Bagnall is pleased to provide online resources for your use. By entering the password assigned to your group, you can access a website that is customized with information on your employee benefit plans. You are able to download forms, link to provider directories, view benefit summaries, and tap into many resources that will help you understand the various benefits offered.
By entering this site, you are acknowledging that the plan information appears in summary format and is for information purposes only. It is important to understand that only the various insurance companies or administrators can provide final decisions on the benefits and information summarized. Final interpretation is always based on the contract(s) with the employer.
Web Site Disclaimer
The information on this web site is believed to be current and accurate; however Bagnall assumes no responsibility or liability for the content and information found on this site. Information on this web site may be added, removed or changed without notice. For information regarding any specific insurance programs consult the policy, contract or certificate of coverage.
Certain links on this site may direct your browser to other web sites. Bagnall will not be liable for the content and information on any of these sites or any other content or information published on the internet.
If you have forgotten or misplaced your password, please contact your plan administrator.
If you have forgotten or misplaced your password, please contact your plan administrator.
Arthur J. Gallagher & Co. (NYSE: AJG) announced the acquisition of The MW Bagnall Company on Dec. 12, 2016 located in Phoenix, Ariz. Terms of the transaction were not disclosed. Bagnall will immediately begin operating as a subsidiary of Gallagher Benefit Services (GBS), a division of Arthur J. Gallagher & Co. and the name change will be effective as of July 1, 2017. The merger marks the first benefits branch for Arthur J. Gallagher in Arizona.
Thanks to your generous donations, we were able to donate over 75 new toys to The Guadalupe Law Center, which provides legal services at no cost to individuals and families in need. We appreciate all our staff, vendors and business partners for contributing and making the holidays a little brighter for those in need. Bagnall also contributed $450 worth of toys that the entire team purchased together and delivered as a group. We also adopted a family of 7 and had a great time shopping for their gifts, stockings and a tree and decorations.
We wish you and your families a very happy holidays and continued success in 2016!
With each new year, employees often ask if they need to fill out a new W4 again. Lynda McKay, Vice President of Human Resources Consulting answers all your questions in this month’s HR video. Watch now to learn more!
Lynda McKay, SPHR, SHRM-SCP Vice President Human Resource Consulting at Bagnall recently sat down with Fox 10 Phoenix to talk about what Prop 206 means for Valley businesses. Tune in to hear Lynda’s interview:
Lynda McKay, vice president of human resource consulting at Bagnall, was featured in the Nov. 9, 2016 Knoxville News Sentinel article WorkWise: Redefining your career.
The article discusses matching your natural strengths with a job in order to feel motivated and productive. “If you like it,” McKay says incisively, “you’ll have passion and energy for the long term. It will come naturally.”
“A lot of people can do things well but not enjoy doing them,” she adds, “such as the introvert who dislikes public presentations but might be good at them.” If that’s you, she states, you’re headed for becoming tired of it and burning out.
For more information on how Bagnall can help your company with human resource consulting, contact Lynda at 480.893.6654.
Each year, Bagnall looks forward to collecting donations of new toys for The Guadalupe Law Center (GLC) which provides legal services for those community residents in need, at no cost. The Law Center, as part of its community outreach, then assists in making sure the toys get to deserving children who otherwise would not have holiday presents.
“This has become a wonderful holiday tradition for our staff,” said Cynthia Walter, president, Bagnall. “It brings us a great deal of pleasure to see the children so happy and excited when we walk through the door with the gifts. Our vendors, clients and business partners always show a great deal of support and we appreciate it!”
In addition, Bagnall has adopted a family of six for the holidays. The Bagnall team will be shopping, wrapping and delivering gifts, assembling holiday decorations and delivering a Christmas tree.
If you are interested in making a donation or buying a new toy to help with either of these causes, please contact Joanie Thompson, benefits administration consultant, at email@example.com or at 480.265.9948. We will be accepting donations until Wed., Nov. 30, 2016.
Lynda McKay, SPHR, SHRM-SCP, Vice President Human Resource Consulting at Bagnall was interviewed by Fox 10 Phoenix on Sunday morning during their Newsmaker Show with John Hook. Lynda did an excellent job explaining what Prop 206 means to employers (her portion is around 14:35). Tune in to hear what she had to say!
Yesterday, Arizonans voted and passed the FAIR WAGES & HEALTHY FAMILIES ACT (AZ Prop 206). As an employer, do you know what it really means? Lynda McKay, SPHR, SHRM-SCP, Vice President Human Resource Consulting shares the details below.
Effective January 1, 2017, which is literally right around the corner, Arizona State minimum wage increases from $8.05 to $10 per hour. And then every calendar year through 2020 additional increases are scheduled. The measure retains Arizona’s law on tipping, which permits employers to pay employees who receive tips up to $3.00 less than the minimum wage.
Effective July 1, 2017, ALL employers MUST offer all full time and part time employees earned PAID SICK TIME (PST); this is another significant financial impact to many employers: Earned paid sick time is defined as “Time that is compensated at the same hourly rate and with the same benefits, including healthcare benefits, as the employee normally earns during hours worked…”
For employers with 15 or more employees, an employee earns a minimum of one hour of paid sick time for every 30 hours worked but employees cannot use or accrue more than 40 hours of earned paid sick time per year unless the employer selects a higher limit. For employers with less than 15 employees, an employee earns a minimum of one hour of paid sick time for every 30 hours worked but employees cannot use or accrue more than 24 hours.
Unused earned paid sick time must be carried over to the subsequent year or paid out at the end of the year. If it is paid out, then the employee must have immediate access to the full year’s amount of sick time at the beginning of the subsequent year.
An employer with a paid leave policy (such as a paid time off policy) whose paid leave policy meets the specified accrual requirements that may be used for the same purposes and under the same conditions as earned paid sick time under these requirements is not require to provide additional paid sick time.
Also, the employer must give written notice upon the beginning of employment or July 1, 2017 of the amount of earned paid sick time available to the employee and the earned paid sick time taken by the employee to date.
This article in not all inclusive of the PST specifics and it is recommended all employers get familiar with how this AZ Prop 206 directly impacts their business. To learn more or ask specific questions related to your company, please contact Lynda McKay at 480.893.6654.
Lisa Weston, CWPD, Director of Well-Being Program Management, will be a guest speaker at the Arizona School Personnel Association (ASPAA) fall conference November 16-18 in Prescott, AZ.
It is no secret that the lifestyle choices an individual makes directly impact his or her overall health. If an individual chooses to make poor or unhealthy lifestyle choices, the cost of those poor choices are passed on to their employer by way of higher medical claims, which will increase medical premiums. Employers are tying wellness to their medical plan by implementing a wellness “premium differential.” The hope is that this will persuade employees to participate in wellness programs. Wellness premium differentials encourage employees to make healthy lifestyle adjustments and participate in wellness programs. Higher participation in wellness programs translates into claim savings and potentially lower premiums!
Attendees at this session will learn:
Differences of premium differentials for participatory and health contingent wellness programs
Program compliance considerations
The Impact of premium differentials on participation and outcomes
Key items to consider when implementing these differentials
For more information on how to create a wellness program at your school or business, contact Lisa Weston at 480.659.0529
As we kick off November, we thought it was important to share some information about diabetes: Who is at risk and how it can be prevented.
Did you know diabetes is the seventh leading cause of death in the United States? The U.S. Department of Health and Human Services estimates that 1 in 11 Americans have diabetes and another 86 million adults are at high risk for developing Type 2 diabetes.
What is Diabetes? Diabetes is a disease in which your blood glucose levels are above normal. The pancreas makes insulin that helps glucose get into the cells of our body. When someone has diabetes, their body does not make enough insulin or can’t use its own insulin as well as it should. Type 1 diabetes, previously called juvenile-onsite diabetes account for 5% of all cases of diabetes. Type 2 diabetes accounts for 90-95% of all cases of diabetes. Gestational diabetes occurs in pregnant women and develops in 1-10% of pregnancies.
What are the health concerns with Diabetes? Diabetes can cause heart disease, lead to amputations of lower extremities as well as kidney failure. The risk factors for developing diabetes include age, family history, prior history of gestational diabetes, physical inactivity, and race/ethnicity. Diabetes is diagnosed by a physician with proper screening.
According to the Center for Disease Control, a number of studies show regular physical activity and maintaining a healthy weight can reduce risk of developing Type 2 diabetes.
Lisa Weston, Director of Well-Being Program Management at Bagnall says, “We encourage all employers that we work with to promote physical health exams and annual blood work by physicians. We also can coordinate biometric screenings which typically include a glucose test. The first step to addressing the issue is health awareness. The next step is promoting health improvement through lifestyle changes including fitness and diet. We seek to help our employees move the needle on health improvement.”
If you would like to develop a program focused on addressing diabetes in your population, Bagnall wellness consulting division can help. Contact Lisa Weston at firstname.lastname@example.org.