Corporate Wellness Programming to Maximize ROI

8/2/2019 Corporate Wellness Programming to Maximize ROI

1/25

Corporate Wellness

Programming To MaximizeReturn On Investment (ROI)

Presented by:Aida Visakay, Employee Benefit Advisor

John Buckley, Corporate Wellness Specialist

Andre Laney, Employment Law Attorney


2/25

Introduction

Aida Visakay: AxisPointePresident and CEO of AxisPointe, a boutique employee

benefit advisory firm since 1991. A speaker and author on

Health Care Reform.

John Buckley: Health Fairs Direct

Johns Hopkins Graduate, Nationally recognized corporate

wellness speaker and author, owner of Health Fairs Direct

since 2000.

Andre Laney: Bressler, Amery & RossEmployment Law Attorney in firms Florham Park, NJOffice; counsels businesses on legal issues from

recruitment through termination.


3/25

Why Wellness as a Business Strategy?

Reduce Medical Cost

Increase Performance

Reduce Absenteeism Increase Presenteeism

Brand Company


4/25

Where Do Your Dollars Go?

Whatcan youcontrol?

How are yougoing to

control it? 80%

20%


5/25

Cost of Chronic Diseases

Per Person Per Year

Depression/Stress: $3,000

High Blood Pressure: $343

Obesity: $2,500 Overweight: $401

Smoking: $1,623

Milliman and Robertson Consulting, Journal ofOccupational Medicine, Journal of Occupational and

Environmental Medicine, Journal of Occupational

Medicine, CDC


6/25

Annual Cost of Obesity (2002)

Cost of obesity in the United States $ 117 Billion

Overweight population in the United States 35%

Obese population in the United States 31%

Obesity-related deaths in the United States 300,000

Additional drug costs for overweight patients $ 684

Number of lost workdays due to obesity 39,000,000

Number of doctor visits due to obesity 63,000,000

Percentage of cancer deaths that can be prevented through

nutrition, exercise, and weight management33%

Number of diseases with higher prevalence due to obesity 15

Sources: The Surgeon Generals Call to Action to Prevent and Decrease Overweight and Obesity, US Department of Health and Human Serviceswww-incentahealth-com.netsolads.com/LowerHealthCosts.html


7/25

Impact of Weight on

Chronic Diseases

15% increased risk of the

following chronic diseases:

Diabetes

Heart Disease

Respiratory

Cancer


8/25

Wellness Options by Cost & ROI

Service

Insurance Companies

In-House Health Fair

Online Wellness Portal

Flu Vaccinations

Biometric Screenings

Coaching

LeastExpensive

MostExpensive

ROI

?

?2.5

17.5

2.514.75

4.5

BestValue


9/25

Case Studies

Using Wellness

RX renewal with a 96% loss ratio:

9.5% increase. Same carrier

negotiated to 3.5%; different

carrier negotiated to 0% increase.

Medical & RX with a loss ratio of

98% after a 2 year wellness

program we reduced claims to a56% loss ratio: recommended

partially self-insured.


10/25

-

Hit a Broad Range ofPotential Issues to

Encourage Individual

Lifestyle Changes Give All Employees

Access to Wellness

Programs

Personalize WellnessPrograms Using Todays

Social Media

The Basic Goals for

Achieving Positive ROI with Wellness:


11/25

Organize Wellness Around

Online Wellness TrackerProvide a Central Platform To Organize Your

Year-Round Wellness Activities

Includes All Employees***

Fun Interactive Wellness Challenges

Reward Positive Behavioral Changes

Encourages Avoiding Negative Behaviors

Tracking Behavioral Change (Aggregate Data)

Promotes Team Building

Educational, Coaching, HRAs, Webinars, Etc.


12/25

Step 1

Full Service Wellness Events

Health Fairs

1. HRA/Medical Screenings -

Create Need for Change

2. Local Exhibitors Resources

Handle Issues

3. Flu Vaccinations -

Standard Protection

4. Wellness Related Promotional Items

Rewards & Incentives to Participate


13/25

Step 2

Receive Aggregate Data from Vendor

Review Aggregate Data

from Medical Screenings:

Establish Baseline of Issues to

be Addressed and Plan Year-Round Programs for

Intervention

Option:Combine aggregate data into OnlinePortal to combine with behavioral data

already collected.

Desirable34%

Pre-Hypertension

29%

Stage 1Hypertension

29%

Stage 2Hypertension

8%

Blood Pressure Aggregate Results

Desirable

Pre-Hypertension

Stage 1 Hypertension

Stage 2 Hypertension


14/25

Step 3

Implement Program Components

Target Programs to Address

Health Risk Factors:

Weight

Blood Pressure Blood Sugar

Cholesterol

Smoking

Lack of Exercise

Work-Life Balance

Choose programs to encouragepersonal changewith the leastamount of cost/effort on the part of the company.


15/25

Step 4

Implement Programs & Incentives

Programs: Lectures/Workshops

Exercise Programs

Wellness Challenges (Wellness Portals)

American Heart Association Fit Friendly Company

Employee Incentives: Gift Cards

Days Off

Reduced Insurance Premium

Reduced Cost to Health Clubs

Prizes

All health and wellness activities are not

created equal from an ROI standpoint.

Careful Planning and Execution are Critical

to achieve a Positive ROI.


16/25

STEP 5

REPEAT EVERY 4 TO 6 MONTHS


17/25

Remember:The goal is to encourageindividual lifestyle changes. Essential

Components:

YEAR ROUND Wellness Programming Interactive Wellness Challenges

Incentive Based Activities

Address a Broad Range of Interests

Target Individual Health Risks

Bring Resources To Your Employees

Wellness programs are individualized based

on your companys culture.

Remember


18/25

Wellness Program Legal Checklist

Part of an insurance plan or astandalone?

Who administers wellness program? Are incentives based on participation

or standards? Provides medical or non-medical

benefits?Mandatory or voluntary? Comply with applicable federal and

state law.Maintain confidentiality. Receive only aggregate data.


19/25

Health Care Reform (PPACA)

Stay Tuned

Future of Act uncertain.

Be prepared to be compliant.

Impact on Employers

$200 million worth of grants to

small businesses for wellness

programs.

Must provide free preventive care.


20/25

HIPAA: Privacy and Nondiscrimination

Applies only to group healthplans.

Prohibits discrimination basedon health factors.

Prohibits sharing identifiablehealth data with employer.

Penalties for violations: $100

to $1.5 million per year.


21/25

GINA: Voluntary Disclosure Only

Prohibits acquiring, disclosing ordiscriminating based on genetic

information.

Employees can disclose genetic

information voluntarily.

EEOC suggests that employers include

Safe Harbor language on all wellness

program materials.

Violations may trigger administrativeclaims/lawsuits of discrimination.

Can subject employer to HIPAA fines.


22/25


23/25

ERISA: Mandatory Programs

Applies to wellness

programs that provide

or pay for medical care.

Prohibits interfering

with employees rights

under employee benefit

plans.


24/25

Other Laws To Consider

Title VII

ADEA/OWBPA

FMLA

FLSA

NLRB

Workers Compensation

Lawful off-duty conduct protections State anti-discrimination laws


25/25

Questions??

Aida G. Visakay, CEO, CFPAxisPointe, Employee Benefit AdvisorsP: (973) 299-0022E: [email protected]

John BuckleyHealth Fairs DirectP: (732) 563-9749 x 105E:[email protected]

Andre Peart Laney, Esq.Bressler, Amery & Ross, P.C.P: (973) 245-0686E: [email protected]

Contact us for:

How to set up benefits planto maximize ROI.

How to set up a wellnessprogram to maximize yourwellness budget and achievethe greatest ROI.

For questions regardinglegal compliance.
mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]

Corporate Wellness Programming to Maximize ROI

Documents

Transcript of Corporate Wellness Programming to Maximize ROI