Commentary: Here are some tips from blogger Jeff Hyman on how to ensure employers wellness programs are on track, including top-level buy-in and consistency.
Opinion: While some thought that expensive, broad-based health screening programs were a thing of the past, the AHA's policies may support practices that should have been abandoned long ago.
Funding for Social Security Disability Insurance is set to run out by 2016, and if no further action from Congress is taken, SSDI recipients could see a 20% reduction in benefits.
Employers are spending more money to keep their employees healthy, even if it means sacrificing other benefits.
Weve heard of buyers remorse, but vacation remorse? A new survey suggests one-in-three senior managers said taking too little time off was the biggest mistake they made with their last vacation.
Wondering if your wellness program is delivering the goods or just delivering good profits to your vendor? Intel and GEs joint venture Validation Institute will tell you. Think of it as a new sheriff in the wild west of wellness ROI, armed with science and a calculator.
A nearly 7% spike in health care costs in 2015 can be attributed to a revitalized economy, the modernization of health care technology and the drastic increase in specialty drug use.
The ACA has increased incentives for employees to quit smoking, but employers are wondering where e-cigarettes fit into the equation.
Commentary: Blogger Sam Fleet submits that in order for a wellness initiative to be truly comprehensive, benefit advisers and their employer clients must look at other components of employees lives.
More than 80% of employers with 50 or more employees offer wellness programs and more than two-thirds offer financial incentives to employees, yet many employers still say their wellness programs dont work, according to Elizabeth Bierbower, president of Humana's employer group segment. Here are 6 mistakes she says employers often make with their wellness programs that advisers can help them avoid:
Virtually all large employers are committed to conventional wellness programs. Because of this market saturation, wellness vendors and their commercial partners, benefits consultants, are now setting their sights on smaller employers. These groups would do well to learn what hasnt worked in wellness and avoid wellness programs built around health risk appraisals, biometrics, and preventive medical care.
Commentary: One of Americas most enduring mysteries is why the organizations that pay for most health care dont work together to force better value from the health care industry.
Most people wouldn't buy a car without shopping around and doing some online research first. Youd think that people would show similar interest when shopping for health insurance.
As employers face growing challenges with employee disengagement, many are looking toward wellness programs as the surest route to improve morale and workplace culture. And while the Affordable Care Act offers improved incentives to support workplace wellness programs, employers arent rushing to take advantage of them.
More than two-thirds of Americans say that work is a major source of stress, according to the American Psychological Association. This is evidence enough that both employers and employees need to figure out whats triggering the stress and find a solution. However, new research from Towers Watson indicates that employers and employees couldn't be any farther apart when reporting their top sources of stress.