Not a Member? Get access to HR news and resources that you can trust.
Here is how HR can help prevent the missteps that could cost your company big in court.
Is your employee handbook ready for the changing world of work? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
60+ new SHRM Seminar dates in 10 U.S. cities and virtually.
Expand your influence and learn how to become an effective leader -- Join us in Phoenix, AZ, October 2-4, 2017.
41% use or plan to use incentives tied to goal achievement
A national survey on employee health incentives and penalties found that 82 percent of employers offer some form of incentives or disincentives, with 41 percent using or planning to use outcomes-based incentives to increase engagement and participation in employer-sponsored programs (for instance, linking incentives to the achievement of targeted biometric goals), according to the May 2013 report, EmpEloyer Survey on Incentives, Disincentives & Outcomes-Based Incentives. The survey, sponsored by the not-for-profit Midwest Business Group on Health (MBGH), was fielded in April 2013 among businesses from a variety of industries and sizes.
“Most employers find that unless they offer some form of incentive, employees and dependents often don't participate in programs that are meant to prevent and reduce chronic disease, resulting in millions of benefits dollars being wasted,” said Larry Boress, MBGH president and CEO.
Key findings from the responding employers follow below.
•Blood pressure (used by 86 percent).•Body-mass index (81 percent).•Cholesterol (73 percent).•Glucose and Hemoglobin A1c (68 percent).•Waist circumference (59 percent).
•Blood pressure (used by 86 percent).
•Body-mass index (81 percent).
•Cholesterol (73 percent).
•Glucose and Hemoglobin A1c (68 percent).
•Waist circumference (59 percent).
•$250 to $500 for 27 percent of those offering programs.•$100 to 250 for 22 percent.•$500 to $1,000 for another 22 percent.
•$250 to $500 for 27 percent of those offering programs.
•$100 to 250 for 22 percent.
•$500 to $1,000 for another 22 percent.
Stephen Miller, CEBS, is an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Don’t Lose Sight! What Does Poor Preventive Care Cost Your Business?
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies