Today's companies must begin to look at employee health, not as a cost, but an investment. Data show conclusively that the health status of a company's employees is directly correlated to the profitibility and competitiveness of the company. This is not an American challenge, but a global challenge and responsibility. This was a keynote address to a dozen major US corporations in May, 2008. I'm happy to discuss with anyone of interest.
We at Just for Hearts works for preventive wellness. It is very important for any organization to have healthy employees for better productivity and work performance. Unfortunately there are very few organizations available who provides complete wellness solutions. Just for Hearts is one of them which offer complete wellness solutions under one roof starting from health awareness sessions to various wellness activities by making it available in your company premises. Here are some guidelines to have successful wellness programs based on our experience of 1000 + wellness events at Pan India level till today .
A presentation geared towards HR professionals, business owners, executives, and employees who are interested in creating a Workplace Wellness program into their Corporate Culture. Learn the benefits of corporate wellness programs and see some statistical evidence proving how they benefit the bottom line, just as much as employee moral. This presentation was created by Kara-Lee Burke, Corporate Wellness Consultant & Yoga Enthusiast. Contact Kara-Lee Burke to assist your Corporate Culture increase Happiness, Health, and Productivity
Today's companies must begin to look at employee health, not as a cost, but an investment. Data show conclusively that the health status of a company's employees is directly correlated to the profitibility and competitiveness of the company. This is not an American challenge, but a global challenge and responsibility. This was a keynote address to a dozen major US corporations in May, 2008. I'm happy to discuss with anyone of interest.
We at Just for Hearts works for preventive wellness. It is very important for any organization to have healthy employees for better productivity and work performance. Unfortunately there are very few organizations available who provides complete wellness solutions. Just for Hearts is one of them which offer complete wellness solutions under one roof starting from health awareness sessions to various wellness activities by making it available in your company premises. Here are some guidelines to have successful wellness programs based on our experience of 1000 + wellness events at Pan India level till today .
A presentation geared towards HR professionals, business owners, executives, and employees who are interested in creating a Workplace Wellness program into their Corporate Culture. Learn the benefits of corporate wellness programs and see some statistical evidence proving how they benefit the bottom line, just as much as employee moral. This presentation was created by Kara-Lee Burke, Corporate Wellness Consultant & Yoga Enthusiast. Contact Kara-Lee Burke to assist your Corporate Culture increase Happiness, Health, and Productivity
Worksite Wellness: Small Steps to Healthier Employeesszapp
Many chronic health problems are caused by unhealthy, modifiable risk factors. Learn the importance of a health lifestyle and how implement a healthy behavior change program within your workplace.
Wellsource designs a revamped and improved Medicaid health assessment that streamlines the process and increases end user communication by up to 50%. For more information visit: http://www.wellsource.com/company-news/Wellsource-Designs-Medicaid-Health-Risk-Assessment.html
Wellness Program (Comprehensive) PowerPoint Presentation 125 slides with 2 d...Andrew Schwartz
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of wellness
• An alternative definition
• Etymology of wellness (3 points)
• Creating awareness (3 points)
• Costs of health conditions (12 points)
• Work and health (6 points)
• 8 reasons to develop a wellness program
• The benefits of a wellness program (5 slides)
• Health benefits (6 slides)
• Important components for a successful wellness program (4 slides)
• Implementation considerations (10 points)
• Marketing wellness programs (10 slides)
• Tips for ensuring longevity
• Program evaluation
• Surveys and assessments
• Employee interest surveys (5 slides)
• Organizational health surveys (4 slides)
• Health risk assessments (4 slides)
• HIPAA (8 slides)
• GINA (5 points)
• Health education, environmental health, disease and illness prevention (8 points)
• Successful wellness marketing (4 points)
• Healthy workplace behaviors (5 points)
• Wellness programs within small companies (6 slides)
• Actions steps (16 points)
100+ PowerPoint presentation content slides. Does your company experience loss in employee productivity due to illness and poor health? Would you like to know how to solve this problem?
Sustainable Corporate Wellness Program Strategy. Having a clear wellness program strategy is a roadmap to success but having a sustainable wellness strategy to ensure long-lasting effects, is key to ensure employees adopt new healthy habits and to increase a company's bottom line.
Corporate Healthcare in India is only about providing an insurance policy but our integrated wellness programs assist corporate to counter employee sickness and subsequent health and financial effects at the nascent stage of the illness. Some of the services that we offer include:
1. Corporate Health Programs that includes stress management, weight management & diseases prevention programs etc.
2. Seminars conducted by eminent doctors/counselors/ consultants
3. Nutrition programs included seminar by nutritionist , naturopaths & dieticians
4. Men’s & Women’s health Seminars
5. Office Ergonomics sessions to help treat employee back & neck related problems
Why Gamification is Taking Over Wellness ProgramsTechnologyAdvice
Wellness programs aren't a new idea, but they're becoming increasingly effective thanks to the application of game-mechanics that increase user engagement and reward participation. We look at how gamification can take your wellness program to the next level, along with case studies and best practices.
to understand importance of wellness programs in corporates and means or technology like InBody for wellness programs and camps for employees good health at corporates minimising loss due to bad health of employees and medical claims expenditure.
Managing Minds in Toronto, ON offers a unique consulting approach to Corporate Wellness through Yoga inspired programs and communication. Here, you'll find statistics on why Wellness Programs increase productivity and why you should incorporate them into your Corporate Culture.
Are you looking to refresh your current workplace wellness program or have you thought about starting a workplace wellness program and don't know where to begin? Check out Workplace Wellness 2.0. In 60 minutes, you'll learn the 10 easy steps to create an inexpensive, community-based, volunteer-managed, thriving wellness initiative. Hope Health's managing editor, Jen Cronin, will walk you through the effective strategy based on the custom publisher's 30-plus years of working with hundreds of organizations and their workplace wellness efforts.
Learning Objectives:
How to begin a new program, or add new life to an existing wellness program, with the Workplace Wellness 2.0 concepts
How to take advantage of inexpensive, free and readily available resources to power your wellness program
How to create a program WITH employees vs. FOR employees.
About The Presenter
Jen Cronin
Managing Editor
Hope Health
An avid runner and foodie, Jen's goal is to help others embrace — and enjoy — a healthful lifestyle by creating inspiring, engaging, and fun content that focuses on simple ways people can take care of their mind, body, and spirit. Jen has more than 18 years of writing, editing, and communications project management experience. She has worked as a health reporter, a public relations specialist at a major medical school, and a marketing communications consultant for a Blue Cross Blue Shield affiliate before coming to HOPE Health in 2009.
Today, there is an increasing emphasis on preventive medicine, or maintaining health, partly as a result of the increasing costs of health care and our greater awareness of the effects of lifestyle on health and longevity. This presentation shows an insight about Life style and Diseases.
Worksite Wellness: Small Steps to Healthier Employeesszapp
Many chronic health problems are caused by unhealthy, modifiable risk factors. Learn the importance of a health lifestyle and how implement a healthy behavior change program within your workplace.
Wellsource designs a revamped and improved Medicaid health assessment that streamlines the process and increases end user communication by up to 50%. For more information visit: http://www.wellsource.com/company-news/Wellsource-Designs-Medicaid-Health-Risk-Assessment.html
Wellness Program (Comprehensive) PowerPoint Presentation 125 slides with 2 d...Andrew Schwartz
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of wellness
• An alternative definition
• Etymology of wellness (3 points)
• Creating awareness (3 points)
• Costs of health conditions (12 points)
• Work and health (6 points)
• 8 reasons to develop a wellness program
• The benefits of a wellness program (5 slides)
• Health benefits (6 slides)
• Important components for a successful wellness program (4 slides)
• Implementation considerations (10 points)
• Marketing wellness programs (10 slides)
• Tips for ensuring longevity
• Program evaluation
• Surveys and assessments
• Employee interest surveys (5 slides)
• Organizational health surveys (4 slides)
• Health risk assessments (4 slides)
• HIPAA (8 slides)
• GINA (5 points)
• Health education, environmental health, disease and illness prevention (8 points)
• Successful wellness marketing (4 points)
• Healthy workplace behaviors (5 points)
• Wellness programs within small companies (6 slides)
• Actions steps (16 points)
100+ PowerPoint presentation content slides. Does your company experience loss in employee productivity due to illness and poor health? Would you like to know how to solve this problem?
Sustainable Corporate Wellness Program Strategy. Having a clear wellness program strategy is a roadmap to success but having a sustainable wellness strategy to ensure long-lasting effects, is key to ensure employees adopt new healthy habits and to increase a company's bottom line.
Corporate Healthcare in India is only about providing an insurance policy but our integrated wellness programs assist corporate to counter employee sickness and subsequent health and financial effects at the nascent stage of the illness. Some of the services that we offer include:
1. Corporate Health Programs that includes stress management, weight management & diseases prevention programs etc.
2. Seminars conducted by eminent doctors/counselors/ consultants
3. Nutrition programs included seminar by nutritionist , naturopaths & dieticians
4. Men’s & Women’s health Seminars
5. Office Ergonomics sessions to help treat employee back & neck related problems
Why Gamification is Taking Over Wellness ProgramsTechnologyAdvice
Wellness programs aren't a new idea, but they're becoming increasingly effective thanks to the application of game-mechanics that increase user engagement and reward participation. We look at how gamification can take your wellness program to the next level, along with case studies and best practices.
to understand importance of wellness programs in corporates and means or technology like InBody for wellness programs and camps for employees good health at corporates minimising loss due to bad health of employees and medical claims expenditure.
Managing Minds in Toronto, ON offers a unique consulting approach to Corporate Wellness through Yoga inspired programs and communication. Here, you'll find statistics on why Wellness Programs increase productivity and why you should incorporate them into your Corporate Culture.
Are you looking to refresh your current workplace wellness program or have you thought about starting a workplace wellness program and don't know where to begin? Check out Workplace Wellness 2.0. In 60 minutes, you'll learn the 10 easy steps to create an inexpensive, community-based, volunteer-managed, thriving wellness initiative. Hope Health's managing editor, Jen Cronin, will walk you through the effective strategy based on the custom publisher's 30-plus years of working with hundreds of organizations and their workplace wellness efforts.
Learning Objectives:
How to begin a new program, or add new life to an existing wellness program, with the Workplace Wellness 2.0 concepts
How to take advantage of inexpensive, free and readily available resources to power your wellness program
How to create a program WITH employees vs. FOR employees.
About The Presenter
Jen Cronin
Managing Editor
Hope Health
An avid runner and foodie, Jen's goal is to help others embrace — and enjoy — a healthful lifestyle by creating inspiring, engaging, and fun content that focuses on simple ways people can take care of their mind, body, and spirit. Jen has more than 18 years of writing, editing, and communications project management experience. She has worked as a health reporter, a public relations specialist at a major medical school, and a marketing communications consultant for a Blue Cross Blue Shield affiliate before coming to HOPE Health in 2009.
Today, there is an increasing emphasis on preventive medicine, or maintaining health, partly as a result of the increasing costs of health care and our greater awareness of the effects of lifestyle on health and longevity. This presentation shows an insight about Life style and Diseases.
As a matter of ignorance often we become biased by Myth related to health which is false belief or idea.To lead a healthy life certainly we have to abide by Islam & Science.
Hectic and Busy life schedule affecting people’s life now days. To handle stress or depression people are taking help of smoking or alcohol without knowing its bad impact on their lifestyle. Unhealthy lifestyle resulting in more illness and more expense to treat or reduce its side effects on our body. Healthy diet plan and regular exercise can save you from unhealthy unhygienic lifestyle give your body boost and leave you feel refreshed all the time. Here are few tips, Have a look!
“An apple a day keeps the doctor away.” Many of us are familiar with this saying and it is certainly a good thing to do! However, it’s not the only thing that you need to do to maintain a healthy life and lifestyle! The ABC’s of Living a Healthy Lifestyle is a fun way to help you focus on obtaining a good health.
This program is now what we have installed for clients to help take control of their health insurance costs. This program sheds light on the true drivers of health care costs.
Keeping Up to Date With Wellness Regulations 2015benefitexpress
Learn about the latest developments in wellness programs. A review of EOCC's legal action against wellness programs will be covered and steps to avoid legal action will be discussed.
The Impact Of The Affordable Health Care Act On Fitness FacilitiesBryan K. O'Rourke
The Affordable Health Care Act Will Create Opportunities For Fitness Facilities To Deliver Services To Employers. Learn How In This Presentation Prepared By Graham Melstrand of ACE and Bryan O'Rourke of the Fitness Industry Technology Council.
Starting Your Corporate Wellness Program: Ideas and Compliance for HR Prosbenefitexpress
Review all of the requirements that an employer must follow to offer a valid wellness plan. In addition, learn the new rules released by the EEOC for wellness programs under ADA and GINA.
This white paper was written for Meritain Health, an AETNA company. It describes the value of an employee wellness program on an employer's bottom line and provides steps to successfully implementing a wellness program.
Does your wellness plan need a compliance check?Polsinelli PC
Wellness programs are designed to promote employee health and fitness in hopes of also lowering a company's costs in providing medical benefits. W. Andrew Douglass, Shareholder and chair of Polsinelli's Employee Benefits and Executive Compensation practice, was joined by Associate Anne Prenner Schmidt to discuss:
*General overview of wellness programs, including health screening features, premium incentives, and other common plan designs
*Compliance issues for wellness programs under the *Americans with Disabilities Act (ADA), Affordable Care Act (ACA), and other federal laws
*Discussion of recent lawsuits brought by the EEOC against employers, and expectations for the EEOC's future regulations for wellness programs
*Action items for in-house counsel, as well as human resources and financial professionals in navigating the uncertainties and risks in offering wellness programs to their employees.
SHRM’s 2014 Strategic Benefits Survey collected comprehensive information on wellness initiatives, including use, return on investment and cost savings, as well as the use of incentives and rewards.
This research found that about three-quarters (76%) of respondents indicated their organization offered some type of a wellness program, resource or service to employees. Among these respondents, about one-half reported that employee participation increased last year compared with the year before; the same was true in 2013 and 2012 (56% and 54%, respectively), indicating a pattern of increased use of wellness initiatives over time. More than two-thirds of respondents from organizations that offered wellness initiatives indicated these initiatives were “somewhat effective” or “very effective” in reducing the costs of health care in 2014 (72%), 2013 (71%) and 2012 (68%).
2. Agenda
Definition
Purpose
Significance
Methodology
Research
Background
Comparing other programs
Legislation
Current Program
Health Contingent Programs
Definitions
Spectrum
3. Agenda (cont.)
Comparing Different Programs
Case studies
Implementation
Health Benchmarks
New Hires
Data Tracking
Outside Counsel
Other Feedback
Recommendations
Contacts
4. Outcomes-Based Wellness Programs
Definition: A wellness program put into place to
encourage employees to take action to improve his/her
own health by incentivizing the achievement of specific
biometric goals
We want to evolve HarbinSTRONG as it is from a
participation-based program to a program that rewards
our employees for meeting health goals that are
important aspects to quality, healthy life.
5. Purpose
The Purpose of this project is to create and launch an
outcomes-based wellness program for employees that
promotes health and well-being.
The use of goal-focused incentives will be key to
encouraging employees’ active participation in
eliminating unhealthy habits and increasing quality of
life.
We will focus very strongly on complying with state and
federal laws pertaining to outcomes-based wellness
programs.
6. Significance
The Patient Protection and Affordable Care Act (PPACA) encourages
the creation of employer wellness programs.
PPACA released final regulations in 2014 protecting employees who
may be unable to meet incentivized goals put into place by
employers.
Case studies have shown that employers who make the shift from a
participatory to an outcomes-based program can increase employee
participation to greater than 95% and decreased the employer’s claims
to less than 3%.
Can improve the health and well-being of employees, which can
decrease the company’s healthcare costs.
Can also aid in the decrease of healthcare costs nationwide.
We hope to create similar results as our predecessors by developing a
plan that remains in compliance with PPACA and improves employee
health.
7. Methodology: Research
Identify and summarize legislation behind the creation
of wellness programs, especially those that are health-
contingent.
Read cases and documents on the differences between
outcomes-based and progress-based wellness programs.
Identify other organizations with health-contingent
wellness programs that can be used as examples.
Note the participation rates, the impact on insurance,
and different incentives used in specific case studies of
these organizations.
8. Methodology: Background
Present findings on legislation.
Define the current structure of HarbinSTRONG.
Define and contrast the two types of health-contingent
wellness programs:
1. Progress-based
2. Outcomes-based
9. Methodology: Comparing Other
Wellness Programs
Present a spectrum ranging from fully participatory to
fully outcomes-based wellness programs and note where
each example falls on the spectrum.
Create a chart that compares the example wellness
programs based on three characteristics.
Participation rates
Insurance claims trends/costs
Types of incentives
10. Basic Legislation
A health-contingent wellness program offered to employees
must be voluntary, and an organization cannot deny health
coverage to individuals who do not wish to participate.
Incentives for those who successfully participate cannot be
more than 30% of the cost of the health coverage in place.
Employees who cannot achieve goals outlined in the wellness
program for reasons such as medical must be provided with a
reasonable alternative to earn the incentive.
Employees must be given a chance to qualify for the incentive
every year.
11. Current Participatory Wellness
Program: HarbinSTRONG
Participatory Wellness Program:
A program that provides either no incentive or an incentive
based strictly on participation in programming for the
wellness program and is not related to a health factor.
HarbinSTRONG currently offers employees the chance to
qualify for Wellness/Standard Premium Rates if they
complete a series of tasks outlined in the HarbinSTRONG
manual. Because none of the tasks dependent upon a health
factor, the program is considered participatory.
12. health-contingent Wellness Programs
health-contingent Wellness Program:
A wellness program that incentivizes or penalizes the achievement or
lack thereof of health goals set out by the program; these programs must
meet requirements outlined by the legislation to avoid discrimination of
certain employees.
Two Types:
Progress-based: Incentives are given based on an improvement of
specific health factors such as an improvement in blood pressure or a
decrease in BMI.
Outcomes-based: Incentives are given when an employee meets a
certain biometric goal i.e. blood pressure must be 120/80 or less to get
the reward or avoid penalty.
13. Examples of Employee Wellness
Programs
Participatory
-HarbinSTRONG
health-
contingent
-Valeo’s Healthy
Rewards
-Southwest General
Combination
-MaineHealth’s Works on Wellness
• MaineHealth used a combination of the two types of programs by attaching the incentive of
enrollment into the lower cost health insurance plan to simply participating in the online HRA and
biometric screening. They also provide bonuses in the form of additions to paychecks or deposits
into HSAs to employees who meet biometric goals or progress rates specified by the program. (the
program has evolved some since 2012).
• Valeo has an outcomes-based program that provides credits toward the company health insurance
premiums to employees who meet specific goals provided by the program.
• Southwest General rolled out a wellness program that started as participatory and is now wholly
outcomes-based. Incentives are applied to health insurance premiums for employees who meet
the biometric standards.
14. Comparing Different Wellness Programs
Valeo MaineHealth Southwest General
Participation No indication of
participation rates in the
case study
An increase from 53% in
2011 to 95% in 2012
A greater than 99%
participation rate each
year of the rollout plan
Insurance Impact Those enrolled in the
wellness program had a
2.5% increase in claims
cost trend (national trend,
10.25%)
No indication of impact on
health insurance costs in
the case study
Those enrolled in the
wellness program had a 1%
increase in claims cost
trend (before the
program, 16%)
Incentives • $450 credit applied to
the health insurance
premium for each
biometric goal met
• Bonuses given into pay
check or health savings
account based on
biometric results (i.e.
healthy BMI or 10%
weight loss since first
screening)
• $1,200 per year
penalty for tobacco use
• The program began by
providing a $200+ a
month credit toward
the health insurance
premium for
participation
• As the company made
the shift to outcomes-
based, $50 more was
added to the credit for
specified goals or rates
of progress met
15. Implementation
Valeo
No gradual roll out plan – the program was implemented as is right away.
Every employee was required to receive the screening from implementation.
Southwest General
Rolled out – stopped – restarted the rollout process.
Employees were unhappy with the requirements and there was a lot of pushback.
Human resources decided to stop the process, use the measurements as a baseline,
and give employees one year to work toward the goals.
MaineHealth
Took a couple of months to implement the outcomes-based incentives.
The whole program has evolved from participatory to what it is today; benchmarks
have changed over the years.
16. Health Benchmarks
Valeo MaineHealth* Southwest
General
Cholesterol LDL < or equal to
125
LDL < 130 or HDL >
60
LDL < or equal to
120
A1C/Blood glucose No measurement Blood glucose <
126
A1C < or equal to
6.0
Weight BMI 18-28.5 BMI 18.5-29.9 or
10% weight loss
since last
screening
BMI < or equal to
27.5
Blood Pressure < or equal to
130/85
<140/90 < or equal to
130/85
Tobacco Use Incentive given to
non-tobacco users
Penalty on tobacco
users
Incentive given to
non-tobacco users
Appears based on
benchmarks that
employees in pre-
risk areas are not
excluded from the
incentive unless
they move into the
high risk
categories
*As of this year,
MaineHealth is
only screening for
healthy weight,
tobacco use and
BP
17. New Employees: If New Hires Miss
the Screening Date
Valeo: New Hires who miss the screening deadline are enrolled
into the New Hire benefits plan. During open enrollment, new
employees then receive the screening and decide whether or not
they want to enter the wellness program benefits plan.
Southwest General: New hires are allowed to slide through on the
wellness benefits plan until the next open enrollment. HR used to
send out nurses to take measurements in-home, but that proved to
be too much trouble.
MaineHealth: New hires are allowed to choose whichever plan they
want but do not qualify for incentives. This begins at the next
open enrollment.
18. Data Tracking
Valeo – Bravo Wellness
A representative from Bravo walked through the process of the
setting the program up with the staff at Valeo
MaineHealth – WebMD
Southwest General – Bravo Wellness
Same as Valeo
19. Outside Counsel
Valeo: Used a 3rd party vendor called Group Associates
(consulting firm for benefits solutions).
MaineHealth: WebMD provided much of their resources
but they also went internally for advice and other
resources; used a 3rd party vendor for marketing and
communications.
Southwest General: Used a 3rd party vendor for case
management – Human Resource director could not give
me the name.
20. Other Feedback
Valeo: Employee Reactions
No major pushback from employees.
Many are shocked by some of their scores which can either be positive or negative.
MaineHealth: Employee Reactions & Hindsight
Mainly tobacco users were upset due to the $1,200 fine imposed on them.
Employees found it intrusive; concerned about where their PHI was going.
She advises that you cannot explain the mission, costs, and PHI concerns enough; make
sure the employees understand.
Be transparent about why this program is being implemented whether its to control costs
or to improve noticeable health issues.
Keep it simple and easy to communicate.
Include spouses and dependents from the beginning; they are experiencing all the issues
with pushback all over again.
Southwest General: Employee Reactions & Advice
Employees were very unhappy with the implementation.
Make sure the biometric screening days are well thought about and organized – she
described their first one as a circus.
Great program – participating employees have lost a total of 24,000 lbs and 68 have quit
smoking; she is open to giving any advice necessary.
21. Recommendations
Health-contingent programs can greatly increase employee
participation and can improve health significantly.
Having a combination of both progress and outcomes-based
incentives would be a good option.
Employees who cannot reach the set number goals all at one
time can improve by losing a certain amount of weight or
reducing blood pressure in general.
Incentivizing progress along with outcomes would also be
encouraging to those who feel the goals are daunting numbers.
22. Contacts
My Contact Info:
Dresden Maddox – By Email or Phone
Email: dgm74@scarletmail.rutgers.edu
Phone: (770)-905-6814
Other Organizations:
MaineHealth – Laurie Mitchell, RDN, Director of Health & Productivity
Email: MITCHL1@mainehealth.org
Southwest General – Judy Murphy, SPHR, Vice President of Human Resources
Email: JMurphy@swgeneral.com
Valeo – Jaye Parker, Human Resources
Email: jaye.parker@valeo.com