Boosting risk-assessment numbers: The role of medical privacy knowledge
Worried about low participation rates in company-sponsored health-risk assessments? Employees’ lack of knowledge about their medical privacy rights could be to blame.
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Learn MoreWorried about low participation rates in company-sponsored health-risk assessments? Employees’ lack of knowledge about their medical privacy rights could be to blame.
Many companies have reached the end of the line in terms of how much healthcare costs can be passed on to employees.
One of the few strategies that’s actually helped contain healthcare costs in recent years:
Periodically, we like to offer success stories from HR pros from across the U.S. This account of how one employer’s wellness program helped staffers both physically and financially comes courtesy of Tim O’Neil, manager of employee health and financial wellness at Meredith Corp., Des Moines, IA.
When it comes to complying with the Consolidated Omnibus Budget Reconciliation Act — or COBRA — mistakes will happen, and courts understand that. But it’s egregious errors like this they won’t stand for.
In the past few years, there’s been an explosion of employers – of all sizes and from all business sectors – looking to start wellness programs to contain their long-term health costs. And when wellness programs are conceived and carried out properly, they’ve been proven to get results.
In the battle to contain healthcare costs, it’s easy to overlook one key cost-driver — employees’ dependents.
Everybody hates performance reviews. That’s a given. But there are ways to move them out of the “dreaded chore” category into the file titled “engagement tools.” Performance reviews are often badly done and serve to de-motivate employees — or worse, give them a weapon to sue the company. What’s wrong with this process? Here are…
Performance reviews: The most-dreaded procedure in every workplace, painful for workers and managers alike. Here are some thoughts about why they’re often not effective, and how HR can help managers understand just how reviews should be useful to both employer and employee.
Many companies have been operating wellness programs under the belief that when a participant’s medical history is used, no incentives/penalties can be tied to the program. Now the feds are saying that’s not the case.
It took a while, but employers finally have some sold guidance on how to design their wellness program incentives so they don’t violate the ADA.
Finally, employers have the info they’ve been seeking on how to design their wellness programs so they don’t violate the ADA — or other federal laws.
The EEOC’s recent guidance concerning employers’ use of criminal background checks on job applicants comes down to two words: Individual assessment.
HR pros take note: The Equal Employment Opportunity Commission (EEOC) has taken its second wellness program to court.
Republicans’ predicted assault on what some employers perceive as over-aggressive federal agency enforcement of employment laws may have just begun — and they haven’t even taken control of Congress yet.
As the talent market tightens, the pressure on HR to recruit, hire and retain high-performing employees is more intense than ever. Finding the best-fit candidate starts with the screening process. Companies of all sizes are seeking that perfect employee as the demand for talent quickly exceeds the supply. You’ve no doubt heard that the cost…
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