Wellness

The business response to the ACA, coupled with the growing health care consumerism movement, is rapidly changing the relationship between employer and employee.

Employee financial stress can often be overlooked by the C-suite. Yet, some industry experts say it can have a major impact on the company’s productivity and profitability. Financial education should be considered a pivotal component of any employer’s wellness program.

Paid sick leave seems to be gaining traction in some parts of the United States, but it continues to face a lot of resistance.

As employers look to curb rising health care costs, new research connects on-site health care clinic usage and claims costs, with some surprising savings results.

Workplace benefit plans are key part of employees’ future financial success but the majority of employers don’t think their employees value the benefits that are offered.

Starting a wellness program may feel like rocket science, but it can actually be quite easy.

Increasingly, employers are expanding wellness programs to include financial guidance. But do these programs go far enough?

Culture week concludes with a wrap-up of tips and suggestions from leading industry experts about what it takes to build a better workplace culture and the benefits that come with doing so.

Despite the looming Cadillac tax, few employers are planning big changes to their health plans this year.

It’s no surprise that health care costs are continuing to rise and while employers remain committed to providing benefits, many are re-evaluating their benefit strategies.

Advisers who excel in the vision field do the best job of making the connection between vision and medical plans, some experts say. Shannon Enders, a founding partner at Lakeshore Employee Benefits in Norton Shores, Mich., says when he brings the idea of connecting vision and health data to clients’ attention, “they quickly become very interested.”

Commentary: Columnist Nelson Griswold discusses why sophisticated employee benefit advisers are increasingly discussing self-funding of the health plan with mid-size employers.

Rising health care costs and concerns for employees’ financial wellness and retirement preparedness are nudging employers to re-evaluate their benefit offerings.

An “engagement chasm” is adding to the low adoption and participation rates employers face when developing their health and wellness programs, with even electronic or online tools doing little to keep employees motivated in health, fitness and dietary programs.

The EEOC has proposed rules addressing the extent to which employers may offer incentives to promote participation in wellness programs without violating the ADA.

While employers define the topic in different ways, most are focused solely on the physical.

The Obama administration on Thursday launched the “Healthy Self” campaign to better explain health care benefits to those newly insured, connect people to coverage, and encourage healthy lifestyles.

Benefits decision-makers continue to struggle with the notion of financially justifying their wellness dollars, as wellness ROI is still exceptionally elusive.

Although the Equal Employment Opportunity Commission recently released some new proposed regulations on wellness programs, employers are still grappling with how to incorporate new health technologies into their programs.

Employers looking for good news on patient safety got a mixed bag of recent news – especially the discouraging report that nearly half of American hospitals fall short in nursing standards.