Do you know your heart disease risk level? Take the quiz

below to find out.

1. What’s your blood pressure?

a. Below 120/80 (0)

b. Between 120/80 and 140/90 (+1)

c. Above 140/90 (+3)

d. Don’t know (+1)

2. What’s your cholesterol?

a. HDL (“good cholesterol) above 50, LDL

(“bad” cholesterol) below 130,

triglycerides (fat levels in the blood) less

that 150 (0)

b. Any of the following: HDL below 50, LDL

above 130, triglycerides above 150 (+2)

c. Don’t know (+1)

3. How often do you eat fried foods?

a. Once a month (+1)

b. Several times a month (+2)

c. Never (0)

4. Does anyone in your family have heart

disease?

a. Yes, my mother had problems before

age 65, or my father before age 55 (+2)

b. No (0)

c. Don’t know (+1)

5. On a typical weekend night, you:

a. Have one glass of wine or beer (+1)

b. Have more than one glass of alcohol

(+2)

c. Skip the alcohol (0)

6. How many cigarettes have you smoked this

week?

a. None (0)

b. Just a few (+3)

c. Half a pack or more each day (+8)

7. How many colors were in your last meal?

a. 1 – for example, chicken and rice (+2)

b. 2 to 4 – some vegetables (+1)

c. 4 or more – for example, a salad and

some vegetables (0)

8. How do you feel after climbing three flights

of stairs?

a. Fine or even energized (0)

b. Winded (+1)

c. Who knows? I never climb stairs (+2)

9. What’s your body mass index (BMI)*?

a. 18.5 to 24.9 (0)

b. 25 to 29.9 (+1)

c. 30 or above (+2)

*To find out your BMI, visit www.nhlbi.nih.gov/guidelines/obesity/BMI/bmicalc.htm

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The Consolidated Appropriations Act, 2021 (CAA) amended the Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA) to provide additional protections. On April 2, 2021, the DOL, Health and Human Services (HHS) and the Treasury jointly issued FAQs to clarify these amendments.

In particular, the CAA requires group health plans and health insurance issuers to conduct comparative analyses of the non-quantitative treatment limitations (NQTLs) used for medical and surgical benefits as compared to mental health and substance use disorder (MH/SUD) benefits.

The comparative analyses, and certain other information, must be made available upon request to applicable agencies beginning Feb. 10, 2021.

The FAQs address the following:

• When plans and issuers must make their NQTL comparative analyses available;
• What information plans and issuers must make available;
• Reasons why documentation of comparative analyses of NQTLs might be insufficient;
• What types of documentation should be made available; and
• What actions the Departments might take for noncompliance. Read More

For many workers, their new “normal” routine consists of getting out of bed and logging on to work. The COVID-19 pandemic has resulted in thousands of employees working from their kitchen tables or living rooms rather than the office.

If you’re working remotely and feeling burned out, you’re not alone. A survey by Monster, an online employment platform, revealed that 69% of remote employees are experiencing burnout. According to the World Health Organization, you may have burnout if you experience the following symptoms:

According to the World Health Organization, you may have burnout if you experience the following symptoms:

• Increased exhaustion or energy depletion
• Decreased engagement at work
• Increased feelings of job-related negativity or cynicism
• Reduced productivity or efficacy

The negative effects of burnout can extend beyond the workplace and into your home and personal life. Burnout can also increase your risk of getting sick and developing chronic conditions. Fortunately, there are steps you can take to reduce your stress and risk of burnout while you work from home.

Here are some strategies to try:

1. Create a schedule. When you’re at home, it can be difficult to step away from work when your day is done. This can cause you to work longer hours than normal. As such, set a schedule and only work the hours you normally would if you were in the office.
2. Plan and prioritize. When you’re feeling stressed out, don’t panic. Make a list of the tasks you need to complete, and set realistic deadlines.
3. Focus on what you can control. Stressing out about the pandemic, the news and your household mental load can add to your workplace stress. Take a deep breath and focus on the tasks you can control.
4. Use available mental health resources. Many employers have expanded their mental health resources to include employee assistance plans, telemental health coverage and discounted or free virtual counseling to help employees cope with the stresses of pandemic life.
5. Ask for help. Sometimes the best way to overcome your workplace stress is to ask your peers or superiors for help. Also, consult your friends or family for insight on how to reduce your stress.

Implementing healthy coping mechanisms—such as exercising, hanging out with friends or taking time off from work—can also help alleviate your stress. If you feel like you’re burned out, you should talk to your supervisor or manager, as they may be able to help you reduce your job stress or direct you to valuable workplace resources.

Building Strong and Meaningful Virtual Connections

Building relationships on any team isn’t easy—and working remotely can make it that much harder. But, with some thoughtful planning, you can start building strong relationships with remote co-workers and strengthen overall team dynamics.

Remote work doesn’t need to come at the cost of human connections. Consider the following tips:

• Be mindful of word choice. When relying on written communication, words should be used carefully, since there are no nonverbal cues to pick up on. Co-workers may need additional context in emails to prevent misunderstandings, especially if the topic is critical or sensitive.
• Use video features. Take advantage of technology and encourage teammates to use their webcams during meetings instead of only using audio. Not only can this help meeting engagement, but it can also foster deeper interpersonal connections. Video chatting can provide the visual cues that are often missing from written and verbal communications. Also, getting a glimpse into your co-worker’s home office can help you see who they are as people or offer a good conversation starter.
• Respect everyone’s time. Meeting fatigue is increasingly cited as a top workplace complaint, especially now that all meetings are conducted on computer screens. If you’re a meeting organizer, include an agenda and invite only the people necessary to complete the objective. Also, consider sending out meeting notes to inform the larger team. Do your best to avoid unnecessary meetings. If you’re typically a meeting attendee and you’re not sure if you’ll have an active role in the meeting, ask for more details. Lastly, it’s OK to respectfully ask to leave when the meeting no longer pertains to you.
• Don’t be all business. Random conversations happen often in the office, but there are ways to encourage casual virtual conversations as well. Ask your co-workers open-ended questions and give them a chance to talk as much or as little as they’d like. Personal and casual conversations can help create bonds with your co-workers.
• Plan team-building activities. Socialization is a big part of the workplace. When employees are separated, they need new ways to decompress and get their minds off work. Plan or ask for team-building activities or similar events. Some ideas include virtual trivia, virtual board games and virtual happy hours.

Additionally, if you are a manager or team leader, consider holding virtual office hours or creating an accessible way for employees to check in. Provide opportunities for employees to virtually connect and discuss what’s on their mind. Without dedicated time slots for these talks, other employees may question whether their topics are important enough to warrant a meeting and may never bring them up.

Remote working has not eliminated the need for social connectivity in the workplace. If anything, it has only increased this need. Luckily, there are many virtual opportunities for employees to stay connected in a remote work setting. Remember, regardless of location, you are still part of a team. Read More

Observed every April, Alcohol Awareness Month is meant to raise awareness about alcohol use and break the stigma by discussing how alcohol-use disorders affect individuals, families and communities. This year is especially critical as COVID-19 restrictions and stress can increase your susceptibility to substance misuse, addiction and relapse. In fact, alcohol sales in the United States have grown nearly 30% in the last year.

Alcohol abuse can affect both your personal and professional life. Prolonged drinking puts you at risk for developing serious health complications—such as high blood pressure, heart disease, liver disease and stroke—and can trigger other life-threatening consequences.

Know the Warning Signs

Alcohol use disorder can be mild, moderate or severe, based on the number of symptoms you experience. Keep in mind that symptoms often occur at the same time.

Common physical and behavioral signs and symptoms of alcohol misuse include the following:

• • Feeling irritable or experiencing mood swings
• • Having poor coordination
• • Showing signs of slurred speech
• • Experiencing blackouts or short-term memory loss
• • Isolating from friends and family
• • Failing to complete responsibilities and obligations at home or work
• • Drinking alone or in secrecy
• • Making excuses for drinking, such as to relax or deal with stress
• • Engaging in risky behavior, such as drunk driving

Alcohol use disorder can include both periods of alcohol intoxication and withdrawal symptoms—such as sweating, shaking and nausea.

If you or a loved one are concerned about alcohol use, talk to a doctor or use the Substance Abuse and Mental Health Services Administration’s (SAMHSA) National Helpline by calling 800-662-HELP (4357). Read More