make health & wellbeing work for your organization september 2011

Make health & wellbeing work for your organization

by Toronto Training and HR

September 2011

Contents3-4 Introduction to Toronto Training and HR5-6 Definition7-9 Return on investment10-12 Objectives of wellness programs13-15 Advantages of wellness programs16-19 Incentives20-22 Meaningful work and wellbeing23-24 Sleep25-28 Alcohol29-31 The heart of the matter32-37 Healthy workplace initiatives38-40 Benefits of on site fitness facilities41-43 Health and wellbeing framework44-47 US healthcare; the key changes48-49 Contributors of health and wellbeing50-51 Drill52-55 Case studies 56-57 Conclusion and questions

Introduction

Introduction to Toronto Training and HR

• Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden

• 10 years in banking• 10 years in training and human resources• Freelance practitioner since 2006• The core services provided by Toronto Training and HR

are:- Training course design- Training course delivery- Reducing costs- Saving time- Improving employee engagement &

morale- Services for job seekers

Definition

DefinitionPhysical healthPsychological healthSocial health

Presenteeism

Return on investment

Return on investment 1 of 2

PILLARS OF AN EFFECTIVE PROGRAMMultilevel leadershipAlignmentScope, relevance and qualityAccessibilityPartnershipsCommunications

Return on investment 2 of 2

METRICSEmployee metricsEmployee participationSatisfactionHealth-risk statusOrganizational metricsHealth careSafetyProductivityOrganizational culture

Objectives of wellness programs

Objectives of wellness programs 1 of 2

Attracting and retaining employeesComplying with legislationFulfilling social/community responsibilityFurthering organizational values/missionImproving worker productivity/reducingpresenteeismImproving workforce morale/engagementImproving workplace safety

Objectives of wellness programs 2 of 2

Maintaining work abilityPromoting corporate image or brandReducing employee absences due to sickness or disabilityReducing health care or insurance premium costsSupplementing government-provided health care

Advantages of wellness programs

Advantages of wellness programs 1 of 2

EMPLOYERSDecreased absenteeismReduced cost of health benefitsIncreased productivityBetter recruitmentReduced employee turnoverImproved corporate image

Advantages of wellness programs 2 of 2

EMPLOYEESReduced stressIncreased energyImproved overall healthReduced illness & risk of injuryHealthier familiesImproved morale

Incentives

Incentives 1 of 3

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

Incentives 2 of 3

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

Incentives 3 of 3

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

Meaningful work and wellbeing

Meaningful work and wellbeing 1 of 2

Meaningfulness of workMeaningfulness at workPositive and negative perceptionsIndicators of a person’s psychological statePsychological distress and wellbeingCommitmentOrganizational commitmentKey characteristics of meaningful workAvenues of action

Meaningful work and wellbeing 2 of 2

STRATEGIESPrimary levelSecondary levelTertiary level

What the manager can doWhat the employee can do

Sleep

Four stage cycleA deficit in sleep leads to a deficit in work performanceAvoid caffeineTry to nod off quicklyDarken the room completelySleep in a restful environmentExploit the power of power naps

Alcohol

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

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

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

The heart of the matter

The heart of the matter 1 of 2

RISK FACTORS THAT CAN BE CONTROLLEDHigh blood pressureHigh cholesterolSmokingDiabetesBeing overweightPhysical inactivityExcessive alcohol consumptionStress

The heart of the matter 2 of 2

RISK FACTORS THAT CANNOT BE CONTROLLEDAge GenderFamily historyEthnicity

Healthy workplace initiatives

Healthy workplace initiatives 1 of 5

POSITIVE ORGANIZATIONAL CULTUREConflict management trainingBullying awareness trainingLeadership development programsEmployee recognitionsAnnual awards ceremony


SAFE AND SUPPORTIVE WORK ENVIRONMENTProvide hand sanitizersTraining on lifting and handlingMonthly safety auditsErgonomic assessmentsSmoke-free propertyFund for employee crises


PROMOTE INDIVIDUAL HEALTHOn site fitness facilitiesDiscounted fitness facilities situated locallyShowersHealthy eating classesSmoking cessation clinicsWater coolersWeight WatchersNutrition month campaigns


LOW-COST IDEASEncouraging and supporting employees to get a flushotEncourage employees to wash their hands on aregular basisEncourage employees to use stairs instead ofelevatorsHold a 'biggest loser' contest where the person orteam that loses the most weight in a defined period wins a prize


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

Benefits of on site fitness facilities

Benefits of on site fitness facilities 1 of 2

Attract employees with a favourable attitude towards both work and healthReduce absenteeism and employee turnoverProduce an increase in productivityReduce healthcare costs

Benefits of on site fitness facilities 2 of 2

SPECIFIC FITNESS BENEFITSBody massBody fatAerobic power Muscle strength and enduranceFlexibilitySkinfolds and body fatCardiac risk factorsLife satisfaction and wellbeingIllness and injury

Health & wellbeing framework

Health & wellbeing framework

2 of 2PROGRAM MANAGEMENTWorkplace health risk managementIndividual health risk managementAttendance managementWorkplace wellbeingIndividual wellbeing

US healthcare; the key changes

US healthcare; the key changes 1 of 3

2010Tax credit given to small businesses to provide health coverage“High-risk” pool created to give adults with pre-existing conditions affordable coverageInsurance companies forced to allow children with pre-existing conditions coverage, no longer drop individuals from coverage once they become sick, remove lifetime and annual limits on individual coverageAdult children up to the age of 26 to be automatically covered by their parents’ plan


2011-13Drug manufacturers required to provide a 50% discount on brand-name drugsIndividual states begin to offer home care for disabled residents covered by Medicaid

2014Exchanges open, allowing individuals an easy one-stop shop to buy insuranceEmployees with 50 employees or more face a $2000 fine per employee for not providing health coverage


2014Individual mandate begins; people are required to have insurance or pay a fine-government subsidies are available on an incremental scale to individuals depending on incomeEmployers allowed to increase financial incentives for employees to meet wellness standards through internal programs

2015-2018Final stages include an excise tax for some employer-paid plans, and bonuses change for medical professionals

Contributors of health and wellbeing

Contributors of health and wellbeing

Physical and mental healthWork-life balanceSocial and community vitalityCultural vitalityMaterial standardsQuality of governanceEnvironmental vitality

Case study A

Case study B

Conclusion & Questions

Conclusion

SummaryQuestions

make health & wellbeing work for your organization september 2011

Business

specialist training

hrtoronto training

training course delivery

training course design

health wellbeing work

contributors of health

banking10 years

meaningful work