Emergency room, urgent care, telemedicine, nurse hotline, specialist, primary care…there are a variety health care options when you’re faced with an injury or illness, but which should you choose?
This is likely a question your employees face on a regular basis. Choosing the most appropriate option can save them time and money, while the wrong choice can be costly for them and for your organization. Are you helping employees understand how to make this decision?
How is the use of mobile devices and social media impacting the business community?
The prevalence of mobile devices and the increasing use of social media bring both benefits and risks to the employer-employee relationship. With the constant evolution of technology and the active legal landscape, it can be hard to manage the issues in your workplace and keep your organization protected.
The D.C. Circuit Court of Appeals ruled last week that the EEOC’s final wellness regulations which address the impact of the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) on employer-sponsored wellness programs are arbitrary and capricious and sent them back to the agency for review. This ruling is significant because it is the first judicial challenge to the EEOC’s new wellness rules.
Handling employees who have medical conditions that restrict their ability to do their job - this is one of the most difficult and important topics employers face today.
The vast majority of employers with 50 or more employees are still offering health insurance, even with the passage of the Affordable Care Act back in 2010. Why do they do it? Employer funded health insurance still seems to be the key employee benefit that matters most to prospective employees. But if everyone is still doing the same thing, how can you stand out from the crowd? Below are a few essential categories that top performing companies value.
Core values are the heartbeat of your organization. You likely have values that address topics such as respect for all people, individual dignity, and trust among team members. But every day your organization can face threats to your values. These threats can come in the form of harassment, discrimination, retaliation, favoritism, and gossip.
You want your employees to become better health care consumers. To use preventative care measures, to choose urgent care over emergency room visits when appropriate, to consider the options when scheduling a test or procedure, to choose generic prescriptions when possible….you want them to make more informed health decisions.
But how can they do these things if they don’t understand basic health information and services? They can’t make smarter health care decisions until they understand the terms.
Employees can’t become better health care consumers without health literacy!
Employees are our greatest assets. But the recruitment, development, and retention of those employees doesn’t come without its complexities and challenges. From harassment and discrimination to FMLA, ADA, workers’ compensation, and more – there is a lot of noise in the HR world!
The Centers for Disease Control and Prevention recommends that adults get 150 minutes of moderate intensity physical activity each week. Research shows, and most individuals would agree, that engaging in regular physical activity, such as walking, enjoy the benefits of:
What if there was a device available that could help someone measure their activity or send hourly reminders to get up and move to increase daily physical activity levels? And what would this mean for workplace wellbeing?
You spend considerable time and resources crafting your benefits plan, striving to find a solution that’s best for your employees and for the organization. Once you’ve made the decisions and the plan is in place, how can you be sure your employees will use it? Or properly understand it?
The answer lies in your communication strategy!
