Several states have shuttered their marketplaces because of technical problems.
More employers are deploying wellness programs but implementation and effectiveness remain elusive.
Employers should still think long and hard (and only after engaging in the interactive process) before denying an extended unpaid leave of absence under the Americans with Disabilities Act.
A recent study indicated that 48 percent of respondents believe they will need $50,000 to pay for individual health care costs in retirement, but the true cost is estimated at four times that amount.
About half of large employers offer wellness programs hoping to reduce health care costs and improve worker health. Yet results are a mixed bag.
Ten of the 22 lawsuits filed or settlements reached by the EEOC in May included allegations of disability discrimination. That’s a .455 batting average, which is none too shabby in anyone’s book.
Let there be no doubt about it, as Affordable Care Act compliance draws near, organizations without ACA systems in place could be on the hook for costly penalties.
The Chicago-based health care benefits software firm received a $51 million infusion of cash from Great Hill Partners.
With dynamic change coming to the health care industry, we are looking at redesigning our training road map. How do we keep pace with the changes to make sure our career development programs are touching on the most vital things? — Staggered, human resource executive, health care consulting, Illinois
Questions about medical conditions during interviews taints the entire process.
While telecommuting as a reasonable accommodation remains the exception, the line that separates exception from rule is shifting as technology makes work-at-home arrangements more feasible.
Just because an employee cannot return to work at the end of FMLA leave does not mean you can always terminate the employee. ADA obligations still exist.
The deal, announced April 9, extends Guardian’s reach into the state-run Medicaid and Children’s Health Insurance Program markets.
Until the courts sort these issues out, prudent employers should tread carefully and consult with their employment counsel before disciplining or firing any employees who are using legally prescribed marijuana away from work.