United Benefit Advisors Insight and Analysis Blog

The Future of Corporate Wellness – Where will we go from here?

Posted by: Valeria S. Tivnan, MPH, M.Ed.    Apr 11, 2017 9:30:00 AM

I am proud to say that I have been involved in corporate wellness since the mid-1980s. Helping employees live healthier and happier lives, as well as supporting employers with best-in-class tools to improve their cultures, have been my passion and purpose. I have witnessed and worked on corporate wellness since the time when physical health was the most important aspect of workers’ health. I cannot say I have worked with wellness since its inception, though. Corporate wellness has been around longer than many people think. To predict the future of wellness, we must understand its past.

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Topics: wellness, employee wellness, health risk assessment, UBA Health Plan Survey, return on investment

The Shift Away from Health Risk Assessments

Posted by: Sierra Sullivan    Nov 29, 2016 11:02:48 AM

Historically, employers have utilized health risk assessments (HRAs) as one measurement tool in wellness program design. The main goals of an HRA are to assess individual health status and risk and provide feedback to participants on how to manage risk. Employers have traditionally relied on this type of assessment to evaluate the overall health risk of their population in order to develop appropriate wellness strategies.

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Topics: wellness, health risk assessment, LHD Benefit Advisors, UBA Health Plan Survey, biometric screening, population health strategy, outcome-based wellness programs, Sierra Sullivan

EEOC Files Suit Over Wellness Program

Posted by: Linda Rowings    Sep 9, 2014 1:32:00 PM

The Equal Employment Opportunity Commission (EEOC) has sued an employer because the penalty it applied for not participating in its wellness program was, in the eyes of the EEOC, so high that participation was not, as a practical matter, “voluntary.” Under EEOC rules, an employer may conduct medical examinations, which includes obtaining medical histories and blood draws, only in limited situations. One of those permitted situations is a voluntary wellness program. Because the program did not qualify as “voluntary,” the questions employees were asked about their health on a health risk assessment, a blood draw, and a range of motion assessment violated the Americans with Disabilities Act (ADA), according to the EEOC’s Complaint.

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Topics: employee engagement, wellness, ancillary benefits, health care costs, ACA, disability management, voluntary benefits, employee satisfaction, UBA Partner Firm, employee benefits, hr consulting, health care reform, health care reform, health care, wellness programs, absence management, absenteeism, disability insurance, health risk assessment, PPACA Affordable Care Act, employee health, insurance solutions, medical plan, self funded health plans, HRA

Overcoming Employee Disengagement

Posted by: Bill Olson    Aug 27, 2014 2:31:00 PM

By Peter Freska, CEBS, Advisor
The LBL Group 
A United Benefit Advisors Partner Firm 

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Topics: employee engagement, wellness, ancillary benefits, health care costs, ACA, disability management, voluntary benefits, employee satisfaction, UBA Partner Firm, employee benefits, hr consulting, health care reform, health care, wellness programs, absence management, absenteeism, disability insurance, health risk assessment, employee health, insurance solutions, medical plan, self funded health plans, HRA

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