The Business Group Blog was created to share and discuss information about challenges and solutions to the health care benefits issues that large employers face today and tomorrow — such as controlling health care costs, reforming the health care delivery system, and engaging employees in their health and benefits — and will provide insight into national health policy issues. We hope you find this information useful and will consider subscribing to the blog and sharing any thoughts or ideas with us at email@example.com.
There are 6 item(s) tagged with the keyword "work-life balance".
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Success cannot be defined nor sustained by one dimension of our lives. Our physical health affects our work performance, and our job satisfaction affects our emotional well-being in and out of the office. The lessons we learn in one role make us stronger in another, but we oftentimes find ourselves in conflict between responsibilities. A workplace culture of health and flexibility can assist employees in achieving work-life harmony and position businesses as employers of choice.
In our modern world, flexibility is the freedom to thrive in and out of the office, and it’s what women want. Today’s top talent is attracted to forward-thinking, flexible, and family-friendly workplaces.
After decades of growth, women’s participation in the U.S. workforce has been declining. In 1990, the United States had the sixth highest female workforce participation rate of 24 OECD economies. By 2014, it dropped to 22nd.1 Research indicates the lack of family-friendly policies accounted for approximately 28% of the relative decline.2
Stephen Schwarzman, Chairman and CEO of global private equity firm Blackstone and chair of the President’s Strategic and Policy Forum, published a letter to the editor in the Wall Street Journal on June 19. His letter was in response to an earlier WSJ editorial on paid family leave, “The Ivanka Entitlement,” which critiqued the President’s 2018 budget proposal requiring states to provide six weeks of paid family leave for new mothers and fathers, including adoptive parents.
Encouraging employees to take all of their allotted time-off (PTO) each year is a cost effective way to improve overall employee well-being.
According to a recent report by Project: Time Off, 55% of surveyed American workers did not use all of their vacation or PTO days in 2015. This translates to 658 million unused days.1 While the impact this has on employees and their stress level, job satisfaction and overall well-being has been widely publicized, employers are also negatively affected by PTO/vacation carryover.
Americans really are workaholics, according to a new poll of employed adults, with consequences for their own health, the health of others, and maybe the health and sustainable performance of their employers.
Despite the benefits of EAPs, low engagement rates mean employers are struggling to demonstrate how the program provides value. In response, new trends are driving changes in EAP design and delivery to better support many aspects of an employee’s life.
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