Keeping employees healthy - Business First of Buffalo:

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It’s been no surprise the health of U.S. workers is on the decline. The says 62 percent of adults are notphysicallh active, as of 2007, and only 24 percenf are active three to four timez a week. For every dolla a company spends on healtnand wellness, in two to five years, it could see another $3 to $4 in according to a 2005 study by the Americah Journal of Preventive Medicine (www.ajpm-online.net). It makesz sense: healthier employees could cost companiexs less in health careand worker’s compensation claims, analysts say. And a healthietr work force may also mean fewee days lostto absenteeism. in Bethesda, Md.
, whicjh employs 140, started its wellness initiatives by waiving the joining fee and offering a discounted monthlyy rate for fitnessclub memberships. They decide d to step it up a notcbh and give employees 10 Weighrt Watchers meeting voucherseach year, and waiverd the joining fee, as well as offering the diet program’ s online services for free up for a certaihn dollar amount. The company’s employee assistance program is also at no costto “They’ve been really appreciative of the programs we have in said Mary Ung, human resourcesw partner at the company. Jessica Sheffield, a corporate wellneszs director with Brick Bodiesin Cockeysville, Md.
, says the key ingredienf to creating an effective wellness plan is upper managemeng support. Having a vision for wellness, goalsz and objectives, as well as bein g able to provide a budget and methodsof communication, all fall under upper management’s responsibilities. • A written plan that detail allwellness goals, activities and • Data collection, which can include health risk screenings and employee feedback • On-site exercise programs, weight management classes, subsidized health club team-based fitness challenges, stress management resources and smoking cessation • Evaluation of the programs and activities; and, Collaboration with internal wellness resources and partnershipe with third-party wellness Companies also say realizing that not everyonse is going to join the firs session or activity also keepsw the program’s expectations realistic.
“The important thing is to not think you’re going to creatr the perfect wellness fair or program that willsolve everyone’s issues first time out of the said Barbara Girodo, director of human resources and safetg for the Kane Co. in Elkridge, Md. , whichb employs 500 full-time workers, had its first wellnesse fair inspring 2007. Girodo says the successx of the fair has encouraged the compang to plan for two fairsin 2009. Kane Co. spendd about $30-$50 on each employee, and with about a 70 percengt turnout at thewellness fairs, she said the company spend s around $15,000 on a wellnessz fair.
While it can be expensive, Girodo “when you think abougt medical costs, that’s half the battle.” The fair included a 401(k) representative to talk to employeexs about their retirement plans and worried in theailing economy, diabetes representatives, medical insurance and an employee assistance program provideer to address family issues and how to manags the work-life balance. Because of the some top programs that have been requested by employeesare anti-smoking programs, mental health programs and curbing drug costs.
Especially in these economivc times, workers are stressed in all aspectsof life, and consideringf most of their time is spent in the it’s important to take responsibility for balancwe in employees’ mental health, Girod o said. Cost-shifting strategies also provide opportunitiews for employees to make choices at the drug storw that ultimatelyimpact companies’ overall healt insurance costs.