One of the biggest challenges for firms with wellness programs is to encourage employees to exercise without interfering with their work responsibilities.
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When it comes to obtaining and using employees’ health info, your firm’s health plan has more rights than you may think.
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At the end of the day, is it worthwhile to ban smoking on the premises at your company?
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People are finding creative ways to participate in wellness programs without losing productivity at work. But is that a good thing?
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Quitting smoking at any age can improve a person’s health. And believe it or not, older employees often fair better with smoking cessation than younger workers.
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If you have a wellness program — or are considering one — there may be help available that won’t cost your firm an extra dime.
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There’s no other employee health threat that costs organizations more – in both financial and human terms – than cancer.
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In the battle to control health costs via wellness programs, many employers overlook a key cost-driver: employees’ dependents.
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Expectant mothers have a lot to plan before a baby arrives. So it’s not surprising many of these employees neglect researching their benefits.
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Wellness programs come in all shapes and sizes. But regardless of plan design there are five common components that set the successful programs apart from the rest.
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