The Affordable Care Act has changed the way HR managers are considering all employee benefits — especially those that have previously been considered ancillary add-ons. With all the changes and choices employers have had to make about health insurance coverage, many are weighing the decision to offer benefits in a new defined contribution model.
Employees may have started the year with lifestyle changes and goals — such as quitting smoking. Although quitting is a personal decision, as an employer, you still can support them as they follow through on their New Year’s resolution to take charge of their health.
What do you do with an employee who has exhausted Family Medical Leave Act (FMLA) for his or her own medical condition? Are you required to extend time off beyond what is approved by FMLA? From an economic and legal standpoint, is termination your only option?
Over my 30-year career in rehabilitation, I’ve worked with employers in hundreds of industries, each with unique questions and concerns when it comes to accommodating their employees. As a vocational consultant, it’s my responsibility to understand each employer’s specific needs and best recommend an individualized support plan to help bring employees back to work after a disability absence or stay at work through an accommodation.
I’ve previously written about how employees can often work through depression and what an employer can keep an eye out for in regard to signs and symptoms. But what can an employer do if an employee has gone on a disability leave to seek treatment for a serious bout of depression?
Weight loss strategies are everywhere. They pop up on our computers, our cellphones and televisions because they have an audience. Consider this: In 2009, more than one-third of U.S. adults (35.7 percent) were considered obese.