Wellness Program Incentives

Onsite Employee Health Screening

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Onsite Employee Health Screening means better heath risk assessment baselines and better security

“Onsite Employee Health Screening” is a hot phrase these days, but it can help your workforce with health management, too. When the pundits talk about Onsite Employee Health Screening, they’re usually referring to retinal scanners, fingerprint readers, and other high-tech security measures. However, if you trace the phrase “Onsite Employee Health Screening” back to its roots, it refers to the measurement of unique human physical and behavioral characteristics.

Corporate Health Promotion Programs are of imperative importance to the modern business. As a result, Onsite Employee Health Screening should be one of the tools in the arsenal of a forward-thinking organization.

Worksite Health Screenings aren’t just a “feel-good” measure for your staff members. Assessments of worker health help your workers to prioritize their well-being, which results in happier, more productive staff members. Health Risk Appraisals also build your database of worker biometric data. Onsite Employee Health Screening, when handled workplace by our experienced professionals, is hassle-free and smoothly organized. The biometric data we collect then can be stored digitally for years or even decades, helping you and your workforce build better health risk assessment baselines that you can use to analyze workforce physical fitness and the efficacy of your organization’s Health and Productivity Programs. Collected biometric data can even allow an worker’s doctor to assess that individual’s health over many years, helping him or her spot trends and diagnose disease.

Onsite Employee Health Screening extends to a wide variety of health risk tests, including measurements of blood pressure, blood type, body fat, substance abuse, and susceptibility to cardiovascular disease. Collecting biometric data for security purposes – like fingerprints, facial recognition imprints, or hand geometry – can be dovetailed with our health tests to minimize workflow disruption.


Creatinging a Corporate Health Promotion Program

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Corporate Health Promotion Programs start and end with individual health. Individuals, after all, are able to make decisions about maintaining and / or improving their health and wellbeing. Employee Corporate Health Promotion Programs must therefore provide the tools and resources needed to assist and motivate individuals to actively participate in the program.

Individual health is only one part of establishing worker Corporate Health Promotion Programs. Below you’ll find some things to assist you in your efforts to create a healthy atmosphere for you and your coworkers.

Encouraging Your Employer to Begin an Corporate Health Promotion Program

This is the first step in establishing a Corporate Health Promotion Program. In recent times more and more organizations are establishing to see the value of promoting and supporting the health of their workers. Partnership for Prevention, a nonprofit organization, has released a sourcebook called “Healthy Workforce 2010″ (http://www.wellnessproposals.com/pdfs/tool_kits/healthy_workforce_2010.pdf). This sourcebook is an excellent resource containing information on:
•    Benefits of Corporate Health Promotion Programs
•    Suggestions on where to start
•    Tools like surveys and evaluation forms

These resources are for both organizations and workers to guide the development and determine the effectiveness of their new Corporate Health Promotion Program. Offer it to your employer as a place to start or read it yourself and present your ideas.

Taking Part in Corporate Health Promotion Programs

Once you have an worker Corporate Health Promotion Program established, taking part fully in all aspects of the program is important. Many of us know that we need to more actively engage in Corporate Health Promotion Programs to improve our health, yet have difficulty finding and taking the time to do so. These simple steps can jumpstart your participation in an worker Corporate Health Promotion Program:
•    Examine the offerings that interest you and that you need for health  improvement.
•    Schedule time to go to the presentation or service.
•    Actively following through with recommendations from the program.
•    Make a decision now to improve your health. You will feel better today and tomorrow and the next day for actively moving towards wellness.

Here is a list of potential Corporate Health Promotion Programs that might be available to you at work:
•    ergonomic evaluations and training classes
•    lactation rooms and classes
•    prenatal education
•    nap rooms for relaxation
•    stress management programs
•    onsite fitness centers
•    chair massage
•    nutrition education
•    worksite primary medical care services
•    child care facility or resources and referral service
•    smoking cessation programs parenting classes
•    elder care resources and referral service
•    cholesterol, blood pressure and glucose screening programs
•    flu vaccination
•    weight management programs
•    medical care consumerism programs
•    work/life programs
•    wellness coach / health coach programs
•    mobile mammography

More information to follow in my next posting about Employee Corporate Health Promotion Programs


Corporate Health Promotion Programs for Small Businesses

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Corporate Health Promotion Programs for Small Businesses

Studies suggest that for every $1 invested in Corporate Health Promotion Programs, a company saves $3 to $5 in health and safety costs. Companies that invest in Corporate Health Promotion Programs reap the financial rewards through savings on medical care costs, disability pay, rates of absenteeism, turnover and safety problems.

workplaces have already proven to be a great place to promote wellness. After all, people spend more time at work than doing anything else. Eighty-two percent of the U.S. population is linked in some way to a worksite. Therefore, providing Corporate Health Promotion Programs is a great way to reach a substantial number of people in your area.

Corporate Health Promotion Programs in Small Businesses

Unlike large corporations, small corporations frequently lack the resources to provide Corporate Health Promotion Programs to their workers. However, they may be the most in need of such services. Small businesses are the hardest hit by medical insurance costs and have the highest rates of substance abuse. Staff Member well-being and physical or mental illness can also be more disruptive in a small business setting. Corporate Health Promotion Programs in small corporations also makes sense because small firms employ the majority of working citizens.

Regardless of the size of a business, Corporate Health Promotion Programs can pay. Statistically, even if there are only 100 people in a company:

• 60 sit all day to do their work
• 50 don’t wear their safety belts regularly
• 50 feel they’re under moderate stress
• 35 are overweight by 20% or more
• 30 smoke
• 27 have cardiovascular disease
• 25 or more have high cholesterol (over 200 mg/dl)
• 10 are heavy drinkers
• 10 have high blood pressure
• 5 have diagnosed diabetes and another 5 have undiagnosed diabetes
• 7 use marijuana
• 1 uses cocaine

Bottom Line Corporate Health Promotion Program Benefits

At least one quarter of the medical care costs incurred by working adults can be attributed to modifiable health risks (e.g., diet, exercise, tobacco use, etc.) Fortunately, there is a way to hold back the trend. Growing research links an individual’s lifestyle behaviors to their health risk.

The good news is Corporate Health Promotion Programs can:

• Lower medical care costs
• Lower workers’ compensation claims
• Lower worker rates of absenteeism
• Increase worker productivity
• Improve worker morale

The bottom line is that Corporate Health Promotion Programs can benefit any size business — small or large.


Why Have a Corporate Health Promotion Program?

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There are a number of reasons why a Corporate Health Promotion Program is beneficial.

1. Enhanced Morale – When the organizational culture begins to change as a result the Corporate Health Promotion Program, you and your workers may actually begin to see and feel a new level of energy within the corporation.  Ultimately, one of the most ambitious goals of any broad-based Corporate Health Promotion Program is to attempt to influence the attitudes and actions of the corporation’s most valuable resource — its workers.

2. Decreased Turnover – As we all know, worker replacement costs can be quite high for any kind of business.  The effort and expense associated with running employment ads, reading applications, checking references, interviewing qualified candidates, hiring and training a new employee can be a serious burden on any business.  In light of the challenges that high worker turnover pose, many corporations are looking to Corporate Health Promotion Programs as an additional perk that can help to prevent workers from jumping ship.

3. Increased Recruitment Potential – In the midst of a very tight labor market, corporations are forced to pull out the stops in order to recruit new talent.  In some instances, Corporate Health Promotion Programs can prove to be a very valuable tool in sealing the deal.

4. Decreased Absenteeism – When an employee misses work in a business setting, the entire corporation is forced to absorb his/her responsibilities.  Even in the event of the occasional absence caused by things like colds and the flu, work can back-up and tensions can build.

Even worse is a long-term absence caused by a major health event that requires hospitalization and/or rehabilitation.  By preventing certain types of illness caused by poor lifestyle habits, Corporate Health Promotion Programs can play an important role in decreasing rates of absenteeism.

5. Healthcare Cost Containment – Most corporations don’t create a Corporate Health Promotion Program with cost containment in mind.  However, cost containment for certain health problems should be considered a viable goal by many corporations.

6. Enhanced Staff Member Health Status – One of the greatest advantages of a well-designed Corporate Health Promotion Program is the promise of improved health.  There is a growing body of evidence that suggests well-designed Corporate Health Promotion Programs can successfully impact such behaviors as tobacco use, high-risk alcohol use, seatbelt use and more.


Assessment of Corporate Health Promotion Programs

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It is important to evaluate the effectiveness of all Corporate Health Promotion Programs. There are several very simple ways to evaluate Corporate Health Promotion Programs:

How many attended the corporate health and Corporate Health Promotion Program, and was there participation or a visible level of interest?

Use a short and simple pen and paper evaluation that people fill out at the end of the Corporate Health Promotion Program /presentation. Statements that are rated on a scale from 1 (strongly agree) to 5 (strongly disagree) will give valuable information. Ask about:
•    The value of the Corporate Health Promotion Programs to the individual
•    The style of the presenter
•    The presenter’s knowledge of the topic
•    The level of knowledge gained by the worker
•    Other areas that would be of interest for future Corporate Health Promotion Programs

Examples of Questions about Corporate Health Promotion Programs
•    This program provided me with information and/or skills I will use.
•    The presenter was knowledgeable about the subject matter.
•    There was adequate time for questions.
•    The methods used to present the information were effective.

Open-ended questions about Corporate Health Promotion Programs may include:
•    The best part of this Corporate Health Promotion Program was…
•    The part that needed improvement was….
•    I would attend another Corporate Health Promotion Program by this speaker…
•    Topics I would like to see included in other presentations or Wellness Programs…

This would be a process evaluation that reviews how well the Corporate Health Promotion Programs were started. It is also important to look at health outcomes and cost outcomes of Corporate Health Promotion Programs.

More in-depth information about the cost-effectiveness of Corporate Health Promotion Programs can be found by analyzing data before and after Corporate Health Promotion Programs concerning medical care claims, workers’ comp claims, sick time, productivity levels, etc. Health outcomes for Corporate Health Promotion Programs can be measured by looking at health claims and sick time.

It is also important to look at the impact of Corporate Health Promotion Programs on family members. For example, smoking by pregnant mothers may lead to the birth of a severely impaired child. This could cost an employer or health plan hundreds of thousands of dollars, an expense that could have been avoided with well-designed Corporate Health Promotion Programs.

You can also compare the cost per worker of running the Corporate Health Promotion Programs to the savings per worker. One evaluation of Corporate Health Promotion Programs involving 20,000 to 25,000 workers at New York City-based Citibank showed a return of $6.70 for every dollar the company invested in Corporate Health Promotion Programs. The findings were based on a study of medical costs and rates of absenteeism.1

An ongoing evaluation of your Corporate Health Promotion Programs should be performed each year and additional periodic evaluations of Corporate Health Promotion Programs should be conducted on an ad hoc basis. An ad hoc evaluation of your Corporate Health Promotion Programs might be initiated by a variety of triggers. For example, at the end of flu season, a company might want to evaluate its flu shot program.


Corporate Health Promotion Programs Improve Retention

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Employee retention is a challenge. Corporate Health Promotion Programs can help. offering perks such as incentives to exercise, healthy food, and stress management and weight loss programs at work is a way to keep your workers satisfied.

Attracting new staff members are also a challenge, and anything you can do to “stand out” from other workers is to your advantage. Remember, salary isn’t everything. Often, the possibility of flex hours or a discount at the local gym may be the deciding factor for a future worker. Once again, Corporate Health Promotion Programs to the rescue!

How Are Corporate Health Promotion Programs Administered?

Whether running small Corporate Health Promotion Programs in-house or using outside corporate wellness corporations to oversee the whole thing, program promotion is of utmost importance. You may have a great speaker come in to talk about a very “hot topic,” but if no one knew about it, it was a waste of the speaker’s time and your money.

Corporate Corporate Health Promotion Program setup and promotion go hand and hand. Depending on the size of your company, it may be handled by one person or an entire corporate wellness team. You may even have an worker who is interested in physical fitness and would love to organize some educational wellness presentations and activities.

Other workers may have areas of interest and would be willing to set up some educational programs. Especially for smaller organizations, once you have chosen your events and activities, it is best to set up a calendar with a schedule of events. Then publish the entire calendar as well as announcing each individual event as it comes up.

Access to Corporate Health Promotion Programs

To make access easy, offer a wide range of Corporate Health Promotion Programs and activities that can fit into everyone’s schedule. For example, some workers may find it difficult to get to a presentation at work or make a commitment for 8 weeks of the Weight Watchers at Work program. However, they will take advantage of a decreased rate at the gym and will borrow tapes from the health and wellness library.

If you have shifts, remember to schedule events for the after 5:00 group. Nothing will undermine Corporate Health Promotion Programs more quickly than promoting great activities that are only convenient for first shift workers.


Corporate Health Promotion Programs: Special Situations

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Sometimes, Corporate Health Promotion Programs can take advantage of “special situations” that happen and which offer an excellent opportunity for worker education and support, at little or no expense to the employer. Not only do these situations help workers personally, but also they are an opportunity for the employer to be seen in a positive light. For example:

A company had several workers with cancer, as well as a number of workers with family members with cancer. Their HR staff had received numerous questions about what to say to a coworker with cancer, as well as hearing about how difficult it was for the caregivers to manage work and home demands. They thought that it would be a great idea to initiate a lunchtime monthly “discussion/support group” to talk about the struggles, frustrations, and fears that people were facing. This activity was included under the umbrella of Corporate Health Promotion Programs that the company provided.

The group was facilitated by a rep from the Employee Assistance Program, but it was not a therapy group, nor was it promoted as such. It was informal and workers came as they could fit it into their schedules.

Did it solve all their problems? Of course not, but it did give them a place to vent, talk, and get some information and support. It was a powerful statement from the employer saying, “We care about you and we’d like to help you with this,” and the workers were very grateful. Effective Corporate Health Promotion Programs clearly convey this type of message to their workers.

Another employer had an worker who was autistic and frequently exhibited some odd or unusual behaviors. He had some significant difficulties and had to be out of work for several months. As time came for him to return, coworkers became anxious about what to expect.

The employer had someone come in to talk about autism and how best to deal with a person with the disease. It was a general discussion, and there was no discussion of the worker’s personal information. However, coworkers felt much more prepared to handle his return.

An worker with epilepsy told her coworkers about her condition in case she had a seizure. The employer then had someone from an epilepsy advocacy group come in and educate workers about the illness and what to do.

You may believe taking steps like this are not the responsibility of the employer, that it is not your business. But physical and mental illnesses affect just about everyone and are natural elements of Corporate Health Promotion Programs.

Employees who are preoccupied and worried about someone having a seizure or catching HIV from a coworker are not focused and productive. When you spend time informing and supporting workers, you not only have productive workers, you also have their respect.


Removing the Stigma of Mental Illness and Substance Abuse

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Corporate Health Promotion Programs are also an effective way to educate workers/parents about substance abuse, sexually transmitted diseases, pregnancy, depression, mental illness, learning disabilities, and other issues that affect adults, children, and teens. Arming parents, other relatives, and concerned friends with information is a way to prevent problems in the future, for themselves and their children.

Employees may not be comfortable attending Corporate Health Promotion Programs entitled “Substance Abuse and You” or “Dealing With Depression,” fearing they have “self-identified” just by their presence. However, when much of that same information is billed as “Teens and Substance Abuse” or “Recognizing the Signs of Depression in Teens,” there may be a full house for the presentation.

Once this happens, the levels of awareness are raised. An employee who is concerned that he or she is actually depressed can attend and gain life-saving information. Using this type of approach in Corporate Health Promotion Programs goes beyond raising awareness among parents whose children are struggling with personal problems.

Mental health topics are frequently difficult to introduce. There is still some stigma attached to being “mentally ill” or having alcohol problems. A benign way to bring information into the workplace is to use Corporate Health Promotion Programs and the National Screening Day programs. These are dates that have been set aside annually to increase awareness about various problems. They include:

Alcohol Abuse and Addiction (April)
Anxiety Disorders (during Mental Health Month in May)
Depression (October)
Eating Disorders (February)

There is a wealth of information available internet-based that can be made available to your workers at no cost as a component of your Corporate Health Promotion Programs. All it takes implement this into Corporate Health Promotion Programs is some type of notification in the form of an e-mail with an introductory statement and some links.

Local mental health clinics, medical schools, and hospitals usually provide free employee health screenings on designated days so that anyone can come in, take a test, and get information and a referral for care if appropriate. You could arrange with a local provider for a block of time for your workers to participate in the screenings, or talk to them about coming into the workplace to provide them.


Corporate Health Promotion Programs

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What Are Corporate Health Promotion Programs?

Corporate Health Promotion Programs are designed to promote and support employee health and wellness through education and awareness programs primarily based at the worksite. The program is a win-win in that workers benefit from learning and staying well, and the employer has increased loyalty and less rates of absenteeism.

As organizations become more aware of the importance of employee health on productivity, there is increased interest in encouraging and supporting healthy lifestyle choices. Employer costs for Corporate Health Promotion Programs can rapidly be offset with fewer work-related injuries, improved attendance, less turnover, and increased morale.

Types of Corporate Health Promotion Programs

Corporate Health Promotion Programs: Lunchtime Wellness Seminars

The easiest Corporate Health Promotion Programs are one’s where the employer arranges to have quarterly presentations during lunchtime on topics such as stress management, nutrition, and exercise. A local mental health clinic, hospital, or the Employee Assistance Program (Employee Assistance Program) may provide these. This type of corporate health and Corporate Health Promotion Program is usually arranged through HR, the medical department, or the safety manager. Participation is generally voluntary.

Before selecting topics for wellness presentations, it is a good idea to do some type of worker polling to see what topics people are interested in. This can be as simple as an e-mail to all staff asking for suggestions or as formal as having an outside group come in to conduct interviews and design a complete corporate health and Corporate Health Promotion Program.

Corporate Health Promotion Programs: Health Risk Assessments

An employer can provide broad-based Health Risk Assessments for workers. Health Risk Assessments are detailed questionnaires that covers all areas of behavior (seatbelt use, tobacco use, alcohol use, frequency of exercise, family history of disease and illness, etc.). This is usually done in conjunction with employee health screening for things like cholesterol and blood sugar screening.

Once the Health Risk Assessments are scored, the results are shared with workers along with suggestions for changes. The employer is able to get aggregate statistics that will show trends that he or she may want to address. For example, if a lot of people have high blood pressure, the employer may consider an educational seminar, biweekly worksite blood pressure readings, and low-salt, low-fat selections in the cafeteria or snack machines as interventions to include in the corporate health and Corporate Health Promotion Program.

If the Health Risk Assessments show that there is a “trend” toward not wearing seatbelts, perhaps having the State police come in and give a presentation about what happens in an accident when you don’t have a seatbelt on would change some behavior.

Corporate Health Promotion Programs: smoking Cessation

smoking cessation programs are very popular elements of Corporate Health Promotion Programs. Often, the local chapter of the American Cancer Society or American Lung Association will come in to run a group. Another option is for workers to attend a smoking cessation group in the community. Costs for the smoking cessation group can be offset by the employer after workers complete the program.

Corporate Health Promotion Programs: Stress Management

Stress is a major area of concern for organizations. Stressed out employees get sick more frequently, make more errors, and generally do not perform up to capacity. As a result, Corporate Health Promotion Programs frequently take steps to address employee stress. There are many ways to address stress within your Corporate Health Promotion Programs, and the beauty of these ideas is that everyone can benefit from them.

Certainly, stress management presentations are educational and informative and should be included in any corporate health and Corporate Health Promotion Program.

Corporate Health Promotion Programs and Work/Life Programs

Many organizations offer a work/life program that offers assistance with things from finding day care for a child or elderly parent and information on obscure college scholarship funds to information on which PC to buy and where to find someone to walk your dog. These programs fit into Corporate Health Promotion Programs because they help your workers handle many of the things that are taking up work time and increasing stress.

Corporate Health Promotion Programs and Employee Assistance Programs

An Employee Assistance Programs are integral parts of effective Corporate Health Promotion Programs. By helping workers address personal/mental health problems and concerns, an Employee Assistance Program can go a long way toward improving overall health and productivity. Representatives from your Employee Assistance Program can also work closely with you to design Corporate Health Promotion Programs that are integrated and effective.

Time Management and Corporate Health Promotion Programs

Time is one of our most precious commodities, and anything you can do as an employer to help your workers manage their time is going to be welcome. Although not traditionally thought to be a component of Corporate Health Promotion Programs, offering flextime and telecommuting are two ways to lower stress and increase productivity.

These programs take thought and planning and are not appropriate for all workers or all positions; however, in many workplaces, they are underused. Either your HR manager or an outside consultant can help you design a program. If you belong to a business group or Chamber of Commerce, you may find assistance there. Also, talk to colleagues who are doing this in their corporations to see how it is working.

The Culture of Wellness

Staff Member wellness has to be a component of your company culture, not just something you throw in as an afterthought. It isn’t a Band-Aid, but rather a thoughtful piece of your business strategy. For example, if productivity is down due to smoking breaks, offering smoking cessation classes can help. But it’s also important to establish a no smoking policy.

When workers feel valued, they are more loyal and tend to work harder. They take pride in their work and talk about what a great company they work for. A healthy workforce is a productive workforce.


The Organizational Benefits of Corporate Health Promotion Programs

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Even the best and most innovative organizations are experiencing the impact worker well-being on their organizations’ performance.  The bad news is that many of these organizations are unaware of the extent to which less-than-optimal worker health and well-being is impacting workforce capacity and performance.  The goods news is that there is an increasing body of research and practice than can help organizations mitigate this frequently unseen issue and create significant opportunities for improved workforce attraction, retention and performance!  This article focuses on how corporational leaders can improve physical and financial worker wellness in the workplace.

The Problems of Chronic Disease

According to the World Health Organization (WHO), 60% of deaths in 2005 could be attributed to chronic disease (cardiovascular disease, cancer, chronic respiratory diseases, and diabetes).1  The largest attributing factors to the chronic diseases include tobacco use, physical activity, and diet.2  The costs of these diseases are staggering.  For example, if there were a 10% reduction in mortality from heart disease and cancer, it could save the US $10.4 trillion annually.3  Further the WHO projects that over 80% of the US population will be either considered overweight or obese by the year 2015.

The Problems of Financial Distress and Dissatisfaction

As hard as it may be to fathom, a 2004 study found that 67% of U.S. Workers are dealing with Personal Financial Issues.4 In another study, it was found that these issues can exist in all segments of any workforce, regardless of income, education, or position level.5 Couple these facts with our workforce reality:

* The workforce is aging and demand for professionals in many industries continues to exceed the supply – and will for the foreseeable future.
* Due to the shortages of quality personnel the stress on our current workforce is increasing.
* With these workforce shortages, most organizations cannot continue to pay spiraling market prices for professionals.
* Lastly, those personality attributes that make many professionals great caregivers or service-providers also tend to make them less apt to focus on matters of personal financial management.

The Return On Investment (ROI)

There are significant reasons why organizations should employ Procedures to implement Corporate Health Promotion Programs for their workers:

* Increase Productivity including reductions in medical care and workers compensation claims, rates of absenteeism, and presenteesism;
* Lower employer paid medical care and re-insurances premiums; and
* Increase worker, physicians and patient satisfaction; and
* Increase staff retention and productivity.

A recent Towers Perrin case study6 found that a ten percentage point improvement on worker engagement was linked to a 4.6 percentage point improvement on customer satisfaction and revenue growth and labor cost improvements equal to a 2.8% impact on controllable margin.

What all this shows is that offering Corporate Health Promotion Programs and incentives is more than just “the right thing to do.”  Rather, there is a profound business case.  As workforce capacity and engagement increase, a bottom-up cultural change takes place in your corporation.  These changes drive improvements in customer satisfaction, productivity, rates of absenteeism, and presenteesism – all of which drive improvements in profitability.

The Course of Change

As an employer, you can have a tremendous impact on the health of the community.  Here are a few suggestions on how you can engage your workers (possibly include flowchart):

1. Define the Plan – Determine if you have the internal resource availability and knowledge to develop a formal Corporate Health Promotion Program.  Many organizations, due to confidentiality legal and other reasons, pick to engage outside partners to manage these processes.
2. Communication – Once you have developed the plan, communicate the plan to all workers – using multiple media and approaches.
3. Lead by Example –Begin Corporate Health Promotion Programs at the top (walk the walk).  Grant yourselves the opportunity to go through a health risk assessment and a financial assessment.  If you can, communicate your results and your action steps to staff.
4. Develop incentives for Staff Participation – Here are a couple of financial incentives you can provide staff that are low cost and optimally have a return on investment:

1. Pay workers to take a risk assessment
2. Lower employee contributions to medical plan for those with decreased risk of chronic disease and correspondingly increase employee contribution to medical plan for those with increased risk of chronic disease

5. Offer Personal Risk Assessment Counseling – Offer resources that can meet one on one with each worker to understand their health risks and opportunities
6. Eliminate Trans-Fat from Your Dietary Offerings – If you have worksite food facilities, and haven’t been required by legislative statute, you should eliminate trans-fatty oils from the worker and customer meals
7. Eliminate Smoking Areas for Employees – More and more organizations, including large cities, are now banning tobacco use on their facilities.
8. Offer Proper Monitoring Programs – Probably the hardest part of the plan, the ongoing monitoring is critical.  Some organizations are large enough to own or build wellness centers – but even then, many workers feel uncomfortable in using them.  Typically the users of wellness centers are those least in need.  The good news is that there are many external and internet-based tools and options that are available today.
9. Encourage Other Local Businesses to Offer Corporate Health Promotion Programs.  In some cases (e.g. hospitals), there are options where this can even generate revenue and/or deepen relationships with the communities you support.

Legal Considerations

When thinking about a Corporate Health Promotion Program, one must take into account certain requirements under ERISA, the Internal Revenue Code (Code) and the Public Health Service Act (PHSA). All three laws were amended by the Health Insurance Portability and Accountability Act of 1996 (HIPAA) to provide for improved portability and continuity of health coverage. HIPAA also added Code section 9802, ERISA section 702 and PHSA section 2702, each of which prohibits discrimination in health coverage based on health status.

To be a bona fide Corporate Health Promotion Program, the plan must meet the following requirements:

* An individual’s total reward must be limited. A limit of 10 percent to 20 percent of the total cost of employee-only coverage may be appropriate, according to the DOL.
* The program must be reasonably designed to promote good health or prevent disease.
* The reward must be available to all similarly situated individuals. The program must allow any individual for whom it is unreasonably difficult because of a medical condition to meet the Corporate Health Promotion Program standard (or for whom it is medically inadvisable to attempt to meet the Corporate Health Promotion Program standard) an opportunity to meet a reasonable alternative standard.

1 2005 Preventing chronic disease:  A vital investment. World Health Organization
2 2007 Working Towards Wellness:  Accelerating the prevention of chronic disease.  World Economic Forum
3 2007 The Value of Health and Longevity.  Kevin M. Murphy and Robert H. Topal, University of Chicago
4 2004 Employer/Employee Equation Research on Worker Types, Preferences and Engagement Issues – Concours Group, Age Wave and Harris Poll
5 1997 Neal E. Cutler, Ph.D
6 2003 Talent Report: New Realities in Today’s Workforce – Towers Perrin


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