25% Jump in Employer Interest in Employee Health and Wellness

Worksite wellness for their employees, employers are discovering, is good for the health of their businesses as well. Health and wellness programs help to cut the costs associated with poor employee health, which include absenteeism, loss of productivity and poor work quality.

A recent Hewitt Associates survey of over 500 US companies indicated a significant paradigm shift in how companies view health benefits for their employees. Of those surveyed this year, 88% are committed to instituting long-term health care assistance programs (over the next 3-5 years) for their employees, with the goal of boosting the health and productivity of their workforce. This represents a 25% increase in interest in worksite wellness programs over 2007.

A strong offering of health and wellness programs to meet the demand has resulted. Health assistance providers have broadened their programs with tools that address general lifestyle factors, physical, social and psychological health factors. Programs look to predict chronic disease in their employees and give them the tools and the information to prevent it. Companies also demand a way to measure the effectiveness of their healthcare spending.

“Self-care is our motive,” says Vic Lebouthillier, president of progressive health and wellness provider Exan Wellness.”We really believe giving employees tools to help them manage their own health, and promoting the benefits, while giving people resources to reach out for help is the key to successful lifestyle change. Corporations are also telling us they need a cost-effective way to deliver worksite wellness programs. The type of program we have developed over years delivers the highest health care return on investment.”

Combining worksite wellness promotions, online assessments and health trackers, online health information, telephone conferences and self-help groups, and access to a wide variety of health professionals, is behind the success of the Exan program. “Having online statistics about employees’ health also makes it easier to track the bottom line – ROI” says Vic Lebouthillier.

“Companies are moving beyond their traditional role as a provider of healthcare benefits to develop holistic programs that pinpoint the specific health needs of their employee populations, drive employee behavior change and eliminate barriers to healthcare,” says Jim Winkler, leader of Hewitt’s health management consulting practice.

However, in a separate survey of 30,000 employees, 74% said that, although they felt their company had an obligation to help them understand how to use their health benefits program, only 12% felt the company had any right to tell them how to be healthy. Based on these results, employers need to drive home the fact that improved health is better for their employees as well as the company. It’s a win-win situation.

Employers and employees did find common ground when it came to future healthcare. Both surveys indicate that 95% of employees understand that their taking care of their health today will impact future healthcare payments. A similar percentage also understand the important of early detection and prevention when it comes to saving on healthcare costs.

Cost is important for most companies as well. Over 80% of those surveyed made cost mitigation a priority for 2008, but those cuts did not involve shifting responsibility for healthcare onto employees. Although 64% of companies have shifted costs to their employees, only 17% plan to do so in the next 3-5 years. Similarly with health reimbursement accounts, 20% now offer these, but only about 5% plan to use them in 2008.

These survey results indicate companies are getting more proactive in helping their employees to change behaviors and take ownership of their own health futures. This is obviously good for the well-being of employees, but also for the well-being of the companies they work for. Almost half the companies surveyed were convinced that changing health behaviors was key to increased productivity and lower absentee rates. Over 60% plan to institute programs that help employees change and/or sustain a healthier lifestyle. Almost of these companies will also use data and measurements to ensure their healthcare strategies meet their healthcare objectives?

Nirbhay N. Singh

ONE Research Institute, Midlothian, Virginia, nirbsingh52@aol.com

Giulio E. Lancioni

University of Bari, Italy

Ashvind N. Singh

Louisiana State University, Baton Rouge

Alan S. W. Winton

Massey University, Palmerston North, New Zealand

Judy Singh

ONE Research Institute, Midlothian, Virginia

Kristen M. McAleavey

Longwood University, Farmville, Virginia

Angela D. Adkins

James Madison University, Harrisonburg, Virginia

Subhashni D. S. Joy

Fernleaf Scientific Writing and Editing, Raleigh, North Carolina

There are numerous methods for reducing obesity; however, often none of these methods prove effective for specific individuals. For individuals who have failed on specific diets and other weight loss programs, finding a good match between their needs and an effective method is often difficult. The authors collaboratively developed a multicomponent mindfulness-based health wellness program with an individual who was morbidly obese and wanted a lifestyle change. The components included physical exercise, a food awareness program, mindful eating to manage rapid eating, visualizing and labeling hunger, and a mindfulness procedure as a self-control strategy. The individual reduced his weight from 315 pounds to 171 pounds, increased his physical activity, ate healthy foods, stopped eating rapidly, substantially reduced serious medical risk factors, eliminated physical discomfort and mobility problems due to his weight, and enhanced his lifestyle over almost a 5-year period. He maintained his health wellness during 12 months of follow-up.

Those who complete a health assessment will receive a $75 gift certificate that may be redeemed at a wide variety of recognized retailers, including the UC Recreational Sports Facilities. This gift certificate is available not only to employees, but also to enrolled family members age 18 and older who complete a health assessment.

StayWell is available to employees and their families who are in the Blue Cross PLUS and PPO, CIGNA Choice Fund, Core, Health Net, and Western Health Advantage medical plans.

StayWell is not available to Kaiser members who currently have access to Kaiser’s fully integrated wellness resources.

The leadership of several unions at UC – AFSCME 3299, CNA, CUE, SETC, UAW 2863,
UC-AFT, and UPTE-CWA – have notified the University that they are choosing not to participate in the StayWell Health Management benefitsprogram on behalf of their UC bargaining unit members.*
* AFSCME 3299 on behalf of SX (Service Unit),  EX (Patient Care Technical), and K7 (Skilled Crafts at UC Santa Cruz); CNA on behalf of NX (Nurse Unit); CUE on behalf of CX (Clerical Unit); SETC on behalf of K6 and K4 Skilled Trades at San Diego and Los Angeles; UAW 2863 on behalf of BX (Academic Student Employees Unit); UC-AFT on behalf of IX(Non-Academic Senate Instructional Unit) and LX (Professional Librarians Unit); and UPTE-CWA on behalf of RX (Research Support Professionals Unit), TX (Technical Unit) and HX (Health Care Professionals Unit).

OUR CAMPUS WELLNESS RESOURCES

The UCSB campus is blessed with the natural beauty of the ocean, beaches, nearby mountains, and moderate climate year round. Many staff and faculty enjoy a long walk or jog around the lagoon and along the shoreline to nearby Goleta beach or utilize the nearby recreational facility, classes, and swimming pools available for use.
The UCSB Recreation Center offers two weight rooms with Cybex machines and a full range of free weights, cardiovascular machines (Stairmaster, treadmills, recumbent bicycles, and elliptical crosstrainers), a 25 meter outdoor pool (heated at 82 degrees), a 50 meter pool (heated at 80 degrees), 17 foot deep diving well with four diving boards, basketball and indoor volleyball courts, five racquetball courts, and 2 squash courts.
Membership for career faculty/staff or the spouse of UCSB student is $80/quarter and $270/year. Personal fitness sessions are available by appointment.
Pick-up games of basketball and indoor volleyball are available from 1200-1:00 p.m. Tennis and racquetball courts should be reserved in the morning. Badminton and gymnastics facilities are available for drop-in use- the schedule is posted every Monday morning or you can call (X3253 or X3908). The back weight room of the Fitness Center is reserved for staff and faculty during the lunch hour.
Regular hours of operation are M-Th 6:30a.m.-11:00 p.m., Friday 6:30 a.m.-10:00 p.m., Saturday 8:00 a.m.-10:00 p.m., and Sunday 9:00 a.m.-11:00 p.m. See website for full hours of operation or call the front desk at 893-7619.
The UCSB Department of Physical Activities and Recreation offers a wide range of classes for recreation, arts and crafts, adventure trips, CPR and first aid training, and other areas of general interest. Most classes are as low as $42/quarter. Check listings for times and prices. Several fitness classes such as Beginning Swing and Ballroom dance, Yoga, water aerobics are offered during the lunch hour.
The Campus Pool (next to the Old Gym, phone: 893-2455) is open for lap swim M-F 11:30a.m.-1:00 p.m. Punch cards are available at the Recreation Center Cashier’s office (20 swims for $25). The 50 meter pool is heated to 80 degrees.
The Wellness & Fitness Institute is a human performance lab designed to assess physical fitness and health. Services range from personal fitness consultation to cardiovascular/fitness level testing, body composition testing, lung function testing, body lipid profiling, computerized nutritional evaluation, back evaluation and consultation, and health risk appraisal.
893-4000
The Faculty Club offers a wide array of facilities, services and benefits, including luncheon service Monday through Friday as well as for private dinners, meetings, weddings and receptions, and a variety of special events. The Club also has guest room accommodations available for nightly or weekly rental. Members can enjoy reciprocity with numerous university and college-based clubs worldwide. Membership includes use of the club’s heated swimming and wading pools for recreational members and squash court for the member (Individual Recreational category) and the member’s family (Family Recreational category). The membership fee is $50 for faculty/staff and monthly dues range from $18-$30.
Walk UCSB Program
WALK UCSB is a free program designed to improve the general health of the faculty and staff of the University of California, Santa Barbara through daily movement. The Recreation Department and the Department Business Services will provide you with a pedometer, access to a web-based activity tracker, walking routes, email notices, contests, prizes, events, resources and more!
http://www.recreation.ucsb.edu/Walk/AboutWalkUCSB.aspx
ASAP (Academic & Staff Assistance Program)
Confidential employee assistance counseling and referral services are available at no cost to help employees work through a broad range of personal and wellness-related issues: marital or family difficulties, problems with alcohol and drug use, stress, and other personal difficulties. For additional information about the program, contact John Berberet (X3318) or visit the ASAP Website.
Environmental Health and Safety
In order to assure a safe and healthful work environment for UCSB employees, Environmental Health and Safety provides a broad spectrum of services including consultation, monitoring, inspection, and training. Environmental Health and Safety is available to answer health and safety questions about your work environment or health and safety in general. For further information, contact EH&S at 893-3194 or visit their Website.
Office of the Ombudsman
The Ombudsman’s Office is an impartial, neutral third party which honors confidentiality. The office evaluates and informally investigates complaints for all members of the UCSB community. For more information, call 893-3285 or visit their Website.
Recreation and Exercise & Sport Studies
The Physical Activities & Recreation Department at UCSB provides a wide variety of interesting and challenging activities intended to attract faculty and staff into becoming active participants. The emphasis is on giving the campus community an opportunity to develop knowledge, skills, and habits that will last though a lifetime of enjoyable physical and recreational activity. For further information, visit their web site.
Vocational Rehabilitation Services
The unit provides a full range of disability-related assistance, counseling, reasonable accommodation consulting, and referral services to employees and departments with an emphasis on prevention. For information, call Timm Richardson at 893-8571.
Learn at Lunch
Sponsored by the Academic & Staff Assistance Program, this monthly series addresses a variety of topics related to Wellness and professional development.The series is available to faculty and staff employees and is publicized through print and electronic media. For further information, visit the ASAP Website.
Counseling and Career Services
Faculty and staff are eligible for a one-session courtesy appointment in the event of a crisis, or to receive referrals to professional counselors in the community.
CCS also offers a one time courtesy pass that enables you to visit the Career Resources Library. After that, for a User Fee of $25 per academic quarter, staff and faculty have access to the same resources as alumni and community members.

The staff at Counseling & Career Services is available to UCSB faculty and staff to consult with you on a variety of issues from problematic students to interpersonal to organizational problems within your department. For consultation information call Jeanne Stanford at x4411.

UA Health in Action
The new program is a partnership between the university and Wellness Initiatives Network for Alaska, Inc. (WIN for Alaska). The wellness provider will host frequent events on Fairbanks, Anchorage and Juneau campuses and semiannual activities at locations with 20 or more employees. Activities will include health fairs, health seminars and fitness events.

Look for a schedule of upcoming events at WIN for Alaska’s Health Activity Tracker Web site or watch for e-mails. Employees may use health resources on the site and track their activities and exercise.

Health Risk Assessment
Employees may assess and improve their health through a health assessment provided by Summex Health Management, a national company that offers wellness services.

During October, employees fill out an online or written health risk assessment, and receive a personal health report that shows the status of their health and flags possible future health risks. Some participants may also use Summex’s voluntary telephone counseling service for guidance on reducing their health risk factors. Eligible employees and their spouses who complete the assessment, receive $100 tax-free health care rebates. For more information, refer to the Q & A section below, and to the Assessment FAQ.

2006 Health Risk Assessment Results
Results from the 2006 health risk assessment are available in the following reports from the Summex Health Management:

2006 Health Monitor Management Report
A summary of results and trends

2006 Health Monitor Cohort Report
Participants’ health risk rate changes from 2005 to 2006

How does WIN for Alaska decide which programs to offer?
The company relies on feedback from employees to plan events of interest to as many employees as possible. It will also use the Summex health risk assessment to plan events aimed at reducing the greatest overall risk factors identified in the assessment, which, in 2006, were poor nutrition, cardiovascular disease and stress. Anyone with program ideas, may e-mail WIN For Alaska at winfor@alaska.net, or call toll-free at (866) 248-0797.

What do I get when I complete the health risk assessment?
You will receive an evaluation of your health, including an overall “wellness score,” information about health risks that apply to you, suggestions on reducing your risks, and a summary you may share with your doctor. You and you spouse will also receive a $100 rebate on your UA health care deduction just for completing the questionnaire.

Who is eligible to complete the questionnaire?
All University of Alaska employees and their spouse or FIP (financially interdependent partner) who were enrolled for UA health care coverage and their enrollment information had been entered into the university’s database by the deadline.

Will my information from the questionnaire be kept confidential?
All information in the health risk assessment and the personal health report is personal and confidential, as protected by federal law. The University of Alaska will never see the individual results for you or your spouse or financially interdependent partner. A third-party vendor, Summex Health Management, will process the assessment.

What if I have other questions?
If you have any additional questions regarding the wellness program, the questionnaire, or the rebate, please e-mail UA Benefits or call (907) 450-8200.

The Health Wellness and Support Program helps Companies identify and then reduce health risks of employees through a broad spectrum of programs and services.  This approach will enhance the health status of employees and, by so doing, reduce the cost of your healthcare expenses.  Through our program we can identify risk and tailor a program of intervention to ensure a successful result.

Why Do You Need a
Corporate Wellness and Support Program?

We know that the health of business in many ways is impacted by the health of its people.  Consider this: Absenteeism costs U.S. Businesses $30 billion per year. Employees with four to five health risk factors have four times the medical expenses, while those with six or more have eight times the medical costs.

A healthy workforce means improved productivity, lower absenteeism rates and reduced use of health benefits.

Companies of all sizes have found it smarter to invest a little time and money in the health of their employees. This investment will result in reduced healthcare expenses, while at the same time improving the productivity and morale of their employees.  In today’s healthcare marketplace, it is vital that businesses do what it takes to improve and maintain the health and morale of its employees.

How Does the Program Work?

For the program to be successful we must have the full support and commitment of the senior management staff.  Everyone must understand that a Wellness and Support Program can provide a positive result for the individual employee at risk and the company overall.

We start by having each employee and covered family member complete a confidential Health Risk Appraisal form which is a survey of health status as well as safety.  The results are matched against normative data to determine a health risk score for the individual and the company.  From the quantitative results of the HRA, high-risk areas are identified and a customized program is designed to work where most needed.

The unique aspect of our program is the ability to recommend employees with chronic disease, such as diabetes to the SRS Chronic Disease Management Program. (Contact SRS for details of this important program).  One of  our experienced nurses will work directly with the employee, family and physician to maximize treatment options.  Close communication with the patient, family and healthcare providers is an integral part of the Program.

We have also created the Nurse Health Coach who can work closely with people who need medical information and emotional support to provide the best chance of a successful outcome for their health goals.

Based upon the targeted needs of the company, we will design and make available educational material for employees.  Such information and educational material may focus on positive working relationships and teamwork, or how to strike a good balance between home and work.  Other areas might be how to relieve stress in the workplace or at home.

SRS is pleased to include a 24/7, nurse information line, MedCall®, through its strategic partner,  AHI-HealthLink®.  The key features of this program are:

>  24-Hours Self-Management Health Improvement Program

>  Health Information Hotline Staffed by RN’s

>  Audio Tape Library Featuring Information on More Than 300 Health Care Topics

>  Healthwise® Knowledgebase Online Resources for Health Information.

A wellness program is a program that deals with health related problems of the employees. One of the critical deliverables of a wellness benefit program is imparting knowledge to team members with respect to their own health and well being. If conducted successfully, a wellness program could help increase the productivity of each employee. With mental health becoming increasingly important, a wellness program needs to delve on it too. Stress has become an increasingly responsible factor behind employees losing focus and these wellness programs can help by incorporating spiritual and motivational extras to rejuvenate the employees.

The results, if put in hardcore statistics, can surprise many. To begin with wellness programs are more effective as a preventive step. Johnson and Johnson found out that their medical bills would have shot up by at least $13 million, up and above the $4.5 million that it currently invests in its wellness programs, if the programs had not been implemented. NASA carried out a similar research which revealed that the productivity of non-exercising workers came down by 50% in the last couple of working hours. Wellness programs can also inculcate in the psyche of the employees, the importance of physical exercise and thus cut down on the decrease in productivity. GE’s research showed that absenteeism resulting from ill health, one of the biggest banes afflicting companies, can be brought down by 45%, while Heirich and Associates found wellness programs reduce the chances of cardiac diseases, one of the more common stress related diseases, by approximately 40%.

One of the major benefits, which cannot be quantified, is that wellness programs help prevent attrition. The employees keep mental cognition of what the company is doing for them and it greatly enhances their commitment towards the organization. Also, employees being the best brand ambassadors for corporate entities, wellness programs help companies to attract new talent, while retaining their existing employees.

Family being the cushion providing comfort to the employees, wellness programs should try to be beneficial to the families of the employed personnel too. Hence, a company should not look at the accrued costs as expendable costs, but as a long-term investment towards increasing the productivity and profitability by taking care of its employees before it is too late.

Wellness programs should be a part of the overall company strategy for a healthy workplace. Health and safety legislation and other workplace policies or programs can provide a basis for a wellness (or health promotion) program. When setting up any program, remember to include training and other support (e.g., time to attend sessions) and choices where possible.

Remember that for health and safety programs, there are specific laws and regulations that must be complied with. Wellness or health promotion programs are a different from traditional health and safety programs because there is no legislative mandate. However, the purpose of a workplace wellness program is to offer a comprehensive health service for all employees. Therefore it is important to remember that employees are potentially exposed to a wide variety of health hazards or situations at work on a regular basis. As such, it is impossible to deal with wellness in isolation from health and safety, and vice versa. What are some key element of a wellness program?

When planning the wellness program, remember to be clear about your:

• Objectives: know what you want to see happen as a result of your efforts.
• Target audience: who is the program for? All staff? Only certain groups?
• Type of program or campaign: what tone will your program have? Informative? Fun? Fearful?

Should a wellness committee be established?Generally, a joint labour/management wellness committee is recommended. A committee has the advantage of being able to work with key groups at your organization, including the health and safety committee. How do you implement your program?

There are a few steps that an organization should follow when developing a health and wellness program for the workplace. When planning to implement your program, one should recognize that every organization is different and therefore everyone’s needs may vary too. What are the steps?

Step 1: Take ownership and leadership and get support from the “top”.

Have someone who is interested in taking on the role and being the contact point of the program. It may be a joint committee from labour and management or someone who wants to take interest in leading the project.

Like any policy, it will not be successful without support from senior management. After recognizing that this program presents an investment, it will make a difference when getting support from senior management.

Step 2: Get support from everyone.

Talk to as many people or groups as you can. Other people who can help, if they are not involved already, include:

• Union / worker representatives,
• Management,
• Health and safety professional(s),
• Human resources professional(s),
• Your employee assistance program (EAP) provider,
• Medical or occupational health staff, and
• Local groups from your community who may be able to help include:
  • Public Health,
  • Canadian Cancer Society, and
  • Heart and Stroke Foundation of Canada.

Step 3: Acknowledge current or informal activities and collect baseline data.There may be groups already established in many companies and may help you form a basis for your workplace active living program. Acknowledging these existing activities (for example, a group of people going for walks together at lunch) may encourage new ideas for your program, like a ‘walkers mileage club’. Where everyone is encouraged to walk a little, but awarded with a points system that over a certain period those are awarded or acknowledged when attaining the most points.

Step 4: Identify the key needs and expectations of the workplace.

Taking time out of peoples schedule might be a hard task to do. Especially when you need to survey them for the program design on a busy schedule. Finding out what employees need does not have to be a difficult chore, but as long as you get some quality results to go forth and design your program with. You want to find out the employees’

• needs,
• attitudes, and
• preferences.

regarding specific aspects of implementing a physical activity program. You can survey employees with:

• a full-length survey (can be confidential),
• an open one-to-one interview,
• a mini-survey, or
• suggestion boxes placed around the organization.

You can also conduct surveys by:

• hosting a luncheon round table meeting,
• sending out an informal email questionnaire,
• sending a survey with pay cheque stubs, or
• conducting a survey available on your organizations intranet site.

It is simple but it takes just a little commitment from the employees’ busy time. However, it is crucial in finding out the needs of your audience before designing your program or policy.

Step 5: Develop a detailed plan.

Based on steps one to four:

• Identify what needs to be done.
• Prioritize these needs.
• Set realistic targets and timelines. Have both short-term and long-term goals.
• Plan how and when the program will be initiated.
• Plan how to maintain interest.
• Know what resources you need for each step (time, money, people, etc.).

When delivering your program, make sure you organize your activities into such as:

• Education / Awareness – providing knowledge.
• Skill building – getting individuals actively involved in changing their behaviour.
• Work Environment – changes in the workplace to support the initiative.

Step 6: Put your plan into action.Now it is time to communicate your program to everyone. Promoting your program can be done in many ways such as:.

• posters around the workplace,
• postings on your organizations intranet or internet,
• bulletin boards,
• management telling employees about the program (i.e. manager and HR department),
• host demo days,
• flyers / pamphlets / brochures,
• kiosk where all material is promoted or found,
• exhibition fairs, and
• e-mail or mail

Formally introducing corporate policies that state the importance of the workplace health program are an additional essential step.

Step 7: Monitor, evaluate and maintain the program.

Now it is time to monitor, progress and track results of your program. Always know that there is room for change and improvement for both short-term and long-term goals. Make sure you:

Review and Evaluate your program:

• A review of the program can help you know what is working and what is not. Gathering the right information is essential but it does not have to be complicated.
• When reviewing the outcomes, remember to evaluate the program based on the aims and objectives you set in the beginning.

Maintain the Program:

• Use the results of your review and evaluation to help gauge what is working and what could be enhanced.

(Adapted from: “Wellness in the Workplace” Guide. CCOHS, 2002)