Your employees are spending more and more time on their mobile devices and social media websites. So can you make use of these tools in your employee wellness program?
When an employee becomes mentally ill, where do the employer’s responsibilities begin and end? And what role does the employee play in achieving a successful recovery?
In addition to reducing costs, wellness programs can encourage a more productive and engaged employee population and help to attract and retain valued workers.
Morneau Shepell Ltd., under its Shepell•fgi brand, has launched an online program to help couples gain greater satisfaction in their intimate relationships.
Research carried out in conjunction with Aon Hewitt’s Best Employers in Canada study shows a link between highly engaged employees and improved health and overall well-being.
Lifestyle health coaching programs have been used extensively in the U.S. and other countries for more than 15 years to provide health improvement services to employees in the workplace.
Campbell Company of Canada truly walks the wellness talk, says Veronica Marsden, president of Tri Fit Inc.
With an aging employee base and benefits costs rising, Marine Atlantic Inc. decided to really get serious about workplace wellness back in 2004.
A few years ago, Jennifer Moore, manager of HR and organizational development at Dufferin Child and Family Services (DCFS), noticed a spike in casual and short-term sick leaves among the agency’s 80 employees.
Wellness programs have become more common in the workplace, and the benefits of having these programs make sense. However, they are not being offered everywhere—and even where they are, Canadians are still missing work.
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