The Employers Cancer Care Summit was a half-day educational conference where plan sponsors had the opportunity to learn about various aspects of the cancer journey and its relevance to the workplace.
Pharmaceutical company-sponsored patient assistance programs (PAPs) are often thought of as financial support to patients. While many PAPs offer some form of financial assistance, there are many additional types of assistance that they offer patients.
Although the Benefits Canada Employers Cancer Care Summit, held last week in Toronto, was about disease, the focus was on people.
Saskatchewan is the only province expected to run a budgetary surplus at the end of this fiscal year. Ontario’s deficit has been a potential concern for years, and now even oil-rich Alberta is showing signs of an imbalance between government revenue and expenditure.
In an increasingly tight workforce where many employers struggle to find top talent, telecommuting can be a draw for those who prefer (or need) to have flexible work hours.
Thinking traditionally about group benefits can lead plan sponsors to bypass entirely the needs of gen Y—a generation that’s poised to dominate the workplace in just a few short years. Shaw Communications Inc. aims to buck that trend with a new benefits package designed to give young adults the flexibility they seek.
Stress is a necessary and important part of life, but its impact on young adults is particularly strong. As generation Y employees move into the workforce, what can employers do to help them minimize stress? Start with customizing their benefits plans. This generation’s needs are unlike those of any other in the workforce.
Stress is a necessary and important part of life, but prolonged periods of high stress levels can lead to distress—a risk factor for all forms of psychological and physical illnesses, including anxiety, depression and chronic diseases such as high blood pressure or diabetes.
Hard to find qualified people for jobs overseas? According to a recent Mercer survey, many multinational companies indicated that finding qualified candidates for global assignments and managing the costs (compensations, benefits, housing) that go with that are a major concern.
Fewer disability claims and a speedy return-to-work schedule for employees who are getting help with mental health issues—employers want these to be a reality. But how do they make it so? While there’s no shortage of resources available to employers on how to create a workplace that is healthy for mind and body, the problem—despite good intentions—lies in actually taking action.