Jackie Bracey

Jackie Bracey

Chief Operating Officer

Medical marijuana is now legally for sale in the state of Arkansas.  It is estimated that approximately 40,000 Arkansas residents will obtain medical marijuana cards by year end.  Is your organization prepared for this new era in the workplace?

One of the key issues is “Safety Sensitive” designation for job tasks.  

Here we are, in the height of flu season and most of the US is considered in a “Widespread Activity” rating. Not only does time away from work cost the employees, but the lost productivity can have a huge impact on employers as well, not to mention the spike in workers comp and healthcare claims.

What can an employer do to reduce the likelihood of the flu sweeping through their workplace?
"It's better to get involved when you're not sick than to wait until you're sick."

Janice Estes is a home care assistant for home care agency in North Arkansas. She’s been part of their team for 5 years. Janice has battled her weight and multiple health conditions throughout adulthood. Motivated to make a change, Janice joined the TRS Wellness program that her employer provides to their employees in May of 2017. Her goal in joining the program was to gain encouragement and increase her awareness and skills for weight management.

Janice is an active participant in the program. She recently completed her semi-annual biometric screenings and she meets regularly with Jasmin, her Wellness Coach. Since October of 2017, she has lost about 20 pounds by being more active and focusing on eating more fruit and veggies.
Exercise…oh, you can feel so good when it’s over.  But I find that the biggest challenge is finding the time to fit it in.  With 3 young and involved children and a busy husband who works long hours, TIME is my biggest hurdle to regular exercise.

So, here are 5 tips that I’ve used to help me fit exercise into my busy schedule.  And, while I cannot claim to have a fail-proof solution, every single step is a step in the right direction. 
On Monday, May 16, 2016 the US Equal Employment Opportunity Commission (EEOC) issued the anticipated final rule on how existing anti-discrimination laws, specifically the Americans with Disabilities Act (ADA) and Genetic Information Nondiscrimination Act (GINA) will work with corporate wellness programs that require sensitive medical information.   

This is what employers need to know-
1- The final ruling confirmed that wellness programs participation is considered voluntary as long as incentives are capped at 30% of the cost of an employee-only health insurance coverage.
2- Employers still have an obligation to comply with the Health Information Portability and Accountability Act (HIPAA) and the Affordable Care Act (ACA).
3- The final rules go into effect in 2017. 
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