Employee Health and Wellness

Employee Health and Wellness: An Attainable Goal

Was Employee Health and Wellness on your corporation’s new year’s resolutions list? Here we are a little over midway into the third month of 2008, the time when resolutions start to falter if they haven’t lost momentum completely. Has your Worksite’s wellness resolution fallen by the wayside? If so, there are still ways to get back on track.

One Employee Health and Wellness tip comes to us from the YMCA of Greater Des Moines, reported from the Jersey Shore. Rod Shirk, the YMCA’s chief financial officer, participated in the organization’s first executive Employee Health and Wellness Initiative, which registered his cholesterol as higher than normal. That prompted him to get a physical, which showed high levels of a prostate-specific antigen that often indicates prostate cancer. The outcome? His doctors caught a life-threatening illness just in time.

All thanks to a single health management program.

So of course, Shirk is a huge proponent of Employee Health and Wellness Programs. He says, “For us here at the YMCA, if we are telling people to be healthy, we had better set a good example for our employees.”

Employee Health and Wellness Decreases Health Care Costs

Though cases like Shirk’s dramatic cancer save are the most desirable effect of Employee Health and Wellness Programs, it isn’t the initial draw for Worksites. They do it to lower medical care costs, and there’s no doubt that Employee Health and Wellness Programs do just that. Health Promotion Statistics show that Employee Health and Wellness Programs return anywhere from $2.30 to $10.10 per dollar spent on wellness. “Health care costs should go down as people think about changing their diets and getting more active,” Shirk says.

The Employee Health and Wellness savings aren’t just in the Health Insurance department. Human resource departments report that Employee Health and Wellness Programs also reduce absenteeism and increase productivity.

Still, corporations have been loath to invest that elusive Employee Health and Wellness dollar despite the well-documented returns. A Principal Financial Group and Harris Interactive survey found that only 10% of small- to medium-size businesses have made on-site health screenings – like the one that saved Shirk’s life – available to their employees.

<h2>Wellness Challenges Are Popping Up Everywhere</h2>

Wellness Challenges are definitely hot right now and they are encouraging more and more people to get healthy and live better. Whether it is a city or a school or a social group or even a whole state, competitive spirits are being ignited by the challenge to be the healthiest team. The Wellness Challenges are usually about a six months to a year in length and they are made up of several teams, these teams all get points for physical activity, selecting healthy foods, and just making better life and health choices overall.

The best part about Wellness Challenges is even though there really is only way “real” winner; everyone that participates in the challenge is a life winner.

<h3>Wellness Challenges offers Incentive to Get Healthy</h3>

Establishing a Wellness Challenges in your office is a great way to get employees to participate in your established Employee Wellness Program. Have employees form teams and receive points for everything from attending a Employee Wellness Fair to getting a health risk assessment to beginning an physical activity regimen. At the end of the year, the teams will win prizes based on the number of points they have accumulated.

<h3>Wellness Challenges improve Corporate Health</h3>

Not only will Wellness Challenges improve the health of your employees, it will improve the overall health of the corporation by providing benefits such as reduced injuries, reduced frequency of worker’s comp, reduced health care costs, better employee attendance, and better corporate morale.

Like we said earlier, everyone is a winner in a Wellness Challenges!

Is It Necessary to Incent Businesses to Initiate Employee Health and Wellness Programs?

Employee Health and Wellness Incentives may seem like an effective way to get employees excited about Employee Health Promotion – but is it wise?

This helps and encourages businesses to understand the importance of maintaining a healthy workforce, not only for the welfare of its employees, but as well as the welfare of the corporate bottom line … then, yes, it could be necessary.

Tax Breaks as Employee Health and Wellness Incentives

In 2007, two senators decided to band together to create the “Healthy Workforce Act.” This act is designed to encourage businesses to keep employees healthy and prevent disease. The senators believed that having a country focused on “well care” versus “sick care” would decrease the overall costs of medical care for everyone. They decided to start with America’s workforce.

The legislation, introduced by Iowa Senator Tom Harkin and Oregon Senator Gordon Smith, states that corporations would receive a Employee Health and Wellness incentive – a fifty percent tax credit – if they provide to their employees a Employee Health and Wellness Initiative that meets the following criteria:

1) A health education and awareness component, which could include health risk assessments and health screenings.
2) A behavioral change component – such as counseling, seminars, or self-help materials to empower employees to lead healthier lifestyles.
3) A supportive environment component – including providing meaningful incentives to taking part in employees, such as a reduction in medical premiums or allowing employees to engage in walking health promotion programs during the workday.
4) The creation of an staff member engagement committee – which would tailor the Employee Health and Wellness Initiative to the needs of the workforce at a particular company.

If this legislation gets passed, many businesses will be scrambling to provide Employee Health and Wellness Programs in hopes of receiving the Employee Health and Wellness Incentives.

<h2>Employee Wellness Programs in Prevention of NCD’s</h2>

The 61st annual World Health Assembly is taking place this week in Geneva, Switzerland and at this assembly; the World Health Organization (WHO) is presenting its report titled “Preventing Non-communicable Diseases (NCD) in the Workplace through Diet and Physical Activity.”

The report calls for Employee Wellness Programs to be promoted and implemented worldwide.

<h3>Importance of Employee Wellness Programs</h3>

The report states that NCD related deaths have surpassed transferable disease related deaths and have become the leading global killers. Examples of NCD’s are heart disease, diabetes and stroke. In 2005, 60% of worldwide projected deaths were caused by non-communicable diseases. They are predicting that this health trend will continue through at least 2030.

Unhealthy diets, excessive caloric intake, lack of physical activity and tobacco use are the major risk factors in the cause of NCD’s. Now more than ever, the understanding of the importance of health and wellness is crucial.

<h3>Employee Wellness Programs are Effective Tools</h3>

The report states that Employee Wellness Programs are found to be effective in improving health-related risk factors, such as obesity, heart disease and diabetes. The report also states that Employee Wellness Programs will improve the health of employees, improve the corporate image, improve employee morale, reduce employee absences and sick leave, increase employee productivity, and reduce corporate health care costs.

<h3>Employee Wellness Programs Monitoring</h3>

Finally, the report mentions that to have a successful Employee Wellness Program, monitoring and evaluation through health risk assessments and health outcomes are essential and should be included in the Employee Wellness Program implementation. The evaluations ensure that the Employee Wellness Program developed meets the proper needs of the employees. Staff Members should be reevaluated on an on-going basis to make sure the Employee Wellness Program is still working, or to see if there are any adjustments that need to be made.

Employee Obesity: The Facts

Employee obesity has become one of the fastest growing medical care problems in America. It is well known that America is considered one of the, if not “the”, heaviest countries in the world. This is largely in part due to fast food, un-healthy snacks and a very sedentary lifestyle. However, what many people are not aware of is that the rate of obesity in our country has doubled in the last 30 years and this weighs heavily on a corporation’s bottom line.

According to a new report from The Conference Board, Weights and Measures: What Employers Should Know about Obesity, obese employees cost private businesses an estimated $45 billion annually. Following are some of the report’s findings:

Obesity is associated with a 36% increase in spending on medical care, more than smoking or problem drinking.
34% of adult Americans fit the definition of “obese”
Obesity related health problems are costing United States corporations millions of dollars annually in medical expenditures and work loss.

Employee Obesity: How businesses Can Help

With the increase in obesity and employer costs associated with it, it is more and more imperative to establish a way to assist employees with their healthy living choices. Employee Health and Wellness Programs can help businesses help their employees. By providing assistance with health screening, health risk assessments and by conducting Employee Health Promotion surveys; Employee Health and Wellness Programs allow the employer non-invasive ways to communicate their concerns about their staff member’s health.

We suggest establishing a Walking Employee Health and Wellness Initiative to assist your employees in meeting their weight-loss goals. Walking Wellness is a program designed to get your employees away from their desk and get them outside for a little physical activity. Keep it fun by having contests, setting up weight-loss teams and having organized healthy picnics.

<h2>Corporate Wellness ROI: Fact or Fiction?</h2>

Employee Wellness Programs … do they offer a strong return on investment? This is a question that we are sure goes through ever organization’s mind. HR Magazine addresses the corporate wellness ROI topic in their June 2008 issue.

<h3>Corporate Wellness ROI: The Bottom Line</h3>

According to the article, titled “Finding Wellness’ Return on Investment,” determining Corporate Wellness ROI is not an easy thing to do for businesses because it involves a lot of different variables and time.

However, the companies that have taken the time to determine the Corporate Wellness ROI of their Employee Wellness Programs have found that it is quite significant. Not to mention, the Employee Wellness program’s effect on the improvement of employee health and the slowing of the rate of their employee health care costs.

<h3>Corporate Wellness ROI Alliance</h3>

Corporate Wellness ROI is such an important part of today’s corporate culture, that several large companies have come together to form the Alliance for Wellness ROI, Inc. According to the HR Magazine article, The Alliance for Wellness ROI was specifically created to address the lack of consistency in proving the value of Employee Wellness Programs.

The alliance, formed by BMW of North America, Henry Ford Health System, Kraft Foods Global, MasterCard Worldwide and Schlumberger Limited, strongly believes in showing the value of Employee Wellness Programs and want to develop a standard for how Employee Wellness Programs are measured.

<h3>Employee Wellness Programs Components</h3>

According the alliance, the following components should make up an corporate-offered employee Employee Wellness Program:

Disease Management Programs
Employee assistance Programs
Fitness and physical activity Programs
Health risk assessments
Workplace health care Programs
Individual wellness profiles
Preventive health screenings and immunizations
Tobacco-cessation Programs
Telephone based wellness Programs
Weight loss and weight management Programs
Wellness educational opportunities and information
Self-Care Programs.

What is a Employee Health and Wellness Initiative Proposal?

You probably have seen this term many times and wondered what exactly it means. A Employee Health and Wellness Initiative Proposal is a proposal put together by a wellness consultant that makes suggestions for what type of Employee Health and Wellness Programs you should choose, what tools you will need to accomplish your corporation’s wellness goals, and costs associated with it.

Employee Health and Wellness Initiative Proposals Assist Human Resource Departments

A Employee Health and Wellness Initiative Proposal is a great thing to have in hand when HR Departments go to upper management to request funding for a Employee Health and Wellness Initiative. It will provide necessary stats and trends, background information, and costs that will enable the HR Department to fully present their case. Upper management will appreciate the preparedness and the research that has gone into your wellness request.

Employee Health and Wellness Initiative Proposals Lead to Better Employee Health and Wellness Programs

A well thought out Employee Health and Wellness Initiative Proposal can lead to a better Employee Health and Wellness Initiative, because the building blocks will already be in place. Employee Health and Wellness Initiative Proposals will guarantee that your corporation gets the proper Employee Health and Wellness Initiative established. Employee Health and Wellness Programs can vary greatly, but when your employees ask, you can tell them that they generally include the following:

Walking programs which provides employees with incentives to take their walking breaks at their worksite.
Company teams, worksite yoga classes and massage therapists at the worksite.
Nutrition advice, weight-loss and healthy cooking classes, stress management sessions, and either an Employee Health Promotion resources column in the staff member newsletter or a wellness newsletter.
Stairwell initiatives to show how stair-walking can improve health.

<h2>Wellness Increases during the Summer Time</h2>

Wellness is important year-round; however if your employees haven’t gotten on the Wellness bandwagon, then now is the perfect time to get them there.

Summer is an ideal season to get back into shape and improve overall Wellness.  The weather is beautiful, employees can get outside and they are motivated by the thought of having to wear clothes with less coverage.  Fitness, or lack of fitness, is apparent in the summer.

<h3>Wellness in the Summer has Advantages</h3>

There are many advantages to beginning a Employee Wellness Program in the summer.  Employees are more likely to get outside and walk or participate in group activities during the summer than they are in the cooler months of the fall and winter.  The summer months are also a great time to establish a Wellness challenge with your employees and celebrate the completion of the challenge with a participant picnic or cookout.  Finally, it always seems easier to eat healthy during the summer with all the fresh vegetables and fruits that are available during this time.

<h3>Employee Wellness Program Kick-off</h3>

We recommend following these steps to getting a Employee Wellness Program started in your office.

Pick a coordinator for the Employee Wellness Program who is willing and able to see it through.
Make sure that you have the support of the corporate leadership.
Formulate a Wellness committee of leaders
Perform an Employee Health Promotion survey to uncover the obstacles and goals of your Employee Wellness Program
Establish a good beginning point through health risk assessments
Build the Employee Wellness Program that fits your goals
Constantly analyze the Employee Wellness Program and make improvements and adjustments as needed
Employee Wellness Programs offers Benefits
Remember to stress to employees that the Employee Wellness Program is for them.  Employee Wellness Programs have been found to prevent obesity, cancer, heart disease and hypertension.  Taking part in in a Employee Wellness Program that offers all that should be an easy decision for the corporation and for the employees.

Health and Wellness Challenges Are Popping Up Everywhere

Health and Wellness Challenges are definitely hot right now and they are encouraging more and more people to get healthy and live better. Whether it is a city or a school or a social group or even a whole state, competitive spirits are being ignited by the challenge to be the healthiest team. The Health and Wellness Challenges are usually about a six months to a year in length and they are made up of several teams, these teams all get points for physical activity, selecting healthy foods, and just making better life and health choices overall.

The best part about Health and Wellness Challenges is even though there really is only way “real” winner; everyone that participates in the challenge is a life winner.

Health and Wellness Challenges provides Incentive to Get Healthy

Establishing a Health and Wellness Challenges in your office is a great way to get employees to participate in your established Employee Health and Wellness Initiative. Have employees form teams and receive points for everything from attending a Employee Health and Wellness Fair to getting a health risk assessment to beginning an physical activity regimen. At the end of the year, the teams will win prizes based on the number of points they have accumulated.

Health and Wellness Challenges improve Corporate Health

Not only will Health and Wellness Challenges improve the health of your employees, it will improve the overall health of the corporation by providing benefits such as reduced injuries, reduced frequency of worker’s comp, reduced medical care costs, better staff member attendance, and better corporate morale.

Like we said earlier, everyone is a winner in a Health and Wellness Challenges!

<h2>Employee Wellness Programs and Medical Care Costs</h2>

Employee Wellness Programs are important now more than ever.  According to an article in the Wall Street Journal, with the troubles in the economy it seems that the costs of employer offered health care keep continuing to grow and it doesn’t seem like it is going to change.  The article states that during the year 2008, U.S. companies can expect to see an increase of 10% in health care costs.

This increase in health care costs is causing some small companies to reduce their employee health benefits or get rid of them altogether.

<h3>Employee Wellness Programs for Healthier Lifestyles</h3>

Employee Wellness Programs do offer an option for small companies.  The corporations can offer discounted co-pays and deductibles to those employees that fully participate in the offered Employee Wellness Program.  Full participation means getting health screens, receiving a health risk assessment, and then working with their wellness coordinator to work towards a healthier lifestyle.

The healthier the employees, the reduce the overall health care costs for the corporation.  Just one lengthy hospital stay can almost deplete a small business’ health care budget.

<h3>Employee Wellness Programs and Your Bottom Line</h3>

Employee Wellness Programs offer many advantages to a organization’s bottom-line.  Health Promotion Statistics from Prudential Insurance show a benefit expense of $312 per individual enrolled in a Employee Wellness Program compared to an expense of $574 per employee that wasn’t enrolled.  Coors Brewing Company showed a positive side-effect of participant absenteeism dropping by 18%, thus greater production and less health care costs overall.