Why Work for UHA
UHA is a nationally recognized Psychologically Healthy Workplace Award winner
An Equal Opportunity Employer
Nationally and Locally Recognized
Healthiest Workplace and Best Places to Work
Being recognized as a Healthiest Workplace and Best Place to Work, we understand the importance of partnering with other Hawai’i employers to provide a supportive and caring environment for our most valuable assets – our employees. For that reason, we continue to be the Presenting Sponsor of the Hawaii Business Magazine’s Best Places to Work event which recognizes Hawai’i’s top employers.
Recognition for work well done, a supportive management team, open communication, and a caring and friendly working environment account for our positive work culture.
Psychologically Healthy Workplace
UHA is one of five Hawai`i workplaces to receive this nationally recognized award in 2016. Winners are judged based on the following criteria:
- Employee involvement
- Employee growth and development
- Employee recognition
- Work-Life balance / family support
- Health & safety
- Community service
Learn more about the Psychologically Healthy Award at the Hawai`i Psychological Association website.
When Work Works
Awarded annually by the Society of Human Resources Management and the Families and Work Institute, this national award honors organizations that are using workplace flexibility as a strategy to make work “work” better – for both the employer and the employee. The award is part of When Work Works, a research-based initiative to highlight how effective and flexible workplaces can yield positive business results and help employees succeed at work and at home.
UHA Recognized in CDC Case Study
This case study describes our approach to workplace wellness for our employees. We don't approach our offerings as a program—instead, we aim to make wellness part of each work day and part of our culture, with a supportive physical environment and policies to support employee wellness. Our approach is designed to meet mental, physical, spiritual, and financial well-being needs of our associates. View the case study here.
Innovative Associate Benefits: Student Loan Repayment Program
Honolulu, HI (July 18, 2019) UHA Health Insurance wants to help its employees better plan for the future by helping them put their debts to rest: On July 1, the company began offering student-loan repayment as an employee benefit.
UHA now repays $50 per month as a contribution to each employee who has completed a five-minute registration process of her student loan with the company’s program partner, Peanut Butter.
Excerpt from HR Magazine, October 2015 issue:
UHA Health Insurance Co.
Located in Honolulu, this 19-year-old company employs 135 people. It offers workers eight hours of paid leave each year to take part in community volunteer activities; leave-sharing, which allows employees to donate their sick time to be used by a colleague coping with a medical hardship; and two hours of paid time off per week for working out.
Emily T.W. Santiago, MBA, SPHR, SHRM-SCP, senior vice president, chief human resources officer
Approach to Workflex
There's a misconception that workplace flexibility needs to be the same for everybody. It's really about balancing the employees' and organization's needs and working together to creatively address issues. Our customer service call center, for example, looked at the call volume to determine when associates could use wellness leave without adversely affecting service levels.
Top Business Benefits
In 2014, our retention rate was 86.79 percent—higher than the Hawaii Employers Council's community average of 84.9 percent—and it's been almost 5 percent higher than the council's community average for the past 12 years.
Our wellness and workflex initiatives help drive revenue while reducing administrative costs. In 2010, our revenue was $119.1 million and our administrative operational expenses were at 13.7 percent. By 2014, those figures were $227.9 million and 9.3 percent, respectively.
Give your CEO comparative data to show how workflex has reduced turnover, increased retention and lowered medical claims at other organizations. Start small. We piloted our program with our HR department to see what worked and what didn't. Finally, train managers on how to supervise remote employees. Encourage them to develop creative solutions.