Workplace Wellness: Tobacco Cessation and the CVS Caremark Tobacco Sales Ban

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Workplace Wellness: Tobacco Cessation and the CVS Caremark Tobacco Sales Ban

CVS Caremark’s recent announcement that they will eliminating all tobacco products from their retail stores as of October 2014 has prompted much discussion in the news over the roles that a growing pool of employers are playing as they systematically leverage their place in the business world to eliminate tobacco from their organizations.

From bans on hiring to financial penalties on health insurance rates to offering tobacco cessation programs to controversies over e-cigarettes, employers are playing an increasingly prevalent role in regulating tobacco use both inside and outside of the workplace.

State Law

From bans on hiring to financial penalties on health insurance rates to offering tobacco cessation programs to controversies over e-cigarettes, employers are playing an increasingly prevalent role in regulating tobacco use both inside and outside of the workplace. Here in Ohio, state law dictates tobacco prohibits smoking in all public places and places of work, with some specific exceptions.

The American Lung Association gives this Ohio statute an “A” grade for encouraging “smoke free air,” but in terms of the other measures graded, i.e. “Tobacco Prevention,” “Cigarette Tax,” and “Cessation Coverage,” Ohio doesn’t fare so well in the rankings. This leaves tobacco use prevention efforts largely in the hands of private employers.
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Evaluating Workplace Wellness Programs for the Future

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Evaluating Workplace Wellness Programs for the Future

With Northeast Ohio well-known nationally as a hub for the healthcare industry, it comes as no surprise that local employers are largely keeping up with or exceeding many of the national trends involving workplace wellness programs.

Using a recently released study published by RAND Health and ERC’s own Wellness Practices Survey, we explore the current state of workplace wellness programs in order to gain a better understanding of what this research has identified as the likely next steps to move these programs forward into the future across the country or right in our own backyard.
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How to Identify and Deal With Workplace Bullying

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How to Identify and Deal With Workplace Bullying

The Workplace Institute in 2014 reports that 35% of the U.S. workforce is being bullied at work. Interestingly, bullying is four times more common than either sexual harassment or racial discrimination on the job. The primary reason workplace bullying is so common is that bullying is not yet illegal. The impact of bullying to a business is costly.

Overall, it impacts an organization’s performance and success. Bullying is a serious matter that HR professionals and all levels of management need to pay attention to and understand.

We talked with Meg Matejkovic, an employment law attorney, about bullying at the workplace and what it could lead to and how management and HR can help.
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Workers’ Compensation Claims: Strategies for Optimal Outcomes

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Workers’ Compensation Claims: Strategies for Optimal Outcomes

By utilizing workers’ compensation best practices employers can achieve a higher level of control over their workplace injuries, which can result in reduced severity and claim costs and better outcomes.

Early Reporting & Transitional Work

Early claim reporting is a crucial first step in controlling costs.  Numerous national studies have shown the longer it takes for a claim to reported, the costlier the claim.  That’s why it’s important to work with an Ohio Managed Care Organization (MCO) that has efficient options for reporting new workers’ compensation claims.  These can include fax, telephone, online or email reporting.
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Six Trends that will Influence Employers in 2014

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Six Trends that will Influence Employers in 2014

Several training trends emerged from 2013 that will affect employers’ delivery of learning and development, heading into 2014. They include the following:

1. Informal Learning

Discussing best practices, reading articles and blog posts, informally talking to mentors, and exchanging messages with coworkers, is evolving and more organizations are leveraging it to improve performance.
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Complete Guide to Training & Development

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Complete Guide to Training & Development

Training and development is an essential function of most organization nowadays. Strategically investing in employees'  training and development, nurturing their talents, and building their skill sets helps organizations achieve their desired results, enhances their culture, and assists leaders in better managing talent. Most organizations can't compete effectively without providing training and development.

Properly managing and administering staff training is important. The following guide provides guidance on several areas of training and development, including:
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Interview with ERC President Pat Perry

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In a 2014 interview, Pat discusses the dynamics of work, family, and the leadership role in today's business world. The following pages include Pat's responses to many of the HR trends he sees emerging, as well as his comments about what the New Year has in store.

If you could snap your fingers & instantly change 3 typical company policies, what would they be?

"That's an easy one! The three I would immediately change in the workplace are...        

  • Eliminate probationary periods
  • Refine bereavement leave policies
  • Refine the traditional use-it-or-lose-it PTO

"These are the first that come to mind.  These types of polices were designed decades ago and really do not play well for today's top performing employees," explains Pat.
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How Top Companies Approach Training & Development

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How Top Companies Approach Training & Development

To get the best, grow the best and keep the best employees in today’s global economy, employers must invest in their best. Of course, investing in your employees can mean practically anything, from compensation to luncheons; but let’s take a look at what making an investment means in the context of training & development.

Top Employers, Top Talent

There is no better place to start than with the best- the best 99 employers in Northeast Ohio that is. Last year’s NorthCoast99 winners report that in 2012, they provided an average of 47 hours of training to their employees on the whole and 69 hours of training to their top performers. These training hours account for an average annual expenditure of $1,494 per employee and $2,339 per top performer.
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Trends in HR Technology

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Trends in HR Technology

Storing, securing, and using confidential information is an important task in HR, and technology can be a useful tool in maintaining this information and using it to aid decision-making. This article will cover different types of HR technologies, tips in choosing an HR technology, and trends with HR technologies.

Types of HR Technology

A Human Resources Information System (HRIS) is a database that allows employers to track and report various employee-related information. Employers can usually customize the system to their organizational needs, identify and add specific modules, and activate features associated with each module.
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Implementing HR Technology: Is Everyone Really Doing It?

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Implementing HR Technology: Is Everyone Really Doing It?

As is the case in every aspect of our lives, technology plays a major, ever evolving role in the world of HR.

Whether it’s figuring out how to leverage “big data” to improve your workforce planning or simply master the latest mobile application for job postings, keeping up with the latest and greatest HR technologies is an ongoing challenge. Even if you are a computer whiz, not only does every new high-tech system and process have a learning curve, but depending on you’re the demographics and culture of your organization, the next big thing, may not always be the right thing.

To illustrate this point, we take a look at how Northeast Ohio organizations are integrating, planning to integrate, or not integrating some of the better established HR technologies into their workplace practices from recruitment to retention.
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