Early studies have shown a three-to-one return on every dollar invested in employee financial wellness.
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Investing in the financial wellness of their employees would be a good place to start.
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This danger is very real for the users of our Financial Wellness Assessment.
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There are as many different financial wellness programs as there are financial issues.
Workshops and webcasts are ideal for getting up to speed on different content, so see if your employer offers these through your financial wellness program.
We believe that some of the differences between how men and women answered the questions on our financial wellness assessment have to do with men simply being overconfident.
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Employees enroll by taking a short financial wellness assessment and immediately get access to one-on-one financial counseling, either by telephone or online, as well as free monthly credit scores.
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Jonathan Harrison, for example, CEO of the B Corp Emerge Financial Wellness, wants to create a new asset class called the workplace loan, which he believes is a sustainable way to move millions of under-banked and unbanked workers into the financial mainstream.
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More and more companies are offering financial wellness programs as part of their overall employee wellness programs, and they may actually PAY you to participate or give you a discount on health insurance premiums-knowing that reducing your financial stress ultimately helps your overall health.
Companies are increasingly offering access to financial and physical wellness coaches on site in their wellness centers.
Over half of employers (54%) are currently providing financial incentives to wellness participants and 80% plan to do so in 2012, the report found.
Nearly 90% of employers offer wellness incentives, or financial rewards or prizes to employees who work toward getting healthier, according to a recent survey from Fidelity Investments and the National Business Group on Health.
This is especially true when it comes to the new accountability-based wellness programs that offer major financial incentives to motivate employee participation, and then personalized individual health coaching to sustain it.
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Do you offer your employees financial and other incentives large enough to get them to participate in wellness programs proven to significantly reduce claims?
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Disease management and wellness programs (two related but distinct category of offerings) typically describe both health goals and financial goals.
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