3Sixty Insights
NOVEMBER 14, 2024
In her 30 years at Peabody, Vice President of Total Rewards, Julie Nadolny has helped build a strong HR team, many with 20+ years’ tenure, to administer health & welfare plans, retirement programs, executive and broad-based compensation programs, and more.
cipHR
DECEMBER 12, 2017
Twelve months ago, we predicted five major trends that would affect HR and workplaces in 2017. Result: mental health dominates the agenda. Employers have a legal obligation to ensure the health, safety and welfare of their employees at work, including minimising the risk of stress-related illness. Mobile adaptability.
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Florida Workers' Comp
OCTOBER 10, 2023
Chatbot Wins (June 2016); Artificial Intelligence in our World (January 2017); Intelligence (November 2022); You're Only Human (May 2023). There will be impacts on our health, safety, and welfare. There has been a great deal written about artificial intelligence. It has been featured here many times.
Workplace Insight
FEBRUARY 7, 2024
million more disabled people in work now than in 2017, which the government claims is delivering a commitment five years early. The government claims this also builds on its employment and welfare reforms – including the new £2.5 This has included seeing 1.3
Vantage Circle
MAY 29, 2023
Better Employee Health and Well-being Prioritizing people sustainability can lead to a healthier and more motivated workforce, with lower rates of stress, burnout, and absenteeism. According to a study by the SHRM , companies that invest in employee health and wellness programs see a return of $3 for every $1 spent.
Vantage Circle
SEPTEMBER 5, 2022
Fun Fact- One of the fastest growing faith-based groups, called Faithforce, was launched by Salesforce in 2017. As an HR personnel, the welfare of the company’s employees is your responsibility. Even a short 10-minute break can be pivotal in keeping employees’ health and productivity in check. Ramadan Mubarak.
Workers' Compensation Perspectives
JULY 4, 2024
The degree to which any statute results in work-related cases of mental injury being discouraged or denied shifts more costs from employers (the nominal payers of workers’ compensation premiums) to taxpayers (who fund social welfare), other workers (who fund social insurance), and insured (who fund some or all the costs for disability insurance).
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