This document proposes wellness programs to address stress and nutrition issues at JM & ArK, Inc. It begins by outlining current claims data related to stress and nutrition problems. Environmental assessments of the workplace identify stress and unhealthy eating as areas of concern. The proposed programs have 5 phases: awareness, training, incentives, implementation, and evaluation. They aim to reduce stress claims by 15% and nutrition claims by 15% through activities like stress management training, healthy eating options, and physical activity incentives. The estimated annual costs are $5,314 for the stress program and $3,229 for the nutrition program. The benefits are projected to outweigh the costs within 2 years for both programs.

1. JM & ArK, Inc.
Reduced Stress & Nutrition
Program Proposal
BY: JASMINE DAVEY, MELISSA NALL, KEVIN ARK

2. STRESS
Type # of Claims Total Cost Average Cost/Claim
Hypertension 21 $24,150 $1,150
Heart Disease 2 $7,642 $3,821
Alcohol Abuse 4 $4,800 $1,200
Smoking 13 $18,577 $1,429
Insomnia 16 $36,480 $2,280
Problem Identification

3. Reduced Stress
 Reduce the number and average
individual cost of hypertension, heart
disease, alcohol abuse, smoking, and
insomnia claims related to stress in the
workplace by 15% within the first year of
the program.
Goal

4. ENVIRONMENTAL ASSESSMENT-STRESS
Data Sources Scope Specificity
Demographics Human Resource
Manager
Age Range: 23-65
Female: 65%
Male: 35%
Management: 10%
Non-management: 90%
70 Employees
Average: 37
Median age: 45
Employee Health
Records
Occupational
Health Nurse
Hypertension: 30%
Heart Disease: 3%
Alcohol Abuse: 5%
Smoker: 19%
Insomnia: 23%
•1/3 of hypertension cases are
unmanaged.
•Insomnia cause 45% of lower
productivity ratings in the
workforce.
Health-risk assessment JM & Ark Staff 9 of 10 lifestyle indicators
rated poorly in more than
75% of respondents
5 highest risk indicators:
•Mental Stress
•Personal Stress
•Alcohol & Substance Abuse
•Insomnia
•Physical Inactivity

5. Environmental Assessment
Data Sources Scope Specificity
Medical Claims Benefits Manager •Outpatient costs rising 7%
each year.
•Inpatient cost rising 4% each
year.
•Diagnostic testing
comprises 70% of all
outpatient costs vs. 60%
last year.
Culture Audit JM & Ark Staff Perceptions on 4 out of 5
cultural indicators revealed
low ratings.
4 lowest indicators:
•Physical Environment
•Overworked or heavy
work load
•Little break time
•Lack of physical activity
or healthy eating habits
Productivity All previously
mentioned sources
Absenteeism: 5%
Presenteeism: 65%
Disability: 5%
Presenteeism is twice as
high in office or
administrative workers.

6. Worksite Strategies-Stress
Company Program Features Impact
Target Pre-shift stretching, safe lifting
techniques, lower healthcare costs for
good biometric health screenings, Life
Resources counseling
75% Drop in worker’s compensation
claims.
55% report better work life balance.
Corning Classes in tai chi, biofeedback,
meditation, yoga, muscle relaxation,
guided imagery and cognitive
restructuring
30% Lower absenteeism.
20% of employees reported better sleep.
50% reduction in tension headaches.
Kaiser Permanente Download stretch break reminders, walk
breaks, mobile wellness units, family
days, classes and phone consultations,
relax program.
61% of people who have completed the
program report reduced stress.

7. Proposed Program
 Phase 1 (March)-Awareness & Publicity:
 Each week during the month of March will be an awareness week on Hypertension, Heart
Disease, Alcohol & Substance Abuse, Smoking, and Insomnia.
 The monthly newsletter, posters, and paycheck stuffers will have tips to help resolve
claims, explain the new wellness program, and share more information on next month’s
phase.
 Phase 2 (April)-Training & Health Assessments:
 Occupational Health Nurse will be doing a meet and greet for all employees.
 The nurse will go over problem topics like Hypertension, Heart Disease, Alcohol &
Substance Abuse, Smoking, and Insomnia and ways to prevent these problems.
 The nurse will also conduct individual health assessments for employees and take
employee’s blood pressure for future monitoring.

8. Proposed Program
 Phase 3 (May)-Incentives:
 Worksite posters, newsletter, and paycheck stuffers will inform employees during this month of the
incentives involved in the program
 Employees without claims can compete for prizes and participate in contests. (Prizes: Spa Certificates,
Gift Cards, additional time-off, etc.)
 Phase 4 (June/July)-Implementation:
 During the month reduce stress exercises, stretches, and proper breathing techniques will be practiced.
 More opportunities for small breaks through out the day to help reduce stress in the workplace.
 Healthy food options will also be made available.
 Phase 5 (August)-Monitoring & Evaluation:
 Occupational Health Nurse will review and evaluate data, conduct health risk assessment every 6
months to determine the impact of the program.
 The nurse will recheck employee’s blood pressure, and continue to monitor individual health
assessments for all employee’s.

9. Resource Assessment
On-site Inventory Available & Necessary Resources
 Available Resources:
Facility: Large Facility with additional space.
 Promotional Materials:
Newsletter
Posters
Paycheck Stuffers
 Budget: $5,500 per year is available in the Human Resource
Department Discretionary Fund.
 Needed Equipment:
Equipment: None.
Incentives: Quarterly Incentives (Sweepstakes, Prizes, etc.)

10. Expected Costs
Annual Operating Costs for Program Proposed
 Personnel:
 Occupational Health Nurse: (70 employees X $30 per person
X 2/yr) = $4,200
 Facility: No additional cost (will be using existing space)
 Equipment:
 Newsletter ( 12/yr X $0.30/issue) = $3.60
 Posters (15 posters X $5.00/poster) = $75
 Paycheck Stuffers (70 employees X 0.50/check stuffer) =
$35
 Incentives: $250 Quarterly = $1,000
Total Estimated Cost: $5,314
$4,200
$-
$114
$1,000
Program Cost
Personnel Facility
Equipment Promotions

11. Expected Benefits
Key benefits of our wellness program:
 Reduced costs from worker’s compensation
claims
 Increased productivity
 Lower tension between employees
 Lower absenteeism
 Improve morale and lower turn-over rate

12. Overall Benefit-Cost Projection
Claims
Avoide
d
Benefit Program Cost Benefit-Cost Ratio
1 $2,700 $5,314 [0.51|1]
2 $5,400 $5,314 [1.02|1]
3 $8,100 $5,314 [1.52|1]
4 $10,800 $5,314 [2.03|1]
5 $13,500 $5,314 [2.54|1]
6 $16,200 $5,314 [3.05|1]
7 $18,900 $5,314 [3.56|1]
8 $21,600 $5,314 [4.06|1]
9 $24,300 $5,314 [4.57|1]
10 $27,000 $5,314 [5.08|1]
11 $29,700 $5,314 [5.59|1]
•Program Cost: $5,314
•Average Claim Cost:
$2,700
15% drop in claims (11
employees)

13. NUTRITION
Type # of Claims Total Cost Average Cost/Claim
Diabetes 6 $13,200 $2,200
High Cholesterol 25 $32,500 $1,300
Overweight 25 $29,850 $1,194
Obesity 20 $28,580 $1,429
Lack Physical
Activity
33 $23,397 $709
Problem Identification

14. Nutrition
 Reduce the number and average individual
cost per claim by 15% by promoting
healthy eating habits, physical activity to
prevent and manage overweight, obesity,
and other diseases like heart disease and
diabetes.
 Program would increase number of
servings of Fruits and Vegetables, reduce
fatty food intake, and incorporate physical
activity for at least 30 to 90 minutes to help
prevent claims and increase healthy
nutrition.
Goals

15. ENVIRONMENTAL ASSESSMENT- NUTRITION
Data Sources Scope Specificity
Demographics Human Resource
Manager
Age Range: 23-65
Female: 65%
Male: 35%
Management: 10%
Non-management: 90%
Average: 37
Median age: 45
Employee Health
Records
Occupational Health
Nurse
Diabetes: 8%
High Cholesterol: 36%
Overweight: 36%
Obesity: 29%
Lack Physical Activity: 47%
•30% employees eat more fatty
foods during work hours.
•35% decrease in productivity with
employees who have poor eating
habits.
Health-risk
assessment
JM & Ark Staff 7 of 10 lifestyle indicators
rated poorly in more than
75% of respondents
5 highest risk indicators:
•Mental Stress
•Personal Stress
•Overweight or obesity
•High Cholesterol
•Physical Inactivity

16. Environmental Assessment
Data Sources Scope Specificity
Medical Claims Benefits Manager •Outpatient costs rising
9% each year.
•Inpatient cost rising 5%
each year.
Diagnostic testing
comprises 65% of all
outpatient costs vs. 45%
last year.
Culture Audit JM & Ark Staff Perceptions on 5 out of 5
cultural indicators
revealed low ratings.
5 lowest indicators:
•Physical Environment
•Unhealthy eating habits
•Low servings fruits and
veggies
•Stress
•Lack Physical Activity
Productivity All previously mentioned
sources
Absenteeism: 8%
Presenteeism: 60%
Disability: 8%
Presenteeism is twice as
high in office or
administrative workers.

17. Worksite Strategies-Stress
Company Program Features Impact
Club BodFit On-site gourmet health-food, sells 100%
all-natural fruit smoothies, low-fat salads
and wraps, its own line of vitamins and
herbal supplements.
20% Reduction in the risk of developing
high cholesterol, type 2 diabetes and high
blood pressure.
26% reduction in vending machine
purchases.
Ambassador
Wellness Center
“Learn to Lose” sessions include group
classes, individual nutrition counseling.
Receive newsletter, and have access to a
website and bulletin board.
30% reduction in absenteeism
10% increase in employee retention and
increased attractiveness to potential
employees.
21st Century Health
Club
On staff R.D. who develops individual
plans based on moderation, smart food
choices and integrating positive health
behaviors into daily life. Group weight
loss classes, menu planning, and
personal shopping.
20% increase in productivity.
10% reduction in healthcare costs.

18. Resource Assessment
On-site Inventory Available & Necessary Resources
 Available Resources:
Facility: Large Facility with additional space.
 Promotional Materials:
Newsletter
Posters
Paycheck Stuffers
 Budget: $3,000 per year is available in the Human Resource Department
Discretionary Fund.
 Needed Equipment:
Equipment: Exercise/Yoga Mats, and Resistance Bands needed for
exercise on-site.
Incentives: Quarterly Incentives (Sweepstakes, Prizes, etc.)
Online Resources: MyFitnessPal, Noom, Super Tracker,
ChooseMyPlate.gov, etc.

19. Proposed Program
 Phase 1 (March)-Awareness & Publicity:
 Each week during the month of March will be an awareness week on Diabetes, High
Cholesterol, Overweight & Obesity, and Lack Physical Activity.
 The monthly newsletter, posters, and paycheck stuffers will have tips to help resolve
claims, explain the new nutrition wellness program, and share more information on next
month’s phase.
 Phase 2 (April)- Introduction to On-site Nutritionist & Online Resources:
 On-site Nutritionist will meet with employee’s for 2 hours during the month to do one-on-
one council/coaching session.
 The monthly newsletter, posters, and paycheck stuffers will introduce online resources
available to employees starting this month.
 Healthy food options will also available.
 Team meetings at end month will promote physical activity.

20. Proposed Program
 Phase 3 (May)-Incentives:
 Worksite posters, newsletter, and paycheck stuffers will inform employees during this month of the
incentives involved in the program
 Employees who keep an updated tracking food & exercise log can compete for prizes and participate in
contests. (Prizes: Spa Certificates, Gift Cards, additional time-off, etc.)
 Phase 4 (June/July)-Implementation:
 Managers will lead by example by taking a few minutes every day to do stretches, yoga, resistance band
exercises to promote physical activity.
 Employees will start tracking their food intake and physical activity by keeping a journal or using online
resources like MyFitnessPal.
 Monthly Team Meetings to encourage, support, and help each other accomplish healthy lifestyle.
 Phase 5 (August)-Monitoring & Evaluation:
 On-site Nutritionist will review & evaluate data, and conduct health risk assessment to determine
the impact of the program.
 Employees will submit confidential progress reports to Nutritionist for extra incentives.
 The Nutritionist will continue to monitor individual healthy habits for all employee’s and provide
additional guidance, support and encouragement to employees.

21. Expected Costs
Annual Operating Costs for Program Proposed
 Personnel:
 Nutritionist: ($125/session X 2 hours X 2/yr) = $500
 Facility: No additional cost (will be using existing space)
 Equipment:
 Newsletter ( 12/yr X $0.30/issue) = $3.60
 Posters (20 posters X $5.00/poster) = $100
 Paycheck Stuffers (70 employees X 0.50/check stuffer) = $35
 Floor Mats ($9 X 70 employees) = $630
 Resistance Bands ($8 X 70 employees) = $560
 Incentives: $350 Quarterly = $1,400
Total Estimated Cost: $3,229
$500 $-
$1,329
$1,400
Program Cost
Personnel Facility
Equipment Incentives

22. Expected Benefits
Key benefits of our wellness program:
 Reduced costs from worker’s compensation claims
 Increased productivity
 Lower tension between employees
 Lower absenteeism
 Improve morale and lower turn-over rate

23. Overall Benefit-Cost Projection
Claims
Avoided
Benefit Program Cost Benefit-Cost Ratio
1 $2,200 $3,229 [0.68|1]
2 $4,400 $3,229 [1.36|1]
3 $6,600 $3,229 [2.04|1]
4 $8,800 $3,229 [2.73|1]
5 $11,000 $3,229 [3.41|1]
6 $13,200 $3,229 [4.09|1]
7 $15,400 $3,229 [4.77|1]
8 $17,600 $3,229 [5.54|1]
9 $19,800 $3,229 [6.13|1]
10 $22,000 $3,229 [6.81|1]
11 $24,200 $3,229 [7.49|1]
•Program Cost: $3,229
•Average Claim Cost:
$2,200
15% drop in claims (11
employees)