In today’s competitive job market, attracting and retaining top talent has become more challenging than ever. One effective strategy that employers can adopt to stand out is the offering of worksite benefits. These are additional perks provided at the workplace that enhance employees’ overall well-being, financially and physically. Here are key benefits of offering worksite benefits.

1. Enhanced Employee Attraction and Retention: In an era where job seekers are looking for comprehensive compensation packages, worksite benefits such as health screenings, fitness programs, and financial planning services can make a company more attractive. They not only help in attracting qualified candidates but also play a crucial role in retaining existing employees.

2. Improved Employee Well-Being: Worksite benefits contribute significantly to employees’ health and wellness. Offering on-site fitness classes, wellness screenings, or ergonomics consultations can encourage employees to lead healthier lifestyles, thereby reducing absenteeism and increasing productivity.

3. Increased Productivity: Employees who feel valued and supported through worksite benefits tend to be more engaged and productive. Programs that promote work-life balance, such as flexible working hours or remote work options, can lead to higher job satisfaction, which in turn boosts performance.

4. Enhanced Company Culture: Worksite benefits foster a positive work environment. When employers invest in the well-being of their employees, it creates a culture of care and loyalty. This not only enhances morale but also fosters teamwork and collaboration among staff.

5. Cost Efficiency: While offering benefits incurs costs, they can lead to higher employee retention rates and lower turnover. The long-term savings associated with reduced hiring and training expenses far outweigh initial investments in worksite benefits.

In conclusion, worksite benefits are an effective way to show employees that they matter, creating a workplace that attracts talent, increases productivity, and strengthens company culture. Investing in employee well-being is a win-win for businesses and staff alike.

For more information regarding worksite benefits, please contact Mike Holley, Vice President of Life & Health for Dimond Bros Insurance. Mike.holley@dimondbros.com           

The immediate aftermath of a storm can be overwhelming and knowing where to turn is difficult. Dimond Bros. Insurance is here to help. The following guidance outlines some need-to-know information to help you navigate recovery.

Insurance Tips

• Contact your insurance provider immediately to begin the claims process. Ask what to expect and note any filing deadlines or required documentation.
• Itemize damaged possessions and take photos.
• Make temporary repairs to prevent further damage to your home but consult your insurance provider before signing contracts with remediation or maintenance contractors for significant work. Check that contractors are licensed, bonded and insured.
• Meet with your loss adjuster to discuss the next steps.

Personal Safety Guidance

• While attempting to stay warm (in the winter) or cool (in the summer), minimize the risk of fires and carbon monoxide poisoning; never heat your home with a cooking oven or use a generator, grill or camp stove inside.
• During power outages, disconnect electronics to avoid damage from electrical surges.

Weather Alerts

• National Weather Service: https://www.weather.gov/

Disaster Assistance Recovery Resources

• American Red Cross: 1-800-733-2767 or https://www.redcross.org/find-your-local-chapter.html
• Federal Emergency Management Agency (FEMA): 1-800-621-3362 or https://www.fema.gov/
• Salvation Army: 1-800-725-2769 or https://www.salvationarmyusa.org/usn/
• Disaster Distress Helpline: 1-800-985-5990 or https://www.samhsa.gov/find-help/helplines/disaster-distress-helpline

Knowing where to go for help and what to tackle first can be challenging in the aftermath of a storm. Dimond Bros. Insurance can guide you through recovery actions, streamline the insurance process, and help you and your family regain some normalcy. Contact us today to find out more.

For #ThrowbackThursday we are taking a trip down memory lane as we honor our history and past. 

In 2017, Dimond Bros. Insurance celebrated 150 years of service in the insurance industry.  Albert and George Dimond started Dimond Bros. Insurance in Arcola, IL in 1867 and to celebrate that milestone anniversary this video was created: About Us – YouTube

Many of the same faces remain a part of our steadfast team at Dimond Bros. today and the message of who we are rings true even in 2025.  We hope you enjoy this #throwback to share a piece of who we are and our history.

The days of compartmentalizing physical, mental, financial and emotional well-being are over. In 2025, organizations are adopting a holistic approach that considers the entire employee. Expanding all aspects of wellness support is meant to help meet workers’ needs and expectations. While organizations may have already increased their mental health support in the past few years, some are now pivoting and ramping up financial wellness efforts in 2025.

This article highlights four employee wellness trends to monitor in 2025.

1. Addressing Employee Burnout

Many of today’s workers are burnt out; a recent report by a talent advisory firm DHR Global revealed that 82% of employees are experiencing burnout. While health experts used to correlate remote work with positive mental health benefits, in 2025, they’re predicting equal levels of stress and burnout regardless of working location. So, unfortunately, employers shouldn’t expect employee burnout to disappear anytime soon.

Top drivers of employee burnout include long hours (58%), overwhelming workloads (35%), and difficulty balancing work and personal life (34%), according to DHR Global’s report. Burnout can be caused by stress, so employers are also looking at how stress shows up in the workplace and impacts employees. A recent survey by corporate wellness platform Wellhub found that nearly half (47%) of workers identify work stress as the primary cause of their deteriorating mental health—and that was consistent across most generations. Baby boomers are more concerned about inflation, while Generation Z, millennials and Generation X agreed that work stresses them out the most.

In an effort to prevent and alleviate rising levels of stress and burnout, more organizations are prioritizing flexible work arrangements, mental health days, realistic workload expectations and designated downtime to help employees maintain a healthy work-life balance. Employee assistance programs (EAPs), counseling services, stress management workshops and digital platforms for mental health assistance are increasingly becoming key components of workplace wellness initiatives. More employers are also investing in resources to destigmatize mental health (e.g., anti-stigma campaigns, mental health literacy training and EAPs) and foster a culture where employees feel comfortable seeking mental health support.

2. Prioritizing Financial Wellness

Money is a significant stressor for employees, and concerns have been exacerbated by prolonged inflation pressures over the past couple of years, growing debts and skyrocketing medical costs. In fact, more than 6 out of 10 Americans currently live paycheck to paycheck. PYMNTS Intelligence data also revealed that people say the top reason is that they don’t earn enough. While many organizations’ budgets are prepared for salary increases in 2025, they may still be insufficient to keep up with inflation.

Moreover, health care costs will once again increase substantially this year. Add all these financial responsibilities up, and it’s no wonder that workers today are worried about how they will earn a living and pay their bills.

Employers can help reduce employees’ financial stress by exploring financial wellness resources and support options and offering attractive programs for current and prospective employees. In addition to raising wages and offering competitive benefits, employers are exploring financial wellness resources, such as emergency savings funds, retirement savings, financial literacy workshops and one-on-one financial counseling. Financial wellness is a critical component of well-being and can be a competitive offering, especially as workers closely examine their salaries, medical bills and everyday expenses. Today’s workers are not only asking for but now expecting these lifelines from employers.

3. Engaging Employees Through Social Connections

According to Gallup, employee engagement in the United States reached an 11-year low in 2024. Additionally, employee satisfaction returned to a record low, and workers are seeking new job opportunities at the highest level since 2015. Organizational changes (e.g., team restructuring, additional job responsibilities and budget cuts) often cause employees to feel frustrated or disconnected from their jobs. Remote and hybrid work models can also make employees feel physically distant from their colleagues and teams.

While employee quit rates haven’t increased yet, a troubling trend is at play. Workers are staying with their current employers but feel more disconnected than ever. Gallup has coined this new era as “the Great Detachment.” Before workers start switching employers by the masses in 2025, organizations have an opportunity to reengage their workforce and rebuild employee commitment. Some ways to accomplish this can be by confirming organizational priorities and, if needed, resetting work expectations. More than ever, workers want to feel like their work is meaningful and has a purpose, which can further motivate them. Managers and supervisors can help direct reports connect their contributions to a mission or purpose.

4. Personalizing Wellness Programs With AI and Data

Recent technological advancements in employee wellness incorporate digital health platforms, wearable technology, artificial intelligence (AI) solutions and data analytics. More employers will explore leveraging technology to personalize employee wellness benefits.

Technology can enable real-time health monitoring, personalized wellness plans and immediate, 24/7 access to health resources and services. Virtual health platforms can help overcome barriers to health care access. With AI, organizations can also gather data on employee health metrics, work habits, stress levels and preferences. This kind of data can be used to customize wellness recommendations and detect or manage health issues. Nutrition, exercise, mental health and stress management are different for everyone, so AI and data analytics can help tailor support to match each person’s unique needs. As AI becomes more commonplace in 2025, technology has the potential to help personalize and improve employees’ well-being experiences and encourage preventive care.

Summary

This renewed focus on holistic wellness is not just a trend; it’s a fundamental shift in how companies approach employee care. By prioritizing mental, emotional and financial well-being in health and wellness initiatives, organizations can create a supportive culture that encourages education, open conversations and utilization of available resources.

Organizations can start by evaluating current wellness initiatives and considering ways to improve them. To ensure offerings and investments resonate with the workforce, it can be helpful to survey employees first to see what they find most valuable and necessary for their overall well-being. Contact our Vice President of Life and Health, Mike Holley at mike.holley@dimondbros.com or your Dimond Bros. agent for more wellness-related workplace guidance.

This article is intended for informational purposes only and is not intended to be exhaustive, nor should any discussion or opinions be construed as professional advice.

At Dimond Bros. Insurance, we understand that filing an insurance claim can be a stressful experience. Whether it’s due to an accident, damage to your property, or any other unexpected event, knowing what steps to take can make the process smoother and less overwhelming. Here are some helpful tips to guide you through the process when you experience a claim.

1. Stay Calm and Ensure Safety

First and foremost, ensure the safety of yourself and others involved. If there are any injuries, seek medical attention immediately. Safety should always be your top priority.

2. Document Everything

Take detailed notes and photographs of the damage or incident. This documentation will be invaluable when you file your claim. Be sure to capture the extent of the damage, the circumstances surrounding the event, and any other relevant details.

3. Notify Your Insurance Company

Report a claim as soon as possible. Provide all the necessary information, including your policy number, a description of the incident, and any documentation you have gathered. Prompt notification can help expedite the claims process.

4. Cooperate with the Adjuster

An insurance adjuster will be assigned to assess the damage and determine the extent of the coverage. Cooperate fully with the adjuster, providing any additional information or documentation they may require. This will help ensure a fair and accurate evaluation of your claim.

5. Understand Your Policy

Familiarize yourself with the terms and conditions of your insurance policy. Understanding what is covered and any applicable deductibles or limitations will give you a clearer picture of what to expect during the claims process.

6. Keep Records of Communication

Maintain a record of all communications with your insurance company, including emails, phone calls, and any written correspondence. This can be helpful if there are any disputes or misunderstandings later on.

7. Follow Up

Stay in touch with your insurance company and follow up on the progress of your claim. Don’t hesitate to ask questions or seek clarification if something is unclear. Being proactive can help ensure that your claim is processed efficiently.

8. Seek Professional Advice if Needed

If you encounter any difficulties or have concerns about your claim, consider seeking advice from a professional, such as a public adjuster or an attorney. They can provide guidance and support to help you navigate the claims process.

At Dimond Bros. Insurance, we are committed to providing exceptional service and support to our clients. If you have any questions or need assistance with a claim, please don’t hesitate to reach out to us.

Remember, filing a claim doesn’t have to be a daunting task. By following these tips and staying organized, you can ensure a smoother and more efficient claims experience.

As cyberattacks become more frequent and costly, it’s crucial for organizations to maximize their financial protection against related losses by purchasing sufficient insurance. Cyber coverage, also known as cyber liability insurance, can help organizations pay for a range of expenses that may result from cyber incidents—including (but not limited to) data breaches, ransomware attacks and phishing scams.

Specific cyber insurance offerings differ between carriers. Furthermore, organizations coverage needs may vary based on their particular exposures. In any case, cyber insurance agreements typically fall into two categories: first-party coverage and third-party coverage. It’s best for policyholders to have a clear understanding of both categories of coverage in order to comprehend the key protections offered by their cyber insurance. This article highlights the value of cyber insurance by outlining common first- and third-party coverage offerings.

First-party Coverage

First-party cyber insurance can offer financial protection for losses that an organization directly sustains from a cyber incident. Covered losses generally include the following:

• Incident response costs—This coverage can help pay the costs associated with responding to a cyber incident. These costs may include utilizing IT forensics to investigate the breach, restoring damaged systems, notifying affected customers and setting up call center services.
• Legal costs—Such coverage can help pay for legal counsel to assist with any notification or regulatory obligations resulting from a cyber incident.
• Data recovery costs—This coverage can help recover expenses related to reconstituting data that may have been deleted or corrupted during a cyber incident.
• Business interruption losses—Such coverage can help reimburse lost profits or additional costs incurred due to the unavailability of IT systems or critical data amid a cyber incident.
• Cyber extortion losses—This coverage can help pay costs associated with hiring extortion response specialists to evaluate recovery options and negotiate ransom payment demands (if applicable) during a cyber incident.
• Reputational damage—Such coverage can help pay for crisis management and public relations services related to a cyber incident.

Third-party Coverage

Third-party cyber insurance can provide financial protection for claims made, fines incurred, or legal action taken against an organization due to a cyber incident. Types of third-party coverage usually include the following:

• Data privacy liability—This coverage can help recover the costs of dealing with third parties who had their information compromised during a cyber incident. These costs may include handling third-party lawsuits or legal disputes, offering credit-watch services and providing additional compensation.
• Regulatory defense—Such coverage can help pay fines, penalties and other defense costs related to regulatory action or privacy law violations stemming from a cyber incident.
• Media liability—This coverage can help reimburse defense costs and civil damages resulting from defamation, libel, slander and negligence allegations associated with the publication of content in electronic or print media. Multimedia liability coverage can also offer protection amid copyright, trademark or intellectual property infringement incidents.

Conclusion

As a whole, it’s evident that cyber insurance can make all the difference in helping organizations avoid large-scale financial losses amid cyber incidents. It’s best for organizations to consult trusted insurance professionals to discuss their particular coverage needs. Contact us today for more risk management guidance and coverage solutions.