Just how serious is the obesity epidemic to companies?
Obesity may not yet be an official disability under federal employment law. But as a recent case shows, it might as well be.
When it comes to wellness programs, the two biggest goals have always been: a) Get employees to lose weight, and b) get them to stop smoking. But a recent study gives employers a better idea of what their No. 1 wellness focus should be.
Can employers have a formal policy against hiring obese workers? A hospital in Texas thinks so.
Another federal court has ruled that morbid obesity qualifies as a disability – even if it’s not caused by an underlying medical problem.
A new study has revealed two more reasons to encourage obese employees to join weight loss programs.
There’s one question many companies aren’t asking that could pinpoint who would benefit most from your wellness program.
Can obesity qualify as a disability? The folks at the Equal Employment Opportunity Commission say yes.
By now you know all about the massive healthcare bills smokers, poor eaters and couch potatoes can rack up. But you may be surprised to hear how much they’re costing you in another vital area.
Programs that encourage workers to quit smoking are great. But there’s one problem employers need to keep in mind.