The program honors growing companies (with five to 1,000 employees) for their commitment to outstanding benefits.
At the same time, employers are constantly reminded of the legal constraints they face in attempting to increase the level of wellness program participation.
In addition to fostering morale and worker satisfaction, enrollment serves as a good time to distribute required employee notices.
“Seeing employers make innovative changes aimed at prevention and wellness instead of just shifting costs around is like a breath of fresh air,” said Nancy Kennedy
Most American workers value their employer-provided health insurance.
A worker could be laid off after May 31 but still have a portion of the maximum 15 months available for the subsidy.
Both companies and health insurers have a vested interest in taking a proactive approach to wellness.
Employers should focus on some key elements in designing and offering a voluntary benefits program.
“Health assessments . . . have been proven effective in reducing health care cost trends and improving population health and productivity,” the report’s authors wrote.
Already, health care reform is changing benefit plan designs.