Learn how you can implement an effective wellness initiative that delivers significant bottom line results.
Increasing health care costs and lost work time drain business productivity and profits. Businesses increasingly turn to corporate wellness programs for relief. Less than 1/3 of companies offered these programs ten years ago, but now it is estimated that over 2/3 of large companies have a formal wellness plan at a current price tag of 3.6 million dollars. Unfortunately, new studies suggest that those dollars may not be producing the expected return on investment. This topic identifies various types of wellness programs that can legally be offered to employees and examines what return on investment businesses can actually expect in terms of hard measurable returns and softer returns that present measurement challenges. In this material we will learn to identify and eliminate obstacles to workplace wellness so that your programs can better protect your employees and your investment in their health and happiness.
Agenda
Faculty
Tonie Bitseff
UMWA Health & Retirement Funds
- Assistance General Counsel, United Mine Workers of America Health and Retirement Funds
- Over 20 years of experience serving as ERISA counsel to employee benefit plans and employers
- Experience identifying legal issues in design, implementation, administration, corrections, and conflict resolution related to health plans, severance plans, life insurance, disability benefits, wellness plans, 125 plans, individual account plans (HSAs, FSAs, and HRAs), retirement plans, and other forms of compensation
- Experience addressing legal issues in performing diligence reviews, internal audits, benefits outsourcing, vendor management, ERISA fiduciary liability, ERISA claims and appeals processes, and government audits
- LL.M. degree in taxation, University of Washington School of Law; J.D. degree, Seattle University School of Law; B.A. degree in speech communications, University of Washington
- Can be contacted at [email protected]
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