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 The (www.cdc.gov/nchs) says 62 percent of adults are notphysically active, as of 2007, and only 24 percentr are active three to four times a For every dollar a companty spends on health and in two to five years, it coul see another $3 to $4 in according to a 2005 study by the Americah Journal of Preventive Medicine (www.ajpm-online.net). It maked sense: healthier employees could cost companie s less in health careand worker’s compensation claims, analystsz say. And a healthier work forcwe may also mean fewer days lostto absenteeism. in Md.
, which employs 140, started its wellneses initiatives by waiving the joining fee and offering a discounte d monthly rate for fitnessclub memberships. They decideds to step it up a notcgh and give employees 10 Weight Watchersx meeting voucherseach year, and waived the joining fee, as well as offering the diet program’s online services for free up for a certainb dollar amount. The company’s employee assistancer program is also at no costto “They’ve been really appreciatives of the programs we have in said Mary Ung, human resources partner at the Jessica Sheffield, a corporate wellnese director with Brick Bodies in Md.
, says the key ingredient to creatingb an effective wellness plan is upper managementr support. Having a vision for wellness, goald and objectives, as well as beingy able to provide a budget and methods of all fall underupper management’d responsibilities. • A writtehn plan that details allwellness goals, activities and outcomes; Data collection, which can include health risk assessments, screenings and employee feedback surveys; On-site exercise programs, weight management classes, subsidizeds health club memberships, team-based fitness challenges, stressw management resources and smoking cessation programs; • Evaluation of the programz and activities; and, • Collaboration with internal wellness resourcews and partnerships with third-party wellness providers.
Companies also say realizing that not everyone is goinh to join the first session or activityh also keepsthe program’s expectations realistic. “Thw important thing is to not thinl you’re going to create the perfecr wellness fair or program that willsolve everyone’x issues first time out of the box,” said Barbars Girodo, director of human resources and safety for the Kane Co. in Md. , which employs 500 full-time workers, had its first wellnesw fair inspring 2007. Girodo says the success of the fair has encouraged the company to plan for two fairasin 2009. Kane Co.
spends about $30-$50 on each and with about a 70 percenf turnout at thewellness fairs, she said the company spend around $15,000 on a wellness While it can be Girodo said, “when you think about medical that’s half the The fair included a 401(k) representative to talk to employeesw about their retirement plans and worries in the ailinvg economy, diabetes representatives, medical insurance providers, and an employee assistancd program provider 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 healt programs and curbing drug costs.
Especiallh in these economic workers are stressed in all aspectxof life, and considerinb most of their time is spenft in the office, it’s importany to take responsibility for balance in employees’ mental health, Girodo said. Cost-shifting strategies also providee opportunities for employees to make choices at the drug storwe that ultimately impact overall healthinsurance