What benefit offering gives employees flexibility and freedom of choice while still allowing employers to decide the scope and stay true to their values? Meet Lifestyle Spending Accounts (LSAs).
According to Yu-Kai Chou, gamifiers have over-simplified human motivation in their attempts to gamify wellness activities. In particular, they have over-looked the 'eight-core drives of gamification.' This post characterizes these drives and creates a framework by which wellness activities can be gamified.
In order to make working out easier, wellness experts have tried to make a game out of it. To determine if this approach to fitness can live up to the hype, Wellable analyzes the techniques that gamifiers have used and gestures at what the future of gamified fitness might look like.
Every month, Wellable asks a single question to the large, growing, and dedicated community of human resources and wellness professionals subscribed to the Wellable Newsletter. The question for May asked respondents if the organizations they work for tax their wellness program incentives. With a divided response indicating a need for clarification, Wellable unpacks key issues and offers a simple decision tree for determining the taxability of wellness program incentives.
Salary is, understandably, one of the most important factors employees look at when applying for a new job. While there is no denying the appeal of a generous salary, in reality, this may not be the key to producing happier employees.
As smartphone technology advances and wearable devices become more ubiquitous, many wellness programs seek to utilize fitness tracking apps and tools to monitor and offer incentives for physical activity. However, it can be difficult to gauge how inspiring (or discouraging) this is for users and whether or not it has a substantial impact on people’s health habits and activity levels.
On June 11, the EEOC voted in favor of a proposed rule regarding incentives in employer wellness programs. This new proposal clarifies the level of incentives employers may legally offer in their wellness programs that encourage the disclosure of medical information from employees, in compliance with the Americans with Disabilities Act.
The Employer Health Benefits Survey report is full of important findings, from increases in health insurance premiums to changes in employer contributions and growing use of new programs like telemedicine. Included in the report is information pertaining to employee health and wellness programs.
While our webinar discussed potential rewards or incentives for continuous programs, here is a list of some Wellable favorites and pros and cons with each one.