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One employee coughing and sniffing into the tissue can be an alarming sign for others, as transmission of the seasonal flu virus is quick, if adequate measures are not taken. Awareness is a powerful tool to reduce the negative impacts of a flu outbreak in your office. To keep your business running smoothly and efficiently during flu season and beyond, it is important to ensure that you do the best for your employees to stay in good health and remain flu-free.
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In business, there are many things you can predict and forecast with some degree of analytical certainty and that information often guides future planning and preparation. Despite it being a known event each year, flu season catches many businesses off guard and unprepared. However, even though we know flu season happens annually, some years such as this take us all by surprise. The 2017-2018 flu season has been one of the most active in recent years, with the CDC reporting widespread illness for most of the season.
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It is imperative that the impact of work-related stress and the negative impact of distress be incorporated into the organization’s enterprise-wide risk management framework. A Bloomberg study conducted in 2013 revealed that South Africa is the second-most “stressed” country out of a study of 74 countries. This is hardly surprising given the high prevalence of political instability, economic uncertainty, high unemployment and growing crime rates in South Africa.
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Most US employers offer workplace wellness programming, however only half of those programs actively address mental health concerns1. When wellness programs do address mental health concerns their primary focus is typically limited to depression or stress management1. This lack of mental health programming, and indeed the lack of broader mental and emotional health programming focused not just on pathology, but also general mental and emotional well-being misses a significant portion of wellness.
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Well-being is a prominent topic today. Studies are outlining the benefits of introducing holistic well-being programs. Yet, some companies still fear the apparently high cost and time commitments. With rising medical bills, often due to poor lifestyle chooses, and increased presenteeism, can your company really afford not to implement a well-being strategy?
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This is the second in a series of articles by which the Spencer Fane LLP Employee Benefits Practice Team will explain key changes made in the employee benefits area by the Tax Cuts and Jobs Act (Public Law 115-97), which was signed into law on December 22, 2017.
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“A wealth of information leads to a poverty of attention,” was coined in 1971 by Nobel Prize winner and psychologist, Dr. Herbert Simon. Forty-six years later, this statement holds more weight than ever for healthcare consumers.
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The American workplace has never been afraid take more than its fair share when it comes to time. Now, as smart technology coupled with global scale enable 24/7 connectivity, our work is a bigger part of our lives than ever before. We are seldom without our smartphones and laptops, so the office goes wherever we go.
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Without great leadership a CEO is stagnant only concerned for the status-quo. Mills in his book, Leadership: How to Lead, How to Live, argues that leaders play a critical role within companies and fundamentally affect the way corporate functions run. The question arises whether employee well-being and staff satisfaction can be a source for CEO effectiveness. This basic question remained unexplored to date.
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