Company Wellness Initiatives
Transcript of Company Wellness Initiatives
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Prior to 1970s Minimal effort
Lack of interest
Lack of knowledge
1970s Push toward wellness (OSH, WHP, LFL)
Cultural change & increased knowledge
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1980s Focus of mental well-being
Survey by Worksite Health Promotion Activities:
82.2% of industries focused on stress management
39% offered individual counseling 58% offered group classes or workshops
Still continued focus on physical as well
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1990s Survey by Worksite Health Promotion Activities:
80% offer level one education
44% offer activities and facilities for fitness
30% health risk appraisals (assess and motivate) 74% screen for health risks
Use of incentives to boost programs
Overall growing knowledge
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2000s Increased push from employers
Discounts/memberships to local gyms
Increase in facilities provided
Bigger cultural push to be fit Greater knowledge for more programs
Smoking cessation programs & nutrition programincrease
Overall, 88% of large companies, half of smallcompanies involved in wellness initiative programs
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Cultural shift toward a more fit self Increased involvement from outside forces
Promotion from OSH & WHP
Sets good example for clients & employees Looks good throughout community
Promote employee satisfaction & cost savings 80% of health costs for chronic illness
Prevention is key
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Cost savings, Cost savings, Cost savings Less mobile population, complex disease base,
increase in health care expenditures = employerspaying 30% of national health care bill.
Reduction in insurance claims & sick days Lowers premium
Cost of prevention vs. cost of treatment
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Gov. offered health promotion services Effects on economy
Health care account for 12% of GNP
Increase to 14% when medical costs hit 900 billion.
Over half of 900 paid by employers
Twice what we spend on education or nat. defense atthat time (Early 90s)
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Government Regulations Federal Laws
State Laws
Health Care Reform
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Federal Laws HIPPA
Prohibits discrimination against similar individuals
Five specific conditions
GINA Title 1: Prohibits collecting genetic info for
underwriting purposes
Title 2: Unlawful to discriminate based on geneticinformation given
ADA
Protects those with disabilities from discrimination
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State Laws Vary from State to State
Include smoking
Other legal activities
Tax Issues Rewards from programs may be taxable
Consult with accountants to determine taxable
status of rewards
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Health Care Reform Grant program to assist eligible employers
Fewer than 100 employees; work 25 hours per week
$200 million in program as of March 2010
All eligible employers required to apply Expands HIPPAs exemption to allow incentives up
to 30%
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Today 90% of employers offer some sort ofwellness incentives to employees who worktowards a healthy lifestyle
Survey from Fidelity
Since 2009 wellness programs have increased59% and the perks are worth more toemployees.
In 2009 the perks per employee were $260compared to $521 in 2013.
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Educational Awareness Incentives Offers rewards for employees taking assessments of their
personal health. Filling out questionnaires about family history
Diet and fitness routines Biometric screening for blood pressure
Annual value for employees: $120-130 for screenings
Pros: Easy way to show employees how healthy they are and companies canuse data to figure out workers needs
Cons: Telling people about their health doesn't mean they will take action toimprove it.
Example- employees have premiums reduced
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Objective for employees: take action byjoining a gym, and weight managementprograms by earning points
Pros: Motivates employees to show them theyhave the power to become even healthier
Cons: Once the incentive and program is over
employees can lose motivation
Example- employees having to pay a fee
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Objective: The harder the task the morepoints employees earn
Pros: Gives employees the freedom to choose
they health activities they want to do
Cons: Too many options can make employeesoverwhelmed and end up costing employers
more money
Ex: Completing an Ironman
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Objective: Let employees take baby steps tohit benchmarks for cholesterol, bloodpressure and weight.
Pros: Employees are financially motivated toimprove health
Cons: Employees may progress to slow and
may not take it seriously
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Objectives: Employers help employees createa personalized wellness program andincentive
Pros: By personalizing it boots participationamong those who will benefit the most
Cons: Employees can feel their personalizedwellness program can be intrusive.
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Research has found that employee health directlyaffects work performance, attendance andproductivity. Because of this, many companiesare now implementing employee wellnessprograms to encourage individuals to takemeasures to lead healthier lifestyles and toprevent the onset or worsening of a disease.Employee wellness programs are an investmentinto your companys most important asset: your
workers. Showing employees that you care abouttheir wellness boosts employee morale andproductivity.
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60% of plan sponsors say wellness programsare most important influence on healthcarecost
Medical costs fall $3.27 for every dollar spenton wellness programs
Congress is considering providing tax creditsto those who offer wellness programs
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Incentives would be necessary to keepemployees engaged
14% increase when there is an incentive
Everyone needs to benefit from top-down tohave the program succeed
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From a study of a single employer and 185employees
57% of high risk heart disease dropped tolow-risk in 6 months
Medical claims declined by $1,421 perparticipant
Participants tend to stay with their company
longer
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Help to prevent health issues in the future Employees will be healthier
Will help lower cost to companies under thenew health reform
Chronic heart problems are about 75 percentof health care costs
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Helps lower absenteeism, increaseproductivity, and reduce health care costs
56 percent of members doing program quitsmoking
95 percent get better at managing diabetes
65 percent see improvements in personalhealth
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http://www.youtube.com/watch?v=tcCYiKkVbIA
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https://www.bcbsm.com/content/microsites/innovate/en/workplace-wellness/workplace-wellness.html
http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2
873731/ http://hbr.org/2010/12/whats-the-hard-
return-on-employee-wellness-programs/ar/1
Reardon, J. 1998. "The history and impact of
worksite wellness." Nursing Economic$16, no. 3:117-121. CINAHL Plus with Full Text, EBSCOhost.
https://www.bcbsm.com/content/microsites/innovate/en/workplace-wellness/workplace-wellness.htmlhttps://www.bcbsm.com/content/microsites/innovate/en/workplace-wellness/workplace-wellness.htmlhttps://www.bcbsm.com/content/microsites/innovate/en/workplace-wellness/workplace-wellness.htmlhttp://www.ncbi.nlm.nih.gov/pmc/articles/PMC2873731/http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2873731/http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2873731/http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2873731/https://www.bcbsm.com/content/microsites/innovate/en/workplace-wellness/workplace-wellness.htmlhttps://www.bcbsm.com/content/microsites/innovate/en/workplace-wellness/workplace-wellness.htmlhttps://www.bcbsm.com/content/microsites/innovate/en/workplace-wellness/workplace-wellness.htmlhttps://www.bcbsm.com/content/microsites/innovate/en/workplace-wellness/workplace-wellness.htmlhttps://www.bcbsm.com/content/microsites/innovate/en/workplace-wellness/workplace-wellness.htmlhttps://www.bcbsm.com/content/microsites/innovate/en/workplace-wellness/workplace-wellness.html