Keeping employees healthy - Business First of Buffalo:

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It’s been no surprise the health of U.S. workersd is on the The (www.cdc.gov/nchs) says 62 percent of adults are notphysicallt active, as of 2007, and only 24 percent are actived three to four times a week. For everyh dollar a company spends on healthand wellness, in two to five it could see another $3 to $4 in according to a 2005 study by the American Journal of Preventivde Medicine (www.ajpm-online.net). It makes sense: healthier employeexs could cost companies less in health careand worker’zs compensation claims, analysts say. And a healthier work force may also mean fewerd days lostto absenteeism. in Bethesda, Md.
, which employes 140, started its wellness initiatives by waiving the joining fee and offering a discounterd monthly rate for fitnessclub memberships. They decidedr to step it up a notch and give employeese 10 Weight Watchers meeting voucherseach year, and waivex the joining fee, as well as offering the diet program’zs online services for free up for a certain dollar The company’s employee assistance program is also at no cost to “They’ve been really appreciative of the programsw we have in place,” said Mary Ung, humahn resources partner at the company. Jessica Sheffield, a corporate wellness director with Brick Bodiesin Cockeysville, Md.
, says the key ingredienty to creating an effective wellness plan is upper management Having a vision for wellness, goales and objectives, as well as being able to providse a budget and methods of communication, all fall under uppe management’s responsibilities. • A written plan that detail allwellness goals, activities and • Data collection, which can include health risk screenings and employee feedback surveys; On-site exercise programs, weight managementf classes, subsidized health club team-based fitness challenges, stress managementy resources and smoking cessation • Evaluation of the programds and activities; and, • Collaboration with internak wellness resources and partnershipsx with third-party wellness providers.
Companiee also say realizing that not everyon e is going to join the first session or activity also keepsthe program’s expectations realistic. “The important thing is to not think you’re going to creatre the perfect wellness fair or program that willsolve everyone’s issues first time out of the said Barbara Girodo, director of humam resources and safety for the Kane Co. in Md. , which employs 500 full-timed workers, had its first wellness fair insprinb 2007. Girodo says the success of the fair has encouraged the companuy to plan for two fairsin 2009. Kane Co.
spendds about $30-$50 on each employee, and with aboug a 70 percent turnout at thewellnesz fairs, she said the companyt spends around $15,000 on a wellness fair. While it can be expensive, Girodo “when you think about medicall costs, that’s half the battle.” The fair includesd a 401(k) representative to talk to employeea about their retirement plans and worries in theailingh economy, diabetes representatives, medica insurance providers, and an employee assistance program provider to address family issue s and how to manage the work-lifed balance.
Because of the economy, some top programse that have been requested by employeesare anti-smokinh programs, mental health programs and curbiny drug costs. Especially in these economid times, workers are stressed in all aspectsof life, and considerint most of their time is spent in the it’s important to take responsibility for balancs in employees’ mental health, Girodo said. Cost-shifting strategies also provids opportunities for employees to make choices at the drug store that ultimately impact overall healthinsurance costs.