Krouse - Creating a Culture of Wellness in the Workplace


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Krouse - Creating a Culture of Wellness in the Workplace

  1. 1. CREATING A CULTURE OF WELLNESS IN THE WORKPLACE—TAKE THE LEAP Lisa Krouse, Esq., SPHR SVP, HR & Support Services FCCI Insurance Group Christine Sensenig, Esq. Sensenig Law Firm, P.A.
  2. 2. Let’s Meet Each Other 2
  3. 3. Gallop Poll Unhealthy employees cost employers $1.8 million per year 3
  4. 4. Lifestyle and Chronic Disease • Chronic disease related to lifestyle accounts for 70% of the country’s medical costs • Approximately 108 million people in the U.S. have at least one chronic disease:  Heart disease  Diabetes  Asthma  Hypertension  Osteoarthritis 4
  5. 5. Some Facts You May Not Know • 50% to 70% of all diseases and medical problems are associated with or caused by modifiable health risks*  Obesity  Uncontrolled stress  Smoking  Inadequate exercise  Poor Nutrition  Etc. * Health Enhancement Research Organization 5
  6. 6. The Costs An average sick day in the US costs an organization about $348.00 in lost productivity 6
  7. 7. Additional Costs “Employers with comprehensive Total Heath Management Programs achieve 2% percent lower annual health premium than those with limited or no programs”* *Mercer’s 2009 Health Care Survey 7
  8. 8. Culture of Wellness  What is it and why is it important?  Productivity – an engaged workforce  Bottom line 8
  9. 9. What is a Culture of Wellness? • Environment where every employee can perform at their best level • Environment that is supportive • Leadership that provides for each employee’s diverse interests and needs • Workplace that encourages positive, healthy, lifestyle choices 9
  10. 10. “Workplace wellness is not about changing people… …it is about having a culture that promotes productivity through a healthy work environment.” 10
  11. 11. Take the Leap! Leadership and Listening Environment and Education Attitude and Acknowledgement Policies, Procedures, Programs and Partnerships 11
  12. 12. Leadership – Values & Culture 12
  13. 13. “There’s no question that workplace wellness is worth it…The only question is whether you do it today or tomorrow and if you keep saying you’re going to do it tomorrow, you’ll never do it. You have to get on it today.” - Warren Buffett Chairman, Berkshire Hathaway 13
  14. 14. Strategy • Convince business CEOs on the value of workplace wellness • Align wellness programs and health promotion goals with the organization’s vision, mission and values 14
  15. 15. Wellness Works • Increased employee satisfaction • Increased productivity • Improved presenteeism – focus on the job • Decreased absenteeism • Demonstrates commitment to employees • Company is a role model • Demonstrates integrity – “Walk the walk” • Recruiting tool 15
  16. 16. Benefits of Wellness Programs* • Increased morale 71% • Reduced absenteeism 52% • Reduced on-the-job injuries 48% • Reduced workers’ comp costs 44% • Reduced disability management costs 27% • Increased production 28% *Human Resource Executives Magazine 16
  17. 17. Listening • To yourself • To employees through surveys • Employees rank benefits among top contributors to job satisfaction* Data collection is essential! Demographics, interest surveys, health risk assessments, sick days, engagement surveys, claims data and other key indicators 17 * SHRM 2010 Employee Job Satisfaction Research Report
  18. 18. Results at FCCI 18
  19. 19. Environment & Education • Important to support your diverse workforce • Begin educational programs that set the stage for participation • Look around – what does your environment say about the culture of wellness at your workplace • Newsletters, eBlasts 19
  20. 20. Attitude & Acknowledgement • Open • Honest • Celebrate Success  Individually  As an organization 20
  21. 21. Attitude & Acknowledgement • Share success stories • Acknowledge successes • Use incentives to reward health achievements 21
  22. 22. Communication and Recognition • Can employees provide and receive feedback about wellness? • Are healthy behaviors acknowledged? • Do you share success stories? • Is wellness integrated with job performance? • Are financial incentives used to reward health achievements? 22
  23. 23. Polices, Procedures, Programs & Partnerships 23
  24. 24. Building a Well Workplace • Secure and solidify management support • Review policies and procedures  Sick days  Medical coverage for preventive care  PTO banks  Reimbursement for fitness center  Vending machines membership or tobacco cessation  Facility usage  Smoke-free workplace policy  Safety  Flex-time policies  Ergonomics  Incentives for wellness • Craft an operating plan  Based on data, create SMART objectives, timeline, budget 24
  25. 25. Supportive Policies • Easily accessible for review • Positively worded • Clearly understood 25
  26. 26. Building a Well Workplace — Specifics Get ready to pick and choose how you will take the LEAP 26
  27. 27. Getting Started • Educate employees about costs of health care claims • Arrange lunch and learns • Host Weight Watchers • Sponsor/Support Sports Teams • Offer healthier alternatives at meetings, events 27
  28. 28. Getting Started • Issue pedometers for walking initiatives • Blood drives • Fitness classes in conference rooms • Flu shots • Ergonomic evaluations • Education on Rx costs  Circulate lists of local retailers $4/$10 plans (i.e. Target, WalMart) 28
  29. 29. Getting Started • On-site fitness center, café, health clinic • Smoking cessation program • Educate and inform on various health issues 29
  30. 30. To Encourage Physical Activity  Promote stairwell use  Sponsor fun run/exercise events  Map onsite walking routes  Provide bike racks 30
  31. 31. To Encourage Healthy Eating  Provide healthy vending/onsite food service options  Provide cooking demos/seminars  Provide fast food guides  Create healthy recipe swaps  Promote community markets/events 31
  32. 32. To Encourage Tobacco Avoidance  Smoke free workplace policy  Provide educational information  Promote community resources for quitting  Reimbursement for tobacco cessation aids or programs  Change the location of smoking areas 32
  33. 33. To Encourage Awareness of Health Plan Options • Generic prescription campaign  Communicate generic active ingredients/effectiveness v. brand names • Increase prevention education  Behavioral changes carry minimal costs  Medical prevention strategies may generate more medical costs 33
  34. 34. Communication is KEY to Success • Builds & reinforces messages • Remind them • Call to action • What’s in it for me/us? 34
  35. 35. LEGAL ISSUES TO CONSIDER Christine Sensenig, Esq.
  36. 36. GINA & Wellness: What you don’t know can’t hurt you & what you do know can hurt you too! • GINA stands for the Genetic Information Non- Discrimination Act • GINA became effective in November of 2009 - litigation on the issue is just starting • GINA protects people from being treated unfairly because of differences in their DNA that may affect their health • GINA applies to employers covered by Title VII 36
  37. 37. GINA • Technology and data gathering advance beyond our wildest imagination – (George Orwell may have been right) Not only is Big Brother watching, Big Brother has access to our life story! • Many Americans concerned that genetic information may be used by employers to discriminate in the workplace • People worried that employers may choose not to hire someone currently healthy BUT genetically pre- disposed to future disease onset 37
  38. 38. I’m a member of SHRM. I have my SPHR. It’s a rookie mistake to make employment decisions based on anything other than an employee’s qualifications and ability to do the job... 38
  39. 39. What’s the difference between ADA & GINA? • ADA prohibits discrimination on the basis of manifested conditions that meet the definition of disability • GINA prohibits discrimination based on genetic information and NOT on the basis of a manifested condition 39
  40. 40. What is Genetic Information such that I know how to avoid it for my Company’s Wellness Program? 40
  41. 41. EEOC’s Definition of Genetic Information – Part I • An individual’s genetic testing/test results • Genetic tests of family members • The manifestation of a disease or disorder in family members 41
  42. 42. EEOC’s Definition of Genetic Information – Part II • Requests for or receipt of genetic services by an individual or family member (genetic testing, counseling, education) • Genetic information of a fetus carried by an individual or family member - or of an embryo legally held by the individual or family member using an assisted reproductive technology 42
  43. 43. Genetic Information Does Not Include • Information about an individual’s or family member’s age or gender • Fact that an individual currently has a disease or disorder (manifested condition) - individual would be protected by the ADA if the disease rises to the level of a disability 43
  44. 44. Title II of GINA applies to Employers • Prohibits employers from using genetic information to make employment decisions • Restricts employers from intentionally acquiring genetic information about applicants and employees • Requires employers to keep confidential genetic information that they have or receive about employees and applicants 44
  45. 45. This is your employee... 45
  46. 46. Southwest Airlines Customer of Size Policy • What is the definitive gauge for a Customer of Size? • “The armrest is the definitive gauge for a Customer of Size. It serves as the boundary between seats and measures 17 inches in width. Customers who are unable to lower both armrests and/or who compromise any portion of adjacent seating should proactively book the number of seats needed prior to travel.”
  47. 47. What about Facebook? • Searching current or prospective employee’s Facebook pages can lead you to learn information that could affect hiring decisions • People share much of their personal lives on social media - sometimes you learn genetic information in subtle ways 47
  48. 48. 48
  49. 49. Do you recognize this logo? 49
  50. 50. What about this one? 50
  51. 51. This started the wristband craze 51
  52. 52. Sometimes the message about genetic issues an employee shares on-line via social media is not subtle at all... 52
  53. 53. From Facebook I Hate Cancer Our goal is to make this Community Page the best collection of shared knowledge on this topic. If you have a passion for I Hate Cancer, sign up and we'll let you know when we're ready for your help. You can also get us started by suggesting a relevant Wikipedia article or the Official Site. POSTING: A.W.Good via V.G: Some of the best times were at RJV’s house... loved going down to the river swimming and fishing...hanging out with his daughters and wife A.V. Very sad but glad he's not in pain anymore..I hate Cancer!! In Memory of RJV Memorial page for RJV KCE : Thanks A.W., this means a lot. I will share this with the girls. I love and will greatly miss my Uncle RJV.2 hours ago
  54. 54. What about potential discrimination issues under GINA? • While obesity and other issues are still emerging as potential endocrine diseases, are there other types of appearance issues that could result in an analysis of potential GINA violations? 54
  55. 55. Recognize her? Ms. Lorenzana was “too pretty” to work for Citibank 55
  56. 56. Now that we have a better idea as to GINA’s impact on employers, let’s focus on GINA’s impact on Wellness Programs 56
  57. 57. An employee suffers a workplace accident and has an active workers’ compensation claim • In a response to the workers’ comp carrier’s subpoena, the employee’s medical providers send records, including test results that were not done as a result of the workplace accident • That testing reveals a heart condition unknown to the employer • The employee is the Team Leader for the Company’s new “Team in Training” triathlon group • Does the information you learned through the workers’ comp carrier change anything? • What do you do with the test results? 57
  58. 58. Your company sponsors a softball team to encourage camaraderie and physical fitness • To participate, all employees must undergo a physical • In filling out the physical questionnaires, several employees, despite not being asked, note hereditary conditions and family issues, including migraine headaches, hypertension, heart problems, glaucoma and various cancers • What, if anything, do you as the HR professional do with this information? 58
  59. 59. New employee tours worksite with you • A group of employees is walking laps around the premises and you explain such walks are encouraged as a wellness opportunity, and that employees earn points for walking to purchase restaurant gift certificates from HR • The employees responds that he’d like to participate in more exercise as stress relief is something he could really use due to his mother having colon cancer • The employee then asks you whether he could visit his mother during her chemotherapy sessions at the hospital across the street instead of taking a walking break? 59
  60. 60. GINA carries penalties for companies that tie wellness to completion of Health Risk Assessments • Do not provide incentives to employees completing HRA’s requesting or collecting genetic information • Be wary of the open-ended question on HRA’s that allows employees to provide prohibited genetic information: “Is there anything else relevant to your health that you would like to share?” • If your best efforts still result in “TMI,” segregate the information for confidentiality purposes and do not allow the information to result in a penalty or lost incentive to the employee 60
  61. 61. Violations of GINA can result in: • Equitable relief, including injunctive relief AND back pay • Punitive and compensatory damages, to the extent allowable under Title VII • Punitive damages unavailable against federal, state and local government employers 61
  62. 62. TAKE THE LEAP
  63. 63. We can make a difference! 63
  64. 64. THANK YOU! This presentation may be downloaded from after the conference.