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David Rook

David Rook

Chief Marketing Officer

Dave is a veteran marketing and digital platforms expert. His passion lies at the intersection of the creative arts, behavioral economics and social sciences. Dave is our go-to resource for out-of- the box creative, as well as strategically sound yet remarkably innovative approaches to the mundane.

Dave spends his days finding new ways to help drive benefit strategies and desired outcomes through more influential employee communications and decision-making tools.

He works hands-on with our clients to tap into the behavioral insights of their workforces – all in an effort to solve their most difficult communication, enrollment and behavioral modification challenges.

A digital products expert since the early days of the Internet, Dave also leads the development and optimization of our benefit automation and HR technology platforms, including both our desktop and mobile solutions.

Dave’s distinguished career includes brand marketing positions with Leo Burnett (General Motors, Philip Morris), Coca-Cola and AOL. More recently Dave was the General Manager of Consumer Media at Hanley Wood and the Chief Marketing Officer at eCommerce retailer Simplexity.

A sampling of the diverse brands Dave has worked on include:

  • Oldsmobile
  • Rockford Fosgate Audio
  • Marlboro
  • Sprite
  • Minute Maid
  • AOL
  • City’s Best
  • Moviefone
  • Architect Magazine
  • ePlans.com
  • Floorplans.com
  • Homeplans.com
  • Verizon
  • T-Mobile
  • When.in
  • GMC Truck
  • Celebrity Cruise Lines
  • Coca-Cola
  • Barq’s
  • Wendy’s
  • Digital City
  • MapQuest
  • Builder Magazine
  • Remodeling Magazine
  • Dream Home Source
  • Houseplans.com
  • Wirefly.com
  • Sprint
  • Urgent.ly

 

Dave received his MBA at Georgetown University and his undergraduate degree from the Walter Cronkite School of Journalism and Telecommunications at Arizona State University.

When not at the JP Griffin Group, you might find Dave out on the golf course or at a live music venue, all the while checking scores for his beloved perennial underdog, the Chicago Cubs.

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Author's Posts

Here's How You Can Help Your Employees Make The Most Of The July 4th Holiday

David Rook

Many employees feel like they have to check-in with work even when they’re supposed to be enjoying paid time off. More often than not, this is a cultural issue within a company.

Supervisors might be checking-in and sending emails in the evening or on weekends. This leads their direct reports to believe they need to respond immediately, and they may even start adopting these behaviors themselves. 

Yet, research has shown time and time again that workers need frequent breaks and unfortunately, Americans leave a lot of that paid time off on the table every year. It might seem like workers would be more productive if they aren’t using all their vacation time, but in reality, skipping our vacations actually makes us less productive. To keep employees operating in top shape, we need to encourage them to enjoy their downtime — and perhaps it’s fitting to begin with the July 4th holiday. Here are 5 ways to encourage employees to enjoy their independence...and their paid time off this weekend.

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Topics: Employee Benefits, Company Culture, Paid Time Off (PTO), Employee Retention

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The Importance of Paid Time Off (PTO)

David Rook

Paid time off is one of the most commonly provided benefits as well as one of the most highly regarded.

The Bureau of Labor and Statistics reports that more than 70 percent of employees have at least one form of paid time off, and the rate is much higher among certain types of employers such as large private companies and local, state and federal government entities.

In fact, in a Glassdoor survey, vacation and paid time off proved to be more important for employees than pay raises. Yet despite the desire for it, the United States remains far behind much of the world in both providing and using this benefit.

Even though there’s been a recent uptick in the number of days U.S. employees are taking off annually, they still take very few days off -- and that’s not good for anyone.

The following is an exploration of why paid time off is important to offer and why it's important to take, along with what’s normal in the U.S. and throughout the world. 

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Topics: Company Culture, Paid Time Off (PTO), Employee Retention, workplace wellness, trends, work life balance, Mental Health, Recruitment

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Some of Our Favorite Resources For HR Professionals

David Rook

HR professionals know the value of staying connected and informed better than almost anyone else in the workplace.

Often asked to stretch resources and "make do" with limited budgets, HR professionals have learned to survive by being resourceful and self-sufficient.

Life-long learners at heart, those who work in the field of human resources often tap into the wide range of information resources now available at their fingertips, thanks to the internet. 

As follow-up to a blog post we published last year, "Best Twitter Hashtags for HR Directors to Follow", here are some of our favorite resources beyond Twitter, spanning associations, books, podcasts and blogs.

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Topics: Education, Employee Retention, Strategy, Culture, Training, Human Resources

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Surprise Medical Billing Reaches a Tipping Point

David Rook

All across the country, a sweeping movement to combat surprise medical bills has been slowly percolating and is now finally gaining traction on a national level.

What began as grievances filed by wronged patients has grown into government officials at both the state and federal level championing legislation against this industry practice.

A law that recently went into effect in Arizona and recent remarks from President Trump are merely the latest in an ongoing trend that has the force to reshape how patients are billed for out-of-network expenses.

Unexpected Out-of-Network Charges Result in Surprise Medical Bills

Surprise medical billing isn’t so much an intentional practice of healthcare companies, as much as it’s a byproduct of the fractured healthcare industry. Specifically, it’s a result of multiple institutions and providers treating patients simultaneously while working for different employers.

In its simplest form, a surprise medical bill is an unexpected medical bill that patients receive for out-of-network services that they thought were in-network. The bill is sent after the services are provided, leaving patients with little recourse and high fees since out-of-network charges tend to be much higher than those in-network.

An all too common scenario shows how easy this can happen to patients. A patient goes to a hospital for a covered surgical procedure. They’ve done their research and have made sure that both the hospital and the surgeon’s practice are within their insurer’s network. In completing this due diligence, they then assume that the entire procedure will be covered as an in-network expense. Seems reasonable, right?

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Topics: Cost Containment, Legislation, trends, Arizona, healthcare costs, Arizona Regulations

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Active vs. Passive Open Enrollment; Weighing the Pros & Cons

David Rook

Employers who offer health benefits are  required each year to hold a benefits enrollment "window", commonly referred to as an open enrollment period. 

During open enrollment, employees can renew, adjust, or waive benefit options. Outside of a Qualifying Life Event, open enrollment is essentially the only time an employee can make changes to most (though not all) of their benefits. 

While an employer is required, by law, to hold an open enrollment, what's not defined is whether the enrollment needs to be structured as "active" or "passive". A passive enrollment period is one where an employee's benefit selections from the previous year simply roll-over and/or auto-migrate (within reason) to similar options. An active enrollment, on the other hand, requires an employee to elect, renew, adjust, and sometimes actively decline benefit elections. (The SPD and other plan documents will usually spell out these rules for employees.)

In a nationwide survey conducted by the JP Griffin Group this April, 2019 amongst full-time, benefit-eligible employees in the U.S., 50 percent (half) reported participating in a passive enrollment this year. Compared to a 2011 survey of employers, where 71% reported holding passive enrollments, these new findings represent a 30% decrease in the number of companies conducting their open enrollments passively.

Read More
Topics: HSAs, passive enrollment, open enrollment, active enrollment, Strategy, FSAs, 401(k)s

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Full Replacement High-Deductible Health Plans (HDHPs) Losing Luster with Employers

David Rook

The verdict is in – employer adoption of high-deductible health plans (HDHPs) as the sole medical option for employees is beginning to fade.

Brought on, in part, by the need to offer richer medical benefits in the face of a tightening labor market, a recent survey by the National Business Group on Health (NBGH) indicates that 23% of large employers who currently offer an HDHP as the sole medical option for employees are planning to introduce other medical options this year. 

This represents a drop from 39 percent to 30 percent of large employers who only offer an HDHP to their workforce. Similar surveys by the Kaiser Family Foundation (KFF) and Mercer support these findings. 

The intense competition for talent (who may be seeking richer plans) is only one reason for the decline in popularity of HDHPs as an employer’s sole medical plan option. Also contributing to this waning interest has been the ongoing postponement of the Affordable Care Act’s “Cadillac tax” on higher-value plans, which was initially a driving force for HDHP adoption by employers. 

The threat of the tax has abated to the point where it seems dubious if the tax will ever come to fruition. (The 40 percent tax on high-value health plans was originally set to take effect in 2018 but was then postponed to 2020 and then again to 2022.)

Read More
Topics: Cost Containment, ACA, Plan Design, High Deductible Health Plans

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Four Ways Employers Can Reduce Smoking Rates Among Their Workforce

David Rook

Smoking has been in steady decline in the United States for decades, with Gallup reporting that smoking rates among adults have dropped from 45 percent in 1953 to 16 percent in 2018.

Nevertheless, according to the CDC,  almost 38 million adults in the country still smoke cigarettes regularly (defined as “every day” or “some days”). This doesn’t even take into account anyone who enjoys pipe tobacco, cigars or other cigarette alternatives.

The malignant effects of these habits are well documented. In addition to the personal health issues individuals suffer, smoking also impacts non-smokers, both in terms of health risks and more expensive healthcare.

The following is an exploration into just how much smoking costs businesses each year and what measures employers can take to reduce smoking rates among their employees.

The Added Cost of Employing Smokers

CDC research places the increased cost of employing a smoking adult at nearly $6,000 per smoking employee, per year. Much of this figure comes from lost productivity and increased healthcare costs, but it also takes into account other less obvious expenses.

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Topics: Cost Containment, wellness, Behavioral Psychology, Smoking

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Employee Benefits in the Gig Economy

David Rook

From Uber and Lyft to TaskRabbit and Fiverr, the gig economy is now firmly established as a fixture of today’s workplace. 

Gallup surveys show that about 36 percent of U.S. workers have some sort of gig, and 29 percent rely on an "alternative work arrangement" (as it's sometimes called) as their primary source of income.

With such a strong presence in the labor market, the gig economy is altering the shape of employment. The numbers from Gallup are lower than some respected economists originally reported (and lower than some less established source’s statistics), but they still show that the gig economy is here to stay. Few aspects of employment will remain unaltered by it, and employee benefits certainly isn’t immune to its impacts.

In fact, multiple issues related to employee benefits in the gig economy have already been raised. Moving forward, both government agencies and businesses will need to rethink employee benefits programs so that they adequately compensate independent contractors, online platform workers, contract firm workers, on-call workers, temporary workers and others with alternative work arrangements.

Here’s what’s being done for both the distant and near future.

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Topics: Employee Benefits, Company Culture, Recruitment

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Employee Benefit Perks That Make The Holidays Merry

David Rook

Employee Benefit Perks That Make The Holidays Merry


It’s that time of year again: the time when employers ponder ways to express their appreciation to staff for a job well done. 
 
This year-end recognition almost always coincides with holiday festivities. How can you ensure that the holiday perks and year-end recognition you have in mind are the ones that will really resonate with your employees?

Give the Gift of Time

Around the holidays, one of the scarcest commodities anyone has is time. Savvy employers discern that employees highly prize generous holiday leave policies.

Some small, locally-owned industries manage to arrange their production schedules in such a way that they can close their doors between Christmas and New Year’s every year. While juggling the production schedule requires forethought and fine planning skills, companies that manage this perk reap the rewards of high employee morale as the holidays near.

For most companies, however, business processes must continue throughout the holiday season. Larger companies are often unable to make a grand gesture such as closing down for a whole holiday week. The good news is that a little creative thinking often yields positive results.
Read More
Topics: Company Culture

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Cyber Monday Slowdown; Four Ways To Maintain Some Semblance of Worker Productivity

David Rook
Long holiday weekends are typically an excellent opportunity for employees to relax and recharge their batteries. While the first day back is admittedly a bit crazy, the backlog of calls and emails eventually subsidies, with one dreaded exception...Cyber Monday. 
 
According to the research firm Robert Haft Technology , nearly a quarter of your workforce will shop online during their work-hours on Cyber Monday. And while 46 percent will browse during their lunch breaks, almost a third of employees will shop all day long.
 

So what can be done about this employee productivity killer? In a nutshell, not much. Resistance is futile, as they say. So here are four ways that you, as an employer, can embrace Cyber Monday in ways designed to minimize workplace disruption and maintain employee productivity.

Sanction Shopping Time
 
Rather than prohibiting or admonishing online shopping throughout the day (it’s going to happen anyway), bring it out from the shadows. In doing so, you might turn this covert experience into something far more social - an activity which can even perhaps foster some group camradery.
 
Read More
Topics: Employee Benefits, Company Culture, Education, Employee Productivity

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