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With more than two decades of experience, New Jersey-based Joseph DiBella has been with Conner Strong & Buckelew since 2005.

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Addressing the Diabetes Issue in an Organization

Joseph DiBella is a managing director and executive vice president at Conner Strong & Buckelew, leading the firm's employee benefits division. One of the avenues that Joseph DiBella utilizes to provide awareness and advice to employers is...

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Joseph DiBella is a managing director and executive vice president at Conner Strong & Buckelew, leading the firm's employee benefits division. One of the avenues that Joseph DiBella utilizes to provide awareness and advice to employers is...

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Since 2005, Joseph DiBella has served as a managing director for Conner Strong & Buckelew, where he leverages more than 26 years as a health care and employee benefits professional. He serves in the firm's employee benefits division in a role that involves overseeing day-to-day consulting and brokerage services offered to clients.

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Joseph DiBella serves as managing director and executive vice president for the Conner Strong & Buckelew health and benefits consulting firm. In this role, Joseph DiBella is responsible for the firm's Employee Benefits Division in its entirety. He also consults on an array of benefits-related matters for key clients.

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The Philadelphia Business Journal 40 Under 40 Nomination Process

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The Philadelphia Business Journal 40 Under 40 Nomination Process

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As managing director and executive vice president at Conner Strong & Buckelew, Joseph DiBella oversees a wide array of daily brokerage and advisory responsibilities. In celebration of his contributions to his field, Joseph DiBella received a place on the 2009 Philadelphia Business Journal (PBJ) 40 Under 40 list.

For years, PBJ has highlighted the work of the top young leaders from throughout the greater Philadelphia region by naming them to its 40 Under 40 list. As one of the publication’s oldest and most popular traditions, the list has welcomed an increasing number of nominations throughout the years. For its 2017 list, PBJ received close to 400 40 Under 40 nominations, more than in any year prior.

Those in the local community may nominate themselves or any eligible young leader from several counties across Pennsylvania, Delaware, and New Jersey. Individuals may not nominate someone if they will turn 40 prior to the date of the 40 Under 40 awards program or if they have won the award in the past. Prospective nominees must also have a history of success in areas such as leadership or community service.

To complete their 40 Under 40 application, individuals must compile a Word document of fewer than 4,500 characters that documents their nominee’s most recent successes. PBJ encourages applicants to compile the most thrilling narratives about their nominees, complete with specific examples that help demonstrate their overall community impact.

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Do Corporate Wellness Programs Pay Off Financially?

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Do Corporate Wellness Programs Pay Off Financially?

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As the managing director of Conner Strong & Buckelew, an employee-benefits consulting firm, Joseph DiBella presides over the development and administration of health-care-benefits packages for clients. In this capacity, Joseph DiBella helps employers design and manage cost-effective health plans for their employees.

As health care costs continue to rise in America, many employers are turning to employee wellness programs to mitigate their own costs. Almost 90 percent of American businesses are now offering such a program, often partnering with a consulting service or program vendor. Nationwide, this has become an $8 billion industry.

A growing body of research suggests that these programs do pay off financially, but not immediately. Many indicators of better health take three to five years to appear. When they do appear, however, improvements as small as 1 percent can lead to meaningful savings.

It is also important to understand that not all corporate wellness programs are created equal. Some companies only offer flu shots or limit their wellness campaigns to short-lived annual events. These companies are less likely to reap noticeable benefits. Companies that maintain a higher commitment to all-around wellness are more likely to see improvements that reduce absenteeism and save on costs.

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The Philadelphia Business Journal's 40 Under 40 Awards

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The Philadelphia Business Journal's 40 Under 40 Awards

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The former mayor of Howell Township in New Jersey, Joseph DiBella functions as the managing director of Conner Strong & Buckelew, a consulting firm focused on national employee benefits. In recognition of his work, Joseph DiBella was previously named one of the Philadelphia Business Journal’s (PBJ) 40 Under 40.

An annual award, the PBJ 40 Under 40 highlights the work of the most talented and dynamic young leaders in the greater Philadelphia area, each of whom is individually profiled in a special print supplement of the PBJ. In particular, the award recognizes demonstrable business success, including quality financial results and career growth, in addition to community involvement, influence, and leadership qualities.

The award is open to those below the age of 40 and headquartered in the greater Philadelphia area who have not previously received the honor. Individuals may nominate themselves or receive a nomination from someone else for the award, with the application process requiring completion of an online form that the applicant must finish in a single sitting. There is no fee attached to the application.

The PBJ’s editorial staff selects each year’s recipients based on the received application forms, with no external influence from PBJ sponsors, affiliates, members, or advertising staff.

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A managing director and executive vice president, Joseph DiBella heads the employee benefits division of Conner Strong & Buckelew. Joseph DiBella presides over the day-to-day operations of the brokerage and consulting services provided to the firm’s benefits clients, and also performs consulting roles with major firms in areas such as compliance, program design, and health and wellness.

As pointed out by Mr. DiBella in one of his articles, factors such as the aging population, obesity, and diabetes are driving up healthcare costs and causing employee benefit plans to grow rapidly, a serious concern for employers. Instead of reducing benefit levels or increasing copayments and deductions to transfer more of the expenses to employees, leading companies are putting in place health and wellness programs as a means of curbing health-benefits expenditures.

In order to have a meaningful effect on cost and productivity, a health and wellness culture must be institutionalized in the company. This requires the development and execution of a health and wellness plan (which may include wellness coaching, health classes, etc.) involving all stakeholders.

The are many variables to consider in formulating and implementing such a program, including the company’s financial resources. An experienced employee benefits consulting firm can provide its expertise in developing and implementing a successful health and wellness program with the goal of improving employee health and reducing health care outlays.

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The Quit for Life Program Brings Results

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The Quit for Life Program Brings Results

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As the executive vice president for the employee benefits division at Conner Strong & Buckelew, Joseph DiBella is responsible for all aspects of division managment. With over 15 years of experience in the health care industry, Joseph DiBella specializes in data analytics, underwriting, benefits administration and compliance, and strategic planning. A key component of the health and wellness services offered by Conner Strong & Buckelew is smoking cessation through Free & Clear’s Quit for Life program.

Over the last 25 years, the research gleaned from Free & Clear’s Quit for Life program has helped over 2 million people cease using tobacco. The program is one of the most successful smoking cessation programs available because it uses methods that work for the individual. Various approaches help tobacco users. They can use one-on-one phone-based sessions, quit coaches, nicotine replacement products, and medication to stop smoking.

The Quit for Life program is based on four essential practices. First, the program encourages participants to quit at their own pace, on their own terms. In addition, the program helps smokers conquer their urge to smoke. By controlling craving and urges, smokers will be able to resist difficult situations where they are tempted to pick up a cigarette. Quit for Life believes that medications and nicotine substitutions are very helpful in assisting smoking cessation and helps participants use them appropriately. Finally, the program strives to create long-term non-smokers, not just people who have quit smoking.

By investing in programs that urge smoking cessation, a workplace becomes healthier and reduces health care costs related to nicotine addiction.

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Creating Employee Engagement in Obesity Prevention

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Creating Employee Engagement in Obesity Prevention

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Respected Marlton, New Jersey, executive Joseph DiBella assists diverse businesses in controlling their health care costs in ways that benefit the bottom line. Joseph DiBella regularly engages in establishing obesity prevention and control initiatives that help companies avoid an escalation of treatment costs associated with employee health conditions.

The workplace is the ideal place for the implementation of such a program, as employees may spend the majority of their day on the job, even taking meals in an onsite cafeteria. An effective program typically begins with ensuring that the snacks and cafeteria meals available are healthy and designed to promote nutrition.

In addition to health education, proactive organizations also offer employees improved access to physical activities. This may range from creating a fitness room on the premises to promoting the creation of groups that undertake extracurricular activities such as running and cycling. Employees may also form groups that go on brisk walks during breaks.

Other initiatives with a proven track record include fitness incentives such as discounted or free membership to a gym. Another effective strategy is to implement yearly onsite health screenings that help identify risks and set in place wellness goals for the short and long term.