With the future of health care up in the air, the prevailing message at this year’s MBGH Conference was preparing for the unknown.
In addition to salary and compensation, shouldn't this beg the question: How do nonsalary/compensation benefits factor into the retention equation? Many companies derive value from enhancing their culture through workplace chaplains, health care clinics, life coaches, etc. Salary and compensation rightfully dominate the attention, but ought we also address the noncompensation and cultural aspects of retention as well?
—Big Picture, HR services, Illinois
When Iowa State professor Gregory Welk tested the accuracy of wearables, he found they could be inaccurate by up to 40 percent, which should be an eye-opener for any company’s wellness director.
It may be in the best interest of an employer to require vaccinations for its workforce. But the legalities and practicalities involved may present too many obstacles to make such a requirement worthwhile.
Stress exacerbates the leading health problems employees face, so employers should do more to combat it.
The University of Washington created an alternative wellness program by abandoning traditional fitness-first approaches and focusing on building an active and engaged community.
Imagine my shock when I heard that President Barack Obama has rejected prepping a plan B should the Supreme Court rule against the Affordable Care Act in the King v. Burwell case.No contingency plan; going it sans Plan B. If they rule against us, we’ll take a look at our options. Hoo boy.
Between 2014 and 2015, total premiums increased 2.6 percent — certainly modest compared to 2009, but a monstrous decrease from the 2000s.