Employee well-being and wellness programs are more than just trendy buzzwords. In fact, many employers are integrating wellness into their culture and seeing great results. No matter the size of your budget, wellness programs are possible for all businesses—big and small.
Boosting employee well-being is a common goal for most employers. However, despite investing a lot of time and money into building a great wellness program, many employers still see poor participation rates.
A federal district court vacated the U.S. Equal Employment Opportunity Commission’s (EEOC) rules on how employers’ wellness programs must comply with the Americans with Disabilities Act (ADA) and Genetic Nondiscrimination Act (GINA).
A new survey has found that when it comes to wellness programs and initiatives, many employers are not effectively getting the word out to their employees. Meanwhile, it reveals that many employers may have objectives for their wellness programs that may be misaligned with their original purpose.
Chances are you’ve never thought that you were invisible. But there’s a good chance that the impact of some of your actions are. A study shared at the annual International Sedentary Behavior Network on Physical Activity (ISBNPA) conference revealed how infrequently people mention an all too familiar act: sitting.
With daylight saving time officially coming to an end on Sunday, November 5, it may be time for working Americans to take advantage of that extra hour of sleep. According to a new survey from Glassdoor, three in four (74%) full and part time employees say they get less than 8 hours of sleep on […]
A federal district court remanded the U.S. Equal Employment Opportunity Commission’s (EEOC) wellness program rules, finding it unclear how the rules’ 30% threshold met the Americans with Disabilities Act’s (ADA) requirement that wellness programs be “voluntary.”
A new study explores the complexity of managing benefits and the value of multiyear planning to better position Human Resources as business strategists to the executive suite.
Did you end last year’s open enrollment with a list of things you wanted to improve? One prominent item on HR’s list of open enrollment enhancements is often the use of video communication. If it’s on your list, read on. In fact, if video isn’t on your list (or even your radar), read on anyway. You may find reasons to add it before we’re through.
The Internal Revenue Service (IRS) is seeking to discourage arrangements in which employees can obtain large wellness incentive payments in exchange for a relatively minor after-tax contribution. Contrary to their promoters’ claims, these setups cannot enable employers to finance wellness incentives solely by reducing their employment tax liability, the IRS warned.