Category — Company Health And Wellness Programs

Advantages of tobacco use Cessation Programs

Instances of respiratory diseases, cancer and other illnesses can be reduced through tobacco use  cessation efforts. tobacco use cessation initiatives can provide huge opportunities for improved  health.

The American Cancer Society reports that tobacco use employees cost corporations an average of $1,429  per smoker per year in increased health care costs over non-tobacco use employees. Implementing a  tobacco use cessation program costs an average of $45 per worker per year, saving corporations an  average of $1,383 per year for each worker who quits tobacco use. Additionally, the American Cancer  Society reports that smokers are absent from work 50% more often than nonsmokers. They are also 50%  more likely to be hospitalized and have 15% higher disability rates. tobacco use decreases onthe- job  productivity as well. Employees who take four 10- minute tobacco use breaks a day work more than a  month less per year than workers who don’t take smoke breaks.

Places to start with tobacco use cessation initiatives:

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

Advantages of Nutrition Programs

Nutrition directly impacts nearly every aspect of physical and mental health. A healthy diet can help  protect against such conditions as heart disease, diabetes, arthritis, stroke, certain cancers and  depression. Obesity, which is among the most common conditions linked to diet, affects a record number  of Americans.

The American Journal of Health Promotion estimates the cost of obesity to United States employer to  exceed $12.5 billion in health care, sick leave, and life and disability insurance. Further, one  research study reports that obesity raises health care costs by 36% and medication costs by 77%. To  offset the health risks of obesity and poor diet, many corporations have committed to helping employees  ensure proper nutrition and undertake weight control initiatives.

Popular nutrition initiatives:

Fruit and Vegetable Consumption
1.    Provide healthy eating reminders and prompts to employees via multiple means (i.e.  e-mail, posters, payroll stuffers, etc.).
2.    Provide appealing, low-cost fruits and vegetables in vending machines and in the  cafeteria.
3.    Provide cookbooks, food preparation, and cooking classes for employees’ families.
4.    Ensure onsite cafeterias follow healthy cooking practices and set nutritional standards  for foods served that align with the United States Dietary Guidelines for Americans.
5.    Provide healthy foods at meetings, conferences, and catered events.
6.    Use point-of-decision prompts as a marketing technique to promote healthier choices.
7.    Provide healthy cooking demonstrations that teach skills (i.e. fruit and vegetable  selection and preparation).
8.    Provide taste-testing opportunities at the worksite.
9.    Provide worker-led campaigns, demonstrations or programs.
10.    Provide local fruits and vegetables at the worksite (i.e. worksite farmer’s market or  community-supported agriculture drop-off point).
11.    Use competitive pricing (price non-nutritious foods in vending machines and cafeterias  at higher prices).
12.    Provide protected time and dedicated space away from the work area for breaks and  lunch.
13.    Make kitchen equipment available to employees.
14.    Provide an opportunity for onsite gardening if possible.

Sweetened Beverage Consumption
1.    Make water available throughout the day.
2.    Provide appealing, low-cost healthful drink options in vending machines and the  cafeteria.
3.    Modify worksite vending contracts to increase the number of healthy options.

4.    Price non-nutritious beverages at a higher cost.
5.    Use point-of-decision prompts to promote healthier choices.

Portion Control
1.    Label foods to show serving size and/or nutritional content.
2.    Provide food models, food scales for weighing and pictures to help employees assess  portion size.
3.    Provide appropriate portion sizes at meetings, worksite events and in the cafeteria.

Nutrition initiatives in action

While many corporations address weight management through fitness programs, corporations are  increasingly focusing on nutrition through separate programming. Recognizing the productivity boost and  lowered medical expenditures that come with maintaining a healthy weight, many corporations may help  pay for obesity treatments for employees. For example, to improve the health of dangerously obese  employees, drug maker Wyeth reportedly pays for stomach-shrinking surgeries that carry price tags of up  to $40,000.

A 2003 Society of Human Resource Management research study shows that 24% of corporations offer weight  loss initiatives. In Ohio, Honda offers an onsite, registered dietitian who provides individual or  group consultations on weight management. Body fat analysis and body mass index (BMI) measurements are  available to employees at any time.

At Grange Insurance’s Columbus headquarters, the cafeteria chef analyzes meals and provides employees  basic nutrition information, including Weight Watchers points. Many corporations partner with the  American Cancer Society to offer nutrition information through the ”5-ADay” program, which provides  corporations free signage and educational materials about the importance of eating five servings of  fruits and vegetables a day. The program also offers a fruit and vegetable ”frequency card” that gives  employees a free portion of fruit or vegetables after he or she has purchased a preset number.

Advantages of Exercise Programs

Exercise reduces weight, lowers risks of heart attack and stroke, helps to control blood pressure and  diabetes, and improves mood. Studies increasingly show that physical fitness may also help reduce the  occurrence of certain types of cancer. Researchers at the Centers for Disease Control and Prevention  (CDC) recently documented another major advantage: physical fitness improves the health of the nation’s  medical care expenditures.3 According to the CDC, physically active individuals incur $865 less per  year in medical costs than inactive staff members.

Dr. Michael Moore, vice president and chief medical director at Nationwide Insurance in Columbus,  maintains that physical fitness is the most effective tool in health maintenance. “If you could  prescribe exercise in a pill, it would be the number-one prescribed treatment in the world,” he said.  In step with Dr. Moore’s prescription, nearly one-third of United States corporations help employees  pay for gym memberships, according to an Associated Press report. Subsidizing gym memberships is just  one way corporations encourage active lifestyles.

Popular Exercise Initiatives:

1.    Allow access to on- and off- worksite gyms and recreational activities before, during, and  after work hours.
2.    Provide and encourage participation in after work recreation or leagues.
3.    Provide cash incentives or reduced insurance costs for participation in physical activity  and/or weight management or maintenance activities.
4.    Provide shower and/or changing facilities onsite.
5.    Provide outdoor physical fitness areas such as fields and trails for worker use.
6.    Provide bicycle racks in safe, convenient, and accessible locations.
7.    Provide onsite fitness opportunities, such as group classes or personal training.
8.    Provide an onsite physical fitness facility.
9.    Set up initiatives that have strong social support systems and incentives, such as:
• Buddy or team physical activity goals
• Programs that involve workers and family
• Programs to encourage physical activity, such as pedometer walking challenges
• Consider discounted or subsidized memberships at local health clubs, recreation centers, or  YMCAs
10.     Provide 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. Provide exercise/physical fitness messages and information to employees.
17. Provide or support recreation leagues and other physical activity events onsite or in the  community.
18. Begin worker activity clubs such as walking or bicycling clubs.
19. Provide 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.

Wellness programming means different things to different corporations. Effective wellness initiatives  can be as simple as bringing baskets of fresh fruit into break rooms to encourage better eating. They  can be as extensive as building fitness facilities onsite or paying for obesity treatments.

A driving factor behind the push toward wellness spans corporations of all types, sizes and cultures:  that is, health care expenses are spilling over the organization belt buckle. The annual cost of  medical services in the United States is increasing at seven times the rate of inflation. And the rise  in medical costs is one boom pundits expect our economy to sustain.1

This trend makes it increasingly challenging for corporations to maintain current levels of insurance  coverage. In 2003, health care inflation forced 65% of corporations to increase employees’ share of  health costs.

Seventy-nine% of large firms said they will increase workers’ share of health costs in 2004.2 But with  lost benefits and increased financial burdens come lost morale and productivity.

Companies are searching for another way. While corporations cannot control many of the supply-side  elements contributing to increasing health care costs—malpractice insurance rates, the nursing  shortage—they can help curb demand. That’s why efforts are being redirected from illness to wellness.

The case for Employee Wellness Programs is supported by an ever growing body of evidence demonstrating  the high costs associated with controllable health risks:

• One research study reports that obesity raises health care costs by 36% and medication costs by 77%.
• Michigan officials estimate physical inactivity cost the state nearly $8.9 billion in 2002, a cost  estimated to be largely borne by corporations through insurance premiums and lost productivity.
• The not-for-profit National Committee for Quality Assurance reports that the estimated average cost  for postnatal care for women who did not receive prenatal care was $2,341 more than for women who had.  And the indirect costs of unhealthful behavior can be just as high.

Information shows that healthier employees are more productive, spending more time at work and showing  increased “presenteeism,” or productivity, while there. Further, healthier employees use fewer medical  services. The five leading causes of death in the United States — heart disease, cancer, stroke,  chronic obstructive pulmonary disease and diabetes —  are directly linked to unhealthy lifestyles.  Clearly, encouraging healthful habits presents an opportunity to improve employees’ well being, reduce  the need for health care services and help control costs.

Offering worker wellness benefits — large or small — represents an intersection between organization  social responsibility and responsibility to stakeholders. Between worker health and corporate health.  It’s often the right thing to do for employees and corporations.

Research by Traveler’s Corp. shows a $3.40 return for every dollar invested in Employee Wellness  Programs. For many corporations, the choice to offer worker wellness benefits is easy—one where  conscience and pragmatism align.

The challenge arises in selecting the initiatives that will deliver the most impact based on trends in  your employees’ health risks and medical claims costs. From large corporations to the corner deli,  employer owners welcome ways to boost productivity, reduce absenteeism and cut costs. Likewise,  Employee Wellness Programs can range from modest to elaborate.

In deciding where to focus a employer’s limited resources, looking at benefits, costs and best  practices is a good starting point. This section profiles six aspects of wellness and explores their  benefits to employees and corporations.

When it comes to working wellness into your workforce, you want someone who knows the ins and outs of  health promotion, and who can counsel employees and provide primary care – all within the context of  the current regulatory and legal environment.

AAOHN’s survey reported that more than half of employees (61%) want to receive health and wellness  information from a health care professional, such as a consultant or an on-site occupational health  nurse (OHN), compared to pamphlets or brochures (18%) or human resources staff (15%).

OHNs can develop, begin and evaluate components of work site Employee Wellness Programs such as testing  initiatives, exercise/fitness courses, Stress Management Programs, tobacco use cessation, nutrition and  weight control initiatives, as well as chronic illness management initiatives. Plus, OHNs can help  employees navigate through complicated health plans and may even serve as a triage point between  employees and their own health care providers.

Employees might refrain from seeing their health care provider when it means time away from work,  inconvenient parking, waiting time in the office and co-pays. In situations where employees are under  treatment for chronic diseases like heart disease, on-site nurses can routinely monitor risk factors  such as blood pressure or cholesterol on a regular basis.

It’s often easier for an worker to ask an on-site nurse for information about symptoms or prescription  medication than it is to schedule a follow-up visit to a own health care provider. Advantages realized  by corporations include improved worker morale and retention, a recruitment advantage, increased  productivity and decreased time away from work.

In corporations with a safety department, the OHN can evaluate and address work-related health issues,  including participation in workstation evaluations to correct potential ergonomic problems, and  proactively addressing muscle strains by developing stretching initiatives and involving employees in  leading stretches.

Good for waistlines & your bottom line

By Sandra Simpson, APRN, BC, COHN-S, manager in Occupational Health Services at a Fortune 500 employer  in Memphis, Tenn., and a member of the board of directors of the American Association of Occupational  Health Nurses (AAOHN). For a copy of the AAOHN wellness survey, visit www.aaohn.org, or call (800)  241-8014, x0.

In today’s hectic world, most of us are spending more time at work, and have increasingly less time to  look after our health. For a long time, corporations have understood the benefits associated with  keeping workers well – increased productivity from reduced absenteeism and lowered disability claims.  For these reasons, coupled with the fact that many corporations realized double-digit health care costs  last year, corporations should consider Employee Wellness Programs as a way to keep employees healthy.

But just how important are these initiatives to employees? How often are they willing to take part in  initiatives designed to positively impact their health and wellness? Who do employees trust to provide  them with important information about their health?

Answers to these questions and more were recently garnered from a research study commissioned by the  American Association of Occupational Health Nurses Inc. (AAOHN).

The AAOHN survey questioned 500 employees nationwide about their perceptions of Employee Wellness  Programs. More than three-quarters of all participants indicated these initiatives are a good way to  improve their overall health, and nearly 60% consider these offerings an incentive to remain with their  current employer. worker retention and turnover impact the bottom line, so building Employee Wellness  Programs into the work site culture is a valuable way to help retain talented employees in addition to  enhancing personal health and worksite productivity.

The Health wish list

Employees appear to have their own agenda when it comes to their health. With new economic pressures,  national security threats and work/balance issues, it’s not surprising that 85% of survey respondents  cited Stress Management Programs as a priority topic for work site wellness.

In addition to stress, other preferred topic areas include testing initiatives (84%), exercise/physical  fitness initiatives (84%), medical insurance education (81%) and disease management seminars (80%).

In addition to lifestyle and personal health issues, those asked expressed concern about work-related  health issues, including strains and injuries resulting from lifting or task-oriented muscle  repetition, exposure to harmful substances, personal injury, vision changes due to computer work and  worksite violence.

What you should do

With such a broad range of health concerns, a key goal for corporations is finding a way to proactively  address the health and wellness needs of the largest number of employees, and effectively change  unhealthy behaviors, promote wellness and ward off disease and illness.

Printed materials such as brochures, posters, fliers or pamphlets present an easy solution. But it’s  important to remember that different staff members require different formats for learning. A good rule  of thumb: provide information in a variety of learning formats such as videos, pamphlets,  health-related quizzes, display boards, Lunch & Learn presentations and reimbursement or incentive  programs.

This assumes you’ve overcome the first hurdle – getting staff members to sign on to a Employee Wellness  Program. While survey respondents indicated health and Employee Wellness Programs are important, just  six out of 10 (60%) reported that they participated in the Employee Wellness Programs at their  corporations. The other 40% cited lack of interest and lack of time as deterrents.

This points to the need for a comprehensive, structured Company Health and Wellness Program using a  innovative approach, with an incentive for participation and effective program marketing.

By investing in an organized Company Health and Wellness Program headed by a qualified health care  professional such as an on-site nurse, corporations can give employees the access to the health  information they want, and increase participation and generate interest at the same time.

The result: employees become savvier health care consumers who feel more in charge of their own health.  And healthier employees make for a healthier bottom line.

Stress continues to drive employees’ work-related health concerns, which is probably why most  respondents (78%) in a recent survey claim they would take part in a Company Health and Wellness  Program to help their overall health and wellness.

In a recent research study commissioned by the American Association of Occupational Health Nurses, Inc.  (AAOHN), 500 full-time employees nationwide were interviewed telephonically.

“Today’s employees are clearly dealing with a lot of pressures such as the effects of 9/11, an unstable  economy, national security threats and work/balance issues. There is a real opportunity for  corporations to serve as an ally to their employees by offering them with resources to better manage  their physical and emotional health – anything from stress management seminars to nutrition and  physical fitness counseling,” says Deborah V. DiBenedetto, president of AAOHN.

Nearly 80% of respondents believe their health would improve if they were offered the right information  and tools through a viable Employee Wellness Program.

Topping the list of most interesting Employee Wellness Programs cited by employees is stress management  (85%), closely followed by testing initiatives (84%), exercise/physical fitness initiatives (84%),  medical insurance education (81%) and disease management seminars (80%).

More than half of employees (61%) would rather receive health and wellness information from a health  care consultant or on-site nurse, compared to pamphlets or brochures (18%) or human resources staff  (15%).

Effective Employee Wellness Programs include the use of data sources in support of Company Health and  Wellness Program planning, implementation, and evaluation. Information sources can be used to complete  a community needs assessment, develop realistic Company Health and Wellness Program goals and  objectives, and gain Senior Management support.

Centers for Disease Control and Prevention (CDC): Information and statistics
• http://www.cdc.gov/DataStatistics/
• Information and statistics are available by topic (i.e., asthma, injuries, MRSA).
• Information access tools are available to customize data tables and query datasets (i.e., Healthy  People DATA2010, tobacco use-Attributable Mortality, Morbidity, and Economic Costs).
• Nationwide survey data is available (i.e., National Health and Nutrition Examination Survey  (NHANES)).

CDC Behavioral Risk Factor Surveillance System (BRFSS)
• http://www.cdc.gov/brfss/index.htm
• BRFSS is the world’s largest, ongoing telephone health survey system. BRFSS has been tracking health  conditions and risk behaviors in the US yearly since 1984.
• Chronic Disease Indicators are divided into seven categories: physical activity and nutrition,  tobacco and alcohol use, cancer, cardiovascular disease, diabetes, overarching conditions, and other  disease and risk factors.
• Prevalence data is also available (i.e., weight classification by Body Mass Index and age).

Company Health and Wellness Program data collection and analysis is often avoided because of a  perceived lack of resources for this very important Company Health and Wellness Program component. Use  the suggestions below to take advantage of a variety of resources available at your company or in the  local community.

Medical Interns and Residents
• If your Onsite Healthcare Center has an internship Employee Wellness Program, get to know the  Internship Director.
• Make use of these resources – including having the Director and/or interns/residents begin the  outcome data collection plan for your Employee Wellness Program.

Local college and graduate students
• Where appropriate volunteer agreements are in place, use local college/graduate students to help  collect, input, and assess Company Health and Wellness Program data.
• Make use of the fact that these students are often looking for projects.
• If there are no “health-related” students/interns in your area, consider using employer students. Let  them calculate a cost avoidance or return on investment (ROI) for your Employee Wellness Program.

Other Medical Personnel
• Partner with other Medical Personnel. Find out who is collecting data, what data they are collecting,  and how they are collecting it.
• If they are using a survey and the survey administration process is already in place, ask if you can  add a question or two.
• Be aware of other research going on at your facility. They may already be collecting data you need OR  may have analysis resources that can be shared.
• Make sure other departments in the Medical center know you can always use some extra help if they  have personnel with any down time. Use these resources for data entry or other administrative tasks.
• Make use of the volunteers to help collect and input data.

Previous Company Health and Wellness Program participants
• Previous Company Health and Wellness Program participants are also a good resource.
• They may be willing to lead a class session, provide encouragement to current Company Health and  Wellness Program participants, or help collect data.
You can improve data collection and analysis by taking advantage of local resources. Using these  resources expands the reach and impact of your Employee Wellness Program.

Keeping Company Health and Wellness Program data organized is essential in order to be able to  determine Company Health and Wellness Program impact and member progress. Use the simple steps below to  keep your data organized.

Manage Company Health and Wellness Program data electronically.
• Storing Company Health and Wellness Program outcomes data electronically is the best way to manage  that information.
• An electronic system will enable you to review and assess the data more efficiently.
• Scan old surveys and other Company Health and Wellness Program information that exist only on paper  into .pdf format for permanent storage.

Find the Company Health and Wellness Program system that works best for you.
• Some staff members are more comfortable with spreadsheet applications; others rather work with  database applications.
• You will be more likely to use a Company Health and Wellness Program that you are familiar and/or  comfortable with.
• Standardize data collection and organization. Keep data columns/fields in the same order for all  Employee Wellness Programs.

Keep the Company Health and Wellness Program as simple as possible.
• You do not have to be a Wellness Programming wizard or use complicated data entry interfaces in order  to manage Company Health and Wellness Program outcomes data.
• A simple spreadsheet is an excellent way to keep your data organized.

Store all Company Health and Wellness Program data numerically.
• Using numbers (instead of words) will make the data much easier to enter and assess. For example: use  “1” for yes; “0” for no OR “1” for male; “2” for female.
• Number survey responses that contain strings of words. For example: instead of entering the  responses: “patient education videos”, “news,” or “no TV,” number the responses so you only have to  enter “1,” “2,” or “3.”

Label all Company Health and Wellness Program data clearly.
• Make sure all the data columns, rows, or fields are labeled. The data is worthless if you don’t know  what data is in which column.
• The spreadsheet/database should include an explanation for column, row, field, and data abbreviations  and a key for numbered responses.

Use consistent Company Health and Wellness Program data units.
• Make sure all data entered into a given column is expressed with the same unit of measure. For  example, enter all heights as total inches, not as a combination of feet and inches.
Putting your data in order by using a simple system that works for you will enable you to track member  accomplishments. Keeping your data organized also makes it easier to communicate Company Health and  Wellness Program impact to leadership and make Company Health and Wellness Program improvements as  needed.