A new survey on employer-sponsored healthcare coverage has been unleashed and there are incremental changes in premiums. But short of reading all 242 pages, what should HR pros take away from this?
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How much authority does Human Resources have to require workers to participate in wellness programs — and how much power does a company have to punish those who don’t? That’s been answered for at least one employer.
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We’ve all heard about the benefits of wellness and being fit. Now, one study maintains that benefits extend to the people who work for the fit, healthy person.
Now that you’ve probably cleared out the last sugar cookie, it’s time to talk wellness — and how to achieve it.
More and more companies are getting on the bandwagon — and punishing employers who don’t follow healthy lifestyles.
A Gallup Poll involving over 100,000 workers indicates that if you’re not working on a fix for this reason for absenteeism, any problems you have with missed days probably will get worse.
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The Internal Revenue Service recently issued opinions on three benefits situations that are common to companies big and small.
Two missteps can derail your wellness program — and even lead to employee distrust.
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Employee smartphones could hold the secret to lower costs.
A federal district court just ruled on a class action lawsuit that alleged an employer’s wellness program violated the Americans With Disabilities Act.
