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Dated: 07-28-2015
Welcome to this month’s edition of Employee Benefits and Wellness Excellence Essentials. As many of you reading this are aware, it’s summer. Of course, we, New Englanders, have a saying, “If you don’t like the weather, just wait 15 minutes.”While we may be in the doldrums of summer now, fall and winter are right around the corner. As any typical New Englander, I am no stranger to rapidly changing seasons.
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Dated: 07-28-2015
Everyone wants to be happy. The interest in happiness courses, happiness tools, and tricks has skyrocketed in the last ten years.There has also been an increase in the research into the neuroscience of happiness. We have done research on the science behind happiness at work, and most of the things that make us happy (like exercise and eating well) are well-known.
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Dated: 07-28-2015
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Dated: 07-26-2015
Employers have total control when it comes to creating and maintaining a culture of health within their population. The most innovative employers are no longer taking health care increases in stride, but rather seizing control by leveraging technology to predict and influence their health care costs. These leading-edge companies are not just modeling hypothetical scenarios when it comes to their population’s health, they are applying what physicians have been doing for years on a wider scale, using readily available data that most all companies have on hand today. These advanced companies have learned to take de-identified health data, drive personalized health interventions to their employees by connecting them to their Health Ecosystem, and essentially influence their future health care costs.
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Dated: 07-27-2015
This year’s edition of the Edenred Health and Wellbeing Research found that despite the belief that well-being improves business performance; the majority of employers are failing to put the right strategy in place to support their employees. So, what should organization be doing? Our research identified seven action areas for any employer who wants to improve health, well-being, and employee performance.
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Dated: 07-28-2015
The American workplace has become increasingly diversified over the past few decades, with Latino employees becoming the fastest growing demographic of the American workforce. Latinos make up 16 percent of today’s employees1 and the Pew Research Institute only expects this growth to continue2 with estimates showing that one in three working Americans will be Latino by 2050.1 Therefore, HR professionals should recognize the necessity to better tailor their benefits offerings and benefits communications to meet the needs of their Latino employees.
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Dated: 07-28-2015
With the number of defined benefit plans in decline, pension provision through defined contribution arrangements is very much the norm. However, engagement from employees is needed if this form of saving is to produce a satisfactory outcome for both employees and employers. When defined benefit pensions were standard, engagement was not so critical. Effective communication was about informing and, perhaps, encouraging appreciation of the value of the benefit.
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Dated: 07-28-2015
Imagine this: In addition to working full-time at a fast-paced and sometimes stressful job, you serve as the caregiver for your aging parents. While you try to minimize the ripple effect of your caregiving responsibilities, these personal commitments are beginning to impact your professional productivity.Unless something changes,you’re worried that you’ll start missing too much work and have to consider changing jobs or reducing your hours.
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Dated: 07-27-2015
Millennials are feeling the crush of student debt (see the panel below)—but they aren’t the only ones. Generation Xers and Baby Boomers are also struggling to pay off their student loans or the loans they incurred to fund their children’s education.
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Dated: 07-27-2015
A group health plan is defined as an employee welfare benefit plan established or maintained by an employer or by an employee organization (such as a union), or both, that provides medical care for participants or their dependents directly or through insurance, reimbursement, or otherwise.
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