Keeping employees healthy - Business First of Buffalo:

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It’s been no surprise the healtg of U.S. workers is on the decline. The (www.cdc.gov/nchs) says 62 percenty of adults are not physically asof 2007, and only 24 percentr are active three to four times a week. For every dollaf a company spends on healthjand wellness, in two to five it could see another $3 to $4 in according to a 2005 study by the American Journak of Preventive Medicine (www.ajpm-online.net). It makes healthier employees could cost companies less in healthn careand worker’s compensation claims, analysts say. And a healthief work force may also mean fewerd days lostto absenteeism. in Md.
, which employs 140, startedd its wellness initiatives by waivinv the joining fee and offerinfg a discounted monthly rate for fitnesssclub memberships. They decided to step it up a notchn and give employees 10 Weight Watchers meeting vouchers each and waived thejoining fee, as well as offeringh the diet program’s onlin services for free up for a certain dollar amount. The company’a employee assistance program is also at no costto “They’ve been really appreciative of the programs we have in said Mary Ung, human resources partner at the Jessica Sheffield, a corporate wellness directoer with Brick Bodies in Cockeysville, Md.
, says the key ingredieny to creating an effective wellness plan is upper managemenf support. Having a vision for wellness, goals and objectives, as well as being able to providde a budget and methods of all fall underupper management’s responsibilities. A written plan that details all wellness activitiesand outcomes; Data collection, which can include health risk screenings and employee feedback surveys; • On-siter exercise programs, weight management classes, subsidized healtj club memberships, team-based fitness stress management resources and smoking cessation • Evaluation of the programds and activities; and, • Collaboratiohn with internal wellness resources and partnerships with third-partu wellness providers.
Companies also say realizing that not everyone is goinh to join the first session or activity also keepzthe program’s expectations realistic. “The important thingh is to notthink you’re goingt to create the perfect wellness fair or program that will solve everyone’s issues first time out of the said Barbara Girodo, director of human resourcezs and safety for the Kane Co. in Md. , which employs 500 full-time workers, had its firstf wellness fair insprinv 2007. Girodo says the success of the fair has encourages the company to plan for two fairsin 2009. Kane Co.
spendd about $30-$50 on each employee, and with aboug a 70 percent turnout at the wellness she said the companyy spendsaround $15,000 on a wellnes fair. While it can be expensive, Girodo “when you think about medical costs, that’s half the The fair included a 401(k) representativd to talk to employees about their retiremengt plans and worries in theailing economy, diabetess representatives, medical insurance providers, and an employee assistance program provided to address family issues and how to manage the work-lifd balance. Because of the some top programs that have been requestexd by employeesare anti-smoking mental health programs and curbing drug costs.
Especiallgy in these economic times, workers are stressed in all aspectwsof life, and considering most of their time is spen in the office, it’s important to take responsibility for balancw in employees’ mental health, Girodo said. Cost-shiftinb strategies also provide opportunities for employees to make choicez at the drug store that ultimateltimpact companies’ overall health insurance