Employee Health and Wellness

Employee Health Promotion Programs: A Long-Term Committment

“Employee Health Promotion Programs” – what does that phrase mean to you? To many of us, it evokes an array of ambivalent thoughts — the gym membership we barely used, the nagging ankle injury from last year’s organization picnic, the backaches, the bratwurst we had for lunch, the love handles and of course, the fad diets that failed us or that we failed. Usually, Employee Health Promotion Programs is a guilt trigger that causes us to feel remorse about our bodies and the health management we know we should be doing for them.

The sad fact is that we live in a society where our survival is dependent on sitting at a desk, not hunting game, picking berries and sprinting away from wolves. We also live in such luxury, nutritionally, that we can gain weight steadily without being wealthy. Cardiovascular disease, obesity and bad nutrition cause most of the heath issues that weigh down employee attendance and erode a company’s productivity.

It’s ironic that the poorest societies in the world – the ones furthest from the conveniences of modern life – often have the fittest, most physically hardy members. And as for the animal kingdom — don’t look there for commiseration. In the wild, it is extremely rare to find an animal that suffers from our kind of wellness issues.

Prescription Medication dependency degrades Health and Wellness

It doesn’t help that United States citizens are descending into a deadly love affair with drugs — and drug testing won’t help you with these drugs.

For example, Greg Critser’s book Generation RX details how United States citizens spend about $180 billion dollars on Prescription Medications each year, with the estimated 2011 tally at a whopping $414 billion. The average number of Prescription Medications per American in 2004 stood at twelve.

Twelve! That means that your average employee is taking 14, 18, or even more than 20 medications in an attempt to improve their Health and Wellness.

Is this effective, though? Critser is not convinced that the prescription drugs help United States health. In fact, he points out a bevy of negative consequences for America’s legal prescription drug addition, which include prescription drug interactions, liver damage, and the legions of people who now depend on prescription drugs to deal with ordinary trials and stresses.

An employer has the potential to improve Health

It’s not all bad news, though. Occupational Health Screening and Biometric Testings and well-designed Employee Health Promotion Programs can help you fight the downward spiral for you and your workforce. In fact, good Employee Health Promotion Programs – like a strong walking Employee Health Promotion Programs initiative – can literally save lives and reduce the symptoms that cause staff members to turn to prescription drugs in the first place.

Employee Health Promotion Programs: The Grand Slam

Employee Health Promotion Programs are as close to a grand slam proposition as you’ll find, according to most researchers and Employee Health Promotion Program experts.

But if you have skeptics in your organization who are questioning the time and expense of beginning an Employee Health Promotion Program, you may be wary too. Aren’t employee Employee Health Promotion Programs subject to the adage “There’s no such thing as a free lunch”?

Employee Health Promotion Programs Don’t Have To Be Expensive

Fortunately, employee Employee Health Promotion Programs don’t require a big investment. Like any other corporate project, mismanagement and “death by committee” can inflate the cost of Employee Health Promotion Programs, but it’s hard to spend too much time and money on them. After all, Employee Health Promotion Programs are mostly informational in nature. Flyers, e-mails, maps, and Employee Health Promotion Program Health and Wellness Fairs can only cost so much. There’s no expensive, specialized Employee Health Promotion Program machinery.

Employee Health Promotion Program statistics on successful programs are particularly persuasive. Unlike many cost-saving measures, Employee Health Promotion Programs actually add to employee satisfaction – but they also reduce Medical Insurance premiums and employee absenteeism.

What are some common Employee Health Promotion Programs?

Employee Health Promotion Programs run the gamut, depending on your worksite demographic, from exercise for health patients to nutritional initiatives that encourage workers to replace unhealthy snack foods with healthy fare like dried fruit and shelled nuts.

Here are some examples of Employee Health Promotion Programs:

 ergonomic safety
 cardiovascular disease education and testing
 employee safety
 Health Risk Appraisals
 walking Employee Health Promotion Programs
 drug testing

Employee Health Promotion Program Study Shows Millions Lost Due to Illness

Employee Health Promotion Program was shown to be a huge economic boon for companies in a recently-released joint report by  the World Economic Forum (WEF) and the World Health Organization (WHO). Nearly three million productive staff members in labor markets worldwide add up to a lot of money. The Employee Health Promotion Program study estimates that China will lose $558 billion, India $237 billion, and Russia $303 billion in national income from 2005 to 2015 due to only three chronic diseases: heart disease, stroke, and diabetes.

Lack of Employee Health Promotion Program A “Huge Expense”

The United States Center for Disease Control also reports that chronic disease accounts for approximately 75 percent of yearly employee medical care costs in the United States, which constitutes a huge expense for companies. And the Public Health Foundation of India estimates that its country will lose 18 million potentially productive years of life by 2030, a statistic no nation can afford, let alone a developing one.

Employee Health Promotion Programs the Answer

A sustainable solution to these challenges cannot be solved by medical benefits alone. Workplace commitments to Employee Health Promotion Program are also crucial. Companies are advised to implement worksite Health Screening and Biometric Testings for their staff members, as well as look into a comprehensive health management program. These and other precautions are good secret weapons against the economic pitfall of unhealthy staff members.

Employee Health Promotion Programs: An Attainable Goal

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One 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 Promotion Program, which registered his cholesterol as higher than normal. That prompted him to get a physical, which showed high levels of a PSA (prostate-specific antigen) that often indicates prostate cancer. The outcome? His doctors caught a life-threatening illness just in time.

Thanks Employee Health Promotion Program.

So of course, Shirk is a huge proponent of Employee Health Promotion 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 staff members.”

Wellness Decreases Health Care Costs

Though cases like Shirk’s dramatic cancer save are the most desirable effect of Employee Health Promotion Programs, it isn’t the initial draw for businesses. They do it to lower medical care costs, and there’s no doubt that Employee Health Promotion Programs do just that. Employee Health Promotion Program Statistics show that Employee Health Promotion 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 Promotion Program savings aren’t just in the Medical Insurance department. Human resource departments report that Employee Health Promotion Programs also reduce absenteeism and increase productivity.

Still, companies have been loath to invest that elusive 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 worksite Health Screening and Biometric Testings – like the one that saved Shirk’s life – available to their staff members.

Employee Health Promotion Programs and Healthcare Costs

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

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

Employee Health Promotion Programs for Healthier Lifestyles

Employee Health Promotion Programs do provide an option for small businesses.  The corporations can provide discounted co-pays and deductibles to those staff members that fully participate in the provided Employee Health Promotion 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 staff members, the lower the overall medical care costs for the corporation.  Just one lengthy hospital stay can almost deplete a small business’ medical care budget.

Employee Health Promotion Programs and Your Bottom Line

Employee Health Promotion Programs provide many advantages to a company’s bottom-line. Employee Health Promotion Program Statistics from Prudential Insurance show a benefit expense of $312 per person enrolled in a Employee Health Promotion 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 medical care costs overall.

Employee Health Promotion Programs Becoming Increasingly Popular

Employee Health Promotion Programs are Becoming Increasingly popular outside the worksite, showing the ever-increasing importance of disease prevention and health risk management.  Private insurance companies, as well as state Medicaid and Medicare offices are working on ways to improve the health of the people they insure in hopes to save money in the long run.  They are finding that mini-Corporate Employee Health Promotion Programs are definitely the way to go.

Employee Health Promotion Programs Help with Early Intervention

According to an article that appeared in The Indianapolis Star, businesses, insurers and government agencies are turning to “early intervention to change the behavior of those struggling with common but dangerous health conditions, such as asthma, diabetes, heart failure and coronary heart disease.”

The strategies that they used to improve their beneficiaries’ wellness postcard reminders for different lab tests or check-ups; and possibly even phone calls from nurses to work with the patients to make sure that they are taking their medicines properly and following the lifestyle changes that were suggested by their medical care provider.

Employee Health Promotion Programs Provide Quality Benefits

There are more benefits to a Employee Health Promotion Program than just the cost savings that an employer or a state agency will see; there is the benefit to the actually patient.  The patient is going to get the motivation and the reward to get better or to manage their health and their health risks by having to answer to someone, whether that someone is a full-time wellness employee at their organization or a nurse affiliated with their insurance organization.

Studies suggest that for every $1 invested in Employee Health Promotion Programs, a business saves $3 to $5 in health and safety costs. Companies that invest in Employee Health Promotion Programs reap the financial incentives through savings on medical care costs, disability pay, absenteeism, turnover and safety problems.

worksites have already proven to be a great place to promote wellness. After all, people spend more time at work than doing anything else. Eighty-two percent of the U.S. population is linked in some way to a worksite. Therefore, providing Employee Health Promotion Programs is a great way to reach a substantial number of people in your area.

Employee Health Promotion Programs in Small Businesses

Unlike large businesses, small businesses frequently lack the resources to provide Employee Health Promotion Programs to their employees. However, they may be the most in need of such services. Small businesses are the hardest hit by medical insurance costs and have the highest rates of substance abuse. Staff Member well-being and physical or mental illness can also be more disruptive in a small business setting. Employee Health Promotion Programs in small businesses also makes sense because small firms employ the majority of working citizens.

Regardless of the size of a business, Employee Health Promotion Programs can pay. Statistically, even if there are only 100 people in a business:

• 60 sit all day to do their work
• 50 don’t wear their safety belts regularly
• 50 feel they’re under moderate stress
• 35 are overweight by 20 percent or more
• 30 smoke
• 27 have cardiovascular disease
• 25 or more have high cholesterol (over 200 mg/dl)
• 10 are heavy drinkers
• 10 have high blood pressure
• 5 have diagnosed diabetes and another 5 have undiagnosed diabetes
• 7 use marijuana
• 1 uses cocaine

Bottom Line Employee Health Promotion Program Benefits

At least one quarter of the medical care costs incurred by working adults can be attributed to modifiable health risks (e.g., diet, exercise, tobacco use, etc.) Fortunately, there is a way to hold back the trend. Growing research links an individual’s lifestyle behaviors to their health risk.

The good news is Employee Health Promotion Programs can:

• Decrease medical care costs
• Decrease workers’ compensation claims
• Decrease employee absenteeism
• Raise worker productivity
• Improve employee morale

The bottom line is that Employee Health Promotion Programs can benefit any size business — small or large.

Sometimes, Employee Health Promotion Programs can take advantage of “special situations” that occur and which offer an excellent opportunity for employee education and support, at little or no expense to the employer. Not only do these situations help employees personally, but also they are an opportunity for the employer to be seen in a positive light. For example:

A company had several employees with cancer, as well as a number of employees with family members with cancer. Their HR staff had received numerous questions about what to say to a coworker with cancer, as well as hearing about how difficult it was for the caregivers to manage work and home demands. They thought that it would be a great idea to initiate a lunchtime monthly “discussion/support group” to talk about the struggles, frustrations, and fears that people were facing. This activity was included under the umbrella of Employee Health Promotion Programs that the company offered.

The group was facilitated by a rep from the Employee Assistance Program, but it was not a therapy group, nor was it promoted as such. It was informal and employees came as they could fit it into their schedules.

Did it solve all their problems? Of course not, but it did give them a place to vent, talk, and get some information and support. It was a powerful statement from the employer saying, “We care about you and we’d like to help you with this,” and the employees were very grateful. Effective Employee Health Promotion Programs clearly convey this type of message to their employees.

Another employer had an employee who was autistic and frequently exhibited some odd or unusual behaviors. He had some significant difficulties and had to be out of work for several months. As time came for him to return, coworkers became anxious about what to expect.

The employer had someone come in to talk about autism and how best to deal with a person with the disease. It was a general discussion, and there was no discussion of the employee’s personal information. However, coworkers felt much more prepared to handle his return.

An employee with epilepsy told her coworkers about her condition in case she had a seizure. The employer then had someone from an epilepsy advocacy group come in and educate employees about the illness and what to do.

You may believe taking steps like this are not the responsibility of the employer, that it is not your business. But physical and mental illnesses affect just about everyone and are natural components of Employee Health Promotion Programs.

Staff Members who are preoccupied and worried about someone having a seizure or catching HIV from a coworker are not focused and productive. When you spend time informing and supporting employees, you not only have productive employees, you also have their respect.

What Are Employee Health Promotion Programs?

Employee Health Promotion Programs are designed to promote and support employee health and wellness through education and awareness programs primarily based at the worksite. The program is a win-win in that employees benefit from learning and staying well, and the employer has increased loyalty and less absenteeism.

As corporations become more aware of the importance of employee health on productivity, there is increased interest in encouraging and supporting healthy lifestyle choices. Employer costs for Employee Health Promotion Programs may rapidly be offset with fewer work-related injuries, improved attendance, less turnover, and increased morale.

Types of Employee Health Promotion Programs

Employee Health Promotion Programs: Lunch and Learn Wellness Presentations

The easiest Employee Health Promotion Programs are one’s where the employer arranges to have quarterly seminars during lunchtime on topics such as stress management, nutrition, and exercise. A local mental health clinic, hospital, or the Employee Assistance Program (Employee Assistance Program) may provide these. This type of corporate health and Employee Health Promotion Program is usually arranged through HR, the health department, or the safety manager. Participation is generally voluntary.

Before deciding on topics for wellness presentations, it is a good idea to do some type of employee polling to see what topics people are interested in. This may be as simple as an e-mail to all staff asking for suggestions or as formal as having an outside group come in to conduct interviews and design a complete corporate health and Employee Health Promotion Program.

Employee Health Promotion Programs: Health Risk Assessments

An employer can provide complete Health Risk Assessments for employees. Health Risk Assessments are detailed questionnaires that covers all areas of behavior (seatbelt use, smoking, alcohol use, frequency of exercise, family history of disease and illness, etc.). This is usually done in conjunction with employee health screening for things like cholesterol and blood sugar screening.

Once the Health Risk Assessments are scored, the results are shared with employees along with suggestions for changes. The employer is able to get aggregate statistics that will show trends that he or she may want to address. For example, if a lot of people have high blood pressure, the employer may consider an educational seminar, biweekly onsite blood pressure readings, and low-salt, low-fat selections in the cafeteria or snack machines as interventions to include in the corporate health and Employee Health Promotion Program.

If the Health Risk Assessments show that there is a “trend” toward not wearing seatbelts, perhaps having the State police come in and give a presentation about what occurs in an accident when you don’t have a seatbelt on would change some behavior.

Employee Health Promotion Programs: smoking Cessation

smoking cessation programs are very popular components of Employee Health Promotion Programs. Often, the local chapter of the American Cancer Society or American Lung Association will come in to run a group. Another option is for employees to attend a smoking cessation group in the community. Costs for the smoking cessation group can be offset by the employer after employees complete the program.

Employee Health Promotion Programs: Stress Management

Stress is a major area of concern for corporations. Stressed out employees get sick more frequently, make more errors, and generally do not perform up to capacity. As a result, Employee Health Promotion Programs frequently take steps to address employee stress. There are many ways to address stress within your Employee Health Promotion Programs, and the beauty of these ideas is that everyone can benefit from them.

Certainly, stress management seminars are educational and informative and should be included in any corporate health and Employee Health Promotion Program.

Employee Health Promotion Programs and Work/Life Programs

Many corporations offer a work/life program that offers assistance with things from finding day care for a child or elderly parent and information on obscure college scholarship funds to information on which PC to buy and where to find someone to walk your dog. These programs fit into Employee Health Promotion Programs because they help your employees handle many of the things that are taking up work time and increasing stress.

Employee Health Promotion Programs and Employee Assistance Programs

An Employee Assistance Programs are integral parts of effective Employee Health Promotion Programs. By helping employees address personal/mental health problems and concerns, an Employee Assistance Program can go a long way toward improving overall health and productivity. Representatives from your Employee Assistance Program can also work closely with you to design Employee Health Promotion Programs that are integrated and effective.

Time Management and Employee Health Promotion Programs

Time is one of our most precious commodities, and anything you can do as an employer to help your employees manage their time is going to be welcome. Although not traditionally thought to be a component of Employee Health Promotion Programs, providing flextime and telecommuting are two ways to decrease stress and increase productivity.

These programs take thought and planning and are not appropriate for all employees or all positions; however, in many worksites, they are underused. Either your HR manager or an outside consultant can help you design a program. If you belong to a business group or Chamber of Commerce, you may find assistance there. Also, talk to colleagues who are doing this in their businesses to see how it is working.

The Culture of Wellness

Staff Member wellness has to be a component of your company culture, not just something you throw in as an afterthought. It isn’t a Band-Aid, but rather a thoughtful piece of your business strategy. For example, if productivity is down due to smoking breaks, providing smoking cessation classes can help. But it’s also important to establish a no smoking policy.

When employees feel valued, they are more loyal and tend to work harder. They take pride in their work and talk about what a great company they work for. A healthy workforce is a productive workforce.

Employee Health Promotion Programs that support employees and the setting that they work in have been shown to be a good return on investment (ROI). Employee Health Promotion Programs may be extensive and sometimes expensive. However, there are ways for small corporations to make positive changes at little or no cost.

Employee Health Promotion Program: Weight Management/Physical Fitness Activities

   1. Grant access to on- and off- worksite gyms and recreational activities before, during, and after work hours.
   2. Offer and encourage participation in after work recreation or leagues.
   3. Offer cash incentives or reduced insurance costs for participation in physical activity and/or weight management or maintenance activities.
   4. Offer shower and/or changing facilities onsite.
   5. Offer outdoor exercise areas such as fields and trails for employee use.
   6. Offer bicycle racks in safe, convenient, and accessible locations.
   7. Offer onsite fitness opportunities, such as group classes or personal training.
   8. Offer an onsite exercise facility.
   9. Set up programs that have strong social support systems and incentives, such as:
      o Buddy or team physical activity goals
      o Programs that involve employees and family
      o Programs to encourage physical activity, such as pedometer walking challenges
      o Explore discounted or subsidized memberships at local health clubs, recreation centers, or YMCAs
  10. Offer flexible work hours to allow for physical activity during the day.
  11. Support physical activity breaks during the workday, such as stretching or walking.
  12. Host walk-and-talk meetings.
  13. Map out onsite trails or nearby walking routes and destinations.
  14. Have employees map out their own biking or walking route to and from work.
  15. Post motivational signs at elevators and escalators to encourage stair usage.
  16. Offer exercise/physical fitness messages and information to employees.
  17. Offer or support recreation leagues and other physical activity events onsite or in the community.
  18. Begin employee activity clubs such as walking or bicycling clubs.
  19. Offer onsite child care facilities to facilitate physical activity.
  20. Sponsor a bike to work day and reward employees who participate.
  21. Set up a box and solicit fitness and health tips.

Employee Health Promotion Program: General Health Education Activities

   1. Have a current policy outlining the requirements and functions of a broad-based worksite Employee Health Promotion Program.
   2. Have a wellness plan in place that addresses the purpose, nature, duration, resources required, participants in, and expected results of a worksite Employee Health Promotion Program.
   3. Orient employees to the Employee Health Promotion Program and give them copies of the physical activity, nutrition, and tobacco use policies.
   4. Promote and encourage employee participation in the physical activity/fitness and nutrition education/weight management program.
   5. Offer health education information to employees.
   6. Have a committee that meets at least once a month to oversee the Employee Health Promotion Program.
   7. Offer regular health education presentations on various physical activity, nutrition, and wellness-related topics. Ask voluntary health associations, medical care providers, and/or public health agencies to offer onsite education classes.
   8. Host a health fair as a kick-off event or as a celebration for completion of a wellness campaign.
   9. Designate specific areas to support employees such as diabetics and nursing mothers.
  10. Conduct preventive wellness screenings for blood pressure, body composition, blood cholesterol, and diabetes.
  11. Offer confidential health risk appraisals.
  12. Offer onsite weight management/maintenance programs for employees.
  13. Add weight management/maintenance, nutrition, and physical activity counseling as a member benefit in medical insurance contracts.

Employee Health Promotion Program: Tobacco Cessation

   1. Establish a company policy prohibiting tobacco use anywhere on the property.
   2. Offer prompts/posters to support no tobacco use policy.
   3. Policy supporting participation in smoking cessation activities during duty time (flex-time).
   4. Offer counseling through an individual, group, or telephone counseling program onsite.
   5. Offer counseling through a health plan sponsored individual, group, or telephone counseling program.
   6. Offer cessation medications through medical insurance.