July 30th, 2013 § Comments Off § permalink
Trish Neely, CFCI
PPACA’s Final Rules brought good news for employers and employees alike and are effective for plan years starting on or after January 1, 2014. Although the jury may be out on whether wellness programs work to curb health care costs as envisioned, 51% of mid-size to large companies currently offer some type of workplace wellness and the number continues to steadily rise each year. Clearly the value to employers and employees is more than just reducing health care costs short term
June 4th, 2013 § Comments Off § permalink
Benefits Alert 2013-03
Trish Neely, CFCI
For many employers, FBMC included, wellness programs are considered smart business. According to a Rand Corporation study of 600 businesses (50+ employees), Workplace Wellness is a $6 billion industry in the United States with 51% of mid-size to large companies offering some type of workplace wellness. (Sharon Begley, Bloomberg | May 29, 2013)
December 2nd, 2011 § Comments Off § permalink
Local public radio station WFSU-FM recently aired a story about our company garden.
Click here to Listen.
Aired on WFSU-FM 11/22/11
October 14th, 2011 § Comments Off § permalink
FBMC Employees work in the company garden.
TALLAHASSEE, Fla. —The American Heart Association (AHA) has selected FBMC Benefits Management as a Start! Fit-Friendly Company for the third year in a row, as well as the recipient of the rare Workplace Innovation Award. The two prized national honors recognize companies that take steps to decrease healthcare expenses and increase employee productivity through physical activity and healthy eating.
“Employee wellness is an important priority for our company,” David Faulkenberry, FBMC President, said. “We’re committed to providing the best possible workplace environment and wellness culture to benefit our employees’ health and to produce even more positive results for FBMC overall.”
April 29th, 2011 § Comments Off § permalink
In 2009, a Florida based employer introduced a Value Based Benefits Design plan into its overall health plan. Its wellness program provided employees an opportunity to complete a Health Risk Assessment (HRA) and a biometric screening, both of which were provided by the health care provider. Employees were not required to participate in the wellness program; however, employees who chose to voluntarily participate received a $20 bi-weekly discount toward their health plan premiums.