Employee well-being greatly impacts employee productivity, turnover and ultimately the organization’s bottom line. Effective well-being programs integrate physical health, mental health, safety and financial wellness to help employees manage their day-to-day needs, obtain future goals and prepare for the unexpected.
Historically employers would have been able to accomplish this by providing health insurance, retirement benefits and life insurance. Today’s workforce needs more. Progressive employers are now considering employees’ emotional, physical, social and financial wellness along with their safety and career development when supporting the employees day-to-day, future and unexpected needs.
Our unique and integrated approach provides employers with operational efficiencies and puts the employee at the center of the well-being equation. We use data to guide decision making, have a clearly defined action plan that is implemented effectively and continuously reviewed throughout the program to identify areas of opportunity.
By focusing on the well-being of your employees, you can optimize your operations and become an employer of choice that attracts and retains talented contributors.
While driving can be dangerous, there are many things employers can and should do to eliminate unnecessary injuries by reducing the factors within their control. In addition to having a comprehensive fleet safety program, employers can consider the following risk-management measures. Any efforts that reduce the risk of an accident are efforts worthy of your time. It is in everyone’s best interests for you to continuously evaluate ways to minimize these risks and protect people from unnecessary injury.
Introducing our 2020 MarketPulse trend report, where we discuss what our clients and other employers are doing to manage risks, promote employee productivity and morale, reduce costs and improve their organizations as a whole. This year's trend study report focuses on strategies employers can use to respond to the constant changes and challenges they face today including exploring cost-saving options to combat increasing healthcare costs, offering financial wellness and benefits strategies to address employees' personal financial challenges and improve engagement and productivity, implementing strategies to effectively manage workplace injuries and reduce the overall cost of claims and responding to the risk of business disruption and ever-evolving cybersecurity threats. In addition to a discussion of each trend, you will find supporting materials at AssociatedBRC.com/MarketPulse.
Download the PDF: MarketPulse 2020
The Americans with Disabilities Act (ADA), passed almost thirty years ago, was the first comprehensive federal law that addressed the needs of individuals with disabilities by prohibiting discrimination in employment, communications, public services and public accommodations. Modeled in large part after the Civil Rights Act of 1964, Title I of the ADA generally prohibited discrimination against employees with disabilities but also imposed additional obligations for employers to provide reasonable accommodations for their employees with disabilities.
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