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Motorola: Company Wellness Case Study

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’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 a positive return on investment and benefit the collective Motorola community. central, the program reaches more than 30,000 workers, family members and retirees.

Company Wellness  Features:

• The company provides no cost membership for active workers to Wellness Centers located at 8 United States locations (retirees pay a small fee).
• Workers at locations without a Wellness Center receive $240 to help cover the cost of a membership at a qualifying fitness center.
• In 2003, the company provided flu immunizations to more than 11,000 workers, dependents and retirees at 70 onsite locations.
• Motorola holds hundreds of health education classes each year for workers.

Company Wellness  Determinations:

• Among workers who regularly used onsite Motorola Wellness Centers or an alternate fitness center the company saved $3.93 for every $1 it spent, according to data from 2000.
• Participating workers cost $6.5 million dollars less in lifestyle-related medical expenses than non-participants.
• Company Wellness  participants experienced annual Health Care cost rises of 2.5 percent, compared to 18 percent rises for non-participants.


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Company Wellness Local Considerations

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 lawful behavior. Michigan is the only state that expressly prohibits discrimination on the basis of weight, however the cities of San Francisco and Santa Cruz, Calif., also have this provision (San Francisco makes exceptions for police offi cers, fi refi ghters and the San Francisco 49ers football team). When designing Company Wellness Programs, employers ought to keep in mind local statutes as well as established common law.

Savings of Voluntary Company Wellness  = (number of participants x savings per participant) – (cost of program)
Savings of Incentive-based Company Wellness  = (number of participants x savings per participant) – (cost of program + cost of incentives/rewards)
Savings of Mandatory Company Wellness = (number of participants x savings per participant) – (cost of program + cost of policy-related turnover + cost of limited talent pool)

Constructing Company Wellness  policies in a company that employs unionized workers can pose unique challenges. Company Wellness Programs may be perceived by some unions as a condition of employment and therefore would be subject to collective bargaining between the parties. However this circumstance can represent an opportunity for both groups, as a policy agreed upon between union leadership and management is likely to be received more favorably by workers. The United Auto Workers and General Motors worked together to create and position a joint Company Wellness which has successfully reached more than 800,000 participants. (See Case Studies, UAWGeneral Motors LifeSteps Company Wellness , p.21).

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Company Wellness Programs and Protected Classes

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 VII of the Civil Rights Act of 1964 – Prohibits employment discrimination based on race, color, religion, sex or national origin.

This means that standards and offerings need to be applied equally (or possibly proportionally) to all protected classes. In other words, if a company is offering access to gyms, it ought to be sure that men and women have equal access to facilities. Companies ought to also consider whether a person who may live in areas heavily populated by one race, religion or ethnicity also have access to facilities and programs. The easiest way to address this concern is to supply onsite Company Wellness Programs whenever possible. This not only ensures equal access, but according to Northwestern Memorial’s Krivy, also increases participation.

Companies must also be aware that particular health issues may disproportionately affect protected classes. Health Risk Assessments and any incentives/rewards put in place may must be customized to account for non-lifestyle related differences.

The Equal Pay Act of 1963 (EPA) – Protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination. Benefits, incentives/rewards and programs need to be applied equally to men and women. A company cannot set a weight goal for men and not for women, although a company can set health parameters by work function. The Age Discrimination in Employment Act of 1967 (ADEA) – Protects people who are 40 years of age or older from discrimination based on age.

Policies not only need to be available to people of all ages, but program objectives, restrictions and incentives/rewards need to be designed with age appropriateness. While older workers (or retirees and dependents) may inherently pose a higher health risk, their conduct ought to be assessed in terms of demographically appropriate measures.

Title I and Title V of the American citizens with Disabilities Act of 1990 (ADA) – Prohibits employment discrimination against qualified people with disabilities in the private sector, and in state and local governments. Similar to other workplace offerings, any Company Wellness Programs, such as a fitness center or health clinic, would have to make reasonable accommodations for workers with disabilities.

One area of equivocation is whether obese workers qualify as disabled. The concern is complicated because obesity is caused by several factors (genetics, environment, behavior), some of which may be out of the employee’s control. Generally, for workers to qualify for disability based on obesity, the condition must signifi cantly impair their physical or mental ability to perform their job. This determination would need to be made by a qualifi ed physician. Although this label may affect the types of incentives/rewards and program requirements provided, it likely would not affect the central implementation of behavioral-focused initiatives.

Civil Rights Act of 1991 – Provides monetary damages in cases of intentional employment discrimination.

This legislation allows people to sue employers for improper treatment. Compensation can be in the form of actual damages such as lost or expected wages, compensatory damages for a circumstance that causes public embarrassment, or even punitive damages meant to send a message to a company for egregious or habitual violations.

While these laws govern all company activities, there are even more stringent restrictions with regard to Health Care issues. Most policies, communications and data collection regarding employee health are governed by the Health Insurance Portability and Accountability Act of 1996 (HIPAA). Under HIPAA employers cannot deny eligibility for benefits or charge a higher premium on the basis of:

• Health status
• Health condition (including both physical and mental ailments)
• Claims experience
• Receipt of medical care
• Health history
• Genetic information
• Evidence of insurability (comprises activities such as riding a motorcycle, skiing, snowmobiling and other similar pursuits)
• Disability

However, because wellness programs may not involve medical treatment or be insurance related, and may instead be confined to behavioral initiatives, HIPAA’s nondiscrimination provisions do not totally apply. To address this, in 2001 the United States Department of Labor, the Internal Revenue Service and the United States Department of Health and Human Services jointly issued a proposed regulation to help clarify the lawful provisions of a “bona fi de Wellness Program” in the context of HIPAA’s existing language (See Box p. 14). Although the regulation is not yet final, employers that comply with the measure will be viewed by the government as making a good-faith effort to avoid discrimination in wellness programs.

Complete Company Wellness Programs are still relatively new to corporate America and the legal implications of implementation and enforcement are not totally known. By their very nature, these programs potentially expose employers to discrimination lawsuits, disengaged workers and detrimental public relations. However, employers that make a good-faith effort to comply with current Health Care-related laws, discover ways to involve workers, and communicate strategically, will be able to minimize these risks while finding plenty of room to develop a creative and effective Company Wellness .

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Company Wellness Rules

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 Finding Wealth Through Wellness 10 creatively design Company Wellness Programs based upon their specifi c corporate culture. Company Wellness Programs generally take three main forms:

Voluntary Company Wellness Programs – The most popular form of employee Company Wellness , in most cases they are made available to workers but participation (or lack thereof) is not linked to any type of consequence. Due to ineffective communication, often workers are either unaware of these offerings or confuse them with insurance-based healthcare. Incentive-based – Company Wellness Programs based on incentives reward workers for participation in Company Wellness  activities. Incentives usually comprise decreased Health Care premiums, gym membership or customized support offerings. In these programs, employees’ behavior can be linked to a particular reward.

Mandatory Company Wellness Programs – Some employers require, or ban, certain health-related conduct. These can take the form of mandatory Health Risk Assessments for workers and limitations on smoking or alcohol use. While mandating behavior is an effective method to eliminate high-risk behavior, the cost savings must be gauged against the potential message sent to existing and prospective workers. Given that workers are already under various levels of scrutiny in the workplace, individuals may resist attempts by employers to regulate off-duty conduct. In Addition, some workers may fi nd it diffi cult to comply, forcing employers into the uncomfortable circumstance of punishing an otherwise productive employee.

In the short-term a mandate-based Company Wellness  can drive to an increase in turnover, as workers either choose to leave or are fi red for noncompliance. In the long-term, the policy may prevent the company from hiring an otherwise qualifi ed applicant, or may serve as a deterrent for individuals considering the company. Limits in recruiting, for instance, led CNN to rescind a 13-year ban on hiring smokers.18

Companies need to make sure that Company Wellness Programs are aligned with the values and culture that drive company operations. If a company emphasizes trust and individual responsibility, then a mandate-based program will likely cause more dissension than it would in a company that already heavily regulates company conduct. Moreover, a work environment with a big disengaged population will likely have poor participation in a voluntarybased program. When calculating cost savings, employers need to take a wider view and consider the effects on long-term employee program engagement.

In 2005, Michigan-based insurance benefits provider Weyco instituted a smoking ban for all of its nearly 200 workers. Workers are subject to random testing and if they fail a mandatory breathalyzer test, they will be fi red. It is believed that Weyco is the first company to use testing to enforce a smoking ban – most employers ask workers to self-report behavior. Four workers (more than 2 percent of the total crew) left Weyco as a result of the policy. A year prior to the ban the company implemented a $50 smoking fee, which would be waived if a employee passed a nicotine test or agreed to take a smokingcessation class. Weyco’s president Howard Weyers reported that 20 workers quit smoking through this program.20 Workers were told they had one year before the total ban would go into effect. Under the new Company Wellness , Weyco does offer $35 a month for workers who want to use a fi tness center and another $65 a month for workers who meet fitness objectives.

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Employee Engagement

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 workers.  Levels of engagement among workers in the U.S. have been declining over the past several years as individuals have become disillusioned with the treatment of workers by employers. The inability to involve workers is one of the reasons why, despite steady rises in hours worked, America lags behind several other nations in terms of employee productivity per hours worked.

Company Wellness Programs may increase employee program engagement in several ways. First, when communicated properly, they show to workers that the company cares about their wellness. This can improve retention and turnover as well as supply a greater discretionary effort from workers. During a period of significant downsizing, Motorola found more of an interest in its Company Wellness Programs as managers recognized the value of providing for the health and wellness of workers.

In addition, the health improvements will lower absenteeism and presenteeism (when workers continue to work despite decreased productivity), allowing for more time spent at full productivity. Lastly, healthier workers are more likely to have increased morale, which translates into a more enjoyable and more effective work environment.

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What are Company Wellness Programs?

The President’s Council on Physical Fitness and Sports defines wellness as “a multidimensional state of being describing the existence of positive health in an individual as exemplified by quality of life and a sense of wellness.” Wellness looks beyond the current guide of treating disease and focuses on preventive conduct and healthier lifestyles. Company Wellness Programs, also usually referred to as Company Wellness Programs, serve as a complement to existing insurance-based health benefit programs and can take many forms and address a myriad different potential health conditions. They are a powerful strategy to promote positive lifestyle changes that can result in significant cost savings for employers.

Examples of potential elements of a Company Wellness  comprise of:

Health Risk Assessments / Employee Wellness Screenings – Health Risk Assessments (aka Health Risk Appraisals), evaluate the most prevalent lifestyle-related risks of an individual. HRAs often comprise of screenings for Blood Pressure (BP), cholesterol, glucose levels and other health indicators. These analyses supply valuable benchmarking measures that ideally will allow workers to prevent or decrease their risk of illnesses. Finding Wealth Through Wellness, As noted by Kathryn Krivy, director of Northwestern Memorial Hospital’s Wellness Institute in Chicago, “Medically based Health Risk Assessments are a necessity because in order to affect change in your company, you need to know what the problems are, and you just do not know until you get the data.”

Physical Activity and Weight Management – One of the most popular Company Wellness Programs is for employers to supply access to a fitness center, often onsite. Other potential measures include offering healthier vending machines and cafeteria options, weight management support groups and fitness challenge programs. Some employers, like hospital group Baptist Health South Florida, will even pay for workers to attend weight-loss classes such as Weight Watchers.

Awareness and Education Programs – Most  employers have events approaching the benefits of nutrition, safety or physical fitness, among other topics. Other options are to host a health fair or conduct a disease-awareness campaign.

Behavior Modification – This covers issues like smoking, wearing seat belts, and alcohol use. While many employers will supply assistance for workers looking to modify behavior, some employers, like medical benefits administrator Weyco, Inc., mandate modifications, such as quitting smoking, as a condition of employment.

Alternative Treatments – Other Company Wellness Programs can comprise of absorbing some or all of the costs for massages, stress-reduction activities like yoga or even herbal medicines.

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Planning Business Fitness Programs and Company Wellness Programs – A Grand Scheme

Planning company fitness and Company Wellness Programs is not about starting a grand scheme that is so complicated it is underutilized.

Company Wellness Programs are about starting an environment that encourages fitness and active living. The program ought to be accessible and make sense to the people it is directed at throughout the day.

The outcomes will be a plan that gives plenty of opportunity for exercise, teaches proper diet and stays current on health problems productive to the workers.

The outcomes will be a plan that gives plenty of opportunity for exercise, teaches proper nutrition and stays current on health problems productive to the workers.

Planning Business Fitness Programs and Company Wellness Programs – Making a Proposition

Planning company fitness and Company Wellness Programs means understanding there are many directions the program can take. For starters, it must be of interest to workers at all echelons.

The company’s proposal to the employee is this: you take better care of yourselves and we will help you accomplish your goal. To be effective, the Company Wellness  must be pervasive.

In other words, it must address the needs of the top executives as well as the warehouse workers. The variety of jobs within a company usually indicate wide differences in stress and strain levels on the body and differences in mental and emotional stress.

The program must also take into account employee habits at work and at home. A company with a company fitness and Company Wellness  in place sends the message to its workers and customers is that the company takes health seriously.

Planning company fitness and Company Wellness Programs involves determining the types of activities that will be most effective for the circumstance.

Every company will need a different plan. A company fitness plan can comprise of a lot more than just an fitness program and dietary planning.

It can offer real opportunity to improve the entire company environment. A Company Wellness  can comprise of the following:
• Health intervention for existing health problems
• Recreational programs that engage workers and their families
• Ergonomics to decrease work strain and resulting injuries
• Specialized programs that target workers with physical conditions interfering with work achievement
• Discussing health and fitness problems related to an aging work force
• Beginning physical activity programs specifically designed to increase employee work-specific strength

The benefits of carefully coordinating company fitness and Company Wellness Programs are obvious. Workers get access to the physical activity program either worksite or through company membership at the gym.

Planning company fitness and Company Wellness Programs means including those components important to great health.
• Meal coordinating and sound nutrition choices
• Courses instructing on the food pyramid and how the body processes nutrients
• Instruction on exercising safely
• Weight loss and weight management

The benefits for the company are endless.
• Savings on Health Care costs
• Less employee sick days
• Workers with a sense of health fitness
• Reduceincidences of chronic ailments
• Attracts new workers dedicated to fitness

Planning Business Fitness Programs and Company Wellness Programs – Closing the Deal

Starting and coordinating company fitness and Company Wellness Programs nets big benefits for workers and the company.
workers are happier, feel better, are more satisfied with their work, are healthier and have more vitality.
Stress is decreased which positively effects the attitudes of workers, decreases injuries and makes workers more constructive.
Closing the deal on a physical activity program means the company and workers sign on the dotted line of health. Do not let Health Care care costs continue to rise. Begin now coordinating company fitness and Company Wellness Programs.

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Company Wellness Programs

Business health and fitness are not just words to be spouted so people think the company cares about its workers. Health and fitness are valuable concepts that are just as essential to a company as finance and sales.

That’s because the health of its workers is one of the big determinants of the health of the company. Business workers work long and hard hours and sometimes the price they pay becomes an unhealthy lifestyle.

A caring company does not want its workers to be worried with countless weighty health problems. A Company Wellness  is a merger of an workers desire to fit exercise into a busy schedule and a company’s desire for a active work force.

It’s a takeover of poor health affecting company production.

Company Wellness Programs – Benefits

Bearer bonds are owned by whoever has them in hand. Their value to the person who carries them is realized by ownership. Health operates under the same concept.

An employee and the company must take ownership of the Company Wellness  concept. A company has many options as to how it implements a health and Company Wellness Programs.

• A professional company writes a company specific fitness plan
• A Company Wellness  professional and the company jointly create a fitness plan
• An internet based fitness professional can be utilized
• A personal trainer at a gym develops a company program
• Business can create its own plan without assistance from outside professionals.

A Company Wellness  may center around a program at a fitness center. It can also be based at the workplace itself, making it easily accessible to workers.

Utilizing a professional provides means the company gets knowledge based assistance in evaluating workers. Each employee gets an evaluation of basic health status. Customized fitness plans are instituted and progress is monitored.

A qualified professional can be available at the fitness center, or visit worksite as schedules. Some employers hire a fitness professional to work directly with workers on an ongoing basis at the workplace. Other employers pay for the services of a trainer at the nearest fitness center.

The company health and Company Wellness Programs vary. A company may institute a fitness plan that includes workers and their families by paying for family membership at the fitness center.

The advantages of this plan is that the whole family can use the gym, which encourages participation. Most  employers pay for the entire cost of the Company Wellness  at a gym.

Some employers pay a portion while the employee must pay the difference. Others only pay part and the employee pays the balance. Some company fitness plans are multi-layered and offer a wide range of exercise classes and seminars on diet.

There are group activities and daily tips for working on health. Some plans are very simple in that most of the internal Company Wellness  is mostly information. All exercise is done outside the company at the gym.

It doesn’t matter what form the plan takes. The point is that a Company Wellness  is valuable for the success of the company and the health of the workers. Taking care of its most valuable assets, the workers, only makes sense.

Company Wellness Programs – Like Stock Options?

Companies offer stock options, whereby workers can buy stock in the company. It is another form of ownership. Workers have many options when it comes to fitness.

Their health needs, genetics, work environment and current physical condition all play into the structure of the Company Wellness . It is up to the company to offer a program that involves all workers so that maximum rewards are realized on both sides.

In other words, workers have plenty of options and the company realizes real dollar savings through a healthier crew.

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Business Exercise Program

Business Exercise Program – Group Effort

Companies are expected to be socially responsible in today’s world. It used to be workers had few amenities, because the company didn’t see any benefit to the company.

Times have changed drastically. Companies now be aware of that the health of its employee workforce is indicative of the health of the company itself. The company physical activity program was introduced to encourage active employee lifestyles, even while at work.

Half The Time

Stress is a huge factor in how we control a heavy workload. Stress impacts our physical and mental wellness. It even generates a chemical that is processed into fat by our bodies. A company physical activity program uses exercise and health information to teach workers how to stay physically fit.

When fit, the body and mind is much better able to control stress. Stress has a lot of side effects. It can cause inattention, sickness and high Blood Pressure (BP). These effects in turn cost the company a lot of money in absenteeism, poor productivity and higher medical care costs.

A company physical activity program makes fitness a priority in the company among its workers. In return, a physical activity program provides many rewards to the company.

• Improved productivity because of improvements in health
• Improved employee concentration due to minimization of stress effects
• General increased morale
• Diminished absenteeism

You usually hear people who are under a lot of stress say, “I do not know why I did that” when they make a mistake. The truth is they probably really do not be aware of that their concentration is misdirected because of stress.

I Want to Participate

A company physical activity program can take many forms.

• Exercise Program can be set up at the company’s facility and managed by an employee
• Business physical activity program  can have a company membership with a nearby fitness club
• Exercise Program can be under contract with a fitness professional who comes to the employer’s facility and coordinates the program, including employee assessments
• Exercise Program can be managed by an employee worksite using the services of a web based physical activity program

A company physical activity program can be modified in almost any way necessary to accommodate the company and its workers.

Usually, in any program, seminars are provided periodically also to inform workers of current health problems and trends. As a minimum, a company program normally will offer the following:

• Aerobics for cardiovascular conditioning
• Abdomen strength building
• General muscle toning
• Exercises for increased flexibility

More elaborate programs will offer employee classes, classes and gym equipment. Business programs can be adapted to any company and any budget.

Why Will This Work

We spend a lot of time at our job. It’s easy for workers to skip exercising, blaming it on lack of time. Using professional fitness services like those found here takes away the excuses that are costing the company money.

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Business Fitness Programs and Wellness

Business Fitness Programs and Wellness – A Clear Message

Business culture varies from company to company. Some employers are strict and formal while others are more laid back. But one thing most have learned is that the health of their workers affects the health of the company itself.

Because of this, many employers have started company fitness and Company Wellness Programs. By doing so, the company’s owners send a clear message to their workers that fitness is a priority and ought to be taken seriously.

Just by the fact that the company is willing to spend money to implement and maintain a Company Wellness  indicates by itself that fitness equates to dollars and Company Wellness  equates to active workers.

No Smoking

A corporate fitness and Company Wellness  can be as simple as a ‘no smoking’ policy to a menu of health and fitness services. Usually, the programs fall right in the middle. There are many fitness centers that offer Company Wellness Programs. A company has a variety of choices when it comes to deciding on how to deliver a Wellness plan.

• Hire an outside fitness professional to deliver an employee program to current facility
• Utilize a professional in the original design of a new facility
• Establish a Company Wellness  manager responsible for coordinating the company fitness program
• Use an internet-based fitness professional as a consultant

The first step in implementing any company fitness and Company Wellness  is to evaluate the condition of the workers. The kind of work a company does will drive the focus of the program.

By way of example, a warehouse operation may be interested in creating employee strength to avoid back and neck injuries. A building of office workers with sedentary jobs will need aerobic conditioning. A company program is customized to meet the needs of its workers.

Internet based fitness trainers are experts at designing programs for small and large groups. They can adjust exercises and diets to any circumstance. They can also save a company money by creating a plan that is streamlined yet effective.

Result Oriented

A company fitness and Company Wellness has direct adavantages, not just for the workers, but for the company as well.

• Diminished Health Care claims as employee health advances
• Less cases of obesity
• Less use of sick leave
• Workers able to deal with stress better
• Active workers less likely to be injured

It is not unusual to discover a gym in an office building anymore. Easy access to workout equipment and a fitness professional encourages workers to follow a program. By using an professional, a company can offer something for everyone – pregnant women, older workers, walkers, active adults, mothers, overweight people, fathers and others.

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