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Why is it so difficult to ensure your wellness program complies with the ADA and GINA?

Let’s say that one of the components of your wellness program involves biometric screening that uses discounts on insurance premiums as an incentive to get people to go through the screening. The government has seen fit to issue all sorts of regulations that control the way that many common wellness program practices can be performed. What are you supposed to do now?

How caregiving fits into a holistic employee wellness approach

Caregiving is having a tremendous impact on employee health, touching many of the other health dimensions — quite possibly all of them. Caregiving for a loved one is a very important aspect of our lifecycle but it comes with great demands that need to be addressed — especially in the workplace.


Case study: How Waunakee School District achieved a 5-year rate hold on health insurance by developing an agreement of shared accountability with local provider

Often it’s difficult to tie an employee wellness program to a solid return on investment, but when your commitment to health and wellness results in an unprecedented 5-year rate freeze for health insurance, the task becomes much easier. The rate freeze means that while health insurance rates are increasing by double digits for many employers, Waunakee School District will enjoy no increase for at least five years. This will result in an estimated savings of $2.5 to $3 million.
 
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