This document summarizes the results of a study on a unique proven wellness program. The study provides definitive proof that the program leads to improved health outcomes and reduced healthcare costs. The program engages employees and spouses through individual health coaching, biometric screening, and financial incentives for participation. Data shows participation rates and healthcare claims decreased while program costs for employers were neutral.
What should you know about Employee Wellness Programs in 2014 and Beyond? We've released an infographic, which provides an overview of the different types of wellness programs and their benefits, as well as a look at the trends among employers across the country regarding employee health and wellness.
Provides an overview of wellness program trends, including a look at the role of prepaid wellness cards as a central component of employer wellness programs. We will also look at meaningful incentive thresholds and identify obstacles to program adoption.
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.
Did you know that chronic diseases cost American employers $153 billion in lost productivity per year?
Because of this and other reasons, companies are moving to a more fitness-focused work culture. Organizations understand that the health and wellbeing of their employees can have a positive impact on the bottom line. In 2016, workplace wellness programs reached a new milestone with 84% of U.S. companies offering wellness initiatives or planning on expanding them over the next few years.
What are the top wellness initiatives employers look to use in 2017 to keep employees healthy, productive, and saving thousands of dollars for themselves through reduced medical bills? We look into the ROI of wellness, the VOI of Wellness, some of the most innovative steps employers are taking to improve wellness, and much more in our latest infographic.
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.
What should you know about Employee Wellness Programs in 2014 and Beyond? We've released an infographic, which provides an overview of the different types of wellness programs and their benefits, as well as a look at the trends among employers across the country regarding employee health and wellness.
Provides an overview of wellness program trends, including a look at the role of prepaid wellness cards as a central component of employer wellness programs. We will also look at meaningful incentive thresholds and identify obstacles to program adoption.
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.
Did you know that chronic diseases cost American employers $153 billion in lost productivity per year?
Because of this and other reasons, companies are moving to a more fitness-focused work culture. Organizations understand that the health and wellbeing of their employees can have a positive impact on the bottom line. In 2016, workplace wellness programs reached a new milestone with 84% of U.S. companies offering wellness initiatives or planning on expanding them over the next few years.
What are the top wellness initiatives employers look to use in 2017 to keep employees healthy, productive, and saving thousands of dollars for themselves through reduced medical bills? We look into the ROI of wellness, the VOI of Wellness, some of the most innovative steps employers are taking to improve wellness, and much more in our latest infographic.
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.
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 .
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.
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.
Total Well-Being is the nation’s leading provider of Personalized Corporate Well-Being. Our solutions yield sustainable engagement and behavior change – resulting in managed healthcare costs.We develop a custom wellness strategy that is tailored to optimize your unique culture and your employee’s health, happiness, and productivity.
The Healthcare Trends Institute, an educational platform focused on the rapidly changing healthcare benefits industry, conducted its fourth annual employer benefits study. The national survey went to over 250 human resources executives, benefit specialists and other benefit decision makers from organizations ranging in employee size from less than 50 to over 2,500. The quality and cost of healthcare is on every employer’s mind. The CMS has potential healthcare spending reaching $4.2 trillion by 2020. With our nation in a state of transition right now, there are some relevant considerations employers are facing as they look to transform the inevitable cost curve ahead and meet yearly organizational healthcare cost containment goals.
The Survey formed the basis for the 2016 Healthcare Benefits trends report on the following topics:
CURRENT HEALTHCARE BENEFIT BENEFITS: Identifies the most widely implemented health plan and benefit strategies employers are relying on to control costs, administer a wide-range of employee benefits and remain compliant in an ever-demanding regulatory environment.
Use of and Interest in Defined Contribution Plans, Benefits Redesign, and Employee Communication: Examines the awareness by organizations of defined contribution plans, their advancement in retooling benefit offerings, and commitment to communication efforts that educate and engage employees.
HEALTHCARE BENEFIT TRENDS – LOOKING FORWARD: Recognizes new market trends and approaches employers are considering to meet the needs of multi-generational, diverse employee populations.
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 .
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.
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.
Total Well-Being is the nation’s leading provider of Personalized Corporate Well-Being. Our solutions yield sustainable engagement and behavior change – resulting in managed healthcare costs.We develop a custom wellness strategy that is tailored to optimize your unique culture and your employee’s health, happiness, and productivity.
The Healthcare Trends Institute, an educational platform focused on the rapidly changing healthcare benefits industry, conducted its fourth annual employer benefits study. The national survey went to over 250 human resources executives, benefit specialists and other benefit decision makers from organizations ranging in employee size from less than 50 to over 2,500. The quality and cost of healthcare is on every employer’s mind. The CMS has potential healthcare spending reaching $4.2 trillion by 2020. With our nation in a state of transition right now, there are some relevant considerations employers are facing as they look to transform the inevitable cost curve ahead and meet yearly organizational healthcare cost containment goals.
The Survey formed the basis for the 2016 Healthcare Benefits trends report on the following topics:
CURRENT HEALTHCARE BENEFIT BENEFITS: Identifies the most widely implemented health plan and benefit strategies employers are relying on to control costs, administer a wide-range of employee benefits and remain compliant in an ever-demanding regulatory environment.
Use of and Interest in Defined Contribution Plans, Benefits Redesign, and Employee Communication: Examines the awareness by organizations of defined contribution plans, their advancement in retooling benefit offerings, and commitment to communication efforts that educate and engage employees.
HEALTHCARE BENEFIT TRENDS – LOOKING FORWARD: Recognizes new market trends and approaches employers are considering to meet the needs of multi-generational, diverse employee populations.
Малките доброволци от Детския отдел на библиотеката при читалище „Развитие - 1873”, Пещера, зарадваха малчуганите от Дневния център за деца с увреждания. По повод 16 ноември, Mеждународния ден на толерантостта, ученици от училищата ”П.Р. Славейков”, „Михаил Каролиди” и „Св.Патриарх Евтимий”, с помощта на своите родители събраха дрехи и играчки и ги дариха на своите връстници от Дневния център.
This document will explain how a comprehensive wellness program works and how much money you should budget in order to have one. If you are ready to kick start health in your organization this is the right place to start.
T. Rowe Price has provided a article for Advisors regarding Financial wellness programs:
an opportunity to differentiate your practice and broaden your reach. Employers are increasingly seeking to offer holistic financial education that benefits both the employees and the company itself.
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.
According to a recent EIU survey, nearly 70% of execs say that they consider their organisation's wellness programme to be cost effective. But how is success measured?
'Measuring wellness: From data to insights' is an EIU report sponsored by Humana, which explores the measurement of wellness schemes and uncovers the obstacles to participation and data sharing. Find out more>> bit.ly/MWell1
Infographic: Why Design Matters with Corporate Fitness HealthFitness
When done right, a corporate fitness program can solve multiple pain points for both employers and employees.
Here’s insight into how to design an on-site corporate fitness program that brings value to your organization—and to your population.
What effects are wellness programs having on the workforce and healthcare in general? With 76% of employers offering some form of wellness program, resource, or service to employees last year, how much has this changed over the years, and what has worked?
The latest infographic from the Healthcare Trends Institute demonstrates the effects of wellness programs, the most popular incentive-based health improvement programs, the importance of proper design in wellness, and future improvements that employers can expect in coming years.
Proactive Health Management Plan - Employer OverviewSheldon Lee
The Proactive Health Managment Plan (PHMP) is recognized as one of the most dynamic healthcare cost savings programs in the USA because of its proven and patented resources for helping employees get healthier and be proactive with their health and healthcare. The results for both employers and employees is both immediate and long-term.
Unless your health plan has "grandfathered" status, you are already subject to the Affordable Care Act (ACA) requirement that preventive services (as defined on this government website) be included in your plan, and come without any employee deductible, co-pay or co-insurance provisions.
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(i.e., industry structure in the language of economics).
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Orriant
1. A Unique Proven Wellness Program with Fact based Financial and Health Results
Finally, a wellness design breaks through the barrier of insufficient evidence. The
peer reviewed and internationally published article describes the design, this
document provides the details as they relate to the program that provides the
services and factual results. The results proves companies can lower healthcare
costs and improve the health and productivity of employees1
Your Program must include 6 critical elements:
1 Use Best Practices of behavioral change. Personable health coaches developed rapport and
trust and then use powerful questions to engage people in their own self-directed change.
2.Individual accountability must be an integral part of the program design.
3. Must engage the majority on your health plan including spouse participation. The level of
employee and spouse participation in the incentivized worksite health plan steadily increased
over the study period. (See graph 3 at bottom)
4. Engage Older Adult’s. Engage those 49 plus in wellness that typically have higher costs and
claims. (See graph 4 at bottom)
5. Motivate the Majority. In some situations over 50 percent of all insured adults associated with
the companies were being held accountable to work with a coach on an ongoing basis until they
no longer had health risks.
6. Engage the men, not just the women, during the study participation rates increased the
percentage increased, men compared with women. (See graph 6 at bottom)
3. 4. 6.
Workplace wellness logically should improve employee health but until now there was no
definitive proof. Now evidence has been published that an opt-in program encompassing
biometric testing and a personal wellness profile led to improved health and reduced
healthcare costs.2
“Designing a wellness program that works is not simple- and poorly designed programs
don’t work. This carefully- constructed retrospective study of a successful wellness program
in four Utah companies helps out what works and how strongly it works. .3
1 Research authors: Ray M. Merrill and Grant Merrill, Department of Health Science, College of Life Sciences, Brigham Young University, Provo Utah. Dr.
Ray Merrill received his PhD and MPH from Arizona State university and Harvard University respectfully
2 Stephen C. Schimpff, MD. Former CEO, University of Maryland Medical Center. Author, “The Future of Healthcare Delivery: why it must change and
How it Will Affect You”.
3 Joe Flower CEO, The Change Project, Inc Author “Healthcare Beyond Reform: Doing it Right for Half the Cost”
2. A Unique Proven Wellness Program with Fact based Financial and Health Results
This study provides definitive proof that Orriant produces the
results driven by their unique FIRM model, both health and
financial. The program also provides bottom line results for
the company and monthly cash incentives for participants.
The Measurable Results Available with the Orriant
Program:
3. A Unique Proven Wellness Program with Fact based Financial and Health Results
Number of claims per year according to Medical costs per year according to
participant status and year participant status and year
Orriant’s objective is well-being and lower premiums at no cost to
the employer. Orriant uses its proprietary Financial Impact and
return model to create a client specific contribution based
participatory underwriting strategy to fund the program at no cost
to the employer. WITH THE EVIDENCE TO BACK IT UP reviewed in
previous section, peer reviewed & published results.
4. A Unique Proven Wellness Program with Fact based Financial and Health Results
The “Net Cost with Fitbit” includes offering all participants a Fitbit activity tracking
device partially subsidized (25%) by your organization.
Orriant has built a full data integration with Fitbit one of the industry’s most popular
fitness tracking companies. Participants can easily synchronize any Fitbit device with
their Orriant online portal where their Fitbit tracking data seamlessly uploads into their
account, which gives them credit for their physical activity goals.
Coach Background and Training
All Orriant health coaches are certified in Orriant’s proprietary health coaching certification
process. Orriant is one of the first health coaching companies in the country. Each Orriant health
coach has a minimum of a 4-year health science degree and many have master’s degrees.
Neutral Cost
With the use of our 10-year proven wellness calculator (FIRM), we help each client design an
optimal participatory underwriting strategy that will maximize the program’s long term impact
on health and healthcare costs while at the same time, be cost neutral to the company.
FIRM - Orriant has one of the most sophisticated wellness calculators in the industry with over
10 years of experience at projecting utilization and program costs for health-contingent
wellness programs. Orriant calls this calculator the FIRM which is an acronym for Financial
Impact and Return Model.
Incentive – There are numerous ways to develop an incentive strategy; however, Orriant has
found the most effective incentive for most populations is to use a discount on employee
contributions towards health insurance premiums.
Shifting Employee Contributions – Most clients will create the incentive by
increasing the employee contribution for all employees across the board and then discounting
that contribution for those who participate in the wellness program. This allows for the creation
of an incentive at no cost to the employer. However, some employers will pay for the whole
incentive or a portion of it. The FIRM can be used to project any combination.
Subsidy – Employers who use this shift in employee contribution strategy to create their
incentive also benefit from a subsidy that is created by those who don’t participate who are now
contributing new funds that can be used to subsidize the cost of the wellness program. This is
5. A Unique Proven Wellness Program with Fact based Financial and Health Results
how so many of Orriant’s clients are actually making money every year on their wellness
program.
Balance – Obviously, most companies don’t intend to make money on their wellness
program; but rather plan to break even. The optimal balance is to design a strategy that
generates the highest level of participation to drive down healthcare costs in the long run, while
generating just enough subsidies to pay for the program.