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.
Reducing Health Insurance Costs The Year Aheadcheryllagun
The document discusses strategies for lowering healthcare costs in 2009. It notes that healthcare costs have been rising faster than inflation for several years. However, companies can take steps now to reduce costs for 2009 by implementing effective employee health and wellness programs. Such programs have been shown to generate a return of $2.50-$5.81 for every dollar spent by increasing productivity, lowering absenteeism and medical costs. The key is to create programs that engage employees and encourage real behavioral changes through incentives and accountability. Measuring outcomes is also important to demonstrate savings to insurance providers.
This document outlines a new partnership model for health systems to expand their market share by working with employers to reduce healthcare costs. It notes that employers are looking to partner with providers who can lower costs while improving outcomes and that traditional wellness programs focused on prevention have shown little direct impact on claims expenses. The document recommends that health systems implement onsite clinics and chronic disease management programs targeting high-cost populations as these have been shown to lower costs in the short-term and allow employers to reduce premiums and become self-insured. Case studies are presented showing how these approaches have stabilized costs for employers.
This document summarizes the key differences between wellness programs and comprehensive health management programs. It then outlines the business case for implementing a wellness program, noting that such programs can help reduce healthcare costs, increase productivity by reducing absenteeism and presenteeism, and improve overall employee health and wellness. The document presents data showing that small increases in employee wellness scores can lead to significant cost savings. It argues that focusing on prevention and risk reduction through a wellness program approach will ultimately benefit both employee health and business profits over solely focusing on illness treatment.
Nationwide has a comprehensive internal health and productivity program called "My Health" that integrates various health services and incentives to encourage associate participation. The program relies on trusted relationships and continual outreach to help associates improve their health. It has led to increased health assessment completion, program enrollment and participation as well as decreased disability durations and costs.
The document discusses the rising costs of healthcare and poor employee health. It notes that employers are spending more on diseases caused by modifiable behaviors like smoking, poor diet, and physical inactivity. Developing a culture of well-being through targeted health programs can help lower costs by improving employee health and managing chronic conditions. The document recommends employers work with experts to develop wellness strategies focused on changing behaviors in order to lower absenteeism, medical costs, and increase productivity.
This document provides guidance on creating a healthy workplace by planning a staff wellness program. It discusses defining wellness, assessing employee health risks and needs, common health risks in the workplace, costs of employee health issues, and models for wellness programs. The objectives are to initiate a wellness program that fits the organization's values, determine staff health risks and needs, and provide steps to plan, develop, implement and evaluate the program. Health risks like stress, obesity, and lack of exercise are linked to increased health costs, sick leave, and workers compensation claims. A successful program requires support from senior leadership and developing the right infrastructure.
This case study was written for Interactive Health, a national wellness services provider headquartered in Chicago. The study demonstrates the effectiveness of the employers' wellness program on the health and wellbeing of employees and the employer's return on investment and bottom line impact on the employer's bottom line.
Reducing Health Insurance Costs The Year Aheadcheryllagun
The document discusses strategies for lowering healthcare costs in 2009. It notes that healthcare costs have been rising faster than inflation for several years. However, companies can take steps now to reduce costs for 2009 by implementing effective employee health and wellness programs. Such programs have been shown to generate a return of $2.50-$5.81 for every dollar spent by increasing productivity, lowering absenteeism and medical costs. The key is to create programs that engage employees and encourage real behavioral changes through incentives and accountability. Measuring outcomes is also important to demonstrate savings to insurance providers.
This document outlines a new partnership model for health systems to expand their market share by working with employers to reduce healthcare costs. It notes that employers are looking to partner with providers who can lower costs while improving outcomes and that traditional wellness programs focused on prevention have shown little direct impact on claims expenses. The document recommends that health systems implement onsite clinics and chronic disease management programs targeting high-cost populations as these have been shown to lower costs in the short-term and allow employers to reduce premiums and become self-insured. Case studies are presented showing how these approaches have stabilized costs for employers.
This document summarizes the key differences between wellness programs and comprehensive health management programs. It then outlines the business case for implementing a wellness program, noting that such programs can help reduce healthcare costs, increase productivity by reducing absenteeism and presenteeism, and improve overall employee health and wellness. The document presents data showing that small increases in employee wellness scores can lead to significant cost savings. It argues that focusing on prevention and risk reduction through a wellness program approach will ultimately benefit both employee health and business profits over solely focusing on illness treatment.
Nationwide has a comprehensive internal health and productivity program called "My Health" that integrates various health services and incentives to encourage associate participation. The program relies on trusted relationships and continual outreach to help associates improve their health. It has led to increased health assessment completion, program enrollment and participation as well as decreased disability durations and costs.
The document discusses the rising costs of healthcare and poor employee health. It notes that employers are spending more on diseases caused by modifiable behaviors like smoking, poor diet, and physical inactivity. Developing a culture of well-being through targeted health programs can help lower costs by improving employee health and managing chronic conditions. The document recommends employers work with experts to develop wellness strategies focused on changing behaviors in order to lower absenteeism, medical costs, and increase productivity.
This document provides guidance on creating a healthy workplace by planning a staff wellness program. It discusses defining wellness, assessing employee health risks and needs, common health risks in the workplace, costs of employee health issues, and models for wellness programs. The objectives are to initiate a wellness program that fits the organization's values, determine staff health risks and needs, and provide steps to plan, develop, implement and evaluate the program. Health risks like stress, obesity, and lack of exercise are linked to increased health costs, sick leave, and workers compensation claims. A successful program requires support from senior leadership and developing the right infrastructure.
This case study was written for Interactive Health, a national wellness services provider headquartered in Chicago. The study demonstrates the effectiveness of the employers' wellness program on the health and wellbeing of employees and the employer's return on investment and bottom line impact on the employer's bottom line.
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.
- The 2014 SHRM survey found that 20% of organizations saw decreases in total healthcare costs compared to previous years where only 9-10% saw decreases. However, 69-74% still saw costs increase.
- Most organizations (79%) are very concerned about controlling healthcare costs. Common strategies include wellness initiatives (56%), generic drugs (48%), and increasing employee contributions (50%).
- Looking ahead, more employers may ask employees to take on more of the costs, but this could impact employee satisfaction and recruiting if not managed carefully. Wellness programs are also likely to remain a key strategy to control costs.
Wellness programs are an effective method to maintain group health plan costs, motivate employees to take control of their health, while assisting employees lead happier, healthier and more productive lives. Employers seek solutions by offering incentives that are tangible, easily accessible and tailored to the employees work/life balance for voluntary participation.
Prior to the passage of the Affordable Care Act, navigating the legal landscape of wellness programs and incentives could be treacherous. However, the Affordable Care Act seemed to be a clear endorsement of standards-based wellness programs by the government. PPACA generated even more opportunities to get creative with these wellness programs, but it is important to understand the risks.
Our message is simple: RETHINK the way you view healthcare. Welcome to eHealth Companion, a Personal Healthcare Management System designed to help companies' of all sizes and their employees successfully transition to Consumer Directed Health Plans.
This document summarizes a presentation on navigating wellness communication to avoid legal issues. It discusses changes to incentives from the Affordable Care Act, employer use of gift cards in wellness programs, and considerations around HIPAA, GINA, ADA, and case studies. Recommendations are provided such as designing programs to promote health, using rewards over penalties, accommodating disabilities, and keeping medical information confidential.
This webinar will address health care reform, its effects on the corporate wellness industry, and the use of incentives and new incentive strategies to engage employees. With the changing health care market, a greater focus will be in prevention of disease and in encouraging a healthy labor force. The results of the recent healthcare reform law will have an impact on how health insurance is administered and how wellness programs will operate. New incentive strategies, using gift cards, will be a tool to get employees involved in a wellness program and to actively engage in their well being. With employee and employers working for health, they will not be as susceptible to the effects of healthcare reform.
The webinar will present the following information:
• The Patient Protection and Affordable Care Act and its effects on wellness
• Information about using gift cards as incentives
• Case studies that show the success of gift cards from various industries including Manufacturing, Nonprofit, Healthcare, Insurance, and Utility and Energy.
The complementary webinar, produced by the Corporate Wellness Magazine, on behalf of the Corporate Health and Wellness Association and Healthcare Reform Magazine. We will explore the benefits of incentives programs; whether you want improve efficiency and increase productivity.
Vanessa Cullerton,Senior Employee Wellness Manager of The Hillshire Brands Company (formerly Sara Lee) and Stacey Nelson, Manager of Health and Welfare from Sprint discusses the evolution of their wellness program and the innovative ways they engage employees in offering gifts cards to encourage employee participation.
Southcoast Health partnered with consulting firm Cammack Health in 2010 to reduce costs of its employee health plan and improve member health. Through strategies like population health management, domestic steerage, and personal health management programs, Southcoast achieved the Triple Aim of improved health outcomes, better patient experience, and lower costs. After 4 years, Southcoast saved over $17.2 million compared to national trends, employee contributions remained stable, and members showed positive health changes like reduced ER visits, hospital admissions, and improved management of chronic conditions.
The 2013 Healthcare Benefits Trends Benchmark Study report provides insights into the adoption of new healthcare benefits, health exchanges, wellness, and related topics. The survey polled more than 300 human resources (HR) executives, benefit specialists, and other benefit decision-makers across the country to explore the current state of employee healthcare benefits, as well as the expected healthcare benefits outlook in response to sweeping healthcare reform legislation, also known as the Affordable Care Act (ACA). This includes the shift to defined contribution health plans, the launch of insurance exchanges, and the implementation of wellness plans.
How To Make Wellness Programs Work For Consumersjpwlinkedin
This document discusses concerns with certain wellness program designs that tie health insurance costs and incentives to health outcomes. It may jeopardize access to affordable coverage for those with greater health risks. The Affordable Care Act changes wellness programs by increasing the maximum incentive to 30% of premiums. Regulations are needed to ensure wellness programs do not undermine the ACA's affordability provisions and consumer protections. Strengthening alternatives and waivers from outcome requirements can better protect consumers.
Creating a positive Return on Investment with a corporate wellness program is a science. It is predictable, repeatable and duplicate-able. If you know what you are doing you can can create a 10 to 1 ROI but if you do not know what you are doing your wellness program can cost you hundreds of thousands of dollars in back-end profiteering from greedy health care providers.
This Return on Investment Study is a study of over 50 ROI white papers and reports from corporations the cross most industries. We put this together and will update it again in 2013 because no two corporations have the same populations, with the same health and wellness problems or with the same obstacles of creating a positive ROI. Therefore, we needed to study the studies in order to discover the commonalities between successful corporate wellness programs.
The secret to great ROI... Create sustainable behavioral change.
The dirty wellness industry secret... Out of network doctors who gain access to corporate employees through phony non-profits, health fair company fronts or simply taking advantage of good willed corporate nurses, HR or Benefits to gain access to high paying insurance networks.
You need to know what to do as well as what to avoid. In addition to this study here is a link to an article that describes this in much more detail:
http://www.healthfairsdirect.com/mktg/todays_economy_forces_corporations.pdf
Please reach out to me for more information and unbiased advice on how to create positive and provable ROI for your wellness program.
Marilyn Guthrie (REI) at Consumer Centric Health, Models for Change '11HealthInnoventions
The document summarizes REI's current approach to employee health and benefits and their desired future state for a more consumer-centric model. Currently, REI offers generous health plans but takes a passive approach to benefits with little employee engagement. Going forward, REI wants to implement a comprehensive wellness strategy with metrics tracking, incentives for healthy behaviors, leadership promotion of health, and a "health concierge" to help employees navigate care. The goal is improved employee health, productivity and reduced healthcare costs.
The document discusses key elements of successful worksite wellness programs including assessing needs, aligning with organizational values, strong employee engagement, developing a business plan, selecting appropriate interventions, and evaluating outcomes. It provides examples of how wellness programs can reduce health risks and healthcare costs, recommends budgeting $400-$500 per employee. The document also outlines a sample timeline for starting a wellness program that includes conducting health risk assessments, developing programs based on data, and ongoing communication and implementation.
Employee Engagement: Your Tool for Tackling Heath Care CostsDigital Measures
Everyone is concerned about increasing health care costs. This interactive session will review the various triggers that drive health care and insurance costs and cover the major communication and engagement strategies that companies use to reduce their trend. Case studies to be discussed include wellness, employee engagement and communication, benefit plan design and consumerism. Successful benefit incentive programs that support communication programs and have a quantifiable return on investment will also be discussed.
An overview of the Initial Design and Prize Guidelines for a proposed $10M+ Healthcare X PRIZE, released for public comment on April 14, 2009. Please help us design the best competition possible in creating an Optimal Health paradigm that engages and empowers individuals and communities in a way that will dramatically improve health value.
Using case problems, this webinar will give attendees real-world examples of workplace wellness situations and help attendees learn from those situations so that they can design and implement a compliant wellness program. Through case problems, attendees will review compliance mistakes concerning HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws. Participants will learn how to use those laws to build a better workplace wellness program.
Learning Objectives:
* Understand how to apply laws to specific factual situations.
* Identify red flags in certain common workplace wellness practices.
* Learn the basics of HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws as those laws relate to workplace wellness programs.
The proposed regulations clarify rules around workplace wellness programs under the Affordable Care Act and HIPAA. They allow rewards of up to 30% of health coverage costs (50% for tobacco cessation programs) and require programs to be reasonably designed to promote health and available to all employees through alternative standards or waiver for those unable to meet initial standards due to health factors. Programs must provide notice of alternative means to earn rewards. Participatory programs like fitness center memberships need not comply if they do not discriminate based on health status.
Research co-authored by IBI and A. Mark Fendrick, MD, co-director of the University of Michigan Center for Value-Based Insurance Design, stresses that understanding the full value of improved health, including improvements in workforce productivity, lost time and medical costs, is essential in helping employers make better choices about how much to invest in health care and where to invest it. The report notes that a focus only on medical-cost-offset results is unlikely to generate the bottom-line impact and incentives for healthy human capital investments that would be generated by a full-cost view.
This document discusses employee wellness programs in India as a strategy to address the growing burden of non-communicable diseases (NCDs). It provides an overview of the NCD burden in India and the rationale for implementing wellness programs in the workplace. The key benefits of workplace wellness programs for both employees and employers are described. A strategic approach and model for developing successful programs that address leadership, culture, people and processes is outlined. The importance of monitoring and evaluation is also emphasized. The document summarizes a joint World Economic Forum and WHO meeting that discussed barriers and opportunities for workplace wellness programs in India.
Bertus Van Niekerk: Unlocking the True Potential of Integrated Occupational H...SAMTRAC International
This presentation argues that the value of occupational health and safety, and corporate wellness programmes, can be increased exponentially through an integrated information system. This is accomplished by integrating data collected from a host of standalone safety technologies with an electronic health record, corporate wellness and ERP systems.
This document summarizes Oregon's experience increasing primary care spending through legislative and collaborative efforts. It outlines how Oregon created a patient-centered medical home program, increased transparency of primary care spending across payers, and eventually mandated a minimum primary care spending threshold of 12% of total medical expenditures. Key lessons included starting with less controversial policies, using data to drive transparency and goals, and engaging a multi-stakeholder collaborative. The presentation recommends similar best practices for other states seeking to invest more in primary care.
Cost Reduction Without Employer Investment 2010RobertTwaddell
The document summarizes a grant program to help organizations implement employee wellness programs. It discusses assessing employee health risks, providing health coaching and workshops, measuring biometrics, and creating wellness plans to reduce costs from risks like stress, smoking, and obesity. The grant provides no-cost resources to employers to improve workforce health and productivity through a holistic wellness approach.
The document discusses how rising healthcare costs are negatively impacting business profits and recommends that companies treat healthcare benefits like a major business objective. It promotes the strategy of population health management, which uses data analytics to identify high-risk employees, develop health improvement plans, and partner with employees and providers to implement initiatives that can save companies millions annually through reduced claims costs and an overall healthier workforce. Adopting this approach treats employee health as a business decision that is critical to achieving strategic corporate goals.
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.
- The 2014 SHRM survey found that 20% of organizations saw decreases in total healthcare costs compared to previous years where only 9-10% saw decreases. However, 69-74% still saw costs increase.
- Most organizations (79%) are very concerned about controlling healthcare costs. Common strategies include wellness initiatives (56%), generic drugs (48%), and increasing employee contributions (50%).
- Looking ahead, more employers may ask employees to take on more of the costs, but this could impact employee satisfaction and recruiting if not managed carefully. Wellness programs are also likely to remain a key strategy to control costs.
Wellness programs are an effective method to maintain group health plan costs, motivate employees to take control of their health, while assisting employees lead happier, healthier and more productive lives. Employers seek solutions by offering incentives that are tangible, easily accessible and tailored to the employees work/life balance for voluntary participation.
Prior to the passage of the Affordable Care Act, navigating the legal landscape of wellness programs and incentives could be treacherous. However, the Affordable Care Act seemed to be a clear endorsement of standards-based wellness programs by the government. PPACA generated even more opportunities to get creative with these wellness programs, but it is important to understand the risks.
Our message is simple: RETHINK the way you view healthcare. Welcome to eHealth Companion, a Personal Healthcare Management System designed to help companies' of all sizes and their employees successfully transition to Consumer Directed Health Plans.
This document summarizes a presentation on navigating wellness communication to avoid legal issues. It discusses changes to incentives from the Affordable Care Act, employer use of gift cards in wellness programs, and considerations around HIPAA, GINA, ADA, and case studies. Recommendations are provided such as designing programs to promote health, using rewards over penalties, accommodating disabilities, and keeping medical information confidential.
This webinar will address health care reform, its effects on the corporate wellness industry, and the use of incentives and new incentive strategies to engage employees. With the changing health care market, a greater focus will be in prevention of disease and in encouraging a healthy labor force. The results of the recent healthcare reform law will have an impact on how health insurance is administered and how wellness programs will operate. New incentive strategies, using gift cards, will be a tool to get employees involved in a wellness program and to actively engage in their well being. With employee and employers working for health, they will not be as susceptible to the effects of healthcare reform.
The webinar will present the following information:
• The Patient Protection and Affordable Care Act and its effects on wellness
• Information about using gift cards as incentives
• Case studies that show the success of gift cards from various industries including Manufacturing, Nonprofit, Healthcare, Insurance, and Utility and Energy.
The complementary webinar, produced by the Corporate Wellness Magazine, on behalf of the Corporate Health and Wellness Association and Healthcare Reform Magazine. We will explore the benefits of incentives programs; whether you want improve efficiency and increase productivity.
Vanessa Cullerton,Senior Employee Wellness Manager of The Hillshire Brands Company (formerly Sara Lee) and Stacey Nelson, Manager of Health and Welfare from Sprint discusses the evolution of their wellness program and the innovative ways they engage employees in offering gifts cards to encourage employee participation.
Southcoast Health partnered with consulting firm Cammack Health in 2010 to reduce costs of its employee health plan and improve member health. Through strategies like population health management, domestic steerage, and personal health management programs, Southcoast achieved the Triple Aim of improved health outcomes, better patient experience, and lower costs. After 4 years, Southcoast saved over $17.2 million compared to national trends, employee contributions remained stable, and members showed positive health changes like reduced ER visits, hospital admissions, and improved management of chronic conditions.
The 2013 Healthcare Benefits Trends Benchmark Study report provides insights into the adoption of new healthcare benefits, health exchanges, wellness, and related topics. The survey polled more than 300 human resources (HR) executives, benefit specialists, and other benefit decision-makers across the country to explore the current state of employee healthcare benefits, as well as the expected healthcare benefits outlook in response to sweeping healthcare reform legislation, also known as the Affordable Care Act (ACA). This includes the shift to defined contribution health plans, the launch of insurance exchanges, and the implementation of wellness plans.
How To Make Wellness Programs Work For Consumersjpwlinkedin
This document discusses concerns with certain wellness program designs that tie health insurance costs and incentives to health outcomes. It may jeopardize access to affordable coverage for those with greater health risks. The Affordable Care Act changes wellness programs by increasing the maximum incentive to 30% of premiums. Regulations are needed to ensure wellness programs do not undermine the ACA's affordability provisions and consumer protections. Strengthening alternatives and waivers from outcome requirements can better protect consumers.
Creating a positive Return on Investment with a corporate wellness program is a science. It is predictable, repeatable and duplicate-able. If you know what you are doing you can can create a 10 to 1 ROI but if you do not know what you are doing your wellness program can cost you hundreds of thousands of dollars in back-end profiteering from greedy health care providers.
This Return on Investment Study is a study of over 50 ROI white papers and reports from corporations the cross most industries. We put this together and will update it again in 2013 because no two corporations have the same populations, with the same health and wellness problems or with the same obstacles of creating a positive ROI. Therefore, we needed to study the studies in order to discover the commonalities between successful corporate wellness programs.
The secret to great ROI... Create sustainable behavioral change.
The dirty wellness industry secret... Out of network doctors who gain access to corporate employees through phony non-profits, health fair company fronts or simply taking advantage of good willed corporate nurses, HR or Benefits to gain access to high paying insurance networks.
You need to know what to do as well as what to avoid. In addition to this study here is a link to an article that describes this in much more detail:
http://www.healthfairsdirect.com/mktg/todays_economy_forces_corporations.pdf
Please reach out to me for more information and unbiased advice on how to create positive and provable ROI for your wellness program.
Marilyn Guthrie (REI) at Consumer Centric Health, Models for Change '11HealthInnoventions
The document summarizes REI's current approach to employee health and benefits and their desired future state for a more consumer-centric model. Currently, REI offers generous health plans but takes a passive approach to benefits with little employee engagement. Going forward, REI wants to implement a comprehensive wellness strategy with metrics tracking, incentives for healthy behaviors, leadership promotion of health, and a "health concierge" to help employees navigate care. The goal is improved employee health, productivity and reduced healthcare costs.
The document discusses key elements of successful worksite wellness programs including assessing needs, aligning with organizational values, strong employee engagement, developing a business plan, selecting appropriate interventions, and evaluating outcomes. It provides examples of how wellness programs can reduce health risks and healthcare costs, recommends budgeting $400-$500 per employee. The document also outlines a sample timeline for starting a wellness program that includes conducting health risk assessments, developing programs based on data, and ongoing communication and implementation.
Employee Engagement: Your Tool for Tackling Heath Care CostsDigital Measures
Everyone is concerned about increasing health care costs. This interactive session will review the various triggers that drive health care and insurance costs and cover the major communication and engagement strategies that companies use to reduce their trend. Case studies to be discussed include wellness, employee engagement and communication, benefit plan design and consumerism. Successful benefit incentive programs that support communication programs and have a quantifiable return on investment will also be discussed.
An overview of the Initial Design and Prize Guidelines for a proposed $10M+ Healthcare X PRIZE, released for public comment on April 14, 2009. Please help us design the best competition possible in creating an Optimal Health paradigm that engages and empowers individuals and communities in a way that will dramatically improve health value.
Using case problems, this webinar will give attendees real-world examples of workplace wellness situations and help attendees learn from those situations so that they can design and implement a compliant wellness program. Through case problems, attendees will review compliance mistakes concerning HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws. Participants will learn how to use those laws to build a better workplace wellness program.
Learning Objectives:
* Understand how to apply laws to specific factual situations.
* Identify red flags in certain common workplace wellness practices.
* Learn the basics of HIPAA, ACA, GINA, ADA, FLSA, data privacy and tax laws as those laws relate to workplace wellness programs.
The proposed regulations clarify rules around workplace wellness programs under the Affordable Care Act and HIPAA. They allow rewards of up to 30% of health coverage costs (50% for tobacco cessation programs) and require programs to be reasonably designed to promote health and available to all employees through alternative standards or waiver for those unable to meet initial standards due to health factors. Programs must provide notice of alternative means to earn rewards. Participatory programs like fitness center memberships need not comply if they do not discriminate based on health status.
Research co-authored by IBI and A. Mark Fendrick, MD, co-director of the University of Michigan Center for Value-Based Insurance Design, stresses that understanding the full value of improved health, including improvements in workforce productivity, lost time and medical costs, is essential in helping employers make better choices about how much to invest in health care and where to invest it. The report notes that a focus only on medical-cost-offset results is unlikely to generate the bottom-line impact and incentives for healthy human capital investments that would be generated by a full-cost view.
This document discusses employee wellness programs in India as a strategy to address the growing burden of non-communicable diseases (NCDs). It provides an overview of the NCD burden in India and the rationale for implementing wellness programs in the workplace. The key benefits of workplace wellness programs for both employees and employers are described. A strategic approach and model for developing successful programs that address leadership, culture, people and processes is outlined. The importance of monitoring and evaluation is also emphasized. The document summarizes a joint World Economic Forum and WHO meeting that discussed barriers and opportunities for workplace wellness programs in India.
Bertus Van Niekerk: Unlocking the True Potential of Integrated Occupational H...SAMTRAC International
This presentation argues that the value of occupational health and safety, and corporate wellness programmes, can be increased exponentially through an integrated information system. This is accomplished by integrating data collected from a host of standalone safety technologies with an electronic health record, corporate wellness and ERP systems.
This document summarizes Oregon's experience increasing primary care spending through legislative and collaborative efforts. It outlines how Oregon created a patient-centered medical home program, increased transparency of primary care spending across payers, and eventually mandated a minimum primary care spending threshold of 12% of total medical expenditures. Key lessons included starting with less controversial policies, using data to drive transparency and goals, and engaging a multi-stakeholder collaborative. The presentation recommends similar best practices for other states seeking to invest more in primary care.
Cost Reduction Without Employer Investment 2010RobertTwaddell
The document summarizes a grant program to help organizations implement employee wellness programs. It discusses assessing employee health risks, providing health coaching and workshops, measuring biometrics, and creating wellness plans to reduce costs from risks like stress, smoking, and obesity. The grant provides no-cost resources to employers to improve workforce health and productivity through a holistic wellness approach.
The document discusses how rising healthcare costs are negatively impacting business profits and recommends that companies treat healthcare benefits like a major business objective. It promotes the strategy of population health management, which uses data analytics to identify high-risk employees, develop health improvement plans, and partner with employees and providers to implement initiatives that can save companies millions annually through reduced claims costs and an overall healthier workforce. Adopting this approach treats employee health as a business decision that is critical to achieving strategic corporate goals.
The document summarizes a grant program to help organizations implement wellness programs for employees. It discusses assessing health risks, providing wellness workshops and coaching, and measuring outcomes to improve employee health and reduce costs. The grant provides these services at no cost to employers to help them design effective wellness benefit plans.
Our Workplace Wellness PowerPoint addresses the concerns of today's businesses and how WillPowerUSA's Workplace Wellness Programs can reduce health care costs and disability claims, and increase productivity and workplace morale.
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.
A very unique health and wellness movement which has developed a Corporate Wellness Program that can make a huge impact to your bottom line AND make your employees more productive through better health
This document provides an overview of corporate wellness programs. It discusses the purpose of such programs in promoting employee health and productivity. Common types of programs include education, biometric screening, and fitness/nutrition components. Obesity is addressed as an epidemic costing businesses billions in healthcare claims and lost productivity. Studies show corporate wellness programs can generate returns of $3-6 for every dollar spent by improving employee health and reducing absenteeism. The Affordable Care Act increases incentives for participation in wellness programs. Both rewards and penalties are used to motivate employees to participate and meet health targets.
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.
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.
This study provides definitive proof that Orriant's wellness program produces measurable health and financial results. The program uses a proprietary FIRM model and coaching approach to engage employees and lower healthcare costs with no employer cost. Orriant customizes an incentive and participation strategy for each client to maximize impact while ensuring the program is cost neutral through subsidies from non-participating employees. Wellness coaches guide participants through personalized plans to improve health outcomes and control claims spending.
1. A RAND study found that workplace wellness programs are only cost-effective when they focus on helping employees manage chronic health conditions, rather than general health habits among healthy employees.
2. Many employers are rethinking their approaches to wellness programs due to doubts about their effectiveness in improving health and reducing costs. Some companies are focusing more on environmental changes and better engaging employees.
3. Financial incentives are common in wellness programs but have been controversial, as they could unfairly shift costs to employees in poorer health. Regulations now limit the size of incentives.
Vigor Source provides wellness consulting services to help companies establish wellness programs. Their services include staffing wellness teams, collecting health data, creating wellness plans and choosing interventions. Partnering with Vigor Source can boost a company's bottom line by reducing healthcare costs and increasing productivity. On average, their clients see a 28% reduction in sick leave, 26% reduction in health costs, and 30% reduction in workers compensation claims. Their goal is to enhance employee and corporate well-being through health risk reduction and promotion of fitness.
This document summarizes key aspects of employee wellness programs. It discusses the goals of improving employee health and reducing health risks like obesity, high blood pressure, and smoking. Effective programs provide health screenings and assessments, education on healthy behaviors, and incentives or coaching to encourage participation and lifestyle changes. While studies have found mixed results on cost savings, well-designed programs that engage employees and leadership can generate returns of $3-6 for every $1 invested after 3-5 years by reducing healthcare costs and absenteeism. New types of programs include participatory programs with no health requirements or activity-only/outcome-based programs with rewards contingent on health-related activities or outcomes.
This document discusses how employee health impacts workplace productivity and costs. It notes that chronic diseases are rising globally, costing lives and economic productivity. While information technology has transformed many areas of life, healthcare has been slow to evolve. Poor health habits among employees are a top challenge for controlling healthcare costs. The document then introduces myHealthvalet as a digital platform that connects employees to healthcare providers to improve health outcomes and reduce absenteeism and costs for employers. By investing in employee health, companies save more money than they spend through lower healthcare costs and productivity losses.
The document summarizes the results of a 2010 survey on workplace wellness benefits. Some key findings include: over 60% of employers plan to increase employee healthcare costs in 2011; over 50% find wellness programs help control insurance costs; and around 70% currently offer or are considering wellness programs primarily to improve employee health and reduce absenteeism/costs. Common wellness offerings include health assessments, weight management, and newsletters. Participation rates remain a challenge, with around 75% of programs engaging 50% or fewer employees.
Healthy Advantage Rewards is a new wellness product offered to employers through Security Health Plan. Visit www.securityhealth.org/healthyrewards for more information.
1) Johnson & Johnson has made employee health and wellness a core value since the 1880s, believing that healthy employees contribute to business success.
2) The company's programs are comprehensive and integrated, including health assessments, coaching, mental health support, and incentives.
3) Data shows that Johnson & Johnson employees have better health outcomes than peers and healthcare costs grow more slowly, indicating that the programs provide a strong return on investment.
Employer toolkit: Eight Steps to Building a Successful Wellness ProgramNicole Edwards
AdvoCare Group, Inc. suggests eight crucial steps to building and maintaining a successful workplace wellness program for the new year. Presentation tips include information on compliance guidelines, building a wellness committee and identifying key risk factors based on workplace environments.
The Covenant Care program offers an alternative to traditional employer-sponsored health insurance that focuses on managing real healthcare costs and risk factors. It provides integrated wellness programs, biometric screenings, and incentives to encourage healthy behaviors and reduce costs driven by lifestyle-related conditions. Case studies show the program helped organizations reduce claims costs by up to 62% while improving employee health outcomes. The program offers a capped risk alternative that provides downside protection similar to fully insured plans while allowing benefits customization and potential upside savings like self-funded plans.
The document discusses Covenant Care, an alternative to fully insured employer health plans for groups of 25-250 employees. It offers fixed monthly funding caps and integrated wellness programs. Case studies show cost savings of up to 62% for employers who implemented this strategy of focusing on risk shifting rather than cost shifting through wellness programs and tools like biometric screenings, medical advocacy, telemedicine, and reinsurance contracts. The strategy addresses the root cause of rising costs, which are largely due to lifestyle-related and preventable chronic conditions.
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Rasamanikya is a excellent preparation in the field of Rasashastra, it is used in various Kushtha Roga, Shwasa, Vicharchika, Bhagandara, Vatarakta, and Phiranga Roga. In this article Preparation& Comparative analytical profile for both Formulationon i.e Rasamanikya prepared by Kushmanda swarasa & Churnodhaka Shodita Haratala. The study aims to provide insights into the comparative efficacy and analytical aspects of these formulations for enhanced therapeutic outcomes.
Cell Therapy Expansion and Challenges in Autoimmune DiseaseHealth Advances
There is increasing confidence that cell therapies will soon play a role in the treatment of autoimmune disorders, but the extent of this impact remains to be seen. Early readouts on autologous CAR-Ts in lupus are encouraging, but manufacturing and cost limitations are likely to restrict access to highly refractory patients. Allogeneic CAR-Ts have the potential to broaden access to earlier lines of treatment due to their inherent cost benefits, however they will need to demonstrate comparable or improved efficacy to established modalities.
In addition to infrastructure and capacity constraints, CAR-Ts face a very different risk-benefit dynamic in autoimmune compared to oncology, highlighting the need for tolerable therapies with low adverse event risk. CAR-NK and Treg-based therapies are also being developed in certain autoimmune disorders and may demonstrate favorable safety profiles. Several novel non-cell therapies such as bispecific antibodies, nanobodies, and RNAi drugs, may also offer future alternative competitive solutions with variable value propositions.
Widespread adoption of cell therapies will not only require strong efficacy and safety data, but also adapted pricing and access strategies. At oncology-based price points, CAR-Ts are unlikely to achieve broad market access in autoimmune disorders, with eligible patient populations that are potentially orders of magnitude greater than the number of currently addressable cancer patients. Developers have made strides towards reducing cell therapy COGS while improving manufacturing efficiency, but payors will inevitably restrict access until more sustainable pricing is achieved.
Despite these headwinds, industry leaders and investors remain confident that cell therapies are poised to address significant unmet need in patients suffering from autoimmune disorders. However, the extent of this impact on the treatment landscape remains to be seen, as the industry rapidly approaches an inflection point.
These lecture slides, by Dr Sidra Arshad, offer a quick overview of the physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar lead (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
6. Describe the flow of current around the heart during the cardiac cycle
7. Discuss the placement and polarity of the leads of electrocardiograph
8. Describe the normal electrocardiograms recorded from the limb leads and explain the physiological basis of the different records that are obtained
9. Define mean electrical vector (axis) of the heart and give the normal range
10. Define the mean QRS vector
11. Describe the axes of leads (hexagonal reference system)
12. Comprehend the vectorial analysis of the normal ECG
13. Determine the mean electrical axis of the ventricular QRS and appreciate the mean axis deviation
14. Explain the concepts of current of injury, J point, and their significance
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. Chapter 3, Cardiology Explained, https://www.ncbi.nlm.nih.gov/books/NBK2214/
7. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
share - Lions, tigers, AI and health misinformation, oh my!.pptxTina Purnat
• Pitfalls and pivots needed to use AI effectively in public health
• Evidence-based strategies to address health misinformation effectively
• Building trust with communities online and offline
• Equipping health professionals to address questions, concerns and health misinformation
• Assessing risk and mitigating harm from adverse health narratives in communities, health workforce and health system
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The UK is currently facing a Adhd Medication Shortage Uk, which has left many patients and their families grappling with uncertainty and frustration. ADHD, or Attention Deficit Hyperactivity Disorder, is a chronic condition that requires consistent medication to manage effectively. This shortage has highlighted the critical role these medications play in the daily lives of those affected by ADHD. Contact : +1 (747) 209 – 3649 E-mail : sales@trinexpharmacy.com
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Kat...rightmanforbloodline
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
1. Wellness
program costs
How Much Does a
Good Wellness Program Cost?
High healthcare costs continue to be of concern to American businesses. Today, the average annual health insurance
premium is more than $5,000 for individual employees and nearly $14,000 for families. Since 2000, average premiums
for family coverage have increased 114%. It is estimated that the total healthcare cost of the nation will reach 20% of
GDP by 2019.
Much of the higher cost has been transferred to employees. Since 2005, workers’ contributions to premiums have gone
up 47%. As of 2010, the average employee is financially responsible for 19% of their individual insurance premium ($899/
year), and 30% (or $3,997/year) of their family’s premiums. In addition, employees pay increasingly higher co-pays at the
doctor’s office and higher deductibles for hospital services. As a result of this trend, both companies and employees are
highly motivated to keep healthcare costs as low as possible.
How to Curb Healthcare Costs
A comprehensive wellness program works
Rather than simply continuing to cut benefits or shift
costs to employees, more companies today are starting
worksite wellness programs as a way of controlling
high healthcare costs. According to a study conducted
by MetLife, nearly 4 out of 10 employers (or 37%) now
offer a corporate wellness program, up from just 27%
in 2005. Among large employers (those with 500 or
more employees) the number jumps to 6 in 10 (or 61%),
up from 46% in 2005. Their primary priorities are to
curtail health costs, retain good workers, attract good
employees, reduce absenteeism, and improve employee
productivity, morale, and safety.
Most companies that are serious about managing
costs and saving money recognize the need for a
comprehensive program that includes:
l Training and plenty of wellness resources for the
company wellness coordinator.
l An annual health and lifestyle assessment with
biometric screenings (e.g., blood test, blood
pressure, BMI) so you can identify needs and track
improvements both for individual employees for and
the company as a whole.
l Helping individuals discover their risks and make
needed lifestyle changes.
l Inviting employees to participate in appropriate
health improvement programs, see their physician
for medical follow-up if needed, try a self-help/study
program, take advantage of online health resources
and interventions, and even enlist a health coach to
motivate and assist them in making changes.
l Motivational activities and incentives, such as offering
each participating employee a share of the insurance
premium saved if they actively meet minimum levels
of participation.
l Frequent motivating health
communications (monthly newsletter,
health challenges, and reminders).
l Health tracking program for physical
activity, wellness activities, and events
that are tied to incentives, recognition
and rewards.
l Program evaluation and outcome
analysis.
Return on Investment (ROI)
In a recent meta-analysis of the literature on costs and
savings associated with wellness programs, researchers
from Harvard University found that medical costs fall by
about $3.27 for every dollar spent on wellness programs
and that absenteeism costs fall by about $2.73 for every
dollar spent.
Just as in the past, companies today that do not provide
comprehensive wellness programs generally will not see
a positive ROI. Holding an annual health fair, hosting an
occasional health class, or providing
printed health information without
follow-up are usually not enough by
themselves to generate change or
keep healthcare costs from climbing.
To show savings from a wellness
program, it is essential for a company
to provide a well-run program
with comprehensive and effective
interventions.
Continued
2. How Much Should You Budget?
How much should you budget for an effective,
comprehensive employee wellness program? That’s a
good question – one that deserves consideration from
various sources:
University of Michigan – Dee Edington, PhD. This
question was asked of Dee Edington, a highly respected
wellness program ROI expert, at the annual University of
Michigan Corporate Health Management conference. His
response: “About $300-$400 per employee if you expect
good savings and a positive ROI.” He further commented
that while “medical care is expensive, wellness care is
free” and showed how companies that invest adequately
in their wellness programs save at least 3 times their
investment in health-related costs.
Cornell University Institute for Health and
Productivity Studies – Dr. Ron Goetzel, Director. Dr.
Goetzel recommends investing about $150 per employee
per year for an expected $450 annual ROI per employee.
The Wellness Council of America recommends that at
least $100-$150 per employee per year should be spent
on promoting wellness. Add another $300 per employee
annually if incentives and health coaching are desired.
According to the Wellness Council of America, if you
are only spending $45 per
employee annually, you will
not receive any return on your
investment. In reality, you can
run an effective employee
wellness program from
anywhere within the range
of $100-$400 per employee
per year. With training, careful
planning, and assistance from
outside vendors, an in-house
wellness program can be very
effective, easy to offer, and
affordable. For Wellsource clients, the average wellness
program costs per person are $160 annually, plus your
health insurance premium expenses:
• $10 for health risk assessment and online wellness
resource tools
• $50 for biometric screening (lab work)
• $50-120 for telephonic coaching
• $50-100 for incentive, plus a discount on health
insurance
But keep in mind that the more you invest, the greater
the results – and savings – you can expect.
The actual costs depend upon many factors:
Will the program be run in-house (which is usually
much less expensive) or by a contract vendor?
l How extensive will follow-up interventions be?
l Will you include health coaching (shown to be very
effective in getting people to change)?
l What health screening tests will be conducted?
l What kind of incentives will be provided?
l How will you distribute the cost?
l
The full cost of the wellness program doesn’t need
to be carried entirely by the company. While the
employer carries the primary cost of the program, the
employee can often share expenses on interventions
or classes, such as paying half of the enrollment fee for
a weight loss class – either up front, or upon receipt of
documentation of regular attendance. In addition, some
insurance carriers will cover a portion of health screening
expenses and other wellness program costs.
The Affordable Care Act, enacted March 23, 2010,
provides small businesses (fewer than 100 employees)
access to wellness grants to help establish new
worksite wellness programs. Once the $200 million in
grant funding is approved by Congress through the
appropriations process, the grants will become available
through the Secretary of Health and Human Services. To
be eligible for a grant, employers
cannot have had a workplace
wellness program in place
prior to the date of enactment,
and must implement a
comprehensive wellness
program that:
l Includes health awareness
initiatives (including health
education, preventive
screenings, and health risk
assessments)
l Makes efforts to maximize employee
engagement (including mechanisms to encourage
employee participation)
l Provides initiatives to change unhealthy
behaviors and lifestyle choices (including counseling,
seminars, online programs, and self-help materials),
and
l Creates an overall supportive environment
(including workplace policies to encourage healthy
lifestyles, healthy eating, increased physical activity,
and improved mental health)
Continued