Monthly Archives: November 2014

The people with the power are the ones that have the understanding of ‘what’s going on’ — not necessarily the ones on top

“In a business like this, the people with the power are the ones that have the understanding of ‘what’s going on’ — not necessarily the ones on top. It’s very important that those people that have the knowledge are the ones that make the decisions. So we set up something where everyone who had the knowledge had an equal footing in what was going on.” – https://www.youtube.com/watch?v=GqFYsvxHZOs #ThinkDifferent

With a little courage, imagine what we could have done with the $6.8 trillion we spent in the Persian Gulf because of (y)our oil dependence

“With a little courage, imagine what we could have done with the $6.8 trillion we spent in the Persian Gulf because of (y)our oil dependence. Now that we have cost-effective alternatives, there is no reason why we have to make that mistake again. When we look back from 2045, we should see a fuel-choice economy that Americans built—not more warships and tankers in the Middle East.” – https://www.linkedin.com/pulse/article/20141111172756-258664-under-3-per-gallon-gas-is-temporary-feel-good-bs?trk=tod-home-art-list-large_0

Innovation Through Imagination: Global Spa Industry Places Wellness At Top Of Agenda

Innovation Through Imagination:

Global Spa Industry Places Wellness At Top Of Agenda

http://www.spainc.ca/spa-business-strategies/innovation-imagination.php

Retail Beacons: The Stores You Shop At Are Following You

http://www.bloomberg.com/video/retail-beacons-your-store-is-following-you-McIZ0eEhTjeXWMRUFOyU9g.html – Retail Beacons: The Stores You Shop At Are Following You

When has the employer overstepped its role as a healthcare payor?

“That the intervention works and that it’s sanctioned by HIPAA and ACA don’t really address the core issue of employee privacy. The ADA and GINA exist to protect employees — to make sure, for instance, that companies can’t screen all their employees and simply fire the ones who are most likely to have expensive health problems the company could be required to pay for. Those rules say that for an employer to require a mandatory medical test, that test must be directly related to the employee’s ability to perform job functions.

But Honeywell’s reference to HIPAA and the ACA are very relevant when the potential consequences of the case are considered. By appealing to those laws, Honeywell is setting up the federal government in a battle against itself. If those laws are found to conflict, the courts will have to decide which to enforce.

Whatever ruling is made will answer the question of what is a higher priority for the government: Lowering healthcare costs or protecting employee privacy? Or perhaps the ruling will simply clarify ways employers can and should do both — like offering opt-in incentives rather than opt-out sanctions for voluntary screenings.” – http://mobihealthnews.com/37809/eeoc-lawsuit-against-honeywell-asks-when-does-employee-wellness-go-too-far