, exposure to senior leadership and clear opportunities for career advancement—all of which reverse mentoring supports.

The beauty of reverse mentoring is that it is mutually beneficial. Experienced employees can pick up new skills, hear a fresh perspective from the front line, and embrace a digital mindset.

Several large corporations that have embraced innovation, such as Target, Cisco, and HP, have developed their own reverse mentoring approaches. Suffolk is similarly encouraging reverse mentoring relationships, but in the unexpected, typically more traditional industry of construction. Implementing change in an organization is always a challenge, and introducing new technologies is no different; in construction we are tasked with training professionals who are used to building with materials like concrete, steel, and wood, to now build with pixels. For a seamless transition, our employees have been organically forming reverse mentoring connections that provides invaluable onsite training for our tech-savvy millennials, while also demonstrating the power of technology such as drones, virtual reality, and 4-D & 5-D modeling.

For example, on one of our notable projects in South Florida, an assistant project manager formed a successful working relationship with a general superintendent who has been in the industry for more than 30 years. Thanks to their reverse mentoring dynamic, the project has benefited from innovative tools such as thermal imaging scanners and virtual model integration to boost efficiency and minimize waste. As a result, the project has seen higher levels of productivity and a smoother project management process.

Making It Work

HR departments can foster successful reverse mentoring relationships by recognizing teams made up of multigenerational employees and encouraging those who have organic connections to further develop an informal partnership where they learn from each other.

Attracting employees higher up on the career ladder to participate can sometimes be difficult, so consider their needs. Explore creative ways to reinforce positive drivers and lower the hurdles throughout the mentoring process. For example, consider recognition and reward strategies. Formally recognizing mentor/mentee involvement can be motivating and help attract additional employees to the program.

Once the mentors and mentees are solidified, assist them in customizing short-term and long-term goals. Continuously provide tips and best practices to help the mentors and mentees stay on track and get the most out of the partnership.

The benefits of reverse mentoring have been reaped by businesses in various industries and of different sizes.  However, arguably the most advantageous benefit is that it allows companies to empower their emerging talent. Millennials are now the largest generation in the U.S. labor force and our future leaders. Reverse mentoring not only imparts priceless knowledge onto millennials but prepares them to become our next generation of executives. And who knows, maybe someday those millennials will be the mentees in a reverse mentoring relationship with gen Z and gen Alpha.


July 2018 - The PennAg Insurance Group serves as an important resource for Risser’s Poultry by not only serving as our insurance broker but working as our advocate directly linking our company with resources, answers, and ideas to provide our employees with top tier insurance coverage and options. PennAg Insurance Group’s on-site open enrollment support, timely explanations to employee questions, and emphasis on wellness are all services that have allowed us to keep our focus on our fast-paced business.

-Dan McNally, General Manager, Risser’s Poultry

April 2017 - For over 12 years we have utilized the opportunity afforded us by being a member of PennAg to offer our employees insurance. With all the consolidation in the insurance world, we have always appreciated the friendly expertise at PennAg that has helped us to navigate the changes and provide economical options for us to keep our employees covered.

Being a small agricultural business, we cannot express the value of always having knowledgeable staff to call and promptly respond to emails and phone calls. When we have our annual discussion on our plans and potential changes, the staff is always organized and ready to offer us options that fit our business and employee’s needs. Our questions are always answered in a timely fashion and delivered in an easy to understand manner, even when we don’t like the answer. The term “local” is seen everywhere. We appreciate the “local” insurance service provided by PennAg.

-Bill Achor, York Ag Products Inc.

GeoBlue Voyager

Protect Your Health Around the World

What is GeoBlue Voyager®?

Travel health insurance that helps short-term leisure, student, business or missionary travelers identify access and pay for quality healthcare.

GeoBlue Voyager fills health and safety gaps

Insurance — Even if you are already enrolled in a health plan, your coverage is limited when you travel abroad. In fact, your plan may not pay to have you safely evacuated if you are critically ill.

Information — Where do you turn to learn which
hospitals and physicians meet your standards? Keep up with breaking news about health and safety threats? Translate key medical terms and brandname drugs?

Access to quality care — How do you find a westerntrained,
English-speaking doctor with the appropriate skills? How do you arrange a convenient appointment?

Each GeoBlue Voyager policy includes broad, deep
and reliable Global Health and Safety Services easily accessed through the web or our toll-free customer service center.

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