If employee wellness wasn’t a top priority before health reform was passed, it probably is now.
The problem, of course, is that salary and bonus increase budgets have gone dry — so employers can’t motivate with money. The good news:
With more Benefits pros relying on technology to get info to workers, it’s easy for those without regular access to e-mail or the Internet to get left in the dark.
Healthcare reform is obviously not what everyone wishes it could be. Everyone wishes costs were lower, for example. But that’s not to say it’s completely devoid of redeeming qualities.
May is Employee Health and Fitness Month, so we figured now’s the perfect time to share some tips on boosting health and wellness program participation.
You’ve heard it before: For every $1 you spend on wellness, you’ll save $3 to $4 in healthcare costs. Sounds great. But how do you know for sure your wellness program’s working?
Most employers start a wellness program for the potential healthcare cost savings. But new research has shown they’re great for more than just padding the bottom line.
Healthcare costs are on pace to increase at record lows this year. That’s the good news. The bad? This trend won’t last.
In 2010, more than two dozen provisions under the healthcare reform law kicked in. And in 2011, there’s plenty more for employers to worry about.
If you’re an industry in the middle – between the essentials, where it’s all-hands-on-deck, and the non-essential, where no one is permitted onsite – you must keep employees safe.
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