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Physcial Activity Presentation Jason
- 1. CREATING A CULTURE OF HEALTH AND ACCESS TO ACTIVITY Physical Activity in the Workplace
- 2. Why should we create a culture that supports Physical Activity at our worksite? Adequate physical activity reduces risk for several diseases When employers provide an environment & support, for employees to be active, employees are more likely to use their breaks during the workday for physical activity.
- 3. Preliminary research suggests that employer support may influence workers’ activity during time away from work as well.1,2,3 Physically active employees are, on average, both more productive and less costly (in terms of health care expenses) than inactive employees.1,2,3 1 Foldes, Bland, An et al. Modifiable Health Risks and Short-Term Health Care Costs. Blue Cross and Blue Shield of Minnesota internal research, submitted for publication. 2 Anderson, 2000. American Journal of Health Promotion. 15:1. 3 Bunn, JOEM, 2006, 48:10.
- 4. Creating a strategy… What should it look like? What are the key elements? Infrastructure Schedule Flexibility Support for active living
- 5. The best practice for employers who want to increase physical activity among employees includes the following components: •Availability and identification of places for physical activity •Policies that support physical activity •Programs that promote more physical activity •Promotion of opportunities for physical activity
- 6. Write a policy for physical activity •Places •Flexible time for physical activity •Causal dress code •Standing desks/walking work stations •Active meetings/breaks •Active commuting options
- 7. Promotion of opportunities for physical activity – Creating a communications plan Key Elements: Communicate at least quarterly about workplace opportunities for physical activity Set a positive/fun tone – right from the start Have leadership promote opportunities Use a variety of communication channels Focus on the immediate benefits of physical activity: increased energy, reduced stress and feeling better.
- 8. Educate employees about the longer-term benefits Be honest with employees about why you are implementing the policy Obtain (and communicate frequently) top management commitment to employees being active during the workday. Remind employees that no one has to be active as a condition of employment Feedback sessions
- 9. Step-by-step plan for change… Confirm leadership support Discuss approaches Decide on a work team Measure current levels of activity Determine strategies Write goals Draft policy Draft communications plan Implement improvements
- 10. How do we measure our change? Percentage decrease in sedentary time Health assessment - cohort (time over time) report reflecting same population Percentage increase of physical activity opportunities available Physical activity opportunity numbers (before and after changes) Usage change for physical activity opportunities Usage numbers (before and after changes) Percentage increase in promotion of physical activity opportunities Promotions (before and after changes) Employee satisfaction with physical activity opportunities Employee interest/satisfaction survey Creation of a physical activity policy, and regular (quarterly, semiannual and annual) quality assurance checks on the commitments outlined in the policy Human resources and leadership
- 11. Physical Activity – PSE Changes Environment Mapped walking routes Bike racks, showers, lockers Physical activity room/space Policy Combine breaks for physical activity time, causal dress code, walking meetings, work accommodations that support physical activity Systems Trainings for managers to develop flexible schedules to accommodate physical activity, walking meetings framework, active transportation Social Support Walking clubs, stretch breaks, exercise classes
- 12. Availability and identification of places for physical activity •Identify potential places for indoor and outdoor walking routes •Map out a 10- to 20-minute route •Dedicate a room for physical activity •Build movement into the workday
- 14. Sample policy #1 “Beginning September 1, 2013 all employees are required to receive an additional 15 minutes of paid break time each day to participate in physical activity. This time may be combined with the current lunch time (of 40 minutes) to accumulate 55 minutes of total break time. The additional 15 minutes of break time is designated for the purpose of participating in physical activity only. Employees who do not wish to use the extra time for physical activity are not eligible to take the extra break time. Our organization supports the effective use of walking meetings. Walking meetings are most effective when there are three or fewer individuals involved and the topic doesn’t require handouts or extensive note taking. Staff must follow the current human resources dress code policy. However, employees are encouraged to keep a pair of walking shoes at their desks to allow for a walk break or walking meeting. Senior leadership at our organization will provide information regarding physical activity opportunities at least quarterly to all employees.”
- 15. Sample policy #2 “Beginning September 1, 2011, facilities at School District <#> are available for employees to use before and after work. This includes the fitness center, weight room, running track, gyms, locker and shower facilities, and pool when not in use by a sports team. In addition, the school hallways are available for walking for employees and members of the community before school beginning at 7 a.m. and after school until 5:30 p.m. Members of the community will complete a waiver in the main office and receive a visitor card prior to first use of the hallways. Sports teams that use facilities for practices will be given first priority, however, where it is feasible to share facilities, we will make every attempt to open facilities to employees during those instances. Signs will be clearly posted notifying staff of first priority usage. In each school office, the school district has also made available maps that identify outdoor walking routes, including identification of paved community walking trails. These maps are available for staff and members of the community. Senior leadership within our organization will provide information regarding physical activity opportunities at least quarterly to all employees. In addition, we will partner with Community Education to promote these options to the community.”
- 24. Liability for Workplace Wellness Activities? • There are two types of liability: – Workers’ Compensation – Personal Injury
- 25. Workers’ Compensation: Not a concern if activity is “voluntary” Injuries incurred while participating in voluntary recreational programs sponsored by the employer, including health promotion programs, athletic events, parties, and picnics, do not arise out of and in the course of the employment even though the employer pays some or all of the cost of the program. This exclusion does not apply in the event that the injured employee was ordered or assigned by the employer to participate in the program. Minnesota Statute 176.021, subdivision 9.
- 26. If an employee is injured while riding an employer-owned bicycle to an off-site meeting instead of driving, the employer may have workers compensation liability because the employee is riding the bike in the course of his or her employment. The employee is traveling to the off-site meeting for the employer’s benefit, not the employee’s benefit. The fact that the employee had the choice to drive his or her own car and chose to use the employer’s bicycle should not make a difference.
- 27. If the employer makes the bicycles available for employees to ride as part of the wellness program unrelated to any employment duties, any injuries that occur would be exempt from workers comp coverage. However, the employer could be liable for personal injury if it made bicycles available to its employees that it knew to be defective and an employee were injured in an accident because of the defect.
- 28. Personal Injury: A potential concern regardless of whether or not the activity was “voluntary”. Q: How can the owner or operator of a bike share program limit its liability? A: There are numerous ways that the owner or operator of a bike share program can limit its liability, including: •Purchasing insurance •Requiring users of the program to sign waivers releasing the program from liability for injuries, •Keeping the bikes well maintained •Educating users about use of the bike •Providing safety training.
- 29. Promoting physical activity beyond your organization’s walls
- 41. KLN Enterprises in Perham SHIP Worksite Wellness Initiatives: - Each location has their own wellness committee which meets monthly - Healthier options in vending - Walking Wednesdays - Gym Reimbursement - Health Snack Day - Wellness Bulletin Board - Wellness coordinator also a Wellness Coach for company “It is the small changes over a long period of time that will make an impact.” - Marni Moch, Wellness Coordinator for KLN
Editor's Notes
- This is good news for employers. According to several studies, physically active employees are, on average, both more productive and less costly (in terms of health care expenses) than inactive employees. Discuss the Culture of Health that reaches to employees’ home lives too.
- Discuss the Culture of Health that reaches to employees’ home lives too.
- The physical activity strategy is very much about making it more possible for people to be active getting to and from work and well as at work. What that looks like will vary considerably from organization to organization.
- Communications plan At least once a quarter, communicate with your employees about workplace opportunities for physical activity – places to be active, policies that support activity and programs that encourage physical activity. Use a variety of communication channels: memos, e-mails, notices in employee publications, all-employee voicemails, messages on monitors, staff meetings, union meetings, presentations to managers and regular memos or e-mails from your senior leaders Set a positive/fun tone – right from the start The purpose of the policy, and identification and availability of places is to support employees in being regularly active. Convey encouragement for physical activity. Be clear that you are creating improved opportunities, not a requirement, that employees be active. Reinforce the connection between employee health – including physical activity – and the success of your organization. Have leadership promote opportunities How often does your leadership promote places and programs in an effort for employees to be more physically active? Make a plan for better promotion of places for physical activity. Use a variety of communication channels memos, e-mails, posters, notices in employee publications, all-employee voicemails, messages on monitors, staff meetings, union meetings, presentations to managers and/or regular messages from your senior leaders.
- Long Term Benefits reduced risk of heart disease, stroke, several cancers, osteoporosis, and other serious conditions. Why are we implementing? – healthy employees are good for the bottom line. It’s not a condition of employment but you as an employer are offering multiple ways for them to do so. Feedback sessions Are great ways to gauge interest, quantify support, improve processes, determine employee perceptions and measure impact/results. They also let employees feel as though their voice matters,
- Confirm leadership support for improving the work site environment to encourage physical activity. Decide on one or more approaches (for example, increase the availability, identification and/or appeal) to increase physical activity at work. Decide on a work team. Identify key players vested in increasing physical activity opportunities at the workplace (human resources, facilities, etc.). (Schedule meetings and set a target date) Review examples of physical activity policies and steps that need to be accomplished to meet the policy objectives. Measure current physical activity levels, facilities use (for example, indoor/outdoor path use, stair use or court use), sedentary hours (for example, time spent sitting at desks) and barriers to being active (for example, no bike racks, no shower available, paths are not cleared of snow) to determine baseline. Determine strategies for each approach selected. Write Goals and Determine specific objectives for meeting goals. Develop a task list and assign accountabilities. Draft physical activity policy and send to leadership for review. Draft communications plan. Incorporate traditional communications channels and social media such as Twitter (for example, tweet walking group meeting times and routes each day) and phone apps (for example, to track physical activity). Implement environment improvements to support policy. Including Add permanent on-site signage to promote physical activity and policy.
- Otter Tail County Government Service Center offers excellent indoor accommodations and outdoor with the use of the RTC Grounds
- Partner with your local mall to hang up routes and promote with your employees. Maybe your own facility offers such indoor or outdoor accommodations.
- Various walking maps with signage in Pelican Rapids
- Various color codes indicates mileage: 1, 2, 3, 5 mile routes. In this particular community it does not matter where you are at the routes are easily accessible within a couple of blocks
- Circuit training around Lake Alice in Fergus Falls aimed at public and around the LRH campus focused on employees
- Background of Company: Employs over 1,300 shift workers, maintenance workers, warehouse workers, line-workers, machine operators, quality control staff and office staff, in six locations. KLN Enterprises oversees various brands of food products including candy, chips, dog food, gourmet nuts and chocolates. Prior: No wellness plan or wellness committee. Health and wellness not a strong presence in the company.