05/13/2013
Studies show that work/life programs can help improve employee engagement and productivity. But you may believe effective strategies are expensive and require a big-business budget. Not true.
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05/06/2013
UnitedHealthcare execs have an ulterior motive for encouraging their employees to volunteer in the community: It’s good for their health.
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04/29/2013
There’s only so much an organization can do to help employees with their work/life balance. Some of it has to be up to them. Five simple steps:
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04/15/2013
In 2005, Georgia Power discovered that more than 53% of its 8,500 employees had or were at risk of developing a chronic health condition. Since then, the utility has enrolled thousands of employees in its “Southern LifeStyle” wellness program, helping workers slim down, eat healthier and cut their risk for diseases.
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03/01/2013
Convenience store chain Sheetz has cut the ribbon at a new employee health and wellness center next to its distribution center in Claysburg, Pa. Its “Center for Shwellness” partners with Marathon Health to offer free health and wellness coaching for employees and their families.
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01/11/2013
At Eli Lilly and Co. in Indianapolis, a diverse workforce is one that includes working parents. Steve Fry, senior VP of HR and diversity, says, “Family-friendly work schedules and benefits are about having lower stress levels, maintaining better health and enabling a stronger focus when at work––all leading to enhanced engagement, increased innovation and ultimately better results.”
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10/29/2012
Execs at Cleveland-based KeyBank figure there’s something to be said for keeping the same medical administrator on staff for more than a decade. In fact, they call it part of their “commitment to wellness.” The organization’s aim: to drive down medical costs by helping employees improve their health and become more involved in their own well-being.
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10/16/2012
Flex is becoming as coveted by businesses as it is by employees. Organizations, it seems, need as much flexibility when it comes to staffing as employees do when it comes to balancing work with personal commitments. Here are seven ways your organization can benefit as much as its employees do from offering time-and-place flexibility.
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07/30/2012
At Chicago-based PortionPac, plenty of siblings work side by side, and parents often have their adult children as colleagues. Management at the cleaning-fluids manufacturer makes sure those family members have plenty of time to spend with the ones who don’t work there.
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06/22/2012
A choice of work hours and the option to telecommute aren’t the only ways organizations can offer flexibility to employees. If your organization wants to expand its flex options, here are some suggestions:
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06/18/2012
As more organizations allow employees to adjust their schedules and telework, it puts pressure on other employers to offer the same flexibility—or lose out when it comes to recruiting and retaining quality workers. A recent study of employers' workplace flexibiliity practices uncovered eight trends you need to understand.
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03/29/2012
Rather than reinvent the wheel, “borrow” some of these unique, low-cost benefits from employers on Fortune magazine’s “100 Best Companies to Work For” list, which includes several small and midsize businesses.
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03/13/2012
HR Law 101: Your supervisors probably understand that they can’t pay a male more than a female to perform the same job or dole out promotions only to males. What they may not appreciate are the more subtle forms that gender discrimination may take. They may not make an effort to scrutinize their decisions to uncover any entrenched patterns of discrimination and practices that discourage women from applying for promotions or asking for raises ...
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01/24/2012
When employees hunch over keyboards all day, all the motivational posters in all the break rooms of the world won’t improve their health. Solution: Deliver practical, actionable advice directly into employees’ e-mail in-boxes. Learn how one company did it with great results.
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11/24/2011
Every employer seems to be jumping on the wellness bandwagon in an effort to curb health care costs. But it’s always been hard for HR to prove its wellness investment is worth it. Reason: the inability to nail down a return on investment (ROI) on wellness programs. Now, a host of new approaches and tools have come to the rescue.
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