Managing workplace absenteeism

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Recently, there has been a great deal of attention given to the problem of workplace absenteeism. According to the most recent information from Statistics Canada, the average Canadian worker was away from work for the equivalent of almost two weeks in a year.

To read more on this topic, please visit Kim Siddall’s latest Benefits Canada article here.

What employers need to know about rheumatoid arthritis

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As rheumatoid arthritis (RA) is a leading cause of disability and can be a significant claims cost driver, it’s important to understand how RA impacts those who have been diagnosed with it and what employers can do.

To read more on this topic, please visit Kim Siddall’s latest Benefits Canada article here.

Canada’s off-label drug problem

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Canada has no process in place for monitoring off-label drug use. For public and private drug plans struggling to contain increasing drug claims, should their plans cover off-label use prescription drugs?

To read more on this topic, please visit Kim Siddall’s latest Benefits Canada article here.

Games employees play

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As employers look for new and innovative ways to engage employees in wellness and motivate employees to commit to healthy behaviours, while reducing their healthcare costs, gamification is becoming more and more prevalent.

To read more on this topic, please visit Kim Siddall’s latest Benefits Canada article here.

Aligning corporate culture to benefits strategy

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Employers look to their employee benefits plans as a means to many ends. However, the structure and content of a benefits plan can also be designed to reflect an organization’s corporate culture.

To read more on this topic, please visit Kim Siddall’s latest Benefits Canada article here.

A delicate balance: Disability management and privacy

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The rising costs of absenteeism and disability have compelled many organizations to put a new emphasis on actively managing disability claims in their organization.

To read more on this topic, please visit Kim Siddall’s latest Benefits Canada article here.

Culturally specific health and wellness

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Many workplaces have adopted recruitment and retention practices aimed at Canadian Aboriginals. However, while these same employers are already engaged in workplace health promotion efforts, lagging behind are health and wellness initiatives aimed at the challenges faced by this population.

http://www.benefitscanada.com/benefits/health-wellness/culturally-specific-health-and-wellness-43933

A broader view of wellness

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The role of wellness in the Canadian workplace has been increasingly embraced by employers as a key piece of their total health management strategy. A trend we see emerging in the workplace wellness space is a broadening of what wellness is. This more holistic view began with employers understanding the impact of psychological health on workers.

http://www.benefitscanada.com/benefits/health-wellness/a-broader-view-of-wellness-42641?utm_source=EmailMarketing&utm_medium=email&utm_campaign=Daily_Newsletter

The role of advocacy in the Canadian benefits environment

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The American benefits landscape has been the birthplace of a number of strategies that have migrated here. These programs are intended to reduce costs for employers, increase employee productivity and reduce the incidence of disability claims. A similar strategy, which is gaining more attention in the U.S., is benefits advocacy.

http://www.benefitscanada.com/benefits/health-benefits/the-role-of-advocacy-in-the-canadian-benefits-environment-41349?utm_source=EmailMarketing&utm_medium=email&utm_campaign=Daily_Newsletter