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Twelve Employee Newsletter Tips, Ideas, And Articles For Corporate Wellness And Health
Finding articles and content can be a bear, so have a formula to help you finesse’ this chore. Getting employee newsletter ideas and employee newsletter topics requires knowing what types or problems and issues affect your employees.
Keep the list of 12 newsletter topics below. Periodically, think “what is affecting the workforce right now.” Drop post-it notes in a box as ideas come to you. You can further divide each of the following issues into other problems. Try to make about 6-7 sub-categories under each main topic. Here are the key subject areas that I have discovered most things fall under in the ten years of writing employee newsletters. This list is “Dave Letterman Style”. Again, there are 12 topics in this list. Print or copy for your use. Then google:
“editable employee newsletter articles“
to find royalty free sources for more employee newsletter articles
12. Workplace communication: conflict, personality issues, dealing with difficult people, attitude problems, issues, and “ulterior motives”, etc.
11. Worker productivity tips: time management, organization, setting priorities, procrastination, etc.
10. Family, home, and community issues: Consumer issues, teenager issues, family stress, marital and couples harmony, resolving conflicts, work-life balance, ADHD issues, etc.
9. Personal fitness and emotional wellness: Exercise tips, getting more energy, depression, emotional wellness, nutrition.
8. Personal effectiveness and goal achievement: planning your career, getting more done, planning for retirement, New Year resolutions, managing money.
7. Team building: Tips on better meetings, reducing conflict, improving communication, about cohesiveness, being a team player, etc.
6. Improving relationships with your supervisor: communication, knowing what your supervisor wants, completing assignments all the way, making an impression, how to “read between the lines”
5. Hot productivity and health topics: health issues in the news, ideas, and more
4. Stress management: ongoing tips, avoiding burnout, self-assessment, work-life balance, work-family balance, self-talk management.
3. Using the Employee Assistance Program (EAP): EAP education, confidentiality, what EAPs do, when to use your EAP. EAPs are powerful management tools that have extraordinary capability for reducing monstrous behavioral risks in the typical organization–but only if they are properly implemented.
2. Workplace safety tips and injury prevention: Avoiding short-cuts, injury prevention, thinking safety, building a culture of safety, more ways to think about safety
1. Customer service issues: attitudes, difficult customers, peak performance, staying positive, keeping customers happy, reducing your own stress.
It’s important to ensure that you employee newsletter makes mention of your company’s EAP or Employee Assistance Program. Your EAP is a huge risk management tool, not an employee benefit per se. An employee newsletter can be a huge channel of referrals for it.
Needless to say, this reduces risk. Always promote your EAP’s confidentiality throughout the year. This is the source of help approved by your company. Don’t refer employees to helping services or professional treatment resources somewhere else because liablity exists for doing so outside of this channel.
If you have been assigned the grueling task of producing an employee newsletter monthly, bimonthly, or quarterly, you will eventually come to hate your job without having some tricks up your sleeve and the topics above that I have provide for you.
Another alternative of course is to google “newsletter articles employee newsletter” and there are a couple sources that will let you use royalty free articles.
About the Author
Download more free articles here. Daniel Feerst, is an workplace/industrial social worker and employee assistance professional for the newsletter used by the U.S. Congress and thousands of other businesses, including the U.S. Small Business Administration for its employees.
I have a couple question regarding insurance.?
First off I was in my mother plan but her job terminated her. they have already cancel her health benefits. I have adhd and need this prescription. My mother is diabetic and her medication is crazy expensivearound 1500 a month(NO JOKE). Her health physician told her she is more then eligible for medicare. I have already put my application for bcbs but I do not know how long it will take just to check my application. I also have a pre-existing ADHD and depression problems do you think that this will cause them to reject my application? I tried google and searching for similar question on here but none answer my question. I also am concern of my mother and want her medicare to go through, do you think she is eligible because she suffer from major diabetes.
The ADHD is a waiver with BCBS in my state. This means they will accept the application but will not cover any treatment or any conditions resulting from the ADHD. Depression is also a possible waiver. They will need to get your doctor records prior to issuing the policy, which can take several weeks. Depending on your records both conditions together may result in a decline. This is why you needed to contact a local agent that works with BCBS as well as all of the other major companies in your area. The agent can do this work prior to the application and can follow up with the application as it goes through the underwriting process. There is no extra charge using an agent.
For your mom, unless she is over age 65 she will only get Medicare if she contacts social security and gets approved for disability. If she get approval she’ll then need to wait 24 month before being eligible for Medicare. The diabetes and medication costs will be a decline with all major medical plans. If she is over 65 she cannot be declined for Medicare.
If your previous group plan had over 20 employees your mom may be eligible for COBRA benefits, which is a continuation of the plan you both were on but you’ll pay 102% of the total premium. However, the government has a subsidy of 65% of the cost if she was laid off after September 1, 2008. She needs to contact the plan administrator for more information.
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