Learn how one of the largest multi-institutional health care delivery systems in the nation developed a standard approach to total rewards onboarding for acquisitions. This webcast will cover the journey of transitioning seven organizations acquired since 2015 to a new total rewards package using best-practice models that can be translated to fit your organization. Attendees will learn the pitfalls to avoid, key steps to include and important considerations for custom tailoring a total rewards onboarding approach.

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One of the challenges of working in a global and mobile workforce is ensuring an employee's health and safety while away from their regularly assigned work location. If not set up and administered correctly, the company exposes itself to severe financial and reputational risk while exposing its traveling employees to financial and physical risk. This session will include information and guidance on various lines of travel benefit coverage, how to ensure you have the right coverage, how to avoid redundant coverage and cost issues, how to create a travel benefit reference matrix for your organization, and employee communication approaches. Case study examples will be used.

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Both Canada and the U.S. have voluntary standards for a psychologically healthy workplace. We will review the standards in both countries, which serve to provide a comprehensive framework for creating work environments in which both employees and organizations thrive. In this webcast, participants will explore the link between healthy workplace practices, employee well-being and organizational performance. Discussion will include the types of practices that foster a healthy workplace, key factors that can increase the likelihood of positive outcomes and strategies for addressing barriers to successful implementation.

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As a start-up global specialty chemical company with 3,500 employees in over 30 countries, Solenis designed, developed and implemented an innovative wellness program that in just one year changed its corporate culture in a very positive way. The program design promotes the engagement of employees from their date of hire and engages and rewards employees for engaging in formal wellness program education activities. The company committed to financially invest in the global expansion of the wellness program after just one year of a very successful program launch in the United States During this session the audience will learn about this global start-up company’s wellness journey.

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Webcast held in partnership with the New England Employee Benefits Council (NEEBC)
You’ve launched a great wellness program but you’re not getting the participation and engagement you projected. You may even hear grumblings from some employees. With so many employers vested in wellness, why do employees dislike wellness programs? Surprisingly, it’s not wellness they dislike. There are many wellness programs that attain high participation rates. What’s not to love about a fun cooking demo or the opportunity to work up a sweat at an on-site fitness class? During this webinar, we’ll take an in-depth look at developing a comprehensive program that your employees will love. We’ll discuss the approaches that should be taken and the ones that should not. You’ll leave with practical ideas you can implement at your organization and simple adjustments you can make to your program. Before you know it, your employees will be 'jumping' at the opportunity to improve their health.

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Investment fees matter for two reasons. One is well-known: Fees reduce clients’ returns. But this is not the only effect they have—Fees also influence your investment manager’s decisions. Lately, institutions ranging from the United Kingdom regulator to academic researchers to the world’s largest pension fund have started to pay more attention to the importance of fee structures (not just fee levels). That focus should be welcomed by investors. By developing a better understanding of different fee structures and the incentives they create, we believe clients can improve their chance of finding managers who can deliver long-term value for money.

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This webcast will compare how U.S. fiduciary requirements compare to international requirements for management of Defined Contribution retirement plans. To what extent should your employer approach the governance of DC plans outside the U.S. given the knowledge of U.S. 401(k) requirements? Hear recommendations and best practices other employers have implemented, as well as options to mitigate risks.

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In order to better support educators who are on disability claims, The BC Teachers' Federation implemented an online Cognitive Behavioural Therapy (CBT) program to help teachers better manager stress, anxiety and sadness to improve their mental resilience. Those on disability are enrolled in a 28-day program where they immediately begin focusing on a return-to-work date.

Learn about case study findings that highlight the effectiveness of the new program in supporting mental health and reducing disability costs. The takeaways are relevant for Canadian and U.S. plan sponsors and trustees.

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T-Mobile sought to find a better way to connect employees in a simple and efficient way to expert resources to help them be their best self. In their desire to stay true to their culture and engage their high millennial population they wanted a solution that was mobile, socially driven and fun! They also needed to find a way to eliminate the negative stigma that is often associated with EAP solutions. From these objectives, LiveMagenta! was born as a means to drive engagement through organic adoption and simple yet engaging sourcing of resources.

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Living with stress and anxiety is much more prevalent than you might imagine. Millions of people are burdened by life’s challenges every single day–from difficult life events and balancing professional and personal responsibilities to acute pain, illness, and chronic health conditions. These challenges show up at work, and the health consequences show up in the bottom line, with pressures on health care claims from health conditions that could be mitigated through prevention activities, including mindfulness based stress management.

Stress at work is caused by many factors. It can be difficult, if not impossible for us to talk about our stress and anxiety or face its causes. Most employees won't seek help for their suffering outside of the workplace. In our culture of minimization, avoidance, and denial of our fears and feelings, we dig ourselves deeper into day to day pain and suffering. Creating a corporate wellness focus that encourages stress management practices and sharing them in a science based way allows a forward-thinking employer a wellness culture that encourages self care. This creates the opportunity for optimal performance at work, by offering simple, straight forward, multi culturally appropriate approaches to encourage mental ease.

In this workshop, you’ll learn how the Science of Mindfulness helps us stress less, by increasing our awareness to promote relaxation. Learning objectives include:

• Understanding the Biology of the Body and the Stress Response
• How to enhance our responses to stress
• Developing an attitude of gratitude to cultivate positive states of mind
• How to identify the signs of compassion fatigue to solve burnout
• Three practices to promote less stress and improve mental focus and performance
• Two practices to promote better sleep and improve health outcomes

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Webcast held in partnership with the New England Employee Benefits Council (NEEBC)
No one wants to talk about it, let alone in the workplace...depression. But depression isn't a topic only for our personal lives. The impact of depression goes beyond the personal realm to significantly impact the bottom line of organizations from every sector, ultimately costing employers billions of dollars each year.

Not only should employers learn to recognize depression, but in order to thrive, should help employees get proper treatment.

During this webinar you will:

• Gain an understanding of the burden of depression in the workplace and how depression manifests itself and affects employee performance and productivity.
• Attain insights into the barriers to addressing depression, including stigma and lack of resources available to employers.
• Learn how to spot depression in the workplace.
• Hear about tools and resources employers can utilize to better support mental health and productivity of their workforce.

As an example, a case study of a successful mental health initiative by Kent State University will be discussed, including initial steps to implementation; overcoming challenges and barriers; and results, outcomes and next steps. Don't miss this opportunity to learn how to identify and address this pervasive condition and hear what others have implemented.

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This session will look at how behavioral decision-making theories can tackle participant challenges like:

• How can I help workers estimate how much they should save for retirement?
• For workers without significant DB pensions, how can I help them deploy effective strategies for generating income in retirement?
• How can I convince my younger plan participants to save early in their careers?

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