Wellness programs

Programs are becoming more comprehensive, with more companies focusing on fiscal programs while continuing to address physical and emotional wellness.

Employers must recognize that proper rest is vital for employees, especially in light of Sleep Awareness Week.

There are a variety of privacy breaches employers know to avoid – not sharing health data and providing secure areas for private conversations, for example. But what about the obscure privacy concerns you might not have thought about? Here are six to address to ensure each of your wellness events is as safe and secure as possible, from Alan Kohll, founder and president of TotalWellness.

Centennial State wellness coordinator Nate Sassano says digital personalization increases engagement and makes the program more meaningful to employees.

Offering such benefits is a popular idea, but participation remains low among employees. One-on-one encouragement could turn that around, some advisers say.

EBN Benefits Technology Innovator Jason Langheier looks to reshape the food landscape for workers by surfacing the healthiest options via mobile device.

These organizations need to think beyond cost savings and learn what truly engages employees.

By opening up clinics to non-clients and offering CPR training to the broader community, these firms are engaging their employees and cementing new relationships.

Programs are becoming more comprehensive, with more companies focusing on fiscal programs while continuing to address physical and emotional wellness.

While supporters praise the Preserving Employee Wellness Programs Act’s consistent view of incentives across various laws, critics worry about patient discrimination.

The way that benefits professionals define these terms shapes the way we think about them, debates neurophysiologist Will Clower.

Thanks to apps that promote confidentiality, employees can log in to discuss their emotional challenges with mental health professionals.

The way that benefits professionals define these terms shapes the way we think about them, debates neurophysiologist Will Clower.

While supporters praise the Preserving Employee Wellness Programs Act’s consistent view of incentives across various laws, critics worry about patient discrimination.

These organizations need to think beyond cost savings and learn what truly engages employees.

Companies need to get employees moving in order to improve health, focus and productivity.

Rules put in place by the EEOC, HIPAA, GINA and ADA on funding and incentivizing have proved to be labyrinthine for wellness consultants and employers.

Thanks to apps that promote confidentiality, employees can log in to discuss their emotional challenges with mental health professionals.

In the sedentary office environment, companies must find ways to motivate workers to be more active, including walking meetings, team sports and health workshops.

Companies need to get employees moving in order to improve health, focus and productivity.