Make Health & Wellbeing work for your organization September 2011


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Half day interactive open workshop on health & wellbeing initiatives held in Guelph.

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Make Health & Wellbeing work for your organization September 2011

  1. 1. Make health & wellbeing work for your organization<br />by Toronto Training and HR <br />September 2011<br />
  2. 2. Contents<br /> 3-4 Introduction to Toronto Training and HR<br />5-6Definition<br />7-9Return on investment<br />10-12 Objectives of wellness programs<br />13-15 Advantages of wellness programs<br />16-19 Incentives<br />20-22 Meaningful work and wellbeing<br />23-24 Sleep<br />25-28 Alcohol<br />29-31 The heart of the matter<br />32-37 Healthy workplace initiatives<br />38-40 Benefits of on site fitness facilities<br />41-43 Health and wellbeing framework<br />44-47 US healthcare; the key changes<br />48-49 Contributors of health and wellbeing<br />50-51 Drill<br />52-55 Case studies <br />56-57 Conclusion and questions<br />Page 2<br />
  3. 3. Page 3<br />Introduction<br />
  4. 4. Page 4<br />Introduction to Toronto Training and HR<br />Toronto Training and HRis a specialist training and human resources consultancy headed by Timothy Holden <br />10 years in banking<br />10 years in training and human resources<br />Freelance practitioner since 2006<br />The core services provided by Toronto Training and HR are:<br /><ul><li>Training course design
  5. 5. Training course delivery</li></ul>- Reducing costs<br /><ul><li>Saving time
  6. 6. Improving employee engagement & morale
  7. 7. Services for job seekers</li></li></ul><li>Page 5<br />Definition<br />
  8. 8. Page 6<br />Definition<br />Physical health<br />Psychological health<br />Social health<br />Presenteeism<br />
  9. 9. Page 7<br />Return on investment<br />
  10. 10. Page 8<br />Return on investment 1 of 2<br />PILLARS OF AN EFFECTIVE PROGRAM<br />Multilevel leadership<br />Alignment<br />Scope, relevance and quality<br />Accessibility<br />Partnerships<br />Communications<br />
  11. 11. Page 9<br />Return on investment 2 of 2<br />METRICS<br />Employee metrics<br />Employee participation<br />Satisfaction<br />Health-risk status<br />Organizational metrics<br />Health care<br />Safety<br />Productivity<br />Organizational culture<br />
  12. 12. Page 10<br />Objectives of wellness programs<br />
  13. 13. Page 11<br />Objectives of wellness programs 1 of 2<br />Attracting and retaining employees<br />Complying with legislation<br />Fulfilling social/community responsibility<br />Furthering organizational values/mission<br />Improving worker productivity/reducing<br />presenteeism<br />Improving workforce morale/engagement<br />Improving workplace safety<br />
  14. 14. Page 12<br />Objectives of wellness programs 2 of 2<br />Maintaining work ability<br />Promoting corporate image or brand<br />Reducing employee absences due to sickness or disability<br />Reducing health care or insurance premium costs<br />Supplementing government-provided health care<br />
  15. 15. Page 13<br />Advantages of wellness programs<br />
  16. 16. Page 14<br />Advantages of wellness programs 1 of 2<br />EMPLOYERS<br />Decreased absenteeism<br />Reduced cost of health benefits<br />Increased productivity<br />Better recruitment<br />Reduced employee turnover<br />Improved corporate image<br />
  17. 17. Page 15<br />Advantages of wellness programs 2 of 2<br />EMPLOYEES<br />Reduced stress<br />Increased energy<br />Improved overall health<br />Reduced illness & risk of injury<br />Healthier families<br />Improved morale<br />
  18. 18. Page 16<br />Incentives<br />
  19. 19. Page 17<br />Incentives 1 of 3<br />ACTIVITIES FOR WHICH REWARDS ARE OFFERED<br />Completing a health risk appraisal<br />Participation in workplace health “challenges”<br />Completing a biometric health screening<br />Obtaining regular preventive care examinations<br />Refraining from tobacco use<br />Tracking regular healthy living activities<br />Completing educational courses (live or online)<br />Contacting a health coach or advisor<br />Adherence to a disease management program<br />Achieving or maintaining measurable health status results<br />
  20. 20. Page 18<br />Incentives 2 of 3<br />INCENTIVES AND REWARDS<br />Gifts/merchandise<br />Free or low cost preventive health services<br />Raffles/drawings<br />Employer-subsidized gym membership<br />Cash<br />Reimbursement for wellness classes (e.g., nutrition/smoking)<br />Health insurance premium reductions<br />Contribution to flexible spending <br />Vacation days/paid time off<br />Reduced health copayments<br />
  21. 21. Page 19<br />Incentives 3 of 3<br />DETERRENTS AND PENALTIES<br />Health insurance premium increases<br />Mandatory participation (such as health risk appraisal) in order to receive health insurance<br />Increased health copayments<br />Condition of employment (e.g., not hiring smokers)<br />Benefit reduction<br />Salary penalty<br />
  22. 22. Page 20<br />Meaningful work and wellbeing<br />
  23. 23. Page 21<br />Meaningful work and wellbeing 1 of 2<br />Meaningfulness of work<br />Meaningfulness at work<br />Positive and negative perceptions<br />Indicators of a person’s psychological state<br />Psychological distress and wellbeing<br />Commitment<br />Organizational commitment<br />Key characteristics of meaningful work<br />Avenues of action<br />
  24. 24. Page 22<br />Meaningful work and wellbeing 2 of 2<br />STRATEGIES<br />Primary level<br />Secondary level<br />Tertiary level<br />What the manager can do<br />What the employee can do<br />
  25. 25. Page 23<br />Sleep<br />
  26. 26. Page 24<br />Sleep<br />Four stage cycle<br />A deficit in sleep leads to a deficit in work performance<br />Avoid caffeine<br />Try to nod off quickly<br />Darken the room completely<br />Sleep in a restful environment<br />Exploit the power of power naps<br />
  27. 27. Page 25<br />Alcohol<br />
  28. 28. Page 26<br />Alcohol 1 of 3<br />Employee alcohol use can pose many problems for<br />employers and employees<br />Companypolicies regarding alcohol use and disciplinary action should be clear, publicized, and enforced in a consistent manner<br />Even without a specific rule, an arbitrator may decide that employees know or should know<br />that consuming alcohol while at work is prohibited<br />
  29. 29. Page 27<br />Alcohol 2 of 3<br />Employee alcohol use while at work, in uniform, in public, by an employee (particularly a supervisory employee) and by employees engaged in dangerous work are all factors that may negatively impact a company’s image and its ability to manage its work force, as well as impact the safety of the employee and co-workers<br />Violation of a company’s alcohol use policies may be considered just cause for discharge, and arbitrators will not customarily substitute their judgment for that of the employer<br />
  30. 30. Page 28<br />Alcohol 3 of 3<br />Supervisors and other managerial employees should be knowledgeable about their employer’s alcohol use policies and cognizant of the impact of their own behaviour and their observance and enforcement of the policies<br />
  31. 31. Page 29<br />The heart of the matter<br />
  32. 32. Page 30<br />The heart of the matter 1 of 2<br />RISK FACTORS THAT CAN BE CONTROLLED<br />High blood pressure<br />High cholesterol<br />Smoking<br />Diabetes<br />Being overweight<br />Physical inactivity<br />Excessive alcohol consumption<br />Stress<br />
  33. 33. Page 31<br />The heart of the matter 2 of 2<br />RISK FACTORS THAT CANNOT BE CONTROLLED<br />Age <br />Gender<br />Family history<br />Ethnicity<br />
  34. 34. Page 32<br />Healthy workplace initiatives<br />
  35. 35. Page 33<br />Healthy workplace initiatives 1 of 5<br />POSITIVE ORGANIZATIONAL CULTUREConflict management training<br />Bullying awareness training<br />Leadership development programs<br />Employee recognitions<br />Annual awards ceremony<br />
  36. 36. Page 34<br />Healthy workplace initiatives 2 of 5<br />SAFE AND SUPPORTIVE WORK ENVIRONMENT<br />Provide hand sanitizers<br />Training on lifting and handling<br />Monthly safety audits<br />Ergonomic assessments<br />Smoke-free property<br />Fund for employee crises<br />
  37. 37. Page 35<br />Healthy workplace initiatives 3 of 5<br />PROMOTE INDIVIDUAL HEALTH<br />On site fitness facilities<br />Discounted fitness facilities situated locally<br />Showers<br />Healthy eating classes<br />Smoking cessation clinics<br />Water coolers<br />Weight Watchers<br />Nutrition month campaigns<br />
  38. 38. Page 36<br />Healthy workplace initiatives 4 of 5<br />LOW-COST IDEAS<br />Encouraging and supporting employees to get a flu<br />shot<br />Encourage employees to wash their hands on a<br />regular basis<br />Encourage employees to use stairs instead of<br />elevators<br />Hold a 'biggest loser' contest where the person or<br />team that loses the most weight in a defined period wins a prize<br />
  39. 39. Page 37<br />Healthy workplace initiatives 5 of 5<br />LOW-COST IDEAS<br />Make sure that the benefits plan cover the basic health costs and are flexible for employees<br />Develop and promote a Code of Conduct and Harassment Policy to name and enhance the interpersonal norms within your organization<br />Ensure that the Health and Safety Policy promotes a safety culture<br />Provide regular education sessions on health issues. Promote a smoke-free workplace<br />Train managers to notice early signs of health concerns<br />
  40. 40. Page 38<br />Benefits of on site fitness facilities<br />
  41. 41. Page 39<br />Benefits of on site fitness facilities 1 of 2<br />Attract employees with a favourable attitude towards both work and health<br />Reduce absenteeism and employee turnover<br />Produce an increase in productivity<br />Reduce healthcare costs<br />
  42. 42. Page 40<br />Benefits of on site fitness facilities 2 of 2<br />SPECIFIC FITNESS BENEFITS<br />Body mass<br />Body fat<br />Aerobic power <br />Muscle strength and endurance<br />Flexibility<br />Skinfolds and body fat<br />Cardiac risk factors<br />Life satisfaction and wellbeing<br />Illness and injury <br />
  43. 43. Page 41<br />Health & wellbeing framework<br />
  44. 44. Page 42<br />
  45. 45. Page 43<br />Health & wellbeing framework 2 of 2<br />PROGRAM MANAGEMENT<br />Workplace health risk management<br />Individual health risk management<br />Attendance management<br />Workplace wellbeing<br />Individual wellbeing<br />
  46. 46. Page 44<br />US healthcare; the key changes<br />
  47. 47. Page 45<br />US healthcare; the key changes 1 of 3<br />2010<br />Tax credit given to small businesses to provide health coverage<br />“High-risk” pool created to give adults with pre-existing conditions affordable coverage<br />Insurance companies forced to allow children with pre-existing conditions coverage, no longer drop individuals from coverage once they become sick, remove lifetime and annual limits on individual coverage<br />Adult children up to the age of 26 to be automatically covered by their parents’ plan<br />
  48. 48. Page 46<br />US healthcare; the key changes 2 of 3<br />2011-13<br />Drug manufacturers required to provide a 50% discount on brand-name drugs<br />Individual states begin to offer home care for disabled residents covered by Medicaid<br />2014<br />Exchanges open, allowing individuals an easy one-stop shop to buy insurance<br />Employees with 50 employees or more face a $2000 fine per employee for not providing health coverage<br />
  49. 49. Page 47<br />US healthcare; the key changes 3 of 3<br />2014<br />Individual mandate begins; people are required to have insurance or pay a fine-government subsidies are available on an incremental scale to individuals depending on income<br />Employers allowed to increase financial incentives for employees to meet wellness standards through internal programs<br />2015-2018<br />Final stages include an excise tax for some employer-paid plans, and bonuses change for medical professionals<br />
  50. 50. Page 48<br />Contributors of health and wellbeing<br />
  51. 51. Page 49<br />Contributors of health and wellbeing<br />Physical and mental health<br />Work-life balance<br />Social and community vitality<br />Cultural vitality<br />Material standards<br />Quality of governance<br />Environmental vitality<br />
  52. 52. Page 50<br />Drill <br />
  53. 53. Page 51<br />Drill <br />
  54. 54. Page 52<br />Case study A<br />
  55. 55. Page 53<br />Case study A <br />
  56. 56. Page 54<br />Case study B<br />
  57. 57. Page 55<br />Case study B <br />
  58. 58. Page 56<br />Conclusion & Questions<br />
  59. 59. Page 50<br />Conclusion<br />Summary<br />Questions<br />