Wellness: not just child’s play

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Wellness: not just child’s play

  1. 1. WELLNESS: NOT JUST CHILD’S PLAY! A HOLISTIC APPROACH TO WELLNESSPROGRAMS FOR CHILDREN AND ADULTS, BOTH AT SCHOOL AND AT HOME Presented to the 2013 NAIS ANNUAL CONFERENCE Philadelphia Convention Center February 28, 2013
  2. 2. Presenters:Christopher L. Brigham, Esq. (203) 786-8310Updike, Kelly & Spellacy, P.C.cbrigham@uks.comBen ChantElementary HeadThe Mandell School(212) 222 2925 x 5524ben.chant@mandellschool.org Cynthia Chalker Director of Diversity Friends Seminary (212) 979 5030 cchalker@friendsseminary.org
  3. 3. WHAT ARE EMPLOYEE WELLNESS PROGRAMS?Programs aimed at encouraging employees to takepreventative measures to control illnesses andunhealthy behavior while controlling costs Educational programs for managing health Health Risk Assessments Health Screenings Onsite fitness facilities Subsidized fitness programs Smoking cessation programs
  4. 4. WHY ARE EMPLOYERS ADOPTING WELLNESS PROGRAMS?More than 75% of employer’s health care costs and productivitylosses are related to employee lifestyle choicesWorkplace alcohol, tobacco and other drug use:$100 Billion each yearJob stress: $200-$300 billionObesity: $117 billion in 200095% of our nations health expenditures is committed todiagnosing and treating disease after it becomes manifestIn 2004, tobacco use was estimated to cost the United States $193billion, including $97 billion in lost productivity and $96 billionin direct health care expenditures
  5. 5. BENEFITS OFEMPLOYEE WELLNESS PROGRAMSBenefits: 28% reduction in sick leave absenteeism 26% reduction in the use of health care benefits 30% reduced worker’s compensation claims and reduced “presenteeism” Rate of return from $1.49 to $4.91 for every dollar spent
  6. 6. MANDATORY VS. VOLUNTARYEMPLOYEE WELLNESS PROGRAMSThe CarrotMany wellness programs focus on encouraging employeesto kick unhealthy habits as well as to develop a sustainableplan to maintain their health and wellnessThe StickMore employers are seeking legal advice on how to createmore aggressive wellness programs that utilize penalties tochange employee behavior
  7. 7. FEDERAL AND STATE LAWS TO CONSIDER WHEN DESIGNING ANEMPLOYEE WELLNESS PROGRAMHealth Insurance Portability and Accountability Act(HIPAA)Americans with Disabilities Act (ADA)Age Discrimination in Employment Act (ADEA)Employment Retirement Income Security Act (ERISA)Title VIIGenetic Information Non-Disclosure Act (GINA)Collective Bargaining AgreementsState “Lifestyle Discrimination” Laws
  8. 8. HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY ACT (HIPAA)The HIPAA nondiscrimination requirements, which are found in Section 702 of theEmployee Retirement Income Security Act (ERISA) (as amended by HIPAA)generally prohibits ERISA group health plans or group health insurance issuersfrom denying an individual eligibility for benefits based on a health factor and fromcharging an individual a higher premium than a similarly situated individual basedon a health factor.Health factors include such things as: Health status Medical condition Claims experience Receipt of health care Medical historyWellness programs that do not provide a reward to employees based on satisfying ahealth factor do not have to satisfy additional HIPAA non-discriminationstandards.
  9. 9. HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY ACT (HIPAA) If a wellness program conditions obtaining a reward or providing a penalty on an individual satisfying a standard that is related to a health factor, that wellness program must meet five additional requirements or risk violating the HIPAA non- discrimination regulations. 1. Rewards (and penalties) based on health factors cannot exceed 20% of the total cost of employee only coverage 2. The program must be reasonably designed to promote health or prevent disease • Not overly burdensome • Not a strategy for discrimination 3. The program must give individuals eligible for the program the opportunity to qualify for the reward under the program at least once per year 4. The reward under the program must be available to all similarly situated individuals 5. The plan must disclose in all plan materials describing the terms of the program the availability of a reasonable alternative standard.11 See Department of Labor Wellness Program checklist for guidance on the types of programs that must comply with the standards of 29 CFR § 2590.702(f) and how to apply these standards to particular wellness programs, available at http://www.dol.gov/ebsa/pdf/fab2008-2.pdf.
  10. 10. HOW TO DESIGN ASUCCESSFUL WELLNESS PROGRAM No “one size that fits all” wellness program Assess your school’s specific health issues Educate faculty and staff about benefits of participation Generate buzz and stimulate participation: trinkets, t-shirts, merchandise or cash premium reduction
  11. 11. VARIOUS MODELS OFEMPLOYEE WELLNESS PROGRAMS Pre-packaged incentive campaign Nationally-recognized provider Link wellness program to school’s benefits plan
  12. 12. STEP 1 – GETTING STARTEDGain Management Support - Support from seniormanagement is the key to building a strong wellnessprogram.Assess Resources Time off for participation Ensure preventive exams are covered under the benefit plan Identify changes in cafeteria and vending options to support healthy food selections.Collect Data Consider both the demographics (age and gender) and the utilization patterns of your employees when planning for health improvement activities Assess interest in participating
  13. 13. STEP 2 – ESTABLISH GOALS AND OBJECTIVES A direct relationship to worksite and interest assessment data Be tied to the organizations overall strategic plan Be tied to the health promotion program’s evaluation (See step 5 below)Three levels of programming to consider are Awareness, Education and Behavior Change. Awareness Level Posters, Pamphlets, Fact Sheets, Paycheck Staffers, Articles in Company Newsletters and Educational Bulletin Boards. Education Level Screenings, Health Risk Appraisal with Interpretation, Safety Meetings, Self-Help Guides and Speakers Behavior Change Level Behavior Education Courses, Lifestyle Improvement Courses, Individual Health Counseling Sessions, Support Group Activity, Activity Programs/Challenges and Incentive-Based Programs
  14. 14. STEP 3 – ESTABLISH AN EMPLOYEE HEALTH PROMOTION TEAMWellness or Health PromotionCoordinatorAn Employee Wellness Team
  15. 15. STEP 4 – PLANNING AND PROMOTION Health Topic - Lifestyle vs. Disease Prevention What topic(s) will be included? Lifestyle Health (i.e. nutrition, exercise, stress management, weight management, tobacco use) Disease Prevention (i.e. cancer, heart disease, or diabetes) Resources/ActivitiesWhat approach will be used to deliver a health topic? (i.e. newsletter, payroll stuffer, health fair, speakers, an activity based program such as a walking club, recreational team, etc.)
  16. 16. IMPLEMENTATION PROCESS aWho will be responsible for the activity? Shouldsubcommittee be formed?When will the activity be scheduled?How much time is needed to plan the activity and what shouldthe timetable be?What facilities and equipment are needed?Is an outside vendor needed? Which one should be selectedand why?What kind of budget is needed and where will the moneycome from?What materials are right for the employees?How will the materials be distributed? (e-mail, to work stations, to employee homes, in company newsletter, etc.)
  17. 17. PROMOTION IS VITAL TO PROGRAM SUCCESSPost flyers and postersPersonally distribute promotional materialTalk to their supervisors for supportHave senior management send written, voice mailor e-mail messages in support of wellness activitiesDiscuss the upcoming activities during staffmeetingsTalk it up to coworkers
  18. 18. STEP 5 – EVALUATIONObjective EvaluationSubjective EvaluationCost Analysis EvaluationSchool Culture Evaluation
  19. 19. School Consortiums ISBC ProgramGoals: Insurance rate stabilization Pro-active risk identification & reduction: Employee engagement Sustainability, retention and growth of ISBCHow ISBC collaborates: Steering Committee goals and incentives School commitment and focus Faculty & Staff engagement
  20. 20. ISBC WellnessResources: Benefit plan design and wellness strategy Education and communications Personal Wellness Profile (survey) On-site Screenings (participatory) Preventive Care acknowledgement School-defined incentives Easy, Flexible, and Customized for Independent Schools
  21. 21. ISBC RenewalISBC Highest Results RenewalsMarketTrendISBC Lowest Renewals
  22. 22. ISBC Wellness – Impact!Increase in PreventionImpact on disease (earlier detection)Stabilization of claims experience and lossratioPeople are more focused on their health
  23. 23. Hartford Middletown New Haven 100 Pearl Street 203 Main Street One Century Tower P.O. Box 231277 300 Plaza Middlesex 265 Church StreetHartford, CT 06123-1277 Middletown, CT 06457 New Haven, CT 06510-7002 Tel. 860-548-2600 Tel. 203-786-8300 Tel. 860-346-3626
  24. 24. • Pre School through Eighth Grade• Upper West Side in Manhattan• 546 students
  25. 25. Mandell School Wellness ProgramUnderlying Principles:• Mission driven• Time must be made• People must take ownership• Don’t reinvent the wheel
  26. 26. Mandell School Mission• The Mandell School is committed to providing a nurturing educational environment for our children and their families, which through intellectual stimulation and emotional support, enables them to become responsible active citizens of the world.• Mandell challenges each of our students and their families to use their experience with us to determine how and through what means they will pro- actively choose to have a positive and meaningful impact on their world. In turn, it is our responsibility to provide a blueprint for learning, consistently high expectations and a dedicated and exceptionally talented faculty. We provide these in support of the emotional, social and intellectual development of our students and their extended families. This is accomplished through passion and compassion, active exploration and the collaborative use of individual talents.• In this way, our students can build for themselves a common foundation of moral, emotional and intellectual independence that enables them to meet and exceed their individual goals.
  27. 27. 2A Day 1 Time must be made Day 2 Day 3 Day 4 Day 5 Day 68:20-8:30 Morning Meeting Morning Meeting Morning Meeting Morning Meeting Morning Meeting Morning Meeting30-9:15 8:30-9:00 Fundations Fundations Fundations 8:30-9:00 Guided Wellness/ Guided Reading Reading Mandell Meeting9:15-10:00 Math Recess Writing Workshop Recess Writing Workshop Math10:00-10:45 Music B/Social Drama A/Writing Guided Reading Drama B/Math A Math Drama A&B Studies A Workshop B10:45-11:30 PE Art B PE Art A PE Recess Grade Level Science A Math B11:30-12:15 Music A Library Science Language Music B Music A/Social Science B B/Math A Science A Studies B12:15-12:45 Tech A/Ag SSR Reading Tech B/Ag Reading Workshop Writing Workshop(30) Workshop Study B Study A12:45-1:15 Lunch Lunch Lunch Lunch Lunch Lunch(30)1:15-1:45 Reading Math Reading SSR Reading Workshop Writing Workshop(30) Workshop Workshop1:45-2:30 Art B Language Art A/Math B Guided Reading Social Writing Workshop Writing Workshop A Studies2:30-3:00(30) 3:00 Dismissal Dismissal Dismissal Dismissal Dismissal Dismissal
  28. 28. Day 6, Period 1 Choices• Mandell Meeting• Respect curriculum• Responsive Classroom modeling• Health/wellness (stress, positive, hygiene, nutrition, sex ed)
  29. 29. Mandell Meeting• Origin – Preliminary meetings with faculty (desire for community, pride, public speaking) – Tradition• Organization – Voluntary committee – Specialists and homeroom teachers• Format – Music – Students host – Highlight curriculum – Admin as MC – Special guests – Class plays
  30. 30. Don’t reinvent the wheel!Connected and Respected Curriculum (a broad flexible book -- cycles grade K-5) http://www.esrnational.org/Kdg Making Alike and Different Handling connections different feelings angerFirst Making Exploring our Identifying Communicating Responses Connections diversity feelings feelings to anger
  31. 31. Responsive Classroom an excellent flexibleframework to talk about life in the classroom – http://www.responsiveclassroom.org/resources-e – http://www.responsiveclassroom.org/blog
  32. 32. Health curriculum
  33. 33. Who is involved?• Homeroom teachers• Nurse• Administration• Food service• School psychologist• Specialists – science, PE Department• Students• Parents
  34. 34. FRIENDS SEMINARY Co-Educational Grades K-12 Enrollment 700 students
  35. 35. Our Mission Friends Seminary educates students from kindergarten through twelfth grade, under the care of the New York Quarterly Meeting of the Religious Society of Friends. Through instruction and example, students follow their curiosity and exercise their imaginations as they develop as scholars, artists and athletes. In a community that cultivates the intellect through keen observation, critical thinking and coherent expression, we strive to respond to one another, valuing the single voice as well as the effort to reach consensus.
  36. 36. Silence, Study and Service The disciplines of silence, study and service provide the matrix for growth: silence opens us to change, study helps us to know the world; service challenges us to put our values into practice.
  37. 37. The World that Ought to Be At Friends Seminary, education occurs within the context of the Quaker belief in the Inner Light – that of God in every person. "Guided by the ideals of integrity, peace, equality and simplicity, and by our commitment to diversity, we do more than prepare students for the world that is: we help them bring about the world that ought to be."*
  38. 38. Programs inside and outside the classroom
  39. 39. Reflection and Service
  40. 40. Healthy Menus
  41. 41. Healthy Choices
  42. 42. Cynthia Chalker Director of Diversity Friends Seminary 222 E. 16th St.New York, NY 10003
  43. 43. Wellness to go…The lawyer: 1. Start the dialogue 2. Take actionThe teacher: 1. Have it come from the mission 2. Schedule time for itThe counselor: 1. Look at programs already in place 2. It’s not complicated

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