As Life happensManaging the Unexpected

Spring 2013

Jeffrey C. Grabiel, D.D.S. David Stanislaw Michael Einheuser

Tracy Rojas

Tracy A. Leahy

Mary Marble Carl D. Rust David J. Bommarito, RFC

Paul Fenner, RIA, ChFC John G. Bukowicz

Stanislaw Consulting, LLC

According to David Bommarito of The Benefits Group, “Employee benefits are not as simple as, ‘What’s my rate?’ A consultative, strategic planning process can save money immediately, and reduce the upward trend of health care costs.”

STEP 2: FACInG REALITy • Incurring a situation where someone needs

rehabilitation is a hard reality to face. Your decisions will make all the difference for recovery. “Post-acute rehabilitation is a health care service that helps transition a patient from hospital to home. If you have a need for therapy services, educate yourself before a planned event, as well as once a crisis happens,” advises Tracy Rojas of Heartland Healthcare Centers.

• Inheriting money can potentially be wrapped in un-comfortableness with loved ones. Paul Fenner of TAMMA Capital notes, “Being the recipient of new found money can be an emotional time, with a myriad of sensitive scenarios. Talk to a team of experts who can give you objective insights.”

• Leadership changes of key employees can be due to expected retirements, unexpected departures, or a sudden death. As John Bukowicz of Corporate Consulting advises, “Leadership succession is critical to the future sustainability of every business. Planning for, and sound execution after leadership changes, must be an on-going and top priority.”

• Sexual harassment complaints and employee time off issues are ever present work place issues. Tracy Leahy of Clark Hill PLC, advises, “Sexual harassment complaints should be promptly reported and timely addressed. Consult employer policies and the Family & Medical Leave Act to determine an employee’s eligibility for leave and return to work rights.”

I am sure you will benefit from the articles of these experts helping you to manage through unexpected life events.

Camille JaynePresident & CEO The Community housecamillej@tchserves.orgTel: 248.594.6409

OvERvIEw: MAnAGInG ThE unExPECTED

Teach • Connect • Help

Managing the unexpected - now that’s an oxymoron. How do you prepare for something you don’t know is going to happen? But you

can, by taking steps to help deal with the “unexpected” before or when it knocks on your door. These expert authors offer diverse informational “step guidance” to get you started along the right path. Here’s my overview:

STEP 1: READInG ThE TEA LEAvES• Have you ever slept next to a loved one who snores?

I have. My dentist said it could be a sign of a more serious condition: obstructive sleep apnea. Dr. Jeffrey Grabiel of Legacy Dental Group adds: “It is incumbent on your dental team to read the oral signs of significant body conditions. The mouth, as the gateway to the body, can reveal more about your general health than just teeth and gum.” Who knew?

• The work environment can be stressful, and companies can take proactive measures to avoid more serious problems. David Stanislaw of Stanislaw Consulting states: “Few appreciate the destructive impact that workplace stress can cause on an employee’s mind and body. 80% of all medical expenditures are stress related, and steps can be taken to reduce stress levels.”

• How many of us thought we’d face pending retirement with depleted net worth due to a Great Recession? Michael Einheuser of Einheuser Legal says: “People do have good options but need to research what those are in order to create a plan, and redefine the timing and meaning of retirement.”

• Few are ready when their commercial hvAC system blows. Mary Marble of Marble Mechanical outlines how to lessen the pain advising: “Pieces of mechanical equipment will break down and need service. But breakdowns are less for those who have a regular equipment maintenance plan in place, and take advantage of new equipment options.”

• How do you get a commercial lender to approve a new loan or extend an existing one? Carl Rust of Bank of Birmingham gives some answers including, “Collateral to a lender is at best a secondary or tertiary source of repayment. Positive cash flow is more important than having collateral needing to be liquidated to pay a loan.”

• Anticipating the pros and cons of group and individual healthcare plan changes in January, 2014 is a must. A certainty will be escalating rates.

STEPS TO TAKE

OSA can be cured by a variety of methods. Excess weight is the number one cause of OSA, so a weight loss program is a very effective way to reduce the occurrence. Excess tissue in the back of the throat can also cause OSA. Surgical removal of this tissue is unpleasant, but can be effective.

hOw CAn yOuR DEnTIST hELP?

Since the mouth is the gateway to the body, the routine dental exams during teeth cleaning will reveal early signs of tooth erosion, tooth grinding, or Gastro-esophageal acid reflux disease (heartburn), which are conditions common in a patient with OSA. Your dentist should ask you questions about sleep quality or tiredness when these findings are observed to assess the possibility of sleep disturbances. Often a patient does not realize they have these signs of OSA. Grinding wear on the teeth and eroded enamel on the back teeth are easily observed by the dental team. It is critical that your dentist address these problems, and inform the patient of their options.

Obstructive Sleep Apnea is a serious condition not to be dismissed as simple snoring. Your dentist can be instrumental in recognizing early signs and symptoms of the disease. A proper referral by the dentist to a certified sleep clinic is essential so an accurate diagnosis of the condition can be made. Only after this diagnosis is obtained should treatment by a dentist or sleep lab commence.

Jeffrey C. Grabiel, D.D.S.Legacy Dental Groupwww.legacydentgroup.comTel: 248.644.3131

when Snoring Turns Into a Serious health Risk

SnORInG,nOThInG TO LOSE SLEEP OvER?

Snoring – what’s the worst that can happen? Maybe bruised ribs from your sleep partner kicking you telling you to turn over. Think again, as snoring could be a signal that you are suffering from Obstructive Sleep Apnea (OSA), a condition where a person stops breathing during their sleep for short periods of time depriving the brain and body of oxygen. It can be mild to severe, depending on how often the breathing disruptions occur.

RECOGnIZE ThE SIGnS

It is important to recognize whether you are suffering from a mild sleep disturbance brought on by heartburn or alcohol, for example, or the more serious sleep apnea (OSA), where at worst you could die in your sleep. Compelling data implicate OSA as an important risk factor for hypertension, diabetes, coronary artery disease, heart failure, cancer, and stroke.

The Epworth Sleepiness Scale is a simple screening tool that can be completed to determine if you may have a sleep problem. (http://www.stanford.edu/~dement/epworth.html). Besides chronic tiredness, other signs of OSA include heartburn, sleep tooth grinding, and inability to lose weight. The only way to accurately diagnose the disease is by undergoing polysomnography at a qualified sleep clinic. The patient is monitored during sleep for the frequency of breathing disruptions, and the degree of severity of the condition.

The gold standard for treating OSA is the CPAP (Continuous Positive Air Pressure) appliance worn during sleep. Some people find this appliance difficult to use, so a dental sleep appliance may be worn instead when the condition is mild to moderate. It is critical to get an accurate diagnosis at a sleep clinic before any appliance therapy is initiated.

Imagine for a moment you are the director of operations in a company. Recent events have resulted in management placing additional responsibilities and pressures on you. In addition to your annual budget and performance reviews being due, your customer service staff is fighting amongst themselves. Plus, you just got a call from your child’s school saying he has flu symptoms, and your spouse is out of town.

Or, let’s step into the shoes of the marketing manager. Her supervisor is unavailable to help her deal with a major problem. The marketing firm the manager chose needs more money for a new product launch. They’re good but expensive, and she’s gotten complaints from the sales team about some marketing materials she produced with a less expensive firm.

Most of us can relate to one of the above situations. Many of us would even say this is just part of everyday work life stress. Life can take an unexpected turn when workplace stress results in health problems.

STRESS AFFECTS

Real stress is a gun pointed at your head. In that moment adrenaline and cortisol, the stress hormones, pour into your bloodstream which help us survive. While this isn’t the kind of real stress we experience in day to day life, our brain and stress hormones can’t tell the difference. Adrenaline and cortisol have no value in facilitating any immediate action that might remedy everyday stress. Instead they are stuck in your cardiovascular system; but there is no call to action from your skeletal/muscular systems. They course through your blood vessels, creating rough spots that attract sticky substances in your blood. If these blood vessels are in your heart, you are at risk for a heart attack; in your brain, you are at risk for stroke. A number of studies have demonstrated that workers, placed in high stress jobs develop chronic health conditions. In fact, the Centers for Disease Control states that 80% of all medical expenditures are stress related.

PROACTIvE SOLuTIOnS TO MAnAGInG STRESS

Regardless of your job, there are things you can do to reduce your stress level. If you are serious about this, you must develop self-awareness and put forth effort continuously:

• Look inward. Monitor your physical and emotional states to determine if you are experiencing stress at the moment. Since we are conscious of very few things at any given moment, this reflective exercise is critical. Almost everyone underestimates the amount of stress they are experiencing, except when they actually take a moment to reflect.• Maintain your personal integrity. Be honest and true to your word. By doing this you avoid internal conflicts that only occasionally enter our self-awareness. When you violate who you really are, even if you aren’t aware of it, you create inner tension.• Get sufficient sleep. Sleep has a soothing effect on the brain. During sleep the brain reorganizes its emotional circuits, and in the process, reduces stress.• Insufficient control and autonomy are huge producers of workplace stress in the form of frustration, anger, and fear. If you are a supervisor, look for ways to give your employees sufficient authority over their work. If you are an employee, find ways to acquire enough autonomy to easily carry out your job responsibilities.• Engage in play. Playing has a similar effect on the brain as dreaming does, allowing the brain to get involved in a variety of scenarios that engage your creative and problem solving capacities.• Reach out to others in helpful ways in what has been called “tending and befriending”. This kind of activity, even if you are only on the giving end, releases an important attachment hormone that has a soothing effect.• Use meditation, particularly TM. For many people, yoga produces similar results.• Finally, there are medications that are designed to moderate some of the effects of both physical and emotional stress. Get guidance to see if this might be useful.

David StanislawStanislaw Consulting, LLCFounder & Principaldstanislaw@stanislawconsulting.comTel: 866.222.7272

—STRESS— The underrated & unexpected hazard in the workplace

Stanislaw Consulting, LLC

The Great Recession was a scary experience. From the end of 2007-2009 we watched a bursting real estate bubble decimate the values of our homes and retirement accounts. It affected everyone but especially those in their 50’s and 60’s contemplating retirement. These folks are asking a lot of questions including, “Can I afford to retire? Will my ‘golden years’ consist of a lower standard of living? Will I no longer be able to help my children, grandchildren or aging parents?”

what do you do now?The single most important thing anyone can do is create a comprehensive retirement plan. There’s an old saying, “No one plans to fail but a lot of people fail to plan.” The statistics bear this out. According to the New York Times1, seventy-five percent of Americans nearing retirement age in 2010 had less than $30,000 in their retirement accounts.

when do you want to retire?The good news is that baby boomers are redefining retirement. Work has not meant the drudgery of a meaningless job. We’ve pursued careers and practiced professions. A good deal of our self-identity has been defined by our work. Typically the second question you ask someone after meeting them for the first time is: what do you do? In a real sense, we are what we do. We have the ability and the desire to continue working and contributing beyond traditional retirement age.

how much income will you need?This is a tough one. It’s been widely suggested that you can comfortably retire on 80% of your current income. Maybe, but I recommend that a retirement plan target 100% of current income to be ready for the “unexpected” in the future. You can always scale back.

what income sources will you have?Some of us will have a defined benefit pension. But such plans are becoming the exception rather than the rule. Will we be able to depend on Social Security? This is tough call. The most drastic deficit reductions plans proposed in 2012 exempt those over fifty-five from cuts in Social Security and Medicare. Subtract retirement income from your present income and determine how much you will need from your investments.

how much in investable assets do you need?Total up the value of any IRAs, 401(k), savings and investments. This is an important number. My rough rule of thumb is you need to have 20 times the amount of your desired retirement income. If you need $100,000 in annual retirement income and you have a $30,000 pension and $20,000 in social security you will have to draw $50,000 from your investments. That means you should have $1 million in retirement assets.

Don’t forget those contingenciesNothing can disrupt carefully planned retirements like unexpected expenses, specifically the need for long term care. Only the first 100 days of nursing home care is covered by Medicare. After that you are on your own. Costs vary but can be as high as $60,000 a year or more. Consideration should be given to purchasing long term care insurance. The most versatile policies are those that combine long term care insurance with whole life insurance.

where do you go from here?This information is very broad and is not intended as specific advice. We live in an age of DIY – “do it yourself.” There is useful information about retirement planning available on the internet and elsewhere. Don’t be afraid to consult with a qualified estate and retirement planning attorney. Often, first consultations are complimentary and estate planning attorneys have the tools and experience needed to work through these tough questions.

Actress Bette Davis is reputed to have said “The young don’t know it yet but old age ain’t for sissies.” I think she was right.

Michael Einheuser Einheuser Legal, P.C.michael@einheuserlegal.comTel: 248.398.4665

(Endnotes)1 TERESA GHILARDUCCI, “Our Ridiculous Approach to Retirement” The New York Times, July 21, 2012

CAuGhT By SuRPRISE: Retirement Planning After the Great Recession

Mechanical systems are not very sexy. If it is keeping you warm or keeping you cool you are probably not too interested in it. It’s the old adage “out of sight, out of mind.” However, because it is a piece of mechanical equipment, at some point in time it will break down or need some service. If possible, the most important thing to do is try to prevent these breakdowns with some kind of ongoing maintenance to the equipment.

If and when your HVAC (Heating, Ventilation, Air Conditioning) equipment blows up there are a few things you can do, but more importantly there are some things you can do to try and prevent the melt down. Keep in mind this is geared more to commercial/industrial mechanical systems.

Don’t PanicIf and when your HVAC blows up, don’t panic. Hopefully you have an on-site maintenance person that can shut off utilities (water, gas, etc.) if necessary. Try to keep the system limping along until you can get a service contractor out to either fix the old equipment or look at replacement design for a new one. Most systems allow temporary fixes to keep them going.

Solicit new hvAC Proposals If indeed you need to replace the system, you can replace the equipment like for like, or if older, install higher efficient equipment (typically gas fired equipment like boilers or roof top units). DTE and Consumers Energy are offering rebates on high efficiency upgrades. Ask for referrals to find two or three contractors to put together a proposal for a new heating/cooling system. Try to gain access to a mechanical engineer or consultant that might make the bidding easier to review. A couple of websites for contractors would be:

• mcadetroit.org (Mechanical Contractors Association of Detroit)

• semiacca.org (SE Michigan Air Conditioning Contractors of America)

Energy Efficient Systems Going GreenIn today’s environment everyone is concerned with their carbon footprint. There are numerous mechanical designs that may fit into your budget or building design that can assist in reducing your carbon footprint. Upfront costs have traditionally been more expensive,

however, now with less energy consumption, utility rebates and possible tax credits, this is a viable option. The following systems and designs include:

• Solar energy panels for heating of domestic water or hot water heating systems

• Geothermal heat pump ground source heating systems

• Waste heat recovery for industrial applications• High efficiency condensing boiler systems

that can be up to 98% efficient• Energy Management Systems that can sense

occupant activity and adjust comfort levels accordingly.

Find a Good Service CompanyWhile you can’t keep things from breaking, the next best thing is to try and prevent the down time. A little maintenance on your equipment goes along way. Find a quality service company who can provide you 24 hour seven days a week emergency service for your equipment. If you can afford it, get into a service agreement with the contractor to do annual, semiannual, quarterly or monthly maintenance (whatever you feel is appropriate for the equipment and the building). Maintenance should include:

• Air filter & blower motor belt changing• Condenser coil cleaning• CSD-1 boiler inspections• Water pump and blower motor lubrication• Equipment safety control review

Service contractors do this all the time and have many ideas about maintenance.

Mary MarblePresidentMarble Mechanical Service, LLCmmarble@marblemechanical.comTel: 248.723.4411

when your Commercial hvAC Blows up

Declining collateral values for commercial loan borrowers can be a problem for both borrowers and their commercial bankers as we’ve seen during this latest downturn. Borrowers and Bankers can mitigate these problems both at the beginning of the loan application process and during the life of the loan or loans. Once a loan is in monetary default (payment missed or past due), it is probably too late for a borrower to be discussing collateral with his banker. While collateral values are important to lenders, cash flow is far more important to a banker when underwriting new loans or renewing existing loan facilities.

First, we should discuss what bankers call lendable collateral. Traditionally, lenders will make loans against commercial and residential real estate, and certain types of machinery and equipment. These are considered “hard assets” to lenders. Banks also lend against qualified accounts receivable and in some cases inventory. Loans against accounts receivable and inventory are generally lines of credit.

It is amazing the number of times a prospective borrower has said, “Why won’t you approve my loan request; my collateral is twice the value of the loan for which I am applying?” The simple answer to this is that cash flow pays loans, not collateral. Collateral liquidation is a secondary or tertiary source of repayment for a commercial loan. Once a lender relies on collateral as the primary source of repayment the Bank has become a pawnbroker. Commercial banks operate on very slim margins; once a loan defaults and the bank must resort to foreclosure or liquidation, the banker has lost money on that transaction. There are asset based lenders that rely much more on collateral for repayment. These loans are far more expensive than bank commercial loans.

So what can the business person do to guard against being turned down for a loan or having a lender default a loan that becomes under collateralized? First, match your company’s debt to the assets for which the debt was used. Do not purchase long term assets with short term liabilities. A line of credit, for example, should be

used to bridge working capital needs in anticipation of receipt of payments of receivables or proceeds from anticipated sales. A line of credit should not be advanced upon to purchase fixed assets when there is no definitive short term source of repayment for that advance. Lines of credit are meant to revolve; they should not be “evergreen.” If used as intended, the line of credit balance moves up and down as payments are received from customers and borrowed again as short term working capital is needed.

Term debt will match the useful life of the asset purchased with the corresponding debt. The reason is simple: you would not want to own a 2006 Buick in 2013 that still has debt outstanding against it. The single most important factor in obtaining a commercial bank loan is that your business must show historical cash flow sufficient to repay existing debt plus the new debt you are requesting. Positive cash flow and timely payment of existing debt goes a long way toward keeping the bank wolves away from your door, even if collateral values unexpectedly decline. Projected positive cash flow alone is generally not sufficient to get a loan approved, particularly if historical performance has been negative. Projections need to show positive earnings and cash flow.

Finally consider SBA loans as an alternative to conventional bank financing. While the SBA requires that the borrower pledge all available collateral for the requested facility, they will approve transactions that are not fully collateralized, as long as the business can demonstrate ability to repay historically. SBA loans have longer amortizations than traditional bank loans, and this contributes to a borrower’s positive cash flow and debt service ability.

Carl D. RustBank of BirminghamSenior vice Presidentcarl.rust@bkofb.comTel: 248.283.6431

when Collateral values Decline and your Commercial Loan is “under water”

whAT DO BAnKS wAnT?

hOw TO InCREASE LOAn APPROvAL

hISTORICAL CASh FLOw IS KEy

SBA LOAnS AS ALTERnATIvE

Life is filled with a variety of events that may affect the health insurance coverage you need or that you have available to you.

Millions of Americans face life events, which can result from the onset of a chronic condition or disabling disease. You need to know how this affects your health insurance coverage. Your ability to get and keep health insurance coverage may be of special concern if you or your family members have a history of medical problems.

Employers Are in a Tough SpotEmployers are facing tough choices among funding priorities. Changing demographic factors and trends in chronic disease prevalence are huge contributors to rising costs. Chronic diseases are responsible for 83 percent of all health care spending. In addition, 96% of Medicare spending, and 83% of Medicaid spending is for people with chronic health conditions. In 2012, total national spending on health care rose to an average of $9,000 per person. Significant cost drivers include high pharmaceutical costs.

But the chronic diseases adding to these cost increases are preventable, and employer wellness programs and promotion have been shown to reduce costs successfully.

As employees fret about rising medical costs, they can help by taking some control of their lives and their bodies. Instead of just ‘managing the unexpected’ when health happens to them, people can - and must - take control of their own health to help lower their out of pocket medical costs.

Impact of DiabetesIn 2010, the estimated number of people diagnosed with Type 2 diabetes in the United States was 19 million, with an estimated 7 million cases undiagnosed. This is a preventable disease, for the most part.

Impact of ObesityIt is estimated that 65 percent of American adults over age 20 are overweight, while 30 percent are obese. These have been linked to increased risk for heart disease, stroke, several types of cancer, diabetes, osteoarthritis and other chronic conditions.

Impact of Cardiovascular Disease Heart disease and stroke—the principal components of

cardiovascular disease—are the first and third leading causes of death for both men and women in the United States, accounting for nearly 40 percent of all deaths. 90% of all strokes can be prevented by being pre-screened in a wellness program that many insurance companies offer.

wellness Programs-A way to Avoid high Costs

While each program is different, most have a core set of program elements which include: tobacco prevention and/or cessation; physical activity; nutrition and healthy eating education; blood pressure and cholesterol control assistance; health screenings and monitoring; and disease management. Additionally, many of these programs offer tools to assist in meeting health goals.

Public and private sector initiatives have shown that wellness programs in the workplace can result in significant cost savings through reduced health care costs, reduced short-term sick leave and increased work productivity (and employee retention). Make sure you have an all-encompassing program that is measurable, evidenced based, and has ‘champions’ within the organization. And one that is group based with rewards for behavioral change. Studies show that changing people’s habits is much more successful when there is a group component for accountability.

what Do we Do now?New policy options are cause for hope. Over the next decade it will be important to encourage everyone in the U.S. to adopt healthy behaviors. Employees will consider this an added perk, and will appreciate any employer who implements a trackable and fun wellness program.

In January, 2014, medical insurance is changing due to Health Care Reform. Underwriting groups and individuals, for the most part, will be gone and rates are going up 20-100%. For businesses, there are some very creative structures that can be initiated that can actually reduce the increase next year by as much as 25-50% or more. If you don’t have a very creative broker, you need to look for one now so you’ll be ready when these changes approach all of us.

David J. Bommarito, RFCThe Benefits Group, Inc.President / Agency Directordave@healthbrokers.comTel: 248.299.7000

what to Do when your Medical Insurance Costs

Are Sky Rocketing

Unplanned surgery, illness or injury can cause a person to put life’s plans on hold to undergo procedures, rehabilitate and make a full recovery. Often patients need aggressive rehabilitation in order to reach their goals of returning to their lifestyle. Patients will face critical decisions such as which team of doctors, therapists, nurses and social workers they will trust to help them recover. The role of today’s skilled nursing facilities (SNF) has transformed. For many post-hospital patients, the SNF has become the primary source of outcomes-targeted rehabilitation services, thus expanding its role to post-hospital medical and rehabilitation provider. SNFs care for people of all ages with rehabilitation needs from falls, accidents, or sports injuries, etc. They are not just for the elderly any more.

Many SNFs offer comprehensive rehabilitation programs for patients with diagnoses including bone fracture, arthritis and total joint replacement. The programs are designed to improve range of motion and strength, decrease pain of affected joints and achieve patient goals necessary to assure a safe, successful and quick return home. Often patients who undergo additional post-hospital rehabilitation foresee benefits including reduced post-hospital complications, increased ability to get around independently, improvement in self-care skills, reduced pain, increased confidence, ease of mind and an enhanced quality of life.

what to look for in post-hospital care? Find a provider with a proven track record of success, also known as “outcomes.” The rehabilitation team that a patient selects will strongly impact their recovery. Questions to consider include:

• How many patients with your specific medical problem has the SNF treated?

• How does the SNF measure the progress that patients make?

• What evidence demonstrates the SNF team’s success in improving a patient’s ability to care for themselves, stand, walk or move from bed to chair independently?

• What evidence shows the SNF team’s success in helping patients and families confidently manage at home?

While quality of rehabilitation offered at the SNF is key, take into consideration services and accommodations that are offered beyond the therapy gym such as:

• Patient and family education: Does the SNF thoroughly prepare patients and family members for the transition home? Patient and caregiver education needs to include proactive self-care measures that

reduce the risk of injury and focus on independence, healthy lifestyle and medication management.

• Home exercise programs: After leaving the SNF, the patient must be provided with a detailed home exercise program and adaptive equipment training to further enhance the recovery process.

• Home evaluation: Does the SNF complete a home evaluation before discharging patients to help recognize barriers that may cause a person to be reinjured which could create a new injury during the recovery process?

In some cases, short-term patients are likely to take a recommendation from a physician, friends and/or hospital employees. The following are some guidelines to consider when choosing a SNF for post-acute care:

• Appearance: Are the rooms clean and comfortable? Are patients well-groomed and neatly dressed? Are the grounds well cared for?

• Skilled nursing staff: Is the staff courteous, positive and attentive with a high morale?

• Medical Care: Can each patient choose his/her physician? Are dental and optometry services provided? Is there a physician available in an emergency? Are care plans individualized to fit each patient’s needs?

• Dietary Services: Are meals served in the dining room? Are between-meal snacks offered? Can family members eat with the patient? Are there various menu items to accommodate personal preferences? Is there a registered dietitian to accommodate specialized diets?

• Family Services: Are lounges available for socialization? What are the visiting hours? Is ongoing education and support offered? Are family members encouraged to participate in the care of their loved one?

• Insurance: Is the center contracted with your insurance plan? Are they Medicare certified?

Choose a post-hospital care provider that has a proven track record of success and commitment to quality care.

Tracy Rojasheartland healthcare CentersBusiness Development Specialist trojas@hcr-manorcare.comTel: 248.953.4028

how to Know where to Go after Surgery, Illness or Injury

“We’re going to Disney World!” may be your first response after learning of new found wealth from a gift or winning the lottery. Inheritance from a loved one can complicate things with feelings of sorrow. But no matter what, deciding what to do with it becomes a concern.

Receiving a lump sum of money comes with an array of emotional feelings, and can quickly turn into worry as to how to protect, spend or grow your asset. Quickly, you need to ask yourself the following questions: one, for whom are you protecting the money; two, from whom might you potentially be protecting the money; three, who should be spending it; and four, when should it be spent?

Your first step is to assemble a team of professionals to help you manage your new assets. A good wealth management team that puts together a plan based on your desires and needs, as well as executes that plan over time, is typically comprised of an estate planning attorney, a financial advisor, and tax professional. Let’s break down the various roles that each professional will play, and what they can do to help protect your assets and achieve your goals.

An estate planning attorney will draft your trust documents. You need to decide if you want to keep your inheritance separate from anyone else – if you are married, and especially so if you’re in a blended family with children. According to estate planner Mike Witzke of Witzke, Berry, Carter & Wander PLLC, “Segregating your new inheritance into a separate account, and importantly into a separate trust, is usually a good practice. By having clear separation of inherited assets, they can be protected in case of divorce or from bypassing children from a first marriage in the event of your passing.” Keeping your inheritance separate will ensure a few things: you can give the money to anyone to spend while you’re alive (including yourself); it is easier for it not to be included in joint monies if you get divorced; and you can clearly direct exactly who you want to inherit from you via your estate planning documents, assuming there is money left when you pass away.

A good financial advisor will not only help to invest your assets, but will also determine your risk/reward profile in order to achieve the goals you would like to accomplish with your new assets. If you do not have a financial advisor, this event should trigger you to find one. Make sure they are an registered investment advisor (RIA), and have one or more of the following certifications: ChFC, CFA or CFP.

The tax professional on your team - an accountant or CPA (certified public accountant) - will help you protect your assets by shielding you from paying undue taxes. By working with your financial advisor and attorney, your tax professional will put together a plan that takes advantage of tax deferral strategies, in addition to passing future gifts onto selected beneficiaries with minimal tax consequences.

Inheriting money should be a thoughtful and joyous experience. Take the right steps. There are many positive ways your inheritance can better your life and the lives of those around you, such as helping to fund a retirement plan, put a child through college, or the ability to make a charitable contribution to a place such as The Community House.

Having worked with an Ohio lottery winner who took home a large lump sum, as well as clients who have inherited money, I’ve seen the pressure new found wealth can exert. Don’t let it prevent you from doing great things. Give thanks to being a recipient of such good fortune and/or love, and surround yourself with a knowledgeable team with the right credentials that you trust. And then enjoy!

Paul Fenner, RIA, ChFCTAMMA CapitalPresidentpfenner@tammacapital.comTel: 248.860.2279

what To Do when you Inherit or Receive new Money

1. ESTATE PLAnnInG ATTORnEy

2. FInAnCIAL ADvISOR

3. TAx PROFESSIOnAL

Succession planning is one of the most frequently discussed topics in board rooms of all size companies – whether private, public, family owned or even sole proprietorship. Unfortunately, it rarely becomes an action plan of the business. As a result, when there is an unexpected change or loss of key leadership, panic can occur.

Planning for the unexpectedIdentifying future leadership in an organization is too often determined based on personal and political influences, rather than an independent assessment of aligning key leaders with the future goals/challenges of the company. Organizations must be proactive by having strategic discussions about the sudden loss of leadership. This review of potential talent should be a biannual agenda item, acknowledging the requisite skills and background necessary to fill key roles by evaluating both internal and external talent. Current leadership must continually identify “who” has the ability to successfully deliver the goals within a functional area, in the next 2-3 year period.

what is Required for Leadership Planning?Successful leadership planning starts with a well defined business plan, including operating goals and key initiatives (generally - 6, 12, 24 & 36 months). The business requirements must define the specific skills and background of the leader, necessary to advance the organization and achieve its goals. Is the emphasis on business growth/new markets, improving operations, new product development, etc.?

Current leadership (both executive and middle management) should be evaluated and provided with the additional education, training and resources, if needed. This process will heighten recognition of existing talent, in addition to highlighting where critical expertise may be needed. Regardless of how this process is approached, it is necessary that there is active engagement by the key leadership team/owners. This must be a continuous topic of discussion.

unexpected Leadership Changewhat To Do?

Make sure you have a crisis plan in place – especially in the case of an accident or death. Who calls whom in what order within the company, as well as who notifies whom outside the company? Already have the internal talent team identified with corresponding interim roles for a short-term (6-12 month) plan. Avoiding business disruption and maintaining stability and calm within the corporate culture

are imperative. If the aforementioned business review has not been performed, quickly assemble essential team leaders within the business and outline a priority business plan.

Assign an interim leader until a well defined description for the open position can be agreed upon. A competent internal HR function can generally handle this. For those companies without these resources, it is best to consult an outside organization to assist with this evaluation. This process can be especially challenging in privately-held/family owned companies, where ownership control too often influences the decision, rather than focusing on what is truly best for the future sustainability of the company. It is absolutely critical, that owners truly understand the impact of their decisions (i.e. potential pitfalls) – should they not consider an expert opinion from an independent party.

Available ResourcesWhile large organizations have internal resources to react to unexpected key leadership changes, partnering with external resources may be beneficial. Smaller companies should seek advice from trusted business advisors (i.e. CPA, legal, bank rep, etc.). It can also be helpful to engage an objective, executive search or consulting firm that specializes in organization development & succession planning. If this option is chosen, be sure to understand their experience with your business size and type (e.g. family owned, etc.), and even your industry. Although a retained search may require more time than a contingent arrangement, understand the benefits it provides based on the recruitment of “passive” talent, and narrowing the list to the 4-5 most qualified professionals.

Best advice: Establish relationships with executive search firms and related consultants “in advance” of when you might need their services. Periodically, invite them to your senior leadership meetings in an effort to acquire a more accurate understanding and evaluation of both, your internal team and potential external talent for your organization.

John G. BukowiczPresident & CEOCorporate Consulting Associates, Inc.bukowicz@corpconsulting.comTel: 248.955.0000

Managing unexpected Leadership Changes

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unlawful harassmentFederal and state law prohibits harassment based on age, sex, pregnancy, race, religion, national origin, and disability. Illegal harassment consists of unwelcome conduct that is severe or pervasive and affects the terms and conditions of employment. Employer PreparednessEmployers can protect against claims of harassment by implementing a harassment policy. An effective policy should describe the prohibited forms of harassment, explain the procedure for making a complaint, and prohibit retaliation against employees who complain or participate in an investigation. Managers should be trained to recognize harassment and respond to complaints.Reporting harassing ConductEmployees who experience conduct that makes them feel uncomfortable should follow the complaint procedure in the employer’s policy. If the employer does not have a policy, the complaint should be communicated to a member of human resources or a manager. Failing to timely report improper conduct can immunize the employer from liability.Responding to Complaints An employer who has notice of harassment must act promptly to investigate the conduct. The complainant, alleged harasser and all witnesses should be interviewed. A report summarizing the investigation should contain the investigator’s conclusions, credibility determinations, and recommended discipline.Employees who make a complaint of harassment should provide a detailed list of the conduct they experienced. Maintaining contemporaneous notes of the conduct, including dates, direct quotes and names of witnesses, is recommended.An effective investigation should be timely, thorough and fair and end inappropriate conduct. Employees who continue to experience harassment should report it.An employee who makes a good faith complaint of harassment or who participates in an investigation generally

cannot be disciplined, terminated or suffer adverse action. Employees should report any retaliation they experience.Employees who continue to experience harassment or retaliation may consult with legal counsel or contact the Michigan Department of Civil Rights or the Equal Employment Opportunity Commission.Time Off for Illness and Employee Benefits on Leave Managing time off for illness is challenging for employees and employers. Most employers provide sick, vacation and personal days off. Extended time off may also be available under an employer’s policy or pursuant to a collective bargaining agreement. Employers with 50 or more employees may be required to provide eligible employees with 12 weeks of Family and Medical Leave Act (FMLA) leave. To be eligible for FMLA leave, an employee must work for a covered employer for at least 12 months and 1,250 hours and have a serious health condition.An employer’s policy or applicable collective bargaining agreement will determine whether employees have return-to-work rights and whether the leave is paid or unpaid. Employees on FMLA leave are guaranteed reinstatement to the same or an equivalent position. FMLA leave is unpaid but employers are required to continue group health insurance benefits. Employees may also be eligible for short-term disability benefits for extended illnesses or wage loss and medical benefits for work injuries.what happens after Available Leave is Exhausted?Employers may have a duty to provide additional time off beyond that provided by the FMLA or under an employer’s policy as a reasonable accommodation under the Americans with Disabilities Act (ADA). Employees and employers should engage in discussions to determine whether granting additional leave time would pose an undue hardship on the employer.

Tracy A. Leahy, Senior AttorneyClark hill Legal ServicesLabor and Employment Practice Grouptleahy@clarkhill.comTel: 313.965.8300

Practical Solutions For unexpected Employment Issues