You’ve no doubt heard about the recent pro-employer ruling in the EEOC’s landmark lawsuit against Flambeau Inc.’s wellness plan. But if you think that’s the end of the line, we’ve got some bad news.
It’s not uncommon for upper management to take an active role in a company’s wellness program — especially if the program includes a competitive element. But this company’s founder may have taken the competition part a bit too seriously.
Almost all businesses plan to shift more of their health costs to employees in the near future. But there are certain things employers need to consider before they spring a price hike on its workforce.
Here’s a class action lawsuit employers everywhere will want to watch closely.
Occasionally, we like to offer success stories from other companies from across the U.S. This example of how one employer’s wellness plan helped staffers both financially and mentally comes courtesy of Tim O’Neil, manager of employee health and financial wellness at Meredith Corp., Des Moines, IA.
An increasing number of employers have been relying on penalties to help control rising health costs — and soon they’ll be able to take this tactic up a notch.
Finally, there are some numbers to back up what wellness pioneers have been predicting: These programs actually save companies money.
When it comes to managers’ and supervisors’ job descriptions, the importance of “soft skills” is often minimized.
The silver lining to employer-covered weight-loss surgery: The costly procedure you were bemoaning actually ends up saving you money.
Here’s something that’s sure to keep employers up at night: As healthcare premiums continue to rise by double digits each year, employees’ overall health is declining steadily.
Even with an economy that’s gradually moving out of a recession, worries over retirement are still mounting for employees.
Heads up: Two government agencies want more detailed information about workplace wellness programs – and they may be looking to you for answers.
A number of lucky businesses could get some help with their wellness plans soon, courtesy of the federal government. Will you be one of them?
By now most employers are aware that employees’ overall financial wellness is an area they should be focusing on. But there’s one specific demographic that needs the most help here.
As of right now, if your company has fewer than 50 employees, you don’t have to offer workers job-protected FMLA leave. But new legislation is aiming to change all that.
They say you catch more flies with honey than vinegar, but that’s not the route some of your peers are taking to control their healthcare costs. So which way should you go?
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