Archived Webcasts and Podcasts

Discover how to lose guilt and feel better easily through using the groundbreaking Active Energy System. In this talk Adam Shaw explains the role of guilt in wellbeing and how it can inhibit health and wellbeing. If you want to feel better easily, lose guilt and learn a system that can make you and those who you know feel better easily then this event will show you how.

Through a set of steps that you can do as you walk it is possible to easily increase your wellbeing, energy and motivation easily and effortlessly, saving you time and eradicating the need to find extra time for gyms, diets and strenuous exercise routines.

This session will review and compare the value of the health risk assessment (HRA) and biometric screening as data collection methods in population health management. A review of how the (HRA) evolved as a primary wellness tool and how its value today is eluding employers and costing employers time and money. Strengths and weakness of an HRA will be discussed and a focus on the “new” data collection opportunity that will yield employer higher levels of results and provide employees (eligible wellness program participants) with a higher level of health awareness. Attendees will be provided with the new insight on the key data elements needed to obtain quantitative snapshot of their population’s health and potential health risks.

Manufacturers today are looking for new ways to increase productivity and control operational costs while continuing to support and focus on strategic growth initiatives. Manufacturing organizations are learning that an easy-to-own, integrated HR & payroll solution provides the complete automation and high-quality information you need to control labor costs, minimize compliance risks, and increase productivity – without the service bureau fees.

Join Kronos and Magnetek to hear how one manufacturer of digital power and motion control systems is using integrated HR & payroll solutions to streamline processes, reduce costs, and increase employee engagement.

Caitie Bowers, Senior Human Resources Generalist, Magnetek, will share insights and best practices on how to:

• Automate error-prone manual HR & payroll transactions
• Assess the impact of bringing payroll in house to eliminate service bureau fees
• Establish a single source for all employee information
• Leverage self-service capabilities to increase employee engagement

Engagement is the key in wellness programs- but before you ask your employees to get involved in another wellness program, they need to understand the thought patterns that support health and what keeps people 'stuck". Harnessing behavior is the missing link. Thought patterns are the bedrock of change- how to assess and address the habits, patterns, beliefs and values that keep us from moving forward and going the distance in health. Unless employees have a 'battery pack' they can plug into - they will not have enough emotion to go the distance and they will remain 'double bound.' This is change engineering at its core-

Is your employee wellness program really making a difference? Is it impacting both the bottom line of your organization and the lives of your employee team members?
Unfortunately, most do not. And most HR Executives and Managers know this, but aren’t sure what steps can be taken to create the necessary enhancements that will lead to measurable and impactful outcomes – until now.
This program will be presented by Brad Cooper, MSPT, MBA, MTC, ATC, CWC, who is the author of 4 books (including Thompson Publishing’s latest book titled Employee Wellness: Implementing a High Impact, High ROI Strategy) and a nationally recognized speaker (please see www.TheWellnessSpeaker.com). You’ll find this program to be both information rich as well as entertaining in nature.

During the webinar, we'll review the new provisions specific to small employers such as:

• Premium rating rules for non-grandfathered individual and small group plans (in 2014, carriers may vary premiums based only on age (3:1), tobacco use (1.5:1), family size, and geography)
• Deductible limits for non-grandfathered, small group plans. In 2014, deductibles for small plans cannot exceed $2,000/$4,000, with limited exception for plans unable to reach the actuarial value of a given coverage level (e.g., Bronze)
• Small business healthcare tax credit
• Small Business Health Options Program (SHOP)
and
• Employer Shared Responsibility provisions (identifying full-time employees)

There’s little argument today that a workplace health/benefits plan cost management strategy that relies on plan cutbacks and increasing employee cost is not sustainable. Many Canadian organizations feeling the pain of benefits cost increases still focus, however, on short-term, cost-control opportunities. Often, organizations undertaking these measures would prefer to be shown a better way to manage their spend, and this session will explore some opportunities for employers in this regard.

Organizations often consider their health/benefits programs from a cost perspective rather than the value to the organization. We know however, from decades of research, that organizations benefit from improved employee health; for example - through more sustainable health care and disability costs. And current employee engagement research has shown that improved productivity and overall performance improve as employee engagement increases.

You've spent countless hours choosing the right medical plan for your company and your employees – now what other attractive options can you bring to your employees to reduce absenteeism, retain top performing employees and attract the best of the best? Non-insurance products and telehealth services provide consumers with choices designed to spend less of their hard-earned benefit dollars. Help your employees fully maximize their healthcare spending by providing these low cost consumerism programs.

Implementing products such as telehealth, medical bill saver and medical health advisor can help your employees and your organization save time and money as well as teach your employees how to be better healthcare consumers.

Greg Schlatter, EVP Business Development at New Benefits, will speak about how non-insurance products and telehealth services can fill that gap for your organization.

As health insurance costs continue to spiral upward at an alarming rate, it has become painfully clear, that the “traditional” strategies of changing insurance carriers, changing plan designs, and changing employee contributions will not and cannot provide any form of sustainability or predictability over the long term. All these strategies do is shift risk from one insurance carrier to another, or shift costs and liability from the insurance carrier or employer onto the employee.
Employers must change their thinking from that or RISK TRANSFERENCE to RISK MANAGEMENT when it comes to their employee benefits program. This presentation will outline the three areas of risk in an employer sponsored health insurance plan, and how to effectively manage that risk.

Corporate Wellness is becoming vastly accepted as one benefit you can't afford to do without. How do you know if you have a comprehensive program and what is on the horizon within this aggressively changing industry?
Our class is designed to educate you on how to incorporate Customized Care Plans and Building a Wellness and Health Promotion Network to create an evidence- based wellness program. Bringing in individualized and customized tools ; designed with the human touch in mind can ensure that your wellness program is also Productivity Insurance. We also take a look at other ROI factors beyond controlling healthcare costs to motivate additional tracking and planning within a wellness committee. We will discuss an example of a Diabetic Employee and their potential costs on a company (well beyond healthcare costs) in comparison to a healthy employee.
Understand what diseases and disease symptoms are quickly becoming the latest expenses in the healthcare world and how you can insure you are screening for these potential claims.
Learn how providers can customize, create, and track an employee care plan, as well as build a CAM network to assist your higher risk employees.