Wellness Programs and Health Promotion at Work

A Wellness Program is an organized program to assist and support workers in establishing healthier lifestyles.  This can include increasing staff member awareness on health topics, scheduling behavior change programs, and/or establishing corporation policies that support health-related goals.  

Programs and policies that promote increased exercise, use of tobacco avoidance and cessation, and healthful food selections are a few examples.  

Dimensions of Wellness

Wellness is more than physical fitness.  In addition to physical fitness, the dimensions of optimal health include

• Spiritual Wellness

• Emotional Wellness

• Social Wellness

• Intellectual Wellness

These dimensions are often depicted as a “life wheel” with examples of health components that include –

• fitness,
• nutrition,
• purpose in life,
• financial planning,
• social connections and support systems,
• stress management,
• mind-body health,
• career planning and
• continued learning.  

The key for individual health is keeping the “life wheel” in balance.  A robust wellness program addresses most, when not all, of these dimensions.

Why Corporate Wellness?

Staff Members spend a excellent deal of time on the job, and the reality is that our traditional work-week is increasing.  In truth, the average American now works about 47 hours per week.  

Plus, technologies such as modems, laptops, cellular phones, voice and email have blurred the work-life boundary.  These realities reduce the amount of time that the average individual is able to devote to wellness pursuits, and yet staff members are expected to be at top performance when at work.

A recent study  by the American Association of Occupational Health Nurses found that corporate wellness or wellness programs are successful in assisting staff members make positive health changes due to a few factors such as convenience, environmental support, and coworker or social acceptance.  

What’s the Link between Wellness and the Workplace?

Programs and policies that promote healthy behaviors may make a big difference on staff member wellness AND have an impact on the corporation’s bottom line.   Studies have shown that for every dollar invested by businesss in corporate wellness/wellness programs, there were savings ranging from $1.49 to $4.91 with a median savings of $3.14*.  

In company terms, that’s more than a 3 – 1 minimum return on investment – a number that is hard to ignore, and a best practice that should warrant serious consideration from businesses.  

In truth, a corporate wellness literature review posted in Wellness Practitioner Journal found –  

• 19 studies found a 28.3% reduction in sick leave

• 16 studies demonstrated a 5.6 – 1 return on investment

• 23 showed a 26.1% reduction in healthcare costs

• 4 found a 30 percent reduction in direct medical and workers’ compensation claims

There’s little doubt that a extensive wellness program targeted to meet a corporation’s specific needs can save money by lowering absenteeism, lowering healthcare expenditures, lowering staff member turnover, and increasing productivity.

• USA Department of Health and Human Services, 2003

A Wellness Program is an organized program to assist and support workers in establishing healthier lifestyles.  This can include increasing staff member awareness on health topics, scheduling behavior change programs, and/or establishing corporation policies that support health-related goals.  

Programs and policies that promote increased exercise, use of tobacco avoidance and cessation, and healthful food selections are a few examples.  

Dimensions of Wellness

Wellness is more than physical fitness.  In addition to physical fitness, the dimensions of optimal health include

• Spiritual Wellness

• Emotional Wellness

• Social Wellness

• Intellectual Wellness

These dimensions are often depicted as a “life wheel” with examples of health components that include –

• fitness,
• nutrition,
• purpose in life,
• financial planning,
• social connections and support systems,
• stress management,
• mind-body health,
• career planning and
• continued learning.  

The key for individual health is keeping the “life wheel” in balance.  A robust wellness program addresses most, when not all, of these dimensions.

Why Corporate Wellness?

Staff Members spend a excellent deal of time on the job, and the reality is that our traditional work-week is increasing.  In truth, the average American now works about 47 hours per week.  

Plus, technologies such as modems, laptops, cellular phones, voice and email have blurred the work-life boundary.  These realities reduce the amount of time that the average individual is able to devote to wellness pursuits, and yet staff members are expected to be at top performance when at work.

A recent study  by the American Association of Occupational Health Nurses found that corporate wellness or wellness programs are successful in assisting staff members make positive health changes due to a few factors such as convenience, environmental support, and coworker or social acceptance.  

What’s the Link between Wellness and the Workplace?

Programs and policies that promote healthy behaviors may make a big difference on staff member wellness AND have an impact on the corporation’s bottom line.   Studies have shown that for every dollar invested by businesss in corporate wellness/wellness programs, there were savings ranging from $1.49 to $4.91 with a median savings of $3.14*.  

In company terms, that’s more than a 3 – 1 minimum return on investment – a number that is hard to ignore, and a best practice that should warrant serious consideration from businesses.  

In truth, a corporate wellness literature review posted in Wellness Practitioner Journal found –  

• 19 studies found a 28.3% reduction in sick leave

• 16 studies demonstrated a 5.6 – 1 return on investment

• 23 showed a 26.1% reduction in healthcare costs

• 4 found a 30 percent reduction in direct medical and workers’ compensation claims

There’s little doubt that a extensive wellness program targeted to meet a corporation’s specific needs can save money by lowering absenteeism, lowering healthcare expenditures, lowering staff member turnover, and increasing productivity.

• USA Department of Health and Human Services, 2003

Ten Steps Toward Strategic Wellness Programs

The Wellness Program management world is evolving rapidly. Each month, there are new research findings that support the premise that Wellness Programs and disease management (DM) have a long-term impact on healthcare costs.

Many big companies that started Wellness Programs three to five years ago are showing savings in health, disability, and workers compensation costs. Small to mid-size companies are watching all this and wondering where to start with wellness.

Getting  upper-level management support and budget approval is among the challenges at the beginning of a Wellness Program. This is the case because Wellness Programs could be expensive, averaging $150-300 per employee per year in large corporations.

Most of the savings are not realized for a number of years. This long-term investing is hard for businesses on the move.

The key to success for Wellness Programs is to take a strategic approach. Here are ten steps to consider when beginning a Wellness Program.

1. Begin with  executive management. Without  executive management support, a wellness strategy can fall flat. Begin with the health of your executive team and discover your wellness champions at the top of the organization.

2. Analyze the problem. Look at your healthcare claims and analyze the trends. Which conditions are driving your medical, disability, and workers’ compensation claims and which are modifiable? What’s worked and what hasn’t as a result far? What’s the long-term impact of doing nothing?

3. Hold an initial wellness meeting. Invite your key stakeholders both inside and outside the company. Ask your broker to facilitate the meeting and invite key health vendors including health, disability, Staff Member Assistance Program (EAP), fitness, and occupational nursing.

Review claims and utilization data and identify key areas of concern. Look at current offerings and see how they are able to be tailored to the needs of the population.

4. Consider both healthful and unhealthful employees. Since 85 percent of claims are usually attributed to 15 percent of claimants, it’s essential to reach those with the most costly conditions while also reaching people  who are at risk for developing preventable diseases in the future.

Voluntary wellness programs such as lunchtime wellness seminars miss many of the individuals  who need them most. Consider programs that are population-wide or target intact workgroups. Wellness incentives help but don’t motivate everyone.

5. Be sure to set short-term goals for the wellness programs. Be sure to set some realistic short-term goals based on your key areas of concern. Are there any plan design changes that could have an immediate impact on spending? Are there some programmatic actions that could have immediate results?

6. Find out what staff members are thinking. Hold some focus groups to determine where individuals  are with wellness. What’s working? What isn’t? How much interest do individuals  have in the Wellness Programs? What obstacles and barriers are staff members experiencing when they try to change behavior?

7. Be certain you’ve a high-impact Employee Assistance Program (EAP). Your first wellness dollars should go into upgrading your Employee Assistance Program (EAP). A highly utilized Employee Assistance Program (EAP) can provide a foundation for all your future wellness activities.

A good Staff Member Assistance Program (EAP) is a trusted link to the hearts and minds of staff members. at no additional cost, the Staff Member Assistance Program (EAP) can provide needed follow-up coaching and personal attention for staff members who are working on modifiable health behaviors or involved in disease management programs.

Nutritionists, fitness, pregnancy, and stress management professionals are all part of a high-value Employee Assistance Program (EAP).

8. Be sure to set three to five year goals for health care savings and measure them. Get help from your broker and insurance carrier help you on long-term goals for your health, disability, and staff members compensation plans.

Establish program metrics that’ll help you to measure ROI. Go beyond participation rates, completion rates and program satisfaction. Measure changes in readiness, changes in behavior, and changes in risk factors. Establish rigorous methods to measure health care savings over the long term.

9. Be sure to set goals for organizational health. Consider the more intangible benefits of a wellness program and quantify them whenever possible. Include staff member turnover rates, cost of new hires, staff member morale, benefit satisfaction data, and corporation of choice issues in setting goals. Establish ways to measure success in these areas.

10. Add specifics to your short and long-term plan. Include a program strategy, a communication strategy, and an incentive strategy that’ll fit with your corporate culture. Focus on integration of related components along a health continuum with communications that are focused, simple, and human.

Establish a budget that includes key components such as consumer education, wellness, health risk (assessment|appraisal}s, and regular biometric screens.

Ten Steps Toward Strategic Wellness Programs

The Wellness Program management world is evolving rapidly. Each month, there are new research findings that support the premise that Wellness Programs and disease management (DM) have a long-term impact on healthcare costs.

Many big companies that started Wellness Programs three to five years ago are showing savings in health, disability, and workers compensation costs. Small to mid-size companies are watching all this and wondering where to start with wellness.

Getting  upper-level management support and budget approval is among the challenges at the beginning of a Wellness Program. This is the case because Wellness Programs could be expensive, averaging $150-300 per employee per year in large corporations.

Most of the savings are not realized for a number of years. This long-term investing is hard for businesses on the move.

The key to success for Wellness Programs is to take a strategic approach. Here are ten steps to consider when beginning a Wellness Program.

1. Begin with  executive management. Without  executive management support, a wellness strategy can fall flat. Begin with the health of your executive team and discover your wellness champions at the top of the organization.

2. Analyze the problem. Look at your healthcare claims and analyze the trends. Which conditions are driving your medical, disability, and workers’ compensation claims and which are modifiable? What’s worked and what hasn’t as a result far? What’s the long-term impact of doing nothing?

3. Hold an initial wellness meeting. Invite your key stakeholders both inside and outside the company. Ask your broker to facilitate the meeting and invite key health vendors including health, disability, Staff Member Assistance Program (EAP), fitness, and occupational nursing.

Review claims and utilization data and identify key areas of concern. Look at current offerings and see how they are able to be tailored to the needs of the population.

4. Consider both healthful and unhealthful employees. Since 85 percent of claims are usually attributed to 15 percent of claimants, it’s essential to reach those with the most costly conditions while also reaching people  who are at risk for developing preventable diseases in the future.

Voluntary wellness programs such as lunchtime wellness seminars miss many of the individuals  who need them most. Consider programs that are population-wide or target intact workgroups. Wellness incentives help but don’t motivate everyone.

5. Be sure to set short-term goals for the wellness programs. Be sure to set some realistic short-term goals based on your key areas of concern. Are there any plan design changes that could have an immediate impact on spending? Are there some programmatic actions that could have immediate results?

6. Find out what staff members are thinking. Hold some focus groups to determine where individuals  are with wellness. What’s working? What isn’t? How much interest do individuals  have in the Wellness Programs? What obstacles and barriers are staff members experiencing when they try to change behavior?

7. Be certain you’ve a high-impact Employee Assistance Program (EAP). Your first wellness dollars should go into upgrading your Employee Assistance Program (EAP). A highly utilized Employee Assistance Program (EAP) can provide a foundation for all your future wellness activities.

A good Staff Member Assistance Program (EAP) is a trusted link to the hearts and minds of staff members. at no additional cost, the Staff Member Assistance Program (EAP) can provide needed follow-up coaching and personal attention for staff members who are working on modifiable health behaviors or involved in disease management programs.

Nutritionists, fitness, pregnancy, and stress management professionals are all part of a high-value Employee Assistance Program (EAP).

8. Be sure to set three to five year goals for health care savings and measure them. Get help from your broker and insurance carrier help you on long-term goals for your health, disability, and staff members compensation plans.

Establish program metrics that’ll help you to measure ROI. Go beyond participation rates, completion rates and program satisfaction. Measure changes in readiness, changes in behavior, and changes in risk factors. Establish rigorous methods to measure health care savings over the long term.

9. Be sure to set goals for organizational health. Consider the more intangible benefits of a wellness program and quantify them whenever possible. Include staff member turnover rates, cost of new hires, staff member morale, benefit satisfaction data, and corporation of choice issues in setting goals. Establish ways to measure success in these areas.

10. Add specifics to your short and long-term plan. Include a program strategy, a communication strategy, and an incentive strategy that’ll fit with your corporate culture. Focus on integration of related components along a health continuum with communications that are focused, simple, and human.

Establish a budget that includes key components such as consumer education, wellness, health risk (assessment|appraisal}s, and regular biometric screens.

Wellness Programs are critical to bettering the health of our nations. Most adults spend more of their waking hours at work than anywhere else, making it a excellent venue for promoting healthful habits.

The worksite organizational culture and environment are powerful influences on behavior and this needs to be put to use to assisting staff members to adopt a healthier lifestyle. Benefits to Wellness Programs include –  

• Weight reduction

• Improved fitness

• Increased stamina

• Lower levels of stress

• Increased well-being, self-image and self-esteem

Businesss can also benefit from Wellness Programs. According to recent research, corporations’ benefits are –

• Enhanced recruitment and retention of healthy employees

• Reduced health care costs

• Lowered rates of disease and injuries

• Decreased employee absenteeism

• Improved employee relations and morale

• Increased productivity

A U.S.  Department of Health and Human Services report revealed that at worksites with physical activity programs as components of their Wellness Programs have –

• Reduced healthcare costs by 20 to 55%

• Reduced short-term sick leave by six to 32%

• Increased productivity by two to 52%

Thanks to modern medicine, life expectancy for Americans has continually increased. How much we enjoy these additional years, nevertheless, depends greatly on how we’ve lived our lives.

If our quality of life is to remain high so that we can fully enjoy these additional years, we must practice good eating habits, be active and refrain from using tobacco products.

Wellness Programs are critical to bettering the health of our nations. Most adults spend more of their waking hours at work than anywhere else, making it a excellent venue for promoting healthful habits.

The worksite organizational culture and environment are powerful influences on behavior and this needs to be put to use to assisting staff members to adopt a healthier lifestyle. Benefits to Wellness Programs include –  

• Weight reduction

• Improved fitness

• Increased stamina

• Lower levels of stress

• Increased well-being, self-image and self-esteem

Businesss can also benefit from Wellness Programs. According to recent research, corporations’ benefits are –

• Enhanced recruitment and retention of healthy employees

• Reduced health care costs

• Lowered rates of disease and injuries

• Decreased employee absenteeism

• Improved employee relations and morale

• Increased productivity

A U.S.  Department of Health and Human Services report revealed that at worksites with physical activity programs as components of their Wellness Programs have –

• Reduced healthcare costs by 20 to 55%

• Reduced short-term sick leave by six to 32%

• Increased productivity by two to 52%

Thanks to modern medicine, life expectancy for Americans has continually increased. How much we enjoy these additional years, nevertheless, depends greatly on how we’ve lived our lives.

If our quality of life is to remain high so that we can fully enjoy these additional years, we must practice good eating habits, be active and refrain from using tobacco products.

Who needs Wellness Programs? When you work in an office or a jobsite or are a member of an organization who spends a considerable amount of time at work, you’ll benefit from a well-designed worker wellness program. Workers spend a minimum of about 200 hours a month at work – a considerable amount of time.

Furthermore, stress, distractions and the pressures of the job can take its toll on the worker, which makes it important that a wellness program is implemented.

Today, all across America, Canada, Europe and Asia, top corporate Wellness Programs are being used to help improve staff member conditions at work and reduce the cost of staff member health care.

Some of the top Wellness Programs currently in use today include –

Wellness Programs – Health Risk (Assessment|Appraisal}s (HRAs)

Health Risk (Assessment|Appraisal} is a top Wellness Program currently in use globally. Organizations that implement it determine the safety and health concerns of employees by the assessment of appropriateness of the facilities and equipment against the needs of the employees.

It can, for instance, guide the organization into deciding how much air quality within an office room affects the users and then help the assessment team to come up with the measures necessary to correct the problem.

An HRA can also evaluate the level of exposure staff members have to certain hazardous or hazardous materials and practices.

Wellness Programs – Immunizations.

This isn’t always practiced in every country since there are regions where government sponsored immunization shots are available. Notwithstanding, it’s also become an important component of the top Wellness Programs in many organizations in North America.

Immunization shots, like those used to combat flu, for example, are offered to staff members for free.

Worker Assistance Programs (EAPs)

Employee Assistance Programs (EAPs) consist of a broad variety of services. It can range from providing educational resources to staff members regarding health issues to sponsoring health services and medical care. In many corporations, medical and insurance have also become a staple part of their benefits system.

Weight Management Programs

This is another wellness program that organizations use, in particular those that offer in-house commissary or cafeteria services. Instead of serving richer, high-calorie fare, cafeterias offer choices for a healthier diet, normally in the form of low-calorie foods and sugar substitutes.

Employee Wellness Newsletters – Health Education Programs

One of the top Wellness Programs that organizations can begin is a self-powered tool using a newsletter to promote wellness, coupled with a visible campaign.

The campaign could  be done periodically and focus on a specific topic, such as use of tobacco hazards, cancer, stress, carpal tunnel syndrome, safety in the workplace, etc.

The newsletter in itself may be an effective means to deliver information to workers or members of an organization but it is far from perfect. Some workers, for instance, might not peruse the newsletter in its entirety or even pay attention to it.

When the issues outlined in the newsletter are promoted through an active and highly visible campaign, it will be easier to maximize positive results.

Fitness and Exercise Plans

Another top wellness program for organizations is one that involves physical activities. Businesses often sponsor exercise-related events such as marathons and business sports programs to encourage employees to remain fit or lose excess weight. In mid- to large-sized organizations, companies may even pay for fitness center memberships or in-house exercise facilities.

Wellness Program Incentives.

Some of the top Wellness Programs implemented by corporations involve incentive rewards. This involves company-sponsored programs that reward workers for achieving specific wellness objectives.

Participation in health campaigns and signing up for Wellness Programs are two of the most widely rewarded schemes. Rewards can range from special recognitions to points (for bigger rewards) to specific gifts. In a few cases, cash might also be used.

Nonetheless, incentive systems have had mixed reactions and levels of success. But it continues to be among the top choices among corporations who are willing to modify it in order to fit their unique needs.

Wellness Programs – Group Activities

In many organizations, companies take benefit of coworker pressure for encourage staff members to participate in Wellness Programs. This is currently one of the favorite staff member Wellness Programs currently in use today and growing in popularity.

Colleague pressure is often leveraged to help promote competitions referring to corporate wellness and to persuade staff members to be active in company-sponsored health fairs.

Who needs Wellness Programs? When you work in an office or a jobsite or are a member of an organization who spends a considerable amount of time at work, you’ll benefit from a well-designed worker wellness program. Workers spend a minimum of about 200 hours a month at work – a considerable amount of time.

Furthermore, stress, distractions and the pressures of the job can take its toll on the worker, which makes it important that a wellness program is implemented.

Today, all across America, Canada, Europe and Asia, top corporate Wellness Programs are being used to help improve staff member conditions at work and reduce the cost of staff member health care.

Some of the top Wellness Programs currently in use today include –

Wellness Programs – Health Risk (Assessment|Appraisal}s (HRAs)

Health Risk (Assessment|Appraisal} is a top Wellness Program currently in use globally. Organizations that implement it determine the safety and health concerns of employees by the assessment of appropriateness of the facilities and equipment against the needs of the employees.

It can, for instance, guide the organization into deciding how much air quality within an office room affects the users and then help the assessment team to come up with the measures necessary to correct the problem.

An HRA can also evaluate the level of exposure staff members have to certain hazardous or hazardous materials and practices.

Wellness Programs – Immunizations.

This isn’t always practiced in every country since there are regions where government sponsored immunization shots are available. Notwithstanding, it’s also become an important component of the top Wellness Programs in many organizations in North America.

Immunization shots, like those used to combat flu, for example, are offered to staff members for free.

Worker Assistance Programs (EAPs)

Employee Assistance Programs (EAPs) consist of a broad variety of services. It can range from providing educational resources to staff members regarding health issues to sponsoring health services and medical care. In many corporations, medical and insurance have also become a staple part of their benefits system.

Weight Management Programs

This is another wellness program that organizations use, in particular those that offer in-house commissary or cafeteria services. Instead of serving richer, high-calorie fare, cafeterias offer choices for a healthier diet, normally in the form of low-calorie foods and sugar substitutes.

Employee Wellness Newsletters – Health Education Programs

One of the top Wellness Programs that organizations can begin is a self-powered tool using a newsletter to promote wellness, coupled with a visible campaign.

The campaign could  be done periodically and focus on a specific topic, such as use of tobacco hazards, cancer, stress, carpal tunnel syndrome, safety in the workplace, etc.

The newsletter in itself may be an effective means to deliver information to workers or members of an organization but it is far from perfect. Some workers, for instance, might not peruse the newsletter in its entirety or even pay attention to it.

When the issues outlined in the newsletter are promoted through an active and highly visible campaign, it will be easier to maximize positive results.

Fitness and Exercise Plans

Another top wellness program for organizations is one that involves physical activities. Businesses often sponsor exercise-related events such as marathons and business sports programs to encourage employees to remain fit or lose excess weight. In mid- to large-sized organizations, companies may even pay for fitness center memberships or in-house exercise facilities.

Wellness Program Incentives.

Some of the top Wellness Programs implemented by corporations involve incentive rewards. This involves company-sponsored programs that reward workers for achieving specific wellness objectives.

Participation in health campaigns and signing up for Wellness Programs are two of the most widely rewarded schemes. Rewards can range from special recognitions to points (for bigger rewards) to specific gifts. In a few cases, cash might also be used.

Nonetheless, incentive systems have had mixed reactions and levels of success. But it continues to be among the top choices among corporations who are willing to modify it in order to fit their unique needs.

Wellness Programs – Group Activities

In many organizations, companies take benefit of coworker pressure for encourage staff members to participate in Wellness Programs. This is currently one of the favorite staff member Wellness Programs currently in use today and growing in popularity.

Colleague pressure is often leveraged to help promote competitions referring to corporate wellness and to persuade staff members to be active in company-sponsored health fairs.

Wellness programs at the corporate level are beneficial, right? Wellness statistics obviously show that such wellness programs are not only cost-effective to the organization but can assist the employee in developing a healthier lifestyle.

With the rising cost of health care, wellness programs simply make sense. So where does the problem come in? Let’s examine the topic from both perspectives.

Wellness Programs –  the Good

• A sampling of corporate returns on investment for wellness programs –  Bank of America –  600%; General Motors – 370%; Pepsico –  300%; Citibank –  465%; and the Washoe County School District leading the pack at a whopping 1,560%. (Campbell,J., Wellness Improvement Specialists, www.wellnessimprovementspecialists.com, Albuquerque, New Mexico.)

• Companies with wellness programs have realized a 28% reduction in sick leave, a 26% reduction in adjunctive health care costs and a 30% reduction in disability and employees compensation costs. (Health Affairs, Volume 21, No.2, March, 2002.)

• the Washoe county School District in Northern Nevada realized a $15.60 return on investment for every dollar spent due to a 20 percent reduction in absenteeism. (Hardy,A. (2005). at the Top of the Class. WELCOA’s Absolute Advantage Magazine, 5(1), 14-20.)

• Wellness programs provide the structure, encouragement, incentives and ongoing support that many individuals need in order to make lifestyle changes.

• Workers also realize returns on their efforts. FiServ, a financial services technology corporation, gave employees who filled out a health risk (assessment|appraisal} a meaningful discount on their health insurance premium. (Holland, Kelley, the New York Times, July 22, 2007.)

Wellness Programs –  the Bad

The flip side of the argument centers on basic human rights. Do we want/need our business to tell us to eat our veggies or lose 30 pounds? Some businesses are doing just that and at least one lawsuit has resulted because of it.

• Three hundred businesses have requested assistance from a national employment and labor law firm to institute more assertive wellness programs.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

• Clarian Health, based in Indianapolis, Will start reducing employee paychecks by $10.00 for every employee who has a BMI  of greater than 29.9 because not enough workers were utilizing their wellness services.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

• Scott Rodrigues filed a suit against his prospective employer, Scotts Miracle-Gro, because he believed the corporation’s antitobacco use policy violated his civil rights. the business has a policy against hiring workers who smoke and Mr. Rodrigues’drug screen was positive for nicotine.(Holland, Kelley, the New York Times,July 22,2007.)

• Employee advocates are concerned that health discrimination may not be covered below the American Citizens with Disabilities Act.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

Penalizing employees by hitting them hardest where it hurts the most,their pocketbook, does not appear to be a favorable approach to molding human behavior.

Such tactics may result in increased resentments and retaliation, mainly in the form of absenteeism and presenteeism (decreased productivity on the job.) Voluntary, incentive-based programs, such as the one in the Washoe County School District, can and do produce results.

A positive attitude on the part of management along with an opportunity for staff members to have a stake in the decision-making may yield the greatest dividends to both business and employee.

The motivation and resolve needed to change unhealthy lifestyle habits can best be derived from the basic tenets of encouragement, respect and support.

Wellness programs at the corporate level are beneficial, right? Wellness statistics obviously show that such wellness programs are not only cost-effective to the organization but can assist the employee in developing a healthier lifestyle.

With the rising cost of health care, wellness programs simply make sense. So where does the problem come in? Let’s examine the topic from both perspectives.

Wellness Programs –  the Good

• A sampling of corporate returns on investment for wellness programs –  Bank of America –  600%; General Motors – 370%; Pepsico –  300%; Citibank –  465%; and the Washoe County School District leading the pack at a whopping 1,560%. (Campbell,J., Wellness Improvement Specialists, www.wellnessimprovementspecialists.com, Albuquerque, New Mexico.)

• Companies with wellness programs have realized a 28% reduction in sick leave, a 26% reduction in adjunctive health care costs and a 30% reduction in disability and employees compensation costs. (Health Affairs, Volume 21, No.2, March, 2002.)

• the Washoe county School District in Northern Nevada realized a $15.60 return on investment for every dollar spent due to a 20 percent reduction in absenteeism. (Hardy,A. (2005). at the Top of the Class. WELCOA’s Absolute Advantage Magazine, 5(1), 14-20.)

• Wellness programs provide the structure, encouragement, incentives and ongoing support that many individuals need in order to make lifestyle changes.

• Workers also realize returns on their efforts. FiServ, a financial services technology corporation, gave employees who filled out a health risk (assessment|appraisal} a meaningful discount on their health insurance premium. (Holland, Kelley, the New York Times, July 22, 2007.)

Wellness Programs –  the Bad

The flip side of the argument centers on basic human rights. Do we want/need our business to tell us to eat our veggies or lose 30 pounds? Some businesses are doing just that and at least one lawsuit has resulted because of it.

• Three hundred businesses have requested assistance from a national employment and labor law firm to institute more assertive wellness programs.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

• Clarian Health, based in Indianapolis, Will start reducing employee paychecks by $10.00 for every employee who has a BMI  of greater than 29.9 because not enough workers were utilizing their wellness services.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

• Scott Rodrigues filed a suit against his prospective employer, Scotts Miracle-Gro, because he believed the corporation’s antitobacco use policy violated his civil rights. the business has a policy against hiring workers who smoke and Mr. Rodrigues’drug screen was positive for nicotine.(Holland, Kelley, the New York Times,July 22,2007.)

• Employee advocates are concerned that health discrimination may not be covered below the American Citizens with Disabilities Act.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)

Penalizing employees by hitting them hardest where it hurts the most,their pocketbook, does not appear to be a favorable approach to molding human behavior.

Such tactics may result in increased resentments and retaliation, mainly in the form of absenteeism and presenteeism (decreased productivity on the job.) Voluntary, incentive-based programs, such as the one in the Washoe County School District, can and do produce results.

A positive attitude on the part of management along with an opportunity for staff members to have a stake in the decision-making may yield the greatest dividends to both business and employee.

The motivation and resolve needed to change unhealthy lifestyle habits can best be derived from the basic tenets of encouragement, respect and support.