Best Practices in Corporate Wellness: New Challenges, New Solutions

Best Practices in Corporate Wellness:New Challenges, New Solutions

Barry Hall – Buck Consultants

Bernie Knobbe – ACS, a Xerox Company

Dodi Kelleher – Safeway Inc.

Lori Meaders – Southern California Edison Company

Corporate Wellness Conference

Los AngelesSeptember 22, 2010

4th Annual Global Wellness Survey

Objective:

• Assess trends in employer-sponsored

wellness strategies and practices

Participants:• 1,245 participating employers

• 47 countries

• 15 million employees

• All industry categories

Reports:• Global survey report

• Executive summary in 8 languages

• To be released in October 2010www.BuckSurveys.com

1

Workplace wellness is:

• Global

• Growing rapidly

• Becoming a business imperative

2

Location of Employees

3

Africa/Middle East

Asia

Australia

Europe

North America

Latin America

19%

33 %

16 %

34 %

62%

35 %

Preliminary (pre-publication) results from 2010 Global Health Promotion Survey

Global Prevalence of Health Promotion Programs

4


Globalization of Strategy

5

STRATEGY IS GLOBAL*(MULTINATIONAL EMPLOYERS)

Yes

54%

No

46%


* Covers majority of employees regardless of geography

Status of Wellness Strategy

6

NUMBER OF YEARS WELLNESS STRATEGY HAS BEEN IN PLACE

0 - 1 year

2 - 5 years

5 - 10 years

More than 10 years

Don’t know

13%

53%

16%

14%

3%


Employer Objectives Driving Wellness Strategy

7

Africa/Mid East Asia Australia Canada Europe

Latin America

United States

Productivity/Presenteeism 2 5 4 1 1 1 2

Morale/Engagement 1 2 2 3 2 2 4

Absence 5 6 3 2 4 7 3

Workplace safety 2 4 1 6 6 3 6

Work ability 4 1 5 4 5 4 7

Org. values/mission 5 3 8 7 3 5 5

Attract and retain 8 8 7 8 7 8 8

Promote image/brand 7 7 6 9 10 10 9

Health care costs 11 11 10 5 11 11 1

Social responsibility 9 9 9 10 9 6 10

Comply with legislation 9 10 11 11 8 9 11

Supplement gov't care 12 12 12 12 12 12 12


Direct Costs:Health Care

Indirect Costs:Productivity Loss

20%

80%

Cost Burden of Chronic Disease

Source: DeVol R, Bedroussian A, et al., An Unhealthy America: The Economic Burden of Chronic Disease. The Milken Institute. Oct. 2007.

8

Health Issues Driving Wellness Strategy

9

Africa/Mid East Asia Australia Canada Europe

Latin America

United States

Stress 1 1 1 1 1 2 6

Physical activity/exercise 4 3 3 3 2 1 1

Nutrition/healthy eating 4 7 1 5 5 3 2

Work/life issues 4 2 3 2 3 12 10

High blood pressure 4 10 10 8 10 4 5

Chronic disease 2 9 9 7 13 5 3

Workplace safety 9 4 6 6 4 6 11

Depression/anxiety 8 13 7 4 7 9 9

High cholesterol 12 11 11 9 12 7 7

Tobacco use/smoking 11 5 13 11 8 10 8

Psychosocial work envir. 10 8 14 12 6 8 15

Obesity 15 14 8 14 14 11 4

Sleep/fatigue 16 12 5 9 11 14 14

Personal safety 13 6 12 13 9 13 13

Infectious diseases (HIV) 3 17 16 17 18 16 17

Maternity/newborn health 18 15 18 16 16 15 12

Substance abuse 14 18 15 15 15 18 16

Public sanitation 17 16 17 18 17 17 18


Key Challenges:

• Motivating/engaging employees

• Measuring impact

• Fostering a “culture of health”

10

Prevalence of Incentive Rewards (or Penalties)

11

United States

Asia

Canada

Africa/Mid East

Australia

Europe

Latin America

62 %

42 %

41 %

34 %

29 %

25 %

16%

25%

19%

30%

24 %

24 %

11 %

38%

13%

39%

28%

41%

47%

63%

46%

0% 20% 40% 60% 80% 100 %

Incentive rewards offered today

Not offered today, but have plans to offer

No plans to offer


12

Do Incentives Work?

EFFECTIVENESS OF INCENTIVE REWARDS AT INFLUENCING

BEHAVIORAL CHANGES AMONG EMPLOYEES

4%

15%

33%

24%

4%

20%

Extremely

Effective

5

Significantly

Effective

4

Moderately

Effective

3

Minimally

Effective

2

Not effective

1

Don’t know


13

Level of Communication &

Org. Support

Example: Cost to Achieve 50% Completion

$45

$95

$120

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

$0 $50 $100 $150 $200 $250 $350

Incentive Value

HR

A C

om

ple

tio

n R

ate

High

Medium

Low

• • •50%

Source: Taitel et. al, Journal of Occupational & Environmental Medicine, 2008.

Maximize Results but Don’t Overpay

14

It’s Not Just About the Money

27%

33% 33%37%

41%

53%

44%41%

51% 51%

65%69%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Communications

Strategy

Worksite Culture Communications

Strategy

Worksite Culture Communications

Strategy

Worksite Culture

HR

A C

om

ple

tio

n R

ate

Weaker

Strong

Non-FinancialIncentives

Cash Incentives Benefits-IntegratedIncentives

Source: Seaverson et. al, Journal of Occupational & Environmental Medicine, 2009.

15

Loss Aversion: Leaving Money on the Table

Loss Aversion: Don’t Waste Prepaid Wellness

16

Regret Aversion: An Ounce of Prevention…

17

Statistical Optimism: Chances of Chronic Illness

18

Measurement and Outcomes

19


Measurement and Outcomes

20

REASONS OUTCOMES ARE NOT MEASURED

Insufficient resources to support measurement

Don’t know how to measure

No priority from leadership

Don’t believe there is a measurable return

Don’t believe the cost of measurement is justified

59 %

36%

33%

13%

9%


Healthcare Cost Trend Impact

21

REDUCTION IN HEALTH CARE TREND RATE – U.S. EMPLOYERS

AVERAGE ANNUAL REDUCTION IN HEALTH CARE TREND RATE – U.S. EMPLOYERS


Yes

18%

No

22%

Don't know

60 %

More than 10 trend percentage points per year

6-10 trend percentage points per year

2-5 trend percentage points per year

1 ior less trend percentage points per year

2 %

10 %

61%

28 %

22

Building a “Culture of Health”

EXTENT TO WHICH THE

ORGANIZATION PLANS TO PURSUE A

CULTURE OF HEALTH FOR THE

FUTURE

54%

27%

12%6% 1%

5 =

Actively

pursue

4 3 2 1 = Not at

All

EXTENT TO WHICH THE

ORGANIZATION CURRENTLY HAS A

CULTURE OF HEALTH

10%

23%

37%

22%

8%

5 = Very

much so

4 3 2 1 = Not at

All

33%

81%

Executive Summary:

Return on Investment Analysis:

2008 Wellness Initiatives

Fall, 2009

ACS: Global leader in information technology outsourcing, business

processes, and problem solving.

ACS HR Services: Key Clients

25

http://www2.corenetglobal.org/home/

http://www.deere.com/

http://www.bausch.com/en_US/default.aspx

Spanning the Globe: Centers of Excellence

14 Finance & Accounting | 12 Human Resources | 12 Mega Data Centers

Arizona

Washington

UtahCalifornia

Guatemala

Illinois

Michigan

New Jersey

Pennsylvania

KentuckyTexas

Mexico

Jamaica Dominican Republic

Canada

Brazil

United Kingdom

IrelandPoland

SwitzerlandFrance

Spain

Ghana

India

Malaysia

China

Philippines

Fiji

Georgia

39 Global Centers of Excellence | 500 locations worldwide | Global Production Model

26

Objectives

Summarize historical wellness activities since program

inception in 2006

Recap the Healthier Together wellness program initiatives

from 2008

Highlight quantifiable financial impact to company and

employee out-of-pocket healthcare expenses based on 2008

wellness program initiatives

Consider Total Well-Being goals for 2010 -11, including

metrics to measure quantifiable results to impact company

and employee spend, employee and dependent engagement,

and productivity

27

2008 Wellness Program Initiatives

Initiatives through Aetna Partnership Simple Steps Health Assessment (Risk Profile) and Online Tools Healthyroads Lifestyle Coaching Program ActiveHealth Disease Management Program Beginning Right Maternity Program Case Management Program for coordinating care for members with

more involved healthcare needs, such as cancer and stroke

Support Initiatives through ACS Healthier Together wellness newsletter ACS Website Larry North webcasts, newsletter articles, and on-site visits Health fairs, lunch and learns, flu shots, and more

28

Wellness Programs Available to All Employees in 2008

Simple Steps Health Resources are available to all employees and dependents as a guide to understanding and managing health risks.

Employees and dependents over the age of 18 who are enrolled in an ACS medical plan are eligible for Healthyroads lifestyle coaching program based on health risks identified through the Simple Steps Health Assessment.

# Completed

Health Assessments

# Identified As High

Risk Through

Healthyroads

# Successfully

Completed or Are

Currently Engaged with

Healthyroads Coach*

* As of 12/31/2008

29

Wellness and Condition Management Programs Available

Through Partnership with Aetna*

Aetna’s CareEngine

scans medical claims

to identify at-risk members

and their providers

# ActiveHealth

Participants Identified with

Targeted Condition

#

Beginning Right

Participants Identified

#

Case Management

Participants Identified

#

Beginning Right

Participants Engaged

# ActiveHealth


with Nurse

#**

Case Management


* Available for members enrolled in an ACS-sponsored PPO medical plan

** Assumes 50% participation

30

Wellness Management Programs Available through Aetna

Partnerships

2008 was the first year that all programs were available to participants in ACS Medical Plans.

• The PPO medical plans became effective with Aetna, January 1, 2006. Programs included in the initial rollout were Simple Steps, Informed Health Line, Beginning Right, and Case Management

• ActiveHealth was rolled out in March of 2007

• Healthyroads came on board April 1, 2008

The implementation of these programs resulted in a projected bottom line net savings for ACS of $ for 2008, in addition to substantially reduced out-of-pocket expenses for employees.**

* Excludes expenses related to Larry North activities

** Employee savings projections for 2008 not available at this time.

31

$ Million* Decrease in Spend for Top 10 Disease States

From 2007 to 2008

Top 10 Conditions 2007 2008

Hypertension $ $

Hyperlipidemia

Diabetes Mellitus

Low Back Pain

Ischemic Heart Disease

Depression

Chronic Thyroid Disorders

Allergy

Osteoarthritis

Asthma

Total

* Estimated savings reflected above are based on a #% reduction in medical claims expenses through Aetna. Actual savings

calculations include increased medical cost trends of approximately #%, shifts in member headcount, and plan migration. #% of

the 2008 decrease in spend, or $ million, is attributable to ActiveHealth activities.

32

$ Program Savings through Aetna Wellness Program

Initiatives in 2008

Program

2008 Members

Actively Engaged

2008 Employer

Program Cost

2008 Projected Employer

Annual Program Savings

Informed Health Line$

(Included in ASO fee) $

ActiveHealth

Healthyroads2,4

Simple Steps Health Resources

Beginning Right

Case Management

Program Totals

Net savings due to implementation of wellness program for 2008 is $, in addition to $ in reduced medical claims expenses for the Top 10

Disease States by Claims Costs, for a total of $ (less $ for expenses related to Larry North wellness activities). Projected employee costs and

savings are currently unavailable.

1 # Members Identified for Outreach with ActiveHealth Nurse2 Program implemented on April 1, 20083# Members Identified for Outreach by Healthyroads Lifestyle Coach4 Healthyroads and Simple Steps savings projected by Aetna based on average wellness industry return on investment.5 Fees assessed for online health assessment for non-Aetna members only. 6 Total Members Actively Engaged does not indicate unique members engaged.

33

Bottom Line Savings

ACS Claims Expense Reduction for Top 10 Disease States

Case Management for Major or Catastrophic Health Events

Projected ActiveHealth Savings for Members with Chronic Medical Conditions (in addition to those included in

Top 10 Disease States Claims Reduction)

Beginning Right Maternity Program Reduction in Costs for Confinement in Neonatal Units (25% reduction in

average length of confinement)

Healthyroads Lifestyle Coaching to Reduce Health Risks

Simple Steps to a Healthier Life Health Assessment and Online Wellness Resources

Informed Health Line Telephonic and Online Nurse Engagement

Larry North Wellness Activities

Program Fees Paid to Aetna

Projected Medical Plan Savings Due to Wellness Initiatives

Return on Investment $ : $1

* Total ActiveHealth savings for 2008 was $. Of this amount, 86% ($) is included in the reduction in the Top 10 disease states claims. ActiveHealth savings that are not included with the Top 10 Disease States savings total $ of which $

represents employee savings. The total additional employer savings realized due to ActiveHealth activities is $.

34

2008 Wellness Initiatives

• ACS Wellness Website:

– ACS Wellness website updated monthly

– Available to all employees through InfoBank and through the world wide web

– Average over 7,000 views per month

• Healthier Together Monthly Newsletter:

– Distributed to all ACS employees via e-mail on a monthly basis

– Discuss a variety of health topics with focus on issues most relevant to ACS population

– Directs employees to view wellness articles on the ACS Wellness website

• Smoke-Free Environment:

– Effective January 1, 2009

– 47 locations nationwide

35

2008 Wellness Initiatives with Larry North

• Webcasts:

– Employees can view the live presentation online. Webcasts are recorded and uploaded to the ACS Wellness website for future viewing

– Average over 200 live viewers per webcast and over 700 viewers per recorded webcast

• Monthly Newsletter Articles:

– Each month, a newsletter article written by Larry North highlights various facets of leading a healthy lifestyle, including topics related to nutrition, exercise and fitness, and emotional well-being

– Average over 700 views per article

• On-Site Meetings:

– On-site meetings and health fair promotions were conducted at 5 locations throughout the United States in 2008 with approximately 1,500 attendees.

“The number of employee

testimonials reporting

success in achieving

healthcare goals

continues to increase

each month.”

- Larry North

36

Wellness Initiative Program Milestones in 2008

Disease Management Claims Reduction

– ACS experienced an estimated medical claims reduction of $ for the Top 10 Disease States by Claims

Dollars for our Aetna PPO plans in 2008.

ActiveHealth Condition Management Program –

– Savings due to ActiveHealth condition management activities totals $, including $ in reduced medical claim

costs for the Top 10 disease states and $ in employee savings, for an additional net employer savings of $

due to disease management claims reductions.

Beginning Right Maternity Program

– NICU expenses decreased due to a 42% drop in admissions per 1,000 and a 25% reduction in length of stay

from 2007 to 2008, resulting in an estimated savings of $ in 2008.

Healthyroads

– Healthyroads lifestyle coaching program led to a savings of $ , as estimated by Aetna based on wellness

industry standard return on investment, by motivating employees to make healthier lifestyle decisions.

Simple Steps to a Healthier Life

– ACS offered a $200 premium credit in 2009 for medical plan participants who completed the Simple Steps Health

Assessment in 2008. Over 30,000 employees completed the Simple Steps to a Healthier Life health assessment

and/or used the Simple Steps online educational tools in 2008, resulting in an estimated savings of $.

Case Management

– In 2008, Case Management saved ACS $ by working with physicians and healthcare facilities to help ensure proper

care and reduced the length of hospital stays and ICU stays.

37

Healthyroads – Program Success in 2008

Rate of Success with One on One Coaching

Non-Unique Number

of ACS Members Who

Completed or Are

Engaged with Coach

Percentage of ACS

Members Achieving

Success*

Those who Lost Weight Through the Program

Those who Changed Their Behavior to Reduce Health

Risk Through Diet and Exercise

Those who Quit Smoking with Program Aids

* Represents percentage of # Members who completed the applicable coaching program or who were

actively engaged with a lifestyle coach as of 12/31/2008.

38

Well-Being Program Goals for 2009-10

Continually enhance our program structure to demonstrate increased savings through our Healthier Together wellness program

Realize additional savings by increasing participation in wellness initiatives, including rewards to encourage healthy lifestyle choices and penalties for lack of engagement to change behaviors

Partner with Larry North and ActiveHealth to develop the next generation of tools, resources, and communications to increase engagement, enhance business productivity, and proactively manage healthcare costs as they continue to increase nationwide

More detail to be provided in the Plan Year 2010-11 Healthcare Strategy

later this summer.

39

Details regarding our multi-year healthcare strategy

to better define steps to creating a culture of total

well-being will follow.

2010

Developing a

Culture of

Total Well-Being

2009

Employee

Engagement

incentivized

2008

Wellness

Education

Programs

initiated

2007

No formalized

Wellness initiatives

Total Well-Being Timeline

40

Glossary of Terms

• ActiveHealth – Disease and condition management program to help individuals with targeted health conditions better manage their health risks

• Aetna Navigator – Personalized webpage for members to find health assessment information, claims information, etc.

• Beginning Right – Maternity program to decrease preventable high claims for at-risk pregnancies

• Case Management – Individual nurse case management for members with more involved healthcare needs, such as cancer, offered through Aetna

• Healthyroads – Healthy lifestyle coaching program offered through Aetna partnership

• Informed Health Line – Live Nurse Hotline and internet knowledgebase of information to help members make healthcare decisions, including whether an issue requires an ER visit or a physician’s office visit

• MedQuery – Electronic program to share care considerations, such as drug interactions, with physicians available through ActiveHealth.

• NICU – Neonatal Intensive Care Unit

• Simple Steps to a Healthier Life - Online program of resources to help members make more informed healthcare decisions, including an online health assessment

• Total Well-Being – Concept that ACS provides tools, resources, and opportunities to help employees and dependents develop a holistic approach to balancing work and life

41

4242

Building a Comprehensive Health and Well Being Program

Dodi Kelleher, DMH

Director, Health & Wellness Initiatives

September 22, 2010

4343

Getting to Know Safeway

One of the largest food and drug retailers in

North America

– 200,000 employees and 1,725 stores across

the US and Canada

– Network of distribution, manufacturing and

food processing facilities

– GroceryWorks.com

Safeway health benefits offered to 30,000

corporate and store employees

Majority of union population receives

benefits through labor trust funds,

principally UFCW and Teamsters

4444

Safeway’s Challenge

Goal: Safeway seeks to provide high-quality, competitive

health care benefits

Problem:

– Rapidly escalating health care costs during the first part of

this decade posed a threat to this objective

– Health care expenditures threatened to be twice as much as

net income

Solution: Multidisciplinary task force convened to

understand cost-drivers and develop a solution

2005 2006 20112007 2008 2009 2010

4545

% Preventable / Manageable

Four Chronic Conditions Comprise 74% of Disease Costs

33%

20%

11%10%

9%

17% 100%

Cardio-

vascular

Disease

Cancer Diabetes Over-

weight &

Obesity

Other

Chronic

All Other Total

Disease

Cost

Cost Distribution by Disease State

74% of Costs

80% 30% / 60% 80% Nearly all

Heart Type 2 can improve

disease/

stroke

Source: CDC, HHS, 2005 data, Safeway analysis

4646

Solution: Safeway’s Programs

Strong belief in the efficiency of markets

and the power of pricing

Knowledge that most health risks, conditions and

costs are behaviorally based

Confidence that employees can be informed

consumers of health care and are willing to be held

accountable for their actions

4747

Healthy Measures

Reductions to medical benefit premiums if employees show

evidence of healthy behaviors

Not smoking

BMI below 30

No hypertension

Healthy ranges for cholesterol and glucose

Those who missed one or more of the goals earn retroactive

rebate if they improve sufficiently by year end

Provide support to set and meet goals

4848

2009 Plan Year Testing Results

Employees

– 75% participation

– 55% qualified for all 4 discounts

– 6% qualified for 1 or fewer discounts

Spouse / Domestic Partners

– 51% participation

– 49% qualified for all 4 discounts

– 20% qualified for 1 or fewer discounts

4949

Year Over Year Results

16%17%

30%

40%

Blood Pressure Smoking Cholesterol BMI

Percent of Participants Passing in 2009 who did not Pass in 2008

No pass 2008 3,283 1,106 684 4,640

Pass 2009 1,326 336 118 746

Employees and Spouses

5050

How Do We Provide Support

Safeway Programs:

– Smoke-free campus

– Team health challenges

– Weight loss programs

– Healthy cafeterias

– On-site fitness center

– On site health clinic with NP

– Gym memberships

– Health assessment

Programs designed to

manage risks before

they become health

conditions

5151

How Do We Provide Support

Personal Health Team:

– Health and disease prevention information

– Outreach regarding health risks

– Coaching and condition management

• Active and structured collaboration

• Holistic bio-psycho-social approach

• Culturally aware

• Reportable outcomes

Programs designed to

help eliminate as well

as self-manage health

conditions

5252

0

10

20

30

40

50

60

16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 4546+

0

10

20

30

40

50

60

70

16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 4546+

12.2%

17.9%

32.7%

28.6%0.5%8.2%

5.9%

14.3%

35.5%40.4%0.3%

3.6%

Challenge 1 Initial BMI

Challenge 2 Post BMI

N=609

Shifting The Curve: Results for Participants in Both Team Challenges- May 2009 to May 2010

Obese Population = 23.8%

14% reduction in obesity

12% increase in normal BMI

5353

Those Who Participate are Embracing the Changes

When Healthy Measures participants were surveyed . . . 78%

rated the program good, very good or excellent

76% of participants suggested more incentives to encourage

healthy behavior

When team challenge participants were surveyed . . . 80% were

satisfied or very satisfied with the program and 78% agreed it had

improved their health

Over 80% said they were likely or very likely to participate in the

next challenge and to encourage a co-worker to participate

5454

What’s Next

Culture =

“How

things get

done

around

here”

Attributes of a “culture of health”

– Corporate values reflect belief that

workforce well-being is a business

advantage

– Managers demonstrate consideration

for employee health, well-being and

safety in operational management and

planning

– Employees believe leadership

authentically cares about their well-

being

– Employees take accountability for

achieving good health

Health =

“Physical,

emotional

and

financial

well-being”

Building a benefit brand to

promote a “culture of health”

5555

Our New Brand

5656

Safeway AisleONE Benefits Portal

A benefits portal for employees and covered spouses/ partners

One-stop shopping experience… available through one URL with one password

A “sticky” experience that engages employees

Comprehensive site to support all aspects of a “Culture of Health”

5757

AisleONE Overview

Active Directory

Identity

Management

Safeway PR

H&W Content

RSS Feeds

Personalized

Avatar &

Dashboard

Personalized

Employee

Cost Savings

Personalized

Spouse

Dashboard

News &

Information

Usage Statistics

& Reporting

…The Benefits Portal

PeopleSoft

Employee Data

JP Morgan

401(k) Plan

CIGNA

Health Risk

Assessment

ACS

BenefitsWeb

Administration

MedExpert

Wellness

Ektron Content

Management

Physicians

Biometric

Testing

Quest

Biometric

Testing

Personalized

Employee

To-Do Checklist

SM

EDISON INTERNATIONAL®

WELLNESS@EDISON

Corporate Wellness Conference

September 22, 2010

SM

EDISON INTERNATIONAL® 60

Long History of Wellness@Edison

• 1951-2000: On-site health clinics/pharmacy operations at 8 Edison

locations

• 1989-2004: Good Health Rebate - $120 toward cost of health care

coverage if participant w/in medically acceptable levels of five risk

factors: weight, blood pressure, blood sugar level, cholesterol level

and smoking

• 2004: Established Disability Board

• 2008: Evolved into Health and Productivity Board

– Expanded Purpose

– Organizational Integration

– Wellness Team

SM


• Build awareness in the organization of the total costs of avoidable health and productivity losses

• Maximize the benefits of staying at work and returning to work

• Monitor overall program costs to ensure projected ROI is met

• Commit to best practices in the areas of managing health and productivity

• Approve long-term health and productivity initiatives that complement the overall corporate strategy

61

Health and Productivity Board

SM


Why Focus on Wellness?

• Estimated 70% of the dollars Edison spends in pharmacy and absenteeism are related to potentially preventablechronic health conditions

• Identifiable and Modifiable Health Risks (Health Risk Assessment Test – 2,053 unique people 2008 & 2009)

– 53% -- Unhealthy Weight

– 39% -- High Blood Pressure

– 22% -- High Cholesterol

• Healthier employees are less prone to injuries and have fewer accidents

62

SM

EDISON INTERNATIONAL® 63

EMPLOYEE HEALTH and PRODUCTIVITY ORGANIZATIONAL INTEGRATION, EXAMPLES

PREVENT RESPOND

CO

RP

/BU

SA

FE

TY

CO

RP

ME

DIC

AL

SV

CS

BE

NE

FIT

SW

OR

KE

RS

’

CO

MP

RESTORE

INVESTIGATE MODIFY

OSHA

RECORDING

CLAIM

ADJUDICATION

MEDICAL CARE

EARLY

INTERVENTION/

ACCOMMODATIONS

TANGERINE

WORKSTEPSSEDGWICK

DISABILITY

PRGRM ADMIN

EMPLOYEE

ASSISTANCE

PROGRAM

PROVIDE

MEDICAL CARE/

CERTIFY

ABSENCES

ACCOMMODATIONS

RETURN TO

WORK COACH

FMLA COACH

ABSENCE MGMT

CDP, LTD, FMLA

CHANGE

PROCESS

PREVENTIVE

HEALTH

ACCOUNT

NEGOTIATED

CHANGES

LEADERSHIP

SAFETY

COUNCIL

ILLNESS &

INJURY

PREVENTION

MANUAL

WELLNESS

STRATEGY

HEALTH

MATTERS

DM PROGRAM

DESIGN

RETURN TO

WORK PRGRM

INVESTIGATE MEDICAL

PROVIDER

NETWORK

NO COPAY FOR

PREVENTIVE

HEALTH CARE

MY HEALTH

ONLINE

WEB MD

HEALTH RISK

APPRAISALS

SIGNIFICANT

ILLNESS CASE

MANAGEMENT

SM


Wellness Framework

• Multi-tiered approach focusing on:

– Environment

– Nutrition

– Fitness

– Prevention

– Compliance

• Programs apply to most employees – represented and non-represented

64

SM


Environment – Current Programs

• Wellness Ambassador Program

– Volunteer employee peer resource

– Promote health & wellness; motivate others

• 24/7 Health Matters portal site

• Employee and Retiree Communications

– Health Literacy

– Wellness tips, Web links, Reminders

• Ergonomics and Safety Programs

• Fitness For Duty Policy

• Return-To-Work Program

• Employee Assistance Program

• Health, Wellness & Safety Fairs

65

SM


Environment – Developing & Future Programs

• Incorporate Health and Wellness vision into SCE vision, values and guiding behaviors

• Wellness Policy and Corporate Medical Policy

• Wellness website

• Launch Annual Wellness Ambassador Symposium

• Smoke Free campus

• Prescription and Over-the-Counter drug collection program

66

SM


Nutrition – Current Programs

• Nutritional information presentations

• Cafeteria

– Healthy Choice options

• Vending Machines

– Healthy options

– Snack signage/guidance

• Weight Watchers program on site

67

SM


Nutrition – Developing & Future Programs

• Improve and expand vending machine offerings

• Expand nutritional information program at cafeteria and vending machines

• Revise meeting catering menu selections – promote healthy choices

• Offer “lunch and learns” – healthy meal preparation workshops

• Facilitate Weight Watchers program across company locations

• Subsidize healthy food options

• Offer promotional days of free fruit/vegetable giveaways

68

SM


Fitness – Current Programs

• Fitness Center

– Health & fitness specialists

– Personalized attention

– Large variety of classes

– Chair and table massages

• Discounted gym memberships at some locations

• WebMD – myHealthOnline

– Personalized website

– Health risk assessment (self-reported)

– Lifestyle Improvement Programs

• Preventative Health Account

– Reimbursement for health improvement (e.g. fitness, weight loss)

69

SM


Fitness – Current Programs (cont.)

• Health Advocate

– Assist w/locating outside resources for weight mgmt & stress mgmt

• Tangerine Wellness

– Weight management incentive program

– Promote behavior change

– Cash awards

• WorkSteps Program

– Pre-employment physical

– Cost to operate pilot $150,000

– Estimated avoided costs $915,622

– Net ROI $765,622

• $85,069 per person

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Fitness – Developing and Future Programs

• Expand WorkSteps Program

• Fitness Center website

• Add new Fitness Centers

• Publicize internally and externally sponsored weekend fitness events

• Track employee physical activity and reward with a point based redemption system

• Walking program

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Prevention - Current

• Vaccine clinics

• Executive Health Enhancement Program

• Pre-employment drug screens

• Lactation program

• Hearing conservation program

• Red Cross blood drives

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Prevention – Current (cont.)

• Health plans

– 100% preventive coverage

– Online weight management, fitness & nutrition resource

– Disease mgmt – diagnose/treat before a condition worsens

– Promote lifelong healthy habits to improve quality of life for chronic conditions

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Prevention – Developing & Future Programs

• Establish Corporate Wellness Center to offer on-site “routine” and preventative screenings to employees

• Provide on-site nutritionist

• Implement “Stress Management” program

• Develop programs that target workforce demographics to address workforce health risks

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Compliance – Current Programs

• Medical Review Office for DOT and NRC

• OSHA medical monitoring

• DOT drug screens and physicals

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WRAP UP

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Best Practices in Corporate Wellness: New Challenges, New Solutions

Health & Medicine

Transcript of Best Practices in Corporate Wellness: New Challenges, New Solutions