For an employer-sponsored wellness program to hit a home run, two factors must be in place. First, the program must address wellness issues important to your unique employee population. Second, the incentives for participation must be just right.

THERESA DEW
HR Manager 

In a recent blog on private health exchanges, we outlined the basics of this innovative benefits strategy and why many employers are using this to control health care costs. 

Private exchanges are a hot topic in employee benefits, and they're continue to pick up steam. [Our May 16th HNI U event on the topic has shattered our previous record for webinar registrations, and more and more people are signing up to learn more every day!]

With all the talk (and action) about healthy employees being the key to reducing employer health care costs, a conversation has begun about the benefits of holistic wellness programs — those that go beyond a fitness membership to address the well-being of the whole individual.

The Affordable Care Act (ACA) encourages worksite wellness programs to become part of the national public health strategy.

JENNIFER FREDRICK
Post Loss Administrator

Reporting workers compensation claims in a timely manner is important.  While late reporting of workers compensation claims by the employer does not affect the employee's benefits, it often causes issues with claims handling process and usually increases the cost to the employer.

Affluent customers for years have turned to “concierge” medical care to escape crowded waiting rooms, receive more personalized attention, and gain access a wider range of treatments without long waits and bureaucratic runaround.

Employee health matters. Sick employees are less productive, and the costs of treating their chronic illnesses pile up.  Employers have a vested interest in helping employees live healthy lifestyles and manage their health effectively.

The cost of employee health benefits continues to be a burden for many employers that are struggling in the difficult economy. Offering competitive benefits is important to recruiting and retaining employees, but it is also more difficult as costs continue to skyrocket and uncertainties about the future continue to be a drag on many businesses.   

Starting in 2014, health care reform will allow for larger incentives associated with wellness programs – up to 30% of total premium for single coverage – so now is a great time to consider revamping your wellness efforts.  Have you tried adding a walking component to your program?