CEO Dr. Jennifer L. Howse says the March of Dimes’ attention to employee benefits reflects its mission of supporting healthy families, starting with its own employees.
The U.S. General Services Administration is saving $24 million a year in real estate costs since it moved its 4,000 Washington, D.C.-based employees from three buildings to one.
As much as 18% of the U.S. workforce could retire within the next five years, says a new study from ADP. That’s assuming the average retirement age is 61. But more workers are pushing retirement age past the traditional timeline. That presents HR pros with two big challenges.
Twice a week, a group of ReadyTalk employees meets at the company’s on-site gym for yoga class. On occasion, staff members enjoy head-and-neck massages, acupuncture and visits from a chiropractor—right at the office.
With 400 employees, Colorado-based AlloSource is joining the ranks of much larger organizations as it launches an on-site health clinic for its staff. Employees of the nonprofit tissue-donation organization (and their dependents) have access to the clinic, part of the company’s wellness program.
Sheetz execs celebrated the convenience store chain’s placement on a statewide “best companies” list this summer with a rolling party that brought them to all 56 of the organization’s North Carolina locations.
As employees of EmblemHealth get healthy, they get a little bit richer, too. Last year, the health insurance company handed out cash rewards ranging from $375 to $750 for activities like taking online classes, participating in fitness challenges and working with wellness coaches.
When Ford hires new factory employees, their initial training includes a heavy dose of workplace health and safety training. The car maker’s “Sustainable Workforce” effort aims to keep hourly employees safe and healthy, starting on their first day. It focuses on four components:
Good economic news means HR pros are spending more of their time recruiting, hiring and orienting new staff. But the process looks and feels a lot different than it used to.
Jeb Breithaupt, who owns a home building and remodeling company, says, “It takes me longer to hire someone for my staff than it does to design one of my custom homes. The philosophy behind my 11-step hiring process: Make the applicant work to get the job. Yes, that takes time. But my success rate is 90%. When I’ve failed to follow it, I’ve regretted it every time.”