Can Discouraging Soft Drinks Encourage Happier Workers?

Can Discouraging Soft Drinks Encourage Happier Workers?

HR leaders actively promoting healthy lifestyles among workers may have a new challenge to face – convincing employees to consider giving up their daily soft drinks. When compared to health risks such as smoking, a sedentary lifestyle or inability to manage stress effectively, simply drinking colas and similar popular drinks regularly could sound harmless. However, mounting evidence shows regular consumption of both the sugar containing and diet varieties of these drinks are linked to significant health problems, raising the possibility that employees should be educated about this connection and encouraged to break the daily soft drink habit. For example, Harvard scientists published research in the journal Diabetes Care in 2010 involving over 300,000 participants that revealed drinking one to two sugar-containing soft drinks a day raised the risk of type 2 diabetes by 26%. They also found these drinks boosted the risk of obesity and metabolic syndrome, which, according to …

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New Research: Employers Shifting Benefits

New Research: Employers Shifting Benefits

Despite the fact organizations are facing rising health care costs, many employers are directing more of their financial resources toward wellness and health benefits, according to new research conducted by the Society for Human Resource Management (SHRM). However, this shift comes at a price. Evren Esen, director of SHRM’s Survey Programs, pointed out in a media statement that as health benefits increase, other perks are being cut. For example, the 2014 SHRM Employee Benefits Survey shows a trend toward decreasing employer provided financial and compensation benefits such as tuition assistance, dependent care flexible spending accounts, and executive incentive bonus plans. Health Benefits Remain Key The 2014 SHRM Employee Benefits Survey, sponsored by Colonial Life & Accident Insurance Company, queried 510 randomly selected HR professionals about 300 benefits and found that health benefits remain of prime importance – 98% polled offer some type of health care coverage to their full-time employees. According …

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5 Tips for Communicating Your Benefits Package When You Make a Job Offer

5 Tips for Communicating Your Benefits Package When You Make a Job Offer

When your organization provides a mix of benefits as part of its compensation package, it can be challenging to explain them all to candidates as you make a job offer. You want prospective employees to know about your complete compensation package so they can consider everything they’ll receive by joining your organization, but you don’t want to risk saying anything inaccurate. And you definitely don’t want to include something in a formal offer that later changes — as benefits sometimes do. To help you out, here are some best practices for communicating your employee benefits to a prospective hire. Communicate Early & Often If your organization offers a good benefits package, it can be a powerful recruiting tool. “The best time to communicate is early and often,” says Kelly D. Moore, president of Moore Benefits, Inc., a health care benefits broker in Irvine, California. “Highlight benefits in the job ad, …

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Employee Benefits – The Key to Employee Loyalty?

Employee Benefits - The Key To Employee Loyalty?

Many companies spend more than 25% of their compensation budget on benefits such as medical, dental, insurance and retirement plans, according to the U.S. Department of Labor. Yet they may be skipping the simple steps that ensure they get the full value from that investment. That’s because employers underestimate just how important benefits are to creating and maintaining employee loyalty. Only 25% of people who aren’t satisfied with their benefits have a strong sense of loyalty to their job, according to a recent MetLife study. However 70% of employees who like their benefits have a strong sense of loyalty. According to Prudential, 81% of workers rate a company’s benefits package as highly important to their decision to change employers or remain with their current company. It might be easy to dismiss these statistics – employees should be lucky to even have a job, right? That is the wrong attitude. In …

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