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 ncassel@pennag.com or 717-651-5920 for additional information about these services.

 
Weekly HR Happenings

3 Things to Focus on When Hiring Workers with Disabilities

By Kelly Creighton, Sep 5, 2018

In 2017, less than 19% of Americans with a disability were employed. However, with the existing low rates of national unemployment and a job market that’s favorable to jobseekers, more organizations are starting to hire individuals with disabilities. And if your organization is one of them, here are seven things you should do.

1. Focus on the Benefits of Hiring Individuals with Disabilities

Studies have revealed that most workers with a disability rate “good” or “very good” regarding their quality of work, motivation, engagement, integration with coworkers, dependability, and attendance.

They are also very good for overall company morale and increase your organization’s productivity rates overall. And employees with disabilities tend to look for stable work opportunities and environments, which means your employee turnover rates will decrease.

In addition, consumers like to buy from organizations that accept and understand individuals with disabilities. And many employers of individuals with disabilities can qualify for tax credits, while others may obtain tax incentives to help make their places of business more accessible.

2. Understand Different Types of Disabilities

When hiring individuals with disabilities, it’s important to understand that there are different types of disabilities and that each disability should and can be addressed very differently. While there are many forms of disabilities, there are two major archetypal categories recognized by the U.S. federal government via the Americans with Disabilities Act (ADA): cognitive and physical.

Cognitive disabilities include some form of mental impairment, whether congenital or acquired over one’s life span. Clinical diagnoses of cognitive disabilities include autism, Down Syndrome, traumatic brain injury (TBI), and even dementia. Less severe cognitive conditions include attention deficit disorder (ADD), dyslexia (difficulty reading), dyscalculia (difficulty with math), and other learning disabilities in general.

A physical disability, whether congenital or acquired over one’s life span, is when a person experiences a limitation on his or her physical functioning, mobility, dexterity, or stamina. Other physical disabilities include impairments that limit other facets of daily living, such as respiratory disorders, blindness, epilepsy, and sleep disorders.

3. Conduct Appropriate and Fair Interviews

When interviewing candidates with a disability for a role with your organization, it’s important that you remain fair and understand what you can and cannot legally do.

First, it’s important to remember that according to the ADA, an interviewer can only ask about a disability if the person being interviewed has an obvious and visible impairment. Otherwise, the interviewer should simply ask about what the candidate can do (his or her abilities) and any reasonable accommodations he or she needs to do the job for which he or she is applying.

In addition, it’s important for interviewers to leave their unconscious biases aside. Interviewers should be conditioned to recognize, for instance, that a physical impairment (i.e., slow speech, deafness, or blindness) does not necessarily indicate that a candidate is intellectually impaired or that a person who is intellectually handicapped (i.e., is autistic or has Down Syndrome) won’t be able to complete certain physical tasks, and so on.

 
Testimonials

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
internationally:

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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