Many employees unaware of hypertension
Original post ebn.benefitnews.com
Some of the biggest annual price tags for employers include stroke and coronary artery disease, and many employees may be unaware they are at risk.
New research published in the Journal of Occupational and Environmental Medicine and released by Health Advocate shows that more than two-thirds of employees (68%) whose hypertension was discovered during workplace health screenings didn’t previously know they had the condition.
The study analyzed more than 31,000 members of self-insured employer group plans. In addition to the high percentage who had undiagnosed hypertension, the study said prescriptions for hypertension medications spiked following the screenings, indicating that plan members were quick to respond to the bad news.
“It’s a reminder that we’ve known for a long time that the most cost effective screenings you can do is for blood pressure,” says LuAnn Heinen, vice president, workforce well-being, productivity, and human capital at the National Business Group on Health. “They’re easy to do and can be done by onsite clinics and kiosks, or it can be part of a broader biometric screening.”
The study also looked at other factors and characteristics that may increase the risk of an employee having undiagnosed hypertension. Specifically, the study noted that obese patients have a 155% greater risk of having undiagnosed hypertension.
“Hypertension becomes particularly concerning, especially when combined with sedentariness, smoking, diabetes, obesity and a poor diet,” Heinen adds.
Some of the common steps employers are taking to combat hypertension, and enhance overall well-being, include providing fitness facilities, learning programs and tobacco cessation programs.
“Our analysis shows the value and necessity of these onsite health screenings for both organizations and their employees,” says Antonio Legorreta, president of engage2Health, Health Advocate’s health informatics division. “By identifying issues like hypertension sooner, employees can access appropriate treatment earlier, leading to improved health outcomes and reduced costs.”
Wellness program wins in federal courtroom
Employers use wellness programd to encourage employees to be aware and in control of their health.
The implementation of wellness programs have come under fire from the Equal Employment Opportunity Comission in the last several months. Lawsuits filed by the EEOC claim wellness programs that require health risk assessments violate the Americans with Disabilities Act.
One of the claims raised involved Wisconsin based Flambeau, Inc., and the decision in the case stands in favor of the wellness program.
As laid out by the National Law Review, the manufacturing company mandates employees to complte a health risk assessment and biometric screening to be eligible for its health plan. If an employee does not complete the requirement, then the employee becomes responsible for the full premium in order to stay covered.
The EEOC alleged in the lawsuit that when an employee did not complete the assessment and biometric testing, Flambeau cancelled his medical insurance and shifted the responsibility of the entire premium cost to him.
The EEOC argued that the biometric testing and health risk assesment constituted "disability-related inquiries and medical examinations" that were not job-related and consistent with business necessity as defined te the ADA. The EEOC also argued the plan was not a "voluntary" plan and that Flambeau did not qualify for the "safe harbor" protections set forth by the ADA.
In her ruling, U.S. District Judge Barbara Crabb ruled Flambeau was not in the wrong in implementation if its voluntary company subsidized health insurance plan. The judge ruled Flambeau fell under the law's "safe harbor" provisions because the mandatory health assessment and biometric testing were conditions for employees to voluntarily receive the insurance offered by the company.
This decision applies to wellness programs that are part of the employer's benefit plan. How it applies to stand-alone or other wellness programs is not seen at this time.
The EEOC may seek out an appeal in the case.
12 ways to make your workplace better for your health
If health is on your resolution list for 2016, don't forget to include your workspace in the plans. Working from home or sitting in an office cubicle can cause stress, keep you sedentary and add to unhealthy habits you're trying to break.
Health.com offers 12 things you can do to make your workplace better for your health and wellbeing.
Remind yourself to sit less:
People who work at desks should stand or walk around for at least two hours a day to avoid health risks related to too much sitting, according to a 2015 British study. "Moving around throughout your workday is really important," says Robert Graham, MD, director of integrative health and wellness for Northwell Health System, in Great Neck, NY. "Not only is it good for you physically, but studies show that it can increase productivity and more likely to focus on the task at hand."
Computer programs like Move for iOS or Big Stretch Reminder for Windows can remind you to take breaks at regular intervals; some even provide suggestions for stretches and exercises you can do at your workspace. Can't install software on your work machine? Download an app to your smartphone, or use the free website RegularBreaks.com.
Clear the air:
It's not unusual for office environments to trigger what's known as occupational allergies—sensitivities to chemicals in carpet, office furniture, or paint, for example, that can trigger problems like headaches and rashes. And even if you don't have physical symptoms, it's possible that stuffy air in your workplace could be hampering your brainpower: In a 2015 Harvard University study, offices with increased ventilation and lower levels of air pollutants were linked to better employee performance.
You may not be able to change furnishings or ventilation system at your job, but perhaps you can let in some fresh air by keeping windows open while you work. If that's not an option, consider getting an air purifier with a HEPA filter for your desk.
Try a standing desk:
If your workplace allows it, switching to a standing desk can help you sit less and move more during the day. But being on your feet all day can also lead to aches and pains, so look for a setup that allows you to adjust the height or your work station and use a chair when needed.
You can even make a DIY standing desk if you don't have the space or resources for a real one; just be sure to keep your computer monitor at eye level, and your arms bent at 90 degrees to reach the keyboard, to avoid neck and arm pain.
Paint your walls green:
Shades of green have been linked to enhanced creative thinking, says Sally Augustin, PhD, an environmental psychologist and principal at Design With Science. "And most of us have to be creative at work, whether we're coming up with a new advertising slogan or figuring out how to analyze data on a spreadsheet in a different way," she says. To get the most out of your walls, choose a hue that's quiet and calming—like a sage or sea-foam green. "Colors that aren't very saturated but relatively bright put us in the right sort of relaxed mental state to be doing knowledge work."
Can't paint your space? Wallpapering your cube with a green backdrop or adding green elements to your desk may also be helpful, Augustin says. And whatever you do, she adds, avoid red; it's been shown to negatively affect analytical performance.
Add a plant:
Bringing nature into your office can be a great way to inspire creativity and a feeling of wellness, says Augustin. "Plants are great from a psychological perspective," she says. "You don't want to pack too many into a small space, but it can be great to have a small plant on your desktop, or something a little larger in the corner of your office."
Opt for green, leafy plants, rather than cacti—whose spikes can create the opposite of a relaxed feeling—or flowers with a strong scent, which can be distracting or irritating. Some plants, like the sansevieria, may even improve air quality in your office.
Display (a few) personal items:
Decorating your desk can help you feel comfortable, which can reduce workplace stress and dissatisfaction, Augustin says. But to avoid a cluttered feeling, which can actually cause more stress, stick with just a few items.
"Pick out three or four things that are significant to you—like a family photo or an award you're particularly proud of—and make sure those are in your view," she says. "But remember that the more stuff you add to your desk, the more your brain has to constantly scan and keep track of. Working in a crowded space can be mentally exhausting, even if you don't realize it."
Use aromatherapy:
The smell of citrus can lift your spirits and improve thinking and memory, says Augustin. "I like to keep an aromatherapy dispenser on my desk that makes my work area smell like lemon," she says.
Skip candles and air fresheners that use artificial scents (and release potentially irritating chemicals), and opt for an essential oil diffuser that delivers a subtle, natural aroma. Keep in mind, though, that any scent may cause irritation or allergic reactions. If breathing in a scent all day bothers you, try sucking on lemon candies while you work, instead.
Stop eating at your desk:
"One of the most important things you can do during the work day is to not eat at your desk," says Dr. Graham. "Have a dedicated area where you can go to get out of your own environment and have lunch, preferably with other people, so you can truly get that break during the day."
Sitting down to lunch away from your desk won't just keep crumbs out of your keyboard; it can also help reset your brain for an afternoon of productivity. Plus, it can stop you from eating mindlessly while you work or surf the Internet. "We are not great at multi-tasking," says Dr. Graham. "If you're eating while distracted, you are much more likely to overeat."
Pay attention to posture:
Sitting all day isn't the healthiest thing for you, but slouching all day is even worse. "Posture is very important, both to health and to workplace performance," says Dr. Graham. "Sitting up tall gives you a sense of accomplishment, while slouching and slumping make you feel tired and lazy." On top of that, hunching over a computer is a leading cause of back pain.
Invest in (or ask your boss to provide you with) an ergonomic desk chair that supports correct posture. You can also try a gadget like the Lumo Lift, a tiny sensor that pins to your shirt and vibrates when it senses you slouching forward.
Squeeze in mini workouts:
Even if you can't fit in a full workout over your lunch break, you can still do some simple stretches and strength moves right in your office. Keeping small workout props, like hand weights or resistance bands, within eyesight can encourage you to take exercise breaks throughout the day. "And even if you don't have equipment, you can do things like chair yoga or standing push-ups, using nothing but your office furniture," says Dr. Graham.
Sitting on an exercise ball can also help engage your core muscles while you work, but make sure you don't slouch forward while you're using it. To keep this trick from backfiring, swap out your desk chair for just 10 to 20 minutes at a time and pay close attention to your form.
Take your pet to work:
Allowing people to bring their dogs to work reduced job stress and boosted employee satisfaction in a 2012 study from Virginia Commonwealth University. And it wasn't just dog owners who benefited from the pet-friendly policy; other employees who came into contact with the animals reported less stress, as well.
"Of course, it is important to have policies in place to ensure only friendly, clean and well-behaved pets are present in the workplace," the study authors said in a university news release; it's also important to take into consideration coworkers who may be allergic to pets.
Adjust your lighting:
Getting natural light during the day is ideal, so your best bet is to sit near a window if possible. In fact, people with windows in their offices get better sleep and are more physically active than those without, according to a 2013 study from Northwestern University. "Being exposed to daylight helps keep your stress levels and your circadian rhythm in check," Augustin says.
If windows aren't an option, consider the temperature of your office lighting. "Cooler, bluish light is generally good for analytical thinking, while warmer bulbs are better for socializing and interaction with other people," says Augustin. Having a desk lamp you can turn on and off, rather than just one overhead light, can also help reduce eyestrain.
Is a wearable health tracker worth the investment?
Wearable health trackers are the buzz in the new year. From the Biggest Loser giving contestants the Garmin VivoFit to FitBit's response to the Apple watch, there's plenty of options to choose from for your employees.
But is adding a wearable health tracker to your wellness plan a good idea?
Jen Arnold, MS, RD/LDN, shared her thoughts on not only using the device, but also the advantages and disadvantages for employers in the article, "13 Ways to Decide if Wearables are Worth the Investment."
Below are the bullet points she makes in the article:
Advantages of an activity tracker:
The “Cool” Factor: Your employees will appreciate the gift even if you are just subsidizing the cost or if they are getting the cheapest version.
Automatic Feedback: Wearable devices have the ability to give employees real time feedback so they can do something about. You can look at your device, see if you are under performing on activity for the day and start moving.
Fun Challenges: The dashboard gives employees options to set up their own challenges or you can run a company wide one. This is a fun way to get a positive reaction and interest from employees.
Scalabilty: Many employers have employees scattered all over their state, the US or even globally. Having employees connected through their fitness tracker eliminates the need to be in person, which isn’t possible for many employers.
Revival of a Tired Wellness Program: Let’s face it, it’s easy to run out of fun ideas and your wellness program can get a bit boring. Adding free or subsidized activity trackers can liven up your program and get employees excited again.
Create a “fit” group identity for tracker wearers. Hey, you have a Fitbit just like me. That’s a great reason to strike up a conversation a fellow employee who you don’t know. Working on a similar goal gets people talking about their device and the many steps they are taking towards better health. It’s always wonderful to hear employees talking about their fitness in an excited way instead of the dreaded tone of guilt.
Despite these advantages, there are some drawbacks of purchasing activity trackers to consider:
Cost: Although fitness trackers are cheap when compared to the cost of health insurance for your employees, it can kill a wellness budget in a hot second. Fitbit in particular requires the employer to subsidize a percentage of the device and if you have a lot of employees, the cost may be difficult to justify to your CEO. Also, the dashboard is around $7,000 per year (or is at the time of this post) and you really need the dashboard to get employees involved.
Abandonment rate: A recent survey found that after about six months of use, one-third of U.S. consumers don’t use their wearable devices. That’s about how long I lasted with mine.
It’s not the magic bullet: Although an activity tracker may help your employees get up and moving more, it won’t magically make your employees healthy and lower health care costs. You still have to incorporate other resources into your wellness program.
Not everyone will want one: As cool as you think an activity tracker is, 100% of your employees will not want one. This could actually be an advantage if you are trying to watch your budget.
Privacy concerns: Some people are skeptics by nature and you’ll need to ensure employees who has access to their data and what you are doing with it.
Addiction: I’m using this heavy word a bit lightly here but if you’ve owned an activity tracker, you’ll know what I’m talking about. It’s the reason why you walk circles around your house while the rest of the family is sleeping or you get pissed if you went on a run without your tracker. Tracking means competing with someone (even if it’s yourself) and that’s only sustainable for so long.
Motivation: You are going to reach the employees ready to make a change about their health while the ones that aren’t ready will pass on the opportunity. That’s fine not to dwell on those that aren’t motivated but chances are they would have joined you in a less expensive exercise challenge.
Here’s the million dollar question….does it increase exercise? Truth is, we don’t really know. There is minimal research around these devices but one small study in older women found that they may increase exercise more than a pedometer (at least during the 16 week study). We are working with an employer group that is starting a fitness tracker challenge now so I’ll let you know the results.
Bottom line: unless you have a well built wellness strategy that includes other resources for your employees, then fitness trackers are probably not worth the investment UNLESS you have extra money to spend and one or more of the advantages above applies to your worksite.
17 New Year's Resolutions you have a shot at keeping in 2016
Creating New Year's resolutions offers a chance to improve yourself. Whether it's losing weight, saving money or quitting smoking, baby steps can help you succeed.
Leigh Weingus, an editor with EliteDaily.com, offers 17 resolutions that won't have you frustrated after week one and could help you reach your larger goals for the year ahead.
Do yoga once a week.
Whether it’s a 30-minute YouTube video or an hour-long class at your local studio, getting your downward dog on isn’t too much to ask when it comes to taking care of your mind, body and soul.
Wake up 15 minutes earlier.
It’s 15 minutes, not two hours. And it can make a huge difference in your morning routine.
Pack your lunch twice a week.
We know the salad joint near your office is healthy and delicious, but it’s costing you ten bucks every day. Making your salad at home twice a week isn’t much work, and it’s a lot less expensive.
Hold a plank for one minute, three days a week.
Plank pose does wonders for your core, back and overall strength. It’s tough, but it’s three minutes in your entire week. You’ve got this!
Skip one restaurant outing a week.
If you’re in the habit of dining out four nights a week, cut it down to three. You’ll save yourself calories and money.
Download a meditation app.
So meditating for two hours a day wasn’t realistic, but downloading a free meditation app is. A lot of the apps out there have options for meditating for a few minutes at a time — and you can handle that.
Escort electronics out of your bedroom an hour before bedtime.
Bring a book in instead. Trust us, you’ll sleep a lot better.
Get a latte twice a week instead of every day.
That thing is costing you like $4.25, right? Brewing your coffee at home most days will leave a nice chunk of change in your pocket by the end of the year.
Take a 20-minute walk every day.
It’s not running a marathon, and it’ll get you moving and make you happier. Maybe it means watching one less episode of “Friends” on Netflix every night, Rachel and Joey will understand.
Pick five things that scare you and do all of them.
The saying “do one thing every day that scares you” is pretty overwhelming. Try picking five things that scare you and set out to accomplish them throughout the year, whether it’s trying out a dating app or going skydiving.
Carve out a “power hour” every week.
You know those nagging tasks that never seem to get done, like cleaning out your junk drawer or sweeping the floor? Carve out an hour every week to tackle them. You’ll get a lot done and won’t have to worry about them for the rest of the week.
Dedicate two hours every week to YOU.
And no, scrolling through your Instagram feed doesn’t count. Spend two hours every week doing something you truly love, whether it’s painting, reading a book or going for a long run. No technology allowed.
Finish something you started in 2015.
Maybe you half-started a blog in 2015 but never got around to finishing it. You have a head start, so make sure it actually gets done this year.
Make a phone call every week to someone you love.
Connections with others make us happy, and it can be hard to keep in touch with your best friend who lives across the country or your grandma who has a hard time hearing. So every week, make a call to someone you love. It’ll make you (and the person you’re calling) super happy.
Just eliminate one “bad” thing.
Don’t swear off sugar, salt and alcohol. It’ll be so damn hard you’ll give up immediately. Instead, pick one thing.
If you’ve noticed you have a bad habit of eating a bag of chips every day after work, just give that up. You may be surprised by what a difference it makes.
Start wearing sunscreen.
We know, a tan is nice. But skin cancer and wrinkles are not. Wear sunscreen this year!
Incorporate a little more water into your day.
You don’t need to start downing 16 glasses a day. Maybe just start drinking a cup of tea or a glass of water when you wake up. Hydrate, people.
Here’s to a happy and healthy 2016.
Health apps widely embraced, but sustained engagement a challenge
Original post ebn.benefitnews.com
Employers using health apps as part of their wellness programs may want to pay attention to what is being called the most in-depth analysis to date of health-related app use in the United States.
A new online national survey of Americans’ health app use shows both positive and negative aspects of their adoption. The survey results, published in the Journal of Medical Internet Research mHealth and uHealth, and analyzed by researchers at NYU Langone Medical Center, show that 65% of respondents indicated that apps improved their health, and a majority had strong faith in the accuracy and effectiveness of the apps.
In addition, 58% of the 1,604 adult smartphone users surveyed had downloaded one of the estimated 40,000 available health-related mobile apps, while 42% had downloaded five or more.
About 65% of respondents reported using health apps on a daily basis. According to the survey, the most popular apps were those used to track physical activity (53%), food consumption (48%), weight loss (47%), and exercise instruction (34%).
However, at the same time, 46% of those surveyed admitted to having downloaded an app they no longer used. Respondents also cited cost, disinterest over time, and privacy concerns as barriers to wider and more effective use of the apps.
The most common reasons for people not downloading apps were lack of interest, cost, high volume of information that needed to be entered on a daily basis, and concern about apps collecting their personal data. When it comes to cost, 41% said they would never pay anything for a health app, 20% would pay only up to $1.99, while 23% said they pay at most between $2 and $5.99.
“Our study suggests that while many Americans have embraced health apps along with their smartphones, there are challenges to keeping users engaged, and many Americans who might benefit are not using them at all,” says lead investigator and clinical psychologist Paul Krebs, an assistant professor at NYU Langone. “There is still much more to be learned about how we can broaden the appeal and make best use of the wide variety of health apps now available — not just for fitness and nutrition, but for other purposes, such as monitoring sleep and scheduling medical appointments.”
Further, Krebs argues that far more must be done to test and validate the health benefits of apps and that app developers also need to address consumer concerns about privacy, keeping purchase costs low, and reducing the burden of data entry.
The average age of respondents was 40, and a majority had annual incomes of less than $50,000. Overall, those most likely in the survey to use health apps were younger, more educated, of higher income, of Hispanic ethnicity, or obese (with a body mass index of 30 or more).
Greg Slabodkin writes for Health Data Management, a SourceMedia publication.
Help your employees find time for fitness
If you asked, the majority of your employees would say they would like to get more exercise. But many would add it's hard to find the time.
Fitting in fitness benefits not only your employees, but you, the employer. Why?
Ann Wyatt, with HealthFitness, lays out the facts in her blog, "8 ways to help your employees find time for fitness."
- Physical inactivity and its adverse health effects are comparable to that of smoking and obesity.
- Sedentary jobs have increased 83 percent since 1950.
- More than 80 percent of American adults do not meet the recommended amounts of physical activity.
- Not only does being physically active boost the health of your employees, but it’s good for your business as well. Research shows that workers who exercise during the day reported a 15 percent boost in performance, a happier mood and increased ability to meet deadlines.
So, how can you help you employees find time for fitness. Wyatt offers these suggestions:
Leadership support. At one of our technology client sites, a focus group shared that a key barrier to participation was an underlying perception that if they were seen working out, they will be seen as slackers and not working. We helped change that perception by recruiting C-suite leadership to work out while on the clock, opening the door for employees to see that fitness was a priority all of the way up the ladder.
Offer a variety of fitness options. To appeal to the range of ages and diversity of employees at a leading biotech company, HealthFitness offers a variety of 15 group exercise classes each week—from strength training to Pilates to HIIT (high-intensity interval training) classes.
Extend hours of corporate fitness center. At one of our manufacturing client sites, the staff has extended the hours of the fitness center early and late to accommodate different work shifts. At another site, employees at a high-tech company work a variety of hours throughout the day. To meet the needs of this diverse group of employees, the fitness center is open 24/7 and is staffed from 7 a.m. to 6 p.m.
Step up to better health. An eight-week walking program at a leading car manufacturing company encourages participants to use pedometers to track steps taken on the production line, in the lunchroom, during breaks, off campus and at home.
Take a hike at work. Walking trails give employees the opportunity to exercise at work. At one of our client sites, the trails are clearly marked and measured so employees can keep up with how far they walk. Employees can walk a shorter route during breaks and take a longer walk during lunch.
Encourage at-desk workouts. To inspire employees at a biotech client site to sit less and move more, HealthFitness staff host 15-minute energy breaks in conference rooms where employees learn workouts do to at their desks.
Provide a virtual fitness trainer. To reach employees who are not comfortable going to the gym—or exercising with their co-workers—HealthFitness staff at one of our high-tech client sites create and post short videos with exercise tips on the company’s intranet site.
Tips to succeed at your New Year Resolution
Wellness, which covers more than fitness, is at the top of many resolution lists year after year. Wellness can also mean eating healthier, quitting smoking or reducing stress.
People with all the desire in the world to succeed at their resolution fall short within the first week.
Ipswich life coach Ronita Neal shared some advice with The Queensland Times on ways to keep your resolutions in 2016.
Think through your resolution
"The problem is seven seconds from midnight and maybe with a few drinks under your belt is not the best time to make a resolution about change," Ronita said.
Don't make too many resolutions
"It is not useful to make a whole heap of impulsive resolutions that it will be impossible to keep and so you start the year as a failure."
Make 'smart' resolutions
Ronita describes smart resolutions as being specific, measurable, achievable, relevant and time bound.
"Change is hard and we need to make sure we have carefully considered what we want in the context of our life goals," Ronita explained. "It is a good idea to think about all the different areas of your life and where you would most benefit from making changes."
Remember change takes time
"In order to keep your resolutions and achieve your goals, you will need to keep up your motivation over a long period of time, but most of us give up too quickly," she said.
Sticking to change could take up to three months of constantly making the choice.
"When you are trying to break a habit your brain usually has a very short-term focus and will throw a "tantrum" to get what it wants (the old way) now. Just remind yourself why you are making the change (long-term goal) and don't go for the short-term pleasure."
Resolve to change what you can control
Setting a goal to lose a certain amount of weight in a certain number of weeks may seem like a good resolution. But while it's specific and measurable, the outcome isn't entirely under your control.
According to Ronita, a resolution we can control is how much effort we put in.
"Have you been for your walk, did you do your weights session at the gym, did you leave the yummy packet of chocolate biscuits in the shop, and have you avoided the deep fried chips this week?" Ronita said.
"This continued effort, if at a sufficiently serious level, will eventually yield results such as being fitter, healthier, more active, more toned and happier."
Don't stop working
"Set progressively harder targets and make sure there is no end point for habits you need to keep going (for example, lose five kilograms for a specific event) because then your brain will have no reason to continue with the new habits."
Take small steps
"If you are confident and are working on bigger work goals make sure you still cut them down into smaller steps. Measure, reward ... and review frequently."
Wellness programs in 2016: What employers need to know
Original post by Sheryl Smolkin, ebn.benefitnews.com
In 2016 an increasing number of employers will buy in to a shifting perspective on wellness that will move from simply supporting the physical and mental health of their workforce to enhancing their quality of life by promoting social connectedness, job satisfaction and financial security.
As a vice president with the National Business Group on Health, LuAnn Heinen works with large self-insured employers. “We don’t need to ask anymore if our members offer any kind of a wellness program because virtually all of them are doing something,” she says.
A survey conducted by the NBGH and Fidelity in early 2015 revealed that onsite flu shots (90%), health fairs/educational seminars, promotions (84%) and health risk assessments (83%) were the most prevalent health risk management programs offered by employers.
RELATED: Tips to building a wellness champion network
Heinen says typical wellness programs have been growing in popularity for the last decade because employers viewed them as a way to deal with increasing healthcare costs and to improve the health of their employee populations. Nevertheless, she notes, “recently there is an exciting new trend as more and more companies are looking beyond wellness to employee well-being.”
One aspect of total wellness that is expected to show continued growth in 2016 is a focus on financial security, personalized by the employees’ stage of life. “For example, millennials are interested in financial education about buying a house, having a baby and saving for their kids’ college education,” she says. “How to handle student loans and manage other debts are also big areas of concern.”
Bruce Elliott, manager of human resources at the Society of Human Resources Management, agrees that the trend to supporting employee financial wellness is on the rise. He points to PwC’s new employee benefit announced in September which will pay $1,200 a year for its associates and senior associates with one to six years of work experience to help reduce their student burden. The company expects that over time, this benefit could help reduce student loan principal and interest obligations by as much as $10,000 per employee, and shorten loan payoff periods by up to three years.
When it comes to segmented wellness programs, Elliott says they can be delivered in many ways including via lunch and learns, webcasts and individual appointments with financial planners. “But demographics are really key to programs offered,” he says. “It’s one thing to offer robust retirement planning services but if the average age of your employee population is 28, what kind of bang for your buck are you going to get, because retirement is not really their focus.”
RELATED: 14 tips to help your company implement wearables in wellness programs
What other wellness trends do experts anticipate moving into 2016?
“Employers will find ways to re-energize their approach to programs supporting the physical health of their population to make these programs a more positive employee experience and increase their engagement,” believes Heinen.
She cites the example of retail giant Target offering Fitbit activity trackers to its 335,000 U.S. employees as a way to improve workers’ fitness and reduce health costs.
She also believes we will see more benefit and HR managers getting out of their silos and partnering with other internal groups to support the health and well-being of employees. “This could involve working with the real estate or facilities group to look at changing workspaces, purchase standing desks or setting aside more spaces for social connection like coffee bars. Providing healthy meals in the cafeteria and promoting health and safety will also require partnerships with other departments,” she says.
Elliott believes that in 2016 more employers will look for creative ways to enhance the financial wellness of employees. For example, he notes that that Starbucks now pays most of the tuition costs for employees who get a degree from Arizona State University Online.
The coffee company announced in September 2015 that employees who work at least 20 hours a week and enroll in the university’s online bachelor’s degree will get $6,500 – about half of their tuition – reimbursed for the first two years plus full tuition for the final two.
RELATED: One compelling reason to participate in a wellness plan
In the medical-wellness space, Elliott sees the use of DNA testing and genetics to develop personalized disease prevention plans as definitely leading edge. In fact, Newtopia recently signed an agreement with Aetna to begin offering its enterprise health engagement platform to the insurance company’s largest employer customers and their employees.
The agreement follows the successful completion of a robust pilot program with Aetna employees who had, or were at risk for, metabolic syndrome, a combination of health factors that increase an individual's chance of developing diabetes, stroke, and heart disease. By analyzing key health markers and health benefit claims in the pilot program, Aetna verified that participants lost weight, reduced their waist size and had high levels of engagement in the program.
And because Elliott views provision of mental health services currently as the weakest link in employer wellness programs, he predicts 2016 will bring continued expansion of employee assistance programs and mental health provider networks.
Sheryl Smolkin is a lawyer and freelance writer based in Toronto.
Disclosing illness in the C-Suite
Original post hreonline.com
With the recent announcement of his lymphoma diagnosis, Goldman Sachs CEO and Chairman Lloyd Blankfein joined a growing list of top executives who've shared their personal health information with the world. JP Morgan Chase CEO Jamie Dimon, Berkshire Hathaway Chairman Warren Buffet, AIG President and CEO Robert Benmosche, Apple CEO Steve Jobs and a host of others have all divulged cancer diagnoses to employees, customers, shareholders and the public at large.
Securities and Exchange Commission reporting regulations mandate that publicly traded companies disclose any information that may impact an investor's decision to buy or sell stock. Increasingly, companies are interpreting that requirement to include any serious health condition confronted by members of their executive team.
But just how much information should a senior executive share -- and when? How much, if any, privacy should they expect to maintain? And what role does HR have to play in disseminating the news -- and planning for their eventual successor?
Handled properly, disclosure of a chief executive's illness can accomplish far more than ensure the company is in compliance with SEC requirements. It can reassure employees and investors, address key questions about the company's succession plans and halt the grind of the rumor mill.
Blankfein divulged his lymphoma diagnosis in a memo sent to employees and filed on the SEC's website just one day after receiving the news himself. That kind of prompt disclosure is becoming more the rule than the exception, as companies seek to get in front of an issue and handle the announcement in a manner that answers key constituents' questions, while being sensitive to the executive's wishes.
"If you or your organization doesn't make an announcement about something, it's probably going to get announced by somebody else and probably in a way that won't be so good for you," says David Lewin, Neil H. Jacoby Professor Emeritus of Management, Human Resources and Organizational Behavior, UCLA Anderson School of Management, and author of Human Resource Management: An Economic Approach. "The old idea that you could fly below the radar if you wanted has been pretty much supplanted."
When it comes to how not to handle the disclosure of a serious health issue, all fingers point to Jobs, who was widely criticized for sitting on his initial diagnosis for a full year before emailing employees from his hospital bed to tell them he had been diagnosed with a rare form of pancreatic cancer in 2004. Again, when the cancer returned, Jobs chose to keep the news private, blaming his gaunt appearance on a "common bug" at a product launch in 2008.
The subsequent "runaway speculation made matters worse," according to Lynne Curry, president of The Growth Company Inc., an Anchorage, Alaska-based management and HR consulting firm.
"When a company leaves employees in limbo," says Curry, "it drives employees into escalating, doomsday watercooler conversations, and they respond with deteriorating morale and productivity."
HR must "take the lead" in communicating news of the illness internally, says Curry, although the ultimate decision about how much detail will be shared must remain with the chief executive. Rather, HR's focus should be on keeping employees informed about how the illness is going to impact the company's day-to-day operations, who will be assuming the CEO's duties during his or her absence, and what plans the company has in place for a successor, should the executive be unable to return to work.
"Sudden news about significant health issues within the corporate leadership will be psychologically destabilizing," says Richard Birdsall, a senior consultant with The Growth Company Inc. and director of its HR On-Call division. "HR needs to communicate often and effectively to maintain positive momentum to prevent a downward spiral of insecurity, unrest, and an overall depressed affect."
Such communications serve to reassure employees, shareholders, and clients that the company will be in good hands regardless of the CEO's health struggles. HR has a significant role to play in the selection and preparation of a "CEO-in-Waiting," according to Yan "Anthea" Zhang, professor of strategic management and area coordinator for the strategy and environment group at Rice University's Jesse H. Jones Graduate School of Business in Houston. However, it's important to remember that the succession planning process must begin well in advance of a crisis.
"You cannot draft a succession plan after a diagnosis is announced," says Zhang. "When something sudden like this happens, you always have a back-up. Otherwise, the company will experience significant turbulence, which is never good."
Frequently, boards of directors prefer to rely on a consulting firm to advise them on succession planning, says Lewin, but it's incumbent upon HR to assume a central role.
"When it comes to succession planning, HR should be first in line," says Lewin. "HR should be strategically oriented and confident enough to keep succession planning in front of the Board as an ongoing issue."
While an ailing CEO is likely to garner the most attention because he or she is the public face of the company, news of a CFO or CIO facing a serious illness should be handled in much the same manner, according to Birdsall. In fact, he says, an illness that threatens to result in changes to the company's accounting structure, such as the CFO, may be even more problematic because of its potential impact on the manner in which its financial status is reported.
Regardless of which member of the executive team is impacted, it's important that HR remain focused on the fact that a key member of the corporate family is potentially facing a life or death situation which must be handled with respect and sensitivity.
"Providing sufficient disclosure about the health of a management team member, while at the same time respecting the leader's privacy considerations can be a difficult balance to strike," says Birdsall. "This is a serious responsibility not to be taken lightly."