Company Wellness Initiatives

8/12/2019 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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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

Company Wellness Initiatives

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