Wellness ArticlesWellness Articles

Employee Health and Wellness Programs at the corporate level are beneficial, right? Wellness statistics clearly show that such Employee Health and Wellness Programs are not only cost-effective to the organization but can assist the worker in developing a healthier lifestyle. With the rising cost of healthcare, Employee Health and Wellness Programs simply make sense. So where does the problem come in? Let’s examine the topic from both perspectives.

Employee Health and Wellness Programs: The Good

• A sampling of return on investment for Employee Health and Wellness Programs: Bank of America: 600%; General Motors:370%; Pepsico: 300%; Citibank: 465%; and the Washoe County School District leading the pack at a whopping 1,560%. (Campbell,J., Wellness Improvement Experts, www.wellnessimprovementexperts.com, Albuquerque, New Mexico.)
• Companies with Employee Health and Wellness Programs have realized a 28 percent reduction in sick leave, a 26 percent reduction in adjunctive health care costs and a 30 percent reduction in disability and workers compensation costs. (Health Affairs, Volume 21, No.2, March, 2002.)
• The Washoe county School District in Northern Nevada realized a $15.60 return on investment for every dollar spent due to a 20 percent reduction in rates of absence. (Hardy,A. (2005). At the Top Of The Class. WELCOA’s Absolute Advantage Magazine, 5(1), 14-20.)
• Employee Health and Wellness Programs provide the structure, encouragement, incentives and ongoing support that many individuals need in order to make lifestyle changes.
• Employees also realize returns on their efforts. FiServ, a financial services technology business, gave staff members who filled out a health risk assessment a significant discount on their health insurance premium. (Holland, Kelley, The New York Times, July 22, 2007.)

Employee Health and Wellness Programs: The Bad

The flip side of the argument centers on basic human rights. Do we want/need our employer to tell us to eat our veggies or lose 30 pounds? Some companies are doing just that and at least one lawsuit has resulted because of it.
• Three hundred companies have requested assistance from a national employment and labor law firm to institute more aggressive Employee Health and Wellness Programs.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)
• Clarian Health, based in Indianapolis, Will begin decreasing worker paychecks by $10.00 for every worker who has a Body Mass Index (BMI) of greater than 29.9 because not enough staff members were utilizing their wellness services.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)
• Scott Rodrigues filed a suit against his prospective employer, Scotts Miracle-Gro, because he believed the business’s antismoking policy violated his civil rights. The business has a policy against hiring staff members who smoke and Mr. Rodrigues’drug screen was positive for nicotine.(Holland, Kelley, The New York Times,July 22,2007.)
• worker advocates are concerned that health discrimination may not be covered under the Americans with Disabilities Act.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

Penalizing staff members by hitting them where it hurts the most, in their pocketbook, does not appear to be a a good approach to molding human behavior.
Such tactics may result in increased resentments and retaliation, primarily in the form of rates of absence and presenteeism (decreased productivity on the job.) Voluntary, incentive-based programs, such as the one in the Washoe County School District, can and do produce results. A positive attitude on the part of management along with an opportunity for staff members to have a stake in the decision-making may yield the greatest dividends to both employer and worker.The motivation and resolve needed to change unhealthy lifestyle habits can best be derived from the basic tenets of encouragement, respect and support.

For well over a decade, research has been showing the effectiveness of Employee Health and Wellness Programs. For every dollar spent on Employee Health and Wellness Programs, the returns have been cost savings of between $2.30 and $10.10 in the areas of decreased rates of absence, fewer sick days, decreased WSIB/WCB claims, lowered health and insurance costs, and improvements to worker performance and productivity.

Statistics do show that Employee Health and Wellness Programs increase worker morale, improve the ability to attract and retain key individuals, all while having more alert and productive staff members. Some Employee Health and Wellness Program return on investment statistics of note:

• Canada Life Insurance reported a return of $3.43 on Employee Health and Wellness Program, and an overall Employee Health and Wellness Program return on investment of $6.85 on each corporate dollar invested on decreased turnover (32.4 percent lower), productivity gains and decreased medical claims,
• DuPont’s Employee Health and Wellness Program pilot sites saw a saving of 11,726 disability days and a return of U.S. $2.05 for every dollar invested by the end of the second year,
• The Canadian government’s Employee Health and Wellness Program return on investment was $1.95-$3.75 per worker per dollar spent (as found by Dr. Roy Shephard),
• Municipal staff members in Toronto, missed 3.35 fewer days in the first six months of their Employee Health and Wellness Program than staff members not enrolled in the program,
• British Columbia Hydro staff members enrolled in a Employee Health and Wellness Program had a turnover rate of just 3.5 percent compared with a Business average of 10.3%,
• Johnson & Johnson estimated an average saving of U.S. $224.66 per worker per year for the four years examined after the program introduction, with the bulk of the savings being in the third and fourth years,
• Pacific Bell found that overall rates of absence decreased after implementing a Employee Health and Wellness Program,
• Coca Cola report saving $500 every year per worker after implementing a Employee Health and Wellness Program, with only 60 percent of their staff members participating,
• Coors Brewing Co. found that for each dollar spent on their Employee Health and Wellness Program they saw a $5.50 return, and the staff members who participated decreased their absentee rate by 18%, and
• Prudential Insurance Company found that the benefits costs for staff members participating in their program were $312, as opposed to $574 for non-members

Workers breathe life and value into your business. Within the modern worksite there are increasing instances of stress, anxiety, obesity, depression, and heart disease. The modern worksite has become increasingly physical fitness-free.

Technological advances have lessened the need to “walk” at work. Moving a mouse has the same level of physical exertion as pressing the buttons on a remote control. Emails, the fax, and the internet have meant that it is possible to run a business without having to leave the chair. The “advances” affect physical and mental health in a disastrous manner ultimately affecting your business’s profit.

A sedentary lifestyle is a recipe for disaster - heart disease, chronic back pain, repetitive stress disorder, and low employee self-esteem are symptomatic of a work environment in which the only physical fitness available is surfing the net. Business morale will invariably suffer if an physical fitness policy is not endorsed and put in place.

Regular physical fitness can significantly improve worksite health. Instances of absenteeism and staff turnover, low staff morale and decreased productivity can be alleviated with a Employee Health and Wellness Program that energizes and motivates tired staff members. Boredom, repetitive motion injuries and worksite fatigue can only be combated with physical and mental stimulation.

Studies show, staff members who are physically active on a regular basis record less sick days each year and are more energetic, dynamic, and industrious. Investing in the health of your staff pays dividends through increased productivity and goodwill. Physically active staff members are happy staff members.

• Lowering health insurance and compensation costs through decreased need for medical services
• Improving productivity
• Lowering rates of absence
• Improving morale
• Lowering stress

On top of improving the health of your staff, a broad-based Employee Health and Wellness Program shows your staff members you care about their well-being.

Golds Gym Employee Health and Wellness Programs is committed to creating a healthy, active workforce, providing employers with training incentives for staff members at our state-of-the-art facilities. Golds Gym Employee Wellness also provides training services and facility design at your office location.

Incorporating all aspects of fitness training (cardiovascular, strength, flexibility, core), performing broad-based fitness assessments, designing personalized fitness programs, and dynamic group training programs. We take pride in our talented, professional staff members who provide creative and effective Employee Health and Wellness Programs for diverse workforces.

Golds Gym Employee Health and Wellness Program’s staff members reach beyond the walls of the fitness center to motivate, educate, and encourage staff members to embrace and maintain healthy active lifestyles. Applying practical experience the Golds Gym Employee Health and Wellness Program delivers dynamic cost-effective Employee Health and Wellness Program that help staff members work happier, harder, and healthier.

To motivate your staff members to exercise, eat better, and lose weight, you could invest heavily in facilities, equipment, and staffing to develop worksite Employee Health and Wellness Programs for staff members, thereby hopefully creating a healthier, more productive workforce. However, the problem with corporate fitness facilities is that staff members spend one quarter of their lives at work and typically are not motivated enough to come in early or stay late to do an exercise program.

Golds Gym Employee Health and Wellness Programs provides attractive discounts for companies to train at our professionally coordinated facilities. When your business becomes a member of our Employee Health and Wellness Program, your staff members are eligible for savings off of our regular training rates. No matter what size of business you keep, we have a Employee Health and Wellness Program to keep it healthy, happy, and working strong.

• Coca Cola reported saving $500 per worker every year after implementing a Employee Health and Wellness Program with only 60 percent of their staff members participating.
• Pacific Bell found that overall rates of absence decreased after implementing a Employee Health and Wellness Program.
• Coors Brewing Company found that for each dollar spent on their Employee Health and Wellness Program they saw a $5.50 return and the staff members who participated decreased their absentee rate by 18%.
• Prudential Insurance Company found that the benefits costs for staff members participating in their program were $312 as opposed to $574 for non-members (American Association of Occupational Health Nurses, 2004).

To learn more about Gold’s Gym Employee Health and Wellness Programs contact us at (336) 725-8624.

Flu Shot Facts & Myths

Myth: The flu isn’t a serious disease.
Fact: Influenza (flu) is a serious disease of the nose, throat, and lungs, and it can lead to pneumonia. Each year about 200,000 individuals in the U.S. are hospitalized and about 36,000 individuals die because of the flu. Most who die are 65 years and older. But small children less than 2 years old are as likely as those over 65 to have to go to the hospital because of the flu.

Myth: The flu shot can cause the flu.
Fact: The flu shot cannot cause the flu. Some individuals get a little soreness or redness where they get the shot. It goes away in a day or two. Serious problems from the flu shot are very rare.

Myth: The flu shot does not work.
Fact: Most of the time the flu shot will prevent the flu. In scientific studies, the effectiveness of the flu shot has ranged from 70 percent to 90 percent when there is a good match between circulating viruses and those in the vaccine. Getting the vaccine is your best protection against this disease.

Myth: The side effects are worse than the flu.
Fact: The worst side effect you’re likely to get from a flu shot is a sore arm. The nasal mist flu vaccine might cause nasal congestion, runny nose, sore throat and cough. The risk of a severe allergic reaction is less than 1 in 4 million.

Myth: Only older individuals need a flu vaccine.
Fact: Adults and children with conditions like asthma, diabetes, heart disease, and kidney disease need to get a flu shot. Doctors also recommend children 6 months and older get a flu shot every year until their 5th birthday.

Myth: You must get the flu vaccine before December.
Fact: Flu vaccine can be given before or during the flu season. The best time to get vaccinated is October or November. But you can get vaccinated in December or later.

For more information, ask your health care provider or call 800-CDC-INFO (800-232-4636). You can also get more information about flu shots by visiting the following Website: www.cdc.gov/flu

Source: The Department of Health and Human ServicesCenters for Disease Control and Prevention

Advantages of Employee Health and Wellness Programs: Easy to Find

Employer’s are learning that Employee Health and Wellness Programs is an effective way to increase productivity, improve worker health, reduce health care costs and reduce rates of absence.

A report published in 2003 by the United States Department of Health and Human Services (HHS) highlighted how important it is for employers to incorporate Employee Health and Wellness Programs as part of their corporate strategy. The report asserts that chronic diseases which are largely preventable place a heavy toll on business, including lower productivity and higher health insurance costs.

The Department of Health and Human Services estimates that $1.66 trillion was spent on healthcare in 2003 and it attributes a majority of those costs to chronic diseases and conditions such as heart disease, diabetes, obesity and asthma. Sadly, the money allocated for preventing or controlling these conditions is negligible.

In a recent article, American Cancer Society CEO John Seffrin reported two thirds of cancer deaths in the United States could be prevented through lifestyle changes in diet, physical fitness, cancer testing and “especially” tobacco use. A well-designed Employee Health and Wellness Programs initiative serves the best interests of staff members and employers alike.

Advantages of Wellness Progams: ROI

Ron Goetzel, a nationally recognized expert in the field of health management, data analysis and applied research, said in a recent interview that with an investment of $100 to $150 per worker per year in Employee Health and Wellness Programs, an employer can expect an average return on investment of approximately $3 for every $1
invested ($300 to $450 savings per worker per year). Goetzel says, however, that these returns are not typically realized until two to three years into the Employee Health and Wellness Program.

Advantages of Wellness Progams: Tax Breaks

Sen. Tom Harkin (D-Iowa) has been an outspoken proponent in seeking legislative solutions for a strained health care system.

“As a nation, we have a ‘sick care’ system that is focused on helping individuals after they get sick, rather than a ‘health care’ system which focuses on keeping healthy individuals healthy,” he says.

Harkin introduced the Healthy Lifestyle and Prevention (HeLP) America Act of 2004. One of the initiatives under Title II - Healthier Communities and Workplaces, provides tax credits to companies that offer broad-based programs to promote worker health and grants for small business.

Advantages of Wellness Progams: Getting Started

Implementing a Employee Health and Wellness Programs can be accomplished with simple, low-cost strategies.

• Provide incentives for participation.
• Establish a wellness informational campaign.
• Schedule wellness seminars on diabetes, nutrition, physical fitness and cholesterol.
• Establish programs such as fitness, sleep diary, smoking cessation and injury prevention.
• Provide onsite chair massages or simple stretching exercises to do at the desk.
• Change vending machine options to offer healthier, low-fat snacks and drinks.
• Actively promote worker participation in all Employee Health and Wellness Programs.

A successful Employee Health and Wellness Program can boost business morale, enhance productivity, reduce organizational conflict, attract superior workers and reduce the rate of worker turnover. The case for starting a Employee Health and Wellness Program is well worth the effort.

Demographic and technological transformations are changing the nature of work in our society. As these changes occur the broad-based model of Employee Health and Wellness Programs described above will evolve and continue to develop. If current trends continue, the workers of tomorrow will be older, more racially and ethically diverse, increasingly female, and will frequently be located off-site. In the later case, technological advances are making it possible for more and more consultants to conduct their work from their homes. Thus the very character of the worksite will change and so must our efforts to deliver Employee Health and Wellness Programs. As an example, in the future it is likely that a great deal of health education programming will be delivered through personalized interactive multimedia formats, conveniently supplied to any number of staff members through telecommunication systems.

As technological innovations increase in the worksite, Employee Health and Wellness Program consultants will face new health related challenges. In the past, some have assumed that technology would make workers more efficient, thereby allowing staff members to work less, while being more productive. In reality, increases in technological innovation have simply allowed more of us to take our work with us where ever we go and feel guilty for not being increasingly productive.

This trend may absorb greater amounts of leisure time that is normally devoted to recreation and relaxation. Subsequent increases in stress and fatigue will ensure the continued need for effective Employee Health and Wellness Programs.

When considering the scope of Employee Health and Wellness Programs described in this article, many will think of substantial investments made by large companies. The reality is that 60 percent of individuals working in the United States work for a business of less than 100 staff members (U. S. Bureau of Census, 1988). Due to economy of scale, it has been difficult and expensive for small business owners to supply adequate health care insurance as well as prevention programming for workers.

Employee Health and Wellness Program consultants must understand this challenge and develop the method to overcome these obstacles. The evidence is clear that much more could be done to advance the health of our society through the worksite. As change agents, health educators must work to empower employers and staff members through education of the benefits of Employee Health and Wellness Programs.

Worksites do not exist in a vacuum. They are part and parcel of the community in which they are located. Successful corporate administrators are cognizant of the need for positive community relations and should do what is necessary to promote good will. What better way to bridge relationships than by utilizing existing community Employee Health and Wellness Program services and programs whenever possible (e.g., voluntary, private and public health agencies) and providing health related services back to the community. Since the community is also the home of the worker, an effective mode of health promotion is through programming directed at the larger community. Sponsorship of community related health fairs is one example more are listed below.

• Encourages worker/employer involvement in the community
Blood drives
Sponsorship of fund raising for community schools and social services
Community recycling programs
Youth league sports sponsorship
Job training programs
• Public relations and media programs advertising a healthy business image
• business newsletters and press releases on health issues to local media
• Environmentally sound use of waste disposal and community resources

At times Employee Health and Wellness Programs have been instituted as public relations vehicles intended to enhance the corporate image with little concern for improvements in worker health. Companies who are truly committed to enhancing worker health and wellness, are companies who have worked to include Employee Health and Wellness Programs into the business’s mission statement. With this commitment, policies and procedures can be written to address short and long term goals of increased worker health, productivity, and morale. These policies and procedures are critical to the establishment of supportive organizational cultures conducive to worker health and wellness.

• Active worker involvement in Employee Health and Wellness Program committees and business decision making
• Availability of flextime work schedules
• No smoking policy
• Drug use policy and testing
• Motor vehicle seatbelts and the use of other protective/safety equipment
• Sexual harassment policy
• Family leave programs
• Consistent and frequent awards and recognition of worker work efforts

The environmental conditions of the worksite can be divided into both physical and psychosocial domains, both of which influence the culture and climate of a worksite. The cultural norms of a worksite have been identified as powerful determinants of worker health and behavior (Baum, 1995). Ultimately, workers benefit most from a healthy, supportive; eustressful worksite community was they feel valued and respected. Since adults spend approximately one third of their waking hours at work, one would hope that staff members view work as less of a necessity and more of an enjoyable experience.

The climate of a worksite is also more conducive to enhancing health and human performance when the environment is safe, clean, aesthetically pleasing and ergonomically engineered. While some occupations maybe inherently dangerous (e.g., fire fighter, military personnel) all broad-based Employee Health and Wellness Programs should control exposure to unhealthy conditions including: hazardous chemicals, noise, temperature, radiation and other risky conditions. Program examples include:

• Employee Health and Wellness Programs grounded in supportive cultural change strategies
• Environmental and safety compliance measures
Lighting
Ventilation
Heating
Control of toxic substances
Noise
Universal precautions
• Ergonomically designed workstations
• Sanitary, clean, well maintained physical environment
• Recycling promoted programs
• worker & management training in emergency procedures

An worker’s psychological health can never be neglected in a broad-based model of Employee Health and Wellness Programs. Originating out of a need for alcohol abuse initiatives in the worksite, today’s employee assistance programs (EAP) encompass assessment and counseling for substance abuse and dependency, stress related disorders, family conflicts and other personal issues.

Evidence of the need for such programs is wide spread. In a national survey conducted by the Northwestern Life Insurance Company (1992) 46% of staff members reported that their job was very stressful, 34% thought about quitting their jobs because of worksite stress, and 14% did leave their job because of stress. Alcohol and substance abuse problems as well as issues of worksite violence and harassment are common areas of concern. For many the only viable treatment solution is the Employee Health and Wellness Program. Exemplary Employee Health and Wellness Programs will include:

• Individualized assessment of worker concerns
• Treatment choice assistance
• Emphasis on prevention as well as treatment
• Personal and family counseling programs
• Treatment for addictions:
Drugs
Alcohol
Gambling
• Crisis intervention programs
• Stress management
• Ongoing support groups
• Management and worker training to identify individuals at risk.
• After treatment assistance