By Bob Christenson
Don't look now, but same-sex benefits just went from "cutting edge" to "needed yesterday." As a result, employers across the country must make immediate -- and in some cases, retroactive -- changes on a number of fronts, including tax withholding and eligibility for employee benefits.
There's More to Wellness Program ROI than Medical-Cost Savings
By Ronald J. Ozminkowski
The value conversation about wellness programs needs to encompass factors beyond medical savings, driving the health-management industry to find new ways to show employers the return on investment.
What's Missing from Health and Wellness Programs?
By Heather Zeitz
Employees may be participating, but are they really engaged? Are they just going along to get the incentive? Many programs offer information and guidance, but not the kind of help employees really need to make lasting, healthy changes.
More Than Money?
By Kecia Bal
New reports highlight the need for HR leaders to shift their thinking on how to gauge return on investment for wellness programs.
Employer, Can You Spare a Dime?
By Tom Starner
With the ongoing credit crunch, many employees are finding it hard to get short-term loans. But employers that are considering filling that void via workplace loans should tread carefully, experts caution.
By Tom Starner
For now, private healthcare exchanges are a blip on the employer-provided healthcare screen, but, within the next few years, that could change dramatically. And employers should pay attention.
Helping at Home
By Jill Cueni-Cohen
With the recent rise in the number of children diagnosed with some form of autism, an increasing number of employees now face overwhelming challenges at home. But experts say employers can -- and should -- help their workers who care for special-needs children to better balance home life and work life.
The Flexibility Bias
By Lin Grensing-Pophal
A new study shows workplace bias against those who use flexible-work arrangements -- often for child-care needs -- may increase employee dissatisfaction even among those who don't have children. But can HR help to eradicate such bias within an organization?