We are witnessing the rapid evolution of the corporate wellness program.
Today, the use of technology platforms with a wellness program can serve as an effective tool to help build a workplace culture of health. Employers are increasingly looking at employee health from a whole-person view — recognizing its social, emotional, financial and environmental dimensions.
And industry players have grown from a vendor relationship to serving as trusted partners to their clients — providing the people, tools and processes to make ongoing healthy actions possible. Read more…
Most organizations are striving to help their employees improve their health and well-being.
While intuitively, this makes sense – healthier employees are certainly happier and more productive – it’s also a sound strategy from a business perspective.
A recent study from Limeade and Quantum Workplace shows that when employees believe their employer cares about their health and well-being, they are: Read more…
By Eric B. Meyer
More eagerly anticipated that the premiere of Paul Blart: Mall Cop 2, the Equal Employment Opportunity Commission yesterday released its proposed new rules on wellness programs.
If you want to have an employee wellness program that complies with the Americans with Disabilities Act, here are five (5) things the EEOC wants you to do: Read more…
Relying on a corporate wellness program as the main strategy for improving employee health is like throwing a drowning person a DVD on how to do the backstroke.
In both cases, the focus is on the wrong stage of the problem.
Most company executives recognize that addressing workplace stress, the direct and indirect cause of many health problems, must be part of any strategy to improve employee health and reduce health care cost. Read more…
By Ilyse Wolens Schuman and Michael J. Lotito
As promised during a Senate hearing conducted earlier this year, members of the House and Senate have introduced a bill seeking to reduce the legal uncertainly in administering employee wellness programs.
The Preserving Employee Wellness Programs Act (H.R. 1189, S. 620) would:
- Explicitly permit wellness programs to offer a financial incentive to participate; Read more…
As someone who worked in the San Francisco Bay Area during the dotcom boom, take it from me — employees LOVE perks.
Silicon Valley figured out a long time ago that all the things companies do for employees above and beyond a paycheck can be both a great lure for new talent, but also a great way to retain those you already have in the fold.
Of course, most companies in America don’t offer the kind of perks that Silicon Valley tech firms do, but as some recent research found, that doesn’t mean that those additional benefits above what you pay people aren’t a great tool for attracting (and keeping) top talent. Read more…
Editor’s note: Weekly Wrap is taking the week off. It will return next Friday.
By Ilyse Wolens Schuman
Recent actions by the Equal Employment Opportunity Commission were under scrutiny this week during a Senate hearing on wellness programs.
The EEOC bore the brunt of the criticism unleashed during the hearing for acting at odds with provisions the Affordable Care Act to promote the use of such programs. Both Democratic and Republican members of the Committee on Health, Education, Labor and Pensions advocated employer-provided wellness programs, and asked witnesses to explain the difficulties they have faced in implementing such programs. Read more…
If you get health insurance at work, chances are you have some sort of wellness plan, too. But so far there’s no real evidence as to whether these plans work.
One thing we do know is that wellness is particularly popular with employers right now, as they seek ways to slow the rise of health spending. These initiatives can range from urging workers to use the stairs all the way to requiring comprehensive health screenings.
The 2014 survey of employers by the Kaiser Family Foundation found that 98 percent of large employers and 73 percent of smaller employers offer at least one wellness program. (Kaiser Health News is an editorially independent program of KFF.) Read more…
By Howard Mavity
We are again running a Biggest Loser Contest among our 31 offices and will award prizes, beginning at $1,000, to individuals who lose the most weight.
I do not watch reality shows and am generally cynical about such programs. However, I am happily eating my own words. Employees are having fun with the contest and the competition has generated a lot of camaraderie and playful competition.
When I visit one office, someone will only half-jokingly ask me to leave donuts on the desk of one of their “weight loss foes” in the next office I visit. Folks have regaled me with their elaborate preparation and routine for winning the contest. Their approach reminded me of my pre-race and pre-fight preparation of a few years ago. Read more…
By Eric B. Meyer
The U.S. Equal Employment Opportunity Commission is obsessed with wellness programs.
Or, as the EEOC likes to describe them “‘so-called’ wellness programs.” And not in a “yay, so-called wellness programs are super” kinda way.
No, in recent months, the EEOC has initiated litigation against companies (example, example, example) claiming that they violate the Americans with Disabilities Act (ADA) and the Genetic Information Non-Disclosure Act (GINA) by both requiring medical examination and penalizing employees who decline to participate. Read more…