Toronto Training and HR provides training, consulting, and job placement services. Their document discusses establishing wellness programs to improve employee health, engagement, and productivity. Key topics include defining health, return on investment for wellness programs, objectives like reduced absenteeism, advantages for employers and employees, incentives, meaningful work, sleep, alcohol use, heart health, healthy workplace initiatives, on-site fitness facilities, and a health and wellbeing framework. The document also summarizes recent changes to the US healthcare system.

1. Make health & wellbeing work for your organizationby Toronto Training and HR September 2011

2. Contents 3-4 Introduction to Toronto Training and HR5-6Definition7-9Return on investment10-12 Objectives of wellness programs13-15 Advantages of wellness programs16-19 Incentives20-22 Meaningful work and wellbeing23-24 Sleep25-28 Alcohol29-31 The heart of the matter32-37 Healthy workplace initiatives38-40 Benefits of on site fitness facilities41-43 Health and wellbeing framework44-47 US healthcare; the key changes48-49 Contributors of health and wellbeing50-51 Drill52-55 Case studies 56-57 Conclusion and questionsPage 2

3. Page 3Introduction

4. Page 4Introduction to Toronto Training and HRToronto Training and HRis a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:Training course design

5. Training course delivery- Reducing costsSaving time

6. Improving employee engagement & morale

7. Services for job seekersPage 5Definition

8. Page 6DefinitionPhysical healthPsychological healthSocial healthPresenteeism

9. Page 7Return on investment

10. Page 8Return on investment 1 of 2PILLARS OF AN EFFECTIVE PROGRAMMultilevel leadershipAlignmentScope, relevance and qualityAccessibilityPartnershipsCommunications

11. Page 9Return on investment 2 of 2METRICSEmployee metricsEmployee participationSatisfactionHealth-risk statusOrganizational metricsHealth careSafetyProductivityOrganizational culture

12. Page 10Objectives of wellness programs

13. Page 11Objectives of wellness programs 1 of 2Attracting and retaining employeesComplying with legislationFulfilling social/community responsibilityFurthering organizational values/missionImproving worker productivity/reducingpresenteeismImproving workforce morale/engagementImproving workplace safety

14. Page 12Objectives of wellness programs 2 of 2Maintaining work abilityPromoting corporate image or brandReducing employee absences due to sickness or disabilityReducing health care or insurance premium costsSupplementing government-provided health care

15. Page 13Advantages of wellness programs

16. Page 14Advantages of wellness programs 1 of 2EMPLOYERSDecreased absenteeismReduced cost of health benefitsIncreased productivityBetter recruitmentReduced employee turnoverImproved corporate image

17. Page 15Advantages of wellness programs 2 of 2EMPLOYEESReduced stressIncreased energyImproved overall healthReduced illness & risk of injuryHealthier familiesImproved morale

18. Page 16Incentives

19. Page 17Incentives 1 of 3ACTIVITIES FOR WHICH REWARDS ARE OFFEREDCompleting a health risk appraisalParticipation in workplace health “challenges”Completing a biometric health screeningObtaining regular preventive care examinationsRefraining from tobacco useTracking regular healthy living activitiesCompleting educational courses (live or online)Contacting a health coach or advisorAdherence to a disease management programAchieving or maintaining measurable health status results

20. Page 18Incentives 2 of 3INCENTIVES AND REWARDSGifts/merchandiseFree or low cost preventive health servicesRaffles/drawingsEmployer-subsidized gym membershipCashReimbursement for wellness classes (e.g., nutrition/smoking)Health insurance premium reductionsContribution to flexible spending Vacation days/paid time offReduced health copayments

21. Page 19Incentives 3 of 3DETERRENTS AND PENALTIESHealth insurance premium increasesMandatory participation (such as health risk appraisal) in order to receive health insuranceIncreased health copaymentsCondition of employment (e.g., not hiring smokers)Benefit reductionSalary penalty

22. Page 20Meaningful work and wellbeing

23. Page 21Meaningful work and wellbeing 1 of 2Meaningfulness of workMeaningfulness at workPositive and negative perceptionsIndicators of a person’s psychological statePsychological distress and wellbeingCommitmentOrganizational commitmentKey characteristics of meaningful workAvenues of action

24. Page 22Meaningful work and wellbeing 2 of 2STRATEGIESPrimary levelSecondary levelTertiary levelWhat the manager can doWhat the employee can do

25. Page 23Sleep

26. Page 24SleepFour stage cycleA deficit in sleep leads to a deficit in work performanceAvoid caffeineTry to nod off quicklyDarken the room completelySleep in a restful environmentExploit the power of power naps

27. Page 25Alcohol

28. Page 26Alcohol 1 of 3Employee alcohol use can pose many problems foremployers and employeesCompanypolicies regarding alcohol use and disciplinary action should be clear, publicized, and enforced in a consistent mannerEven without a specific rule, an arbitrator may decide that employees know or should knowthat consuming alcohol while at work is prohibited

29. Page 27Alcohol 2 of 3Employee alcohol use while at work, in uniform, in public, by an employee (particularly a supervisory employee) and by employees engaged in dangerous work are all factors that may negatively impact a company’s image and its ability to manage its work force, as well as impact the safety of the employee and co-workersViolation of a company’s alcohol use policies may be considered just cause for discharge, and arbitrators will not customarily substitute their judgment for that of the employer

30. Page 28Alcohol 3 of 3Supervisors and other managerial employees should be knowledgeable about their employer’s alcohol use policies and cognizant of the impact of their own behaviour and their observance and enforcement of the policies

31. Page 29The heart of the matter

32. Page 30The heart of the matter 1 of 2RISK FACTORS THAT CAN BE CONTROLLEDHigh blood pressureHigh cholesterolSmokingDiabetesBeing overweightPhysical inactivityExcessive alcohol consumptionStress

33. Page 31The heart of the matter 2 of 2RISK FACTORS THAT CANNOT BE CONTROLLEDAge GenderFamily historyEthnicity

34. Page 32Healthy workplace initiatives

35. Page 33Healthy workplace initiatives 1 of 5POSITIVE ORGANIZATIONAL CULTUREConflict management trainingBullying awareness trainingLeadership development programsEmployee recognitionsAnnual awards ceremony

36. Page 34Healthy workplace initiatives 2 of 5SAFE AND SUPPORTIVE WORK ENVIRONMENTProvide hand sanitizersTraining on lifting and handlingMonthly safety auditsErgonomic assessmentsSmoke-free propertyFund for employee crises

37. Page 35Healthy workplace initiatives 3 of 5PROMOTE INDIVIDUAL HEALTHOn site fitness facilitiesDiscounted fitness facilities situated locallyShowersHealthy eating classesSmoking cessation clinicsWater coolersWeight WatchersNutrition month campaigns

38. Page 36Healthy workplace initiatives 4 of 5LOW-COST IDEASEncouraging and supporting employees to get a flushotEncourage employees to wash their hands on aregular basisEncourage employees to use stairs instead ofelevatorsHold a 'biggest loser' contest where the person orteam that loses the most weight in a defined period wins a prize

39. Page 37Healthy workplace initiatives 5 of 5LOW-COST IDEASMake sure that the benefits plan cover the basic health costs and are flexible for employeesDevelop and promote a Code of Conduct and Harassment Policy to name and enhance the interpersonal norms within your organizationEnsure that the Health and Safety Policy promotes a safety cultureProvide regular education sessions on health issues. Promote a smoke-free workplaceTrain managers to notice early signs of health concerns

40. Page 38Benefits of on site fitness facilities

41. Page 39Benefits of on site fitness facilities 1 of 2Attract employees with a favourable attitude towards both work and healthReduce absenteeism and employee turnoverProduce an increase in productivityReduce healthcare costs

42. Page 40Benefits of on site fitness facilities 2 of 2SPECIFIC FITNESS BENEFITSBody massBody fatAerobic power Muscle strength and enduranceFlexibilitySkinfolds and body fatCardiac risk factorsLife satisfaction and wellbeingIllness and injury

43. Page 41Health & wellbeing framework

44. Page 42

45. Page 43Health & wellbeing framework 2 of 2PROGRAM MANAGEMENTWorkplace health risk managementIndividual health risk managementAttendance managementWorkplace wellbeingIndividual wellbeing

46. Page 44US healthcare; the key changes

47. Page 45US healthcare; the key changes 1 of 32010Tax credit given to small businesses to provide health coverage“High-risk” pool created to give adults with pre-existing conditions affordable coverageInsurance companies forced to allow children with pre-existing conditions coverage, no longer drop individuals from coverage once they become sick, remove lifetime and annual limits on individual coverageAdult children up to the age of 26 to be automatically covered by their parents’ plan

48. Page 46US healthcare; the key changes 2 of 32011-13Drug manufacturers required to provide a 50% discount on brand-name drugsIndividual states begin to offer home care for disabled residents covered by Medicaid2014Exchanges open, allowing individuals an easy one-stop shop to buy insuranceEmployees with 50 employees or more face a $2000 fine per employee for not providing health coverage

49. Page 47US healthcare; the key changes 3 of 32014Individual mandate begins; people are required to have insurance or pay a fine-government subsidies are available on an incremental scale to individuals depending on incomeEmployers allowed to increase financial incentives for employees to meet wellness standards through internal programs2015-2018Final stages include an excise tax for some employer-paid plans, and bonuses change for medical professionals

50. Page 48Contributors of health and wellbeing

51. Page 49Contributors of health and wellbeingPhysical and mental healthWork-life balanceSocial and community vitalityCultural vitalityMaterial standardsQuality of governanceEnvironmental vitality

52. Page 50Drill

53. Page 51Drill

54. Page 52Case study A

55. Page 53Case study A

56. Page 54Case study B

57. Page 55Case study B

58. Page 56Conclusion & Questions

59. Page 50ConclusionSummaryQuestions