Blog

January 2019 – Try a New Move

Slide to exercise Do the slide! Are furniture sliders the answer to overcoming your workout rut? If you have a little open floor space in your home or office, you can challenge every muscle in your body with a set of inexpensive furniture sliders. Using furniture sliders, or core discs, offers the same challenge of walking on ice, but without the fall risk! You’ll improve your balance and open yourself up to a whole new world of low-impact core exercises. Even better, you don’t even need actual furniture or core sliders to get started; paper plates or a couple washcloths on a hard-surfaced floor work too. Want an official set? Search online for “core discs.” There’s plenty of options for less than $10. While you’re at it, check out these 31 exercises for a full body workout with your sliders Read More

January 2019 – Try a New Food

Legume-Based Pasta Have you ever heard a dietitian nutritionist tell you to eat more legumes (beans, peas, chickpeas, and lentils)? Wish they told you to eat more pasta instead? Believe it or not, there is a solution. If you’re a regular shopper of the pasta aisle, you may have noticed that things now look a lot more colorful. Those orange, green, and black noodles haven’t expired, they’re made from legumes instead of flour! Legume-based pastas are much higher in fiber and protein than their wheat-based counterparts and can be used the exact same way. Chickpea pasta is currently the easiest variety to find at any big box grocer, and its mild flavor is well-suited for nearly any pasta dish. Lentil and black bean varieties are available too! Toss with a classic Italian red sauce or with Asian stir-fry veggies. Feeling Read More

Be Well Solutions named a Top Workplace for Fifth Consecutive Year

The Plain Dealer Names Be Well Solutions a Winner of the Northeast Ohio area 2018 Top Workplaces Award Cleveland, OH - June 18, 2018 – Be Well Solutions has been awarded a 2018 Top Workplaces honor by The Plain Dealer. The list is based solely on employee feedback gathered through a third-party survey administered by research partner Energage, LLC (formerly WorkplaceDynamics), a leading provider of technology-based employee engagement tools. The anonymous survey measures several aspects of workplace culture, including alignment, execution, and connection, just to name a few. “Top Workplaces is more than just recognition,” said Doug Claffey, CEO of Energage. “Our research shows organizations that earn the award attract better talent, experience lower turnover, and are better equipped to deliver bottom-line results. Their leaders prioritize and carefully craft a healthy workplace culture that supports employee engagement.” “Be Well Solutions Read More

Be Well Solutions Named a Winner of the Northeast Ohio Area 2016 Top Workplaces Award

CLEVELAND, OH – June 19, 2016 – Be Well Solutions is pleased to announce, for the third consecutive year, that it has been named a 2016 Top Workplace by The Cleveland Plain Dealer and WorkplaceDynamics, LLC. In addition, Be Well Solutions is honored to receive the Top Workplaces Special Award in Ethics. “The Top Workplaces award is not a popularity contest. And oftentimes, people assume it’s all about fancy perks and benefits.” says Doug Claffey, CEO of WorkplaceDynamics. “But to be a Top Workplace, organizations must meet our strict standards for organizational health. And who better to ask about work life than the people who live the culture every day—the employees. Time and time again, our research has proven that what’s most important to them is a strong belief in where the organization is headed, how it’s going to get Read More

Event: Ohio Safety Congress & Expo

High Risk: Finding Your Wellness Program Purpose Date: Wednesday, March 9, 2016 Our Presenter: Bill Frankel, Executive Vice President and Principal of Be Well Solutions As health issues expand across the country, more and more companies are feeling the burden of an unhealthy workforce. Higher health insurance costs, increased absenteeism, reduced work productivity all affect your bottom-line. Today, learn about: • The Financial Toll on Corporate America o Indirect Cost and Direct Cost of Poor Health • Making a Case for Wellness o Reduction in Risk Factors = Reduction in Health Care Costs • Wellness that Works: Essential Elements o Selecting the Right Wellness Program for Your Organization • 2016: Updates to the ACA, Alternative Standards and Technology • Wellness for YOU: It’s Never Too Late to Begin Your Journey Into Wellness For more information, please visit https://www.bwc.ohio.gov/employer/programs/safety/SafetyCongress.asp

EEOC Update – Wellness

As you may recall, the U.S. Equal Employment Opportunity Commission (EEOC) had not clarified its position on employer-sponsored wellness programs. In fact, several lawsuits were filed by the EEOC against employer-sponsored wellness programs (e.g., the Honeywell suit). The pushback was based on the Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA). On October 29, 2015 the EEOC issued proposed rules which would amend Title II of GINA as they relate to wellness programs that are part of health plans. Comments on the proposed rules were accepted through the end of 2015. In short, the proposed amendments to GINA are favorable and show that the EEOC does not want to be an impediment to wellness programs. The following changes, in part, are proposed to GINA: A key proposed change in GINA involves incentivized wellness programs. The changes would Read More

School Supplies Drive Benefits Children

Employees from Be Well Solutions, a Solon-based wellness company, display some of the more than 2,000 school supplies that were recently collected and then donated to the Cuyahoga County Division of Children and Family Services. The top three donating employees brought in more than 215 items.

EEOC Final Rules Validate Wellness Programs (Eff. 1-1-17)

The Equal Employment Opportunity Commission (EEOC) recently issued final rules that clarify the application of Title I of the Americans with Disabilities Act (ADA) and Title II of the Genetic Information Nondiscrimination Act (GINA) to employer sponsored wellness programs. These rules were put in place to define what constitutes a “voluntary” health program, and determine the extent to which employers may offer incentives to employees and spouses participating in these programs. These rules do not countermand the Department of Labor (DOL) and/or Health and Human Services (HHS) regulations regarding Health-Contingent Wellness Incentives (i.e. “reasonable alternative standards” and required annual screening opportunities). General Considerations: Title I of the ADA prohibits employers from discriminating against individuals on the basis of disability, and restricts employers from routinely obtaining medical information from applicants and employees. However, Title I does allow employers to make inquiries Read More

ERISA, COBRA and Wellness Programming

David T. Andrews, Attorney for Day Ketterer The threshold issue to determine whether ERISA applies to a wellness program is whether the wellness program rises to the level of a “Group Health Plan.” ERISA defines a Group Health Plan as “an employer-sponsored welfare benefit plan to the extent that the plan provides medical care (…including items and services paid for as medical care) to employees or their dependents directly or through insurance or otherwise.” Many common wellness program initiatives will cause a wellness plan to become a Group Health Plan subject to ERISA, including health risk assessments that provide advice and counseling, employer-paid immunizations and employer-paid biometric screenings (i.e., blood pressure screening, BMI, cholesterol, etc.). In addition, a wellness program can become a Group Health Plan by becoming linked to a Group Health Plan, such as by rewarding employees for Read More

Wellness Programs Under EEOC Attack—What to Do Now

Frank C. Morris, JR for The National Law Review ________________________________________ Improved Employee Health and Reduced Health Care Costs The U.S. Department of Labor has proclaimed that “the Affordable Care Act creates new incentives and builds on existing wellness program policies to promote employer wellness programs and encourage opportunities to support healthier workplaces.” Employers have embraced wellness programs as a way to improve employee health, enhance productivity, and control health care costs over time. The extent of that embrace is shown in a 2014 Kaiser Family Foundation & Health Research and Educational Trust annual survey of employer-sponsored health benefits. The survey found that 94 percent of employers with over 200 employees, and 63 percent of smaller employers now sponsor some form of wellness program. The positive benefits of wellness programs were also discussed at a January 29, 2015, hearing of the Read More

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