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Sick and Tired of Employees Being Sick and Tired?. Profiting from Worksite Wellness February 20, 2013. The Wellness Iceberg. Why Should I Care, Rebecca?. Uncle Sam Says So. Your Bottom L ine I s A t Stake. - PowerPoint PPT Presentation


Sick and Tired of Employees Being Sick and Tired?

Sick and Tired of Employees Being Sick and Tired?Profiting from Worksite Wellness

February 20, 2013

1The Wellness Iceberg

Impact of Employee Health2Why Should I Care, Rebecca?

Uncle Sam Says So

The ACA is attempting to empower individuals to become more invested and take ownership for their own wellness. Employers are being engaged in this process by offering health insurance to employees and utilizing the benefits design options for wellness programs (i.e. incentives, etc)

How health care reform will drive a culture of wellness 3% of US health care budget is currently spent on prevention; 75% of spending is on preventable health conditionsHealth expenditures per capita compared to other countries, U.S. is #1 in expenditures, #37 in health. Half of U.S. expenditures are spent on 5% of the population (chronic disease care).Employer Mandate play or pay requirement, small business subsidy; large business (> 50 FTE) must offer coverage to employees penalty if dont; small business optional, but recommended to offer for competitive recruiting; penalty: first 30 employees are free, then $2000 per full-time employee (those working at least 30 hours a week) Worksite Wellness ceiling lifted for incentives & penalties to encourage participation in wellness programs; incentives & penalties for participation & biometric measures4Your Bottom Line Is At StakeDuring 20002004, cigarette smoking was estimated to be responsible for $193 billion ($96 billion in direct medical cost and $96.8 billion in lost productivity) in annual health-related economic losses in the United States

Sedentary employees incur $250 more in annual health care costs than moderately active (1-2 times/wk) and very active (3 + times/wk) employees

Obese employees (BMI > 35) have 4.2% higher health-related productivity loss, equal to $506 per employee per year. Medical costs paid for obese individuals $1,429 higher annually than for normal weight.Centers for Disease Control and Prevention. Smoking-Attributable Mortality, Years of Potential Life Lost, and Productivity Losses United States, 20002004. Morbidity and Mortality Weekly Report 2008;57(45):12268 [accessed 2011 Mar 11].

Feifei Wang, Tim McDonald, Laura Champagne, Dee W. Edington. Relationship of Body Mass Index and Physical Activity to Health Care Costs Among Employees. J. Occup Environ Med. 2004; 46(5): 428-436.

*Gates DM, Succop P, Brehm BJ, Gillespie GL, Sommers BD. Obesity and presenteeism: the impact of body mass index on workplace productivity. J Occup Environ Med. 2008;50(1):39-45.

**Finkelstein EA, Trogdon JG, Cohen JW, Dietz W. Annual medical spending attributable to obesity: payer- and service-specific estimates. Health Affairs. 2009;28(5):w822-831.

Source: Future Workforce is in Jeopardy

The future workforce is in jeopardy. If 27% of current military applicants dont qualify for service based on weight and wellness measures, what does that say about your future employees?

In Idaho, between 10-15% of children aged 2-4 years old are obese, ~25% overweight and obese. By the time they are in third grade, 29% of 3rd grade students are overweight or obese. In 2011, 62% of Idaho adults were overweight or obese.

The current generation of children is the first who will not have as long of a lifespan as their parents.6It Takes A Village

Strong evidence exists for the effectiveness of worksite health programs to positively impact the following: Tobacco use* High blood pressure* High blood cholesterol* Days absent due to illness or disability* Dietary fat intake* Psychosocial work factors which are known to cause or exacerbate chronic disease and musculoskeletal disorders** Musculoskeletal disorders including low back, neck, and shoulders**

*Task Force Comm. Prev. Serv. 2007. Proceedings of the Task Force Meeting: Worksite Reviews. **Gilbert-Ouimet M, Brisson C, Vezina M, Trudel L, Bourbonnais R, Masse B, et al. Intervention Study on Psychosocial Work Factors and Mental Health and Musculoskeletal Outcomes. HealthcarePapers, 2011;(Sp)Vol. 11; 47-66. Source:

7Objective: Identify one thing you can take back to your work site and implement to impact the health of your employees- today.The Spectrum of Wellness

While a comprehensive wellness program that includes benefit design, programming, policies and environmental changes is the most effective way to see sustainable change in employee behavior and to create a culture of wellness, there are individual components that even the smallest work site can consider implementing now. There are a variety of options available to HR directors and employers to start cultivating a culture of wellness.9Benefit DesignHealth-Contingent ProgramsInsurance Incentives and Tobacco SurchargePremium DifferentialsReduced Deductibles*Must meet 5 ACA Requirements

Participatory ProgramsDiscounted Fitness Club MembershipsReduced Cost Weight Loss Programs

Preventive ServicesMental Health Services, EAPTobacco Cessation DiscountsSick Leave, FMLA Utilization

According to the ACA, there are two kinds of wellness programs employers can utilize in their benefit design: health-contingent and participatory.Health-Contingent Programs require employees to meet certain health requirements or behaviors to qualify for incentives, or to be administered surcharges for tobacco use. Health-Contingent Programs must meet 5 standards: 1. Reasonably Designed- reasonable chance to promote health, prevent disease and not be overly burdensome 2. Limit on Reward- increased from 20% to 30% with opportunity to increase to 50% 3. Reasonable Alternative 4. Opportunity to Quality for the Reward- must have at least one opportunity per year 5. Notice- plan materials must disclose the opportunity for an alternative

Participatory Programs are made available to all similarly situated individuals and that either do not provide a reward or do not include any conditions for obtaining a reward that are based on an individual satisfying a standard that is related to a health factor.

Premium differentials include discounts and reimbursements for meeting specific health outcomes, and surcharges/penalty payments for tobacco users

**Penalties for tobacco use is not currently a recommended practice for reducing tobacco use by the American Lung Association. Other policies and practices such as providing on site cessation classes and discounts for cessation resources have been shown to be effective quit methods.

Its no good if they dont know about it- Educate employees on a regular basis on their current wellness benefits. Include employee feedback in discussions when negotiating for new benefit designs.

Talk to your insurance provider about package programs they may offer i.e. Blue Cross of Idahos Healthy Measures program with discounts for outcomes10PoliciesTobacco-Free WorkplaceE-Cigarettes and Vaporizers Nicotine or Tobacco-Free Hiring

Healthy MeetingsVending and Beverage Machine StandardsNutrition Standards for Cafeterias and On-Site Food VendorsBreastfeedingTime and Space

Flexible Schedules/Work Release Time

Sustainable- sticky

Nicotine Free- completely through the quit process- no NRT- assessed through testingTobacco Free- not using tobacco products, but may self report and may still be using NRT11Environmental ChangesFood EnvironmentHealthy Vending, Lunch, Snack OptionsGardensNon-Food Rewards and Recognition

Opportunities For Physical ActivityStairwell Lighting and SignageBike RacksShower and Locker FacilitiesWalking Paths, MapsWorkout EquipmentStability Balls, Standing Work StationsWalking Meetings

Tobacco-Free Workplace

Make the healthy choice the easy choice for employees by modifying the environment people work in. 12ProgramsWellness Coordinator or Committee

Group Activities and CompetitionsWeight Loss or Walking ChallengesOn Site Exercise ClassesCompany Teams in Health EventsWalking Club

EducationEducational CampaignsNewsletters, Weekly/Monthly EmailsEvent Bulletin Board with Healthy TipsBrown Bag LunchesScreeningsHealth CoachingTobacco Cessation ClassesChronic Disease Self-Management Classes

Participation- Work to get people on board. Promote, promote, promote. Incentives- Always offer these last, and make sure they are tied to a healthy behavior. People like money, time off, recognition and prizes.Individual and Team ChallengesCampaigns: February- Heart Health MonthMarch-National Nutrition MonthMay in MotionWalk 150- BoiseNovember- Great American Smokeout

13SMALL GROUP ACTIVITYAs a group, list the top three challenges to your current worksite wellness program, or the top three barriers to adopting a worksite wellness program if your organization does not already have one.

Give the groups 10 minutes to discussEach table select a recorder and a reporterHave each group report out- Joanne will go around with microphone to each tableRebecca will write them on a sticky pad to address

We have attempted to predict the top three barriers lets see how we did14MoneyDemonstrating the Return on Investment

Health Care CostsAbsenteeism

Although some comprehensive worksite wellness program have yielded as much as a $3 to $6 return on each $1 invested, it usually takes three to five years to realize these savings. An analysis of 22 large-employer studies showed significant positive impacts on healthcare costs and absenteeism: Employee healthcare costs were reduced $3.27 for every $1 spent on comprehens


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