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	<title>Wellness Program Blog</title>
	<link>http://wellnessprogramblog.com</link>
	<description>The internet&#039;s leading wellness program and health promotion program information and resource website</description>
	<lastBuildDate>Wed, 28 Oct 2009 14:01:40 +0000</lastBuildDate>
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		<title>Motorola: Company Wellness  Case Study</title>
		<description><![CDATA[What began more than a decade ago as a pilot program in two locations, has now developed into a global initiative for Motorola. The company&#8217;s Company Wellness is run by the Global Rewards group consisting of more than 50 workers and funded by an annual grant. Programs are consistently assessed on their ability to deliver [...]]]></description>
		<link>http://wellnessprogramblog.com/motorola-company-wellness-case-study/</link>
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	<item>
		<title>Quantifying the Issue</title>
		<description><![CDATA[Obesity
Obesity, one of the fastest increasing epidemics in America, is the most prevalent health risk among workers. Obese people are at a greater risk for several chronic diseases such as congestive heart failure, type 2 diabetes, stroke and hypertension.
Facts:
• The prevalence of overweight and obesity has doubled since 1980.
• Two-thirds (66.3 percent) of the population [...]]]></description>
		<link>http://wellnessprogramblog.com/quantifying-the-issue/</link>
			</item>
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		<title>Why Company Wellness Programs are the Solution to the Health Care Crisis</title>
		<description><![CDATA[Increasing Health Care costs show no signs of slowing in the near future. Hewitt projects Health Care costs will jump another 9.9 percent in 2006, amounting to more than $11,000 per family (of which the company will absorb more than 60 percent of costs).  Greater than nine of 10 members of management see increasing Health [...]]]></description>
		<link>http://wellnessprogramblog.com/why-company-wellness-programs-are-the-solution-to-the-health-care-crisis/</link>
			</item>
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		<title>Engaging Workers in Company Wellness Programs</title>
		<description><![CDATA[Following cost, poor employee program engagement and inadequate talks and support are listed as the greatest challenges for employers administering any health benefi t program.22
By law, employers are required to explain any benefits or explicit conditions of employment to all workers – this is called “due process,” and it usually takes the form of a [...]]]></description>
		<link>http://wellnessprogramblog.com/engaging-workers-in-company-wellness-programs/</link>
			</item>
	<item>
		<title>Company Wellness  Local Considerations</title>
		<description><![CDATA[For many employers, a smoking ban would not even apply to all workers. That is because currently 30 states and the District of Columbia prevent employers from banning off-duty smoking.21 In Addition, 13 states prevent employers from banning alcohol use away from work. Only six states have broad statutes that prevent employers from prohibiting any [...]]]></description>
		<link>http://wellnessprogramblog.com/company-wellness-local-considerations/</link>
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		<title>Company Wellness Programs and Protected Classes</title>
		<description><![CDATA[Even in an at-will employment environment, people are still guarded from discrimination (including wrongful termination) by virtue of belonging to a protected class. Prior to starting a Company Wellness , employers need to be cognizant of the relevant legal restrictions and the potential affects these measures can have on benefi ts and employee behavior programs.
Title [...]]]></description>
		<link>http://wellnessprogramblog.com/company-wellness-programs-and-protected-classes/</link>
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	<item>
		<title>Company Wellness  Rules</title>
		<description><![CDATA[Unless specifically stated otherwise, most company-employee relationships in the U.S. are governed by the principle of at-will employment. Under this system a company, or the employee, can terminate the relationship without any required showing of cause. This at-will standard gives private employers substantial power in governing the behavior of workers. In this environment, employers can [...]]]></description>
		<link>http://wellnessprogramblog.com/company-wellness-rules/</link>
			</item>
	<item>
		<title>How to Establish a Company Wellness</title>
		<description><![CDATA[1. Undertake a utilization assessment – While employers cannot get health information on individual workers, insurance providers will supply employers with reports that detail patterns and rates of employee use for things such as physician visits, hospital stays and drug use. This information is essential for a company to set a benchmark of its current [...]]]></description>
		<link>http://wellnessprogramblog.com/how-to-establish-a-company-wellness/</link>
			</item>
	<item>
		<title>The Case for Company Wellness Programs</title>
		<description><![CDATA[Company Wellness Programs first became popular during the economic boom of the late 1980s and early 90s. Programs featured onsite gyms and massages, and were used as recruitment tools for young workers searching for nontraditional work environments. However, when the tech bubble burst, so too did the willingness to spend money on perceived perks, and [...]]]></description>
		<link>http://wellnessprogramblog.com/the-case-for-company-wellness-programs-2/</link>
			</item>
	<item>
		<title>Employee Engagement</title>
		<description><![CDATA[Employee Engagement is the level at which workers are aligned with and working toward company objectives. Employee Engagement is altered by a wide range of factors that comprise of internal talks, company structure, benefits and recognition.
Companies that have high levels of employee program engagement benefit from improved productivity, retention and achievement than peers with disengaged [...]]]></description>
		<link>http://wellnessprogramblog.com/employee-engagement/</link>
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