Far Too Many People Die After Cardiac Arrest. Here's What You Can Do To Help.
Originally posted by Lauran Neergaard on July 1, 1015 on huffingtonpost.com.
WASHINGTON (AP) — Would you know what to do if you see someone collapse, not breathing — a loved one at home, a co-worker at the office, a stranger on the street? Far too many Americans die of cardiac arrest, and now a major new report urges a national campaign to improve survival in part by making sure more bystanders know how to help.
Every year, about 395,000 people suffer cardiac arrest in their homes or other non-hospital settings — and less than 6 percent of them survive, the Institute of Medicine estimated Tuesday.
That's not the whole toll: An additional 200,000 cardiac arrests occur in hospitals every year, and even there only a quarter of patients survive, the report found.
Cardiac arrest is not a heart attack — it's worse. It means the heart abruptly stops beating, its electrical activity knocked out of rhythm. CPR can buy critical time if it's started immediately, but Tuesday's report concludes the nation must take key steps to give victims a better shot.
"Cardiac arrest survival rates are unacceptably low," said Dr. Robert Graham of George Washington University, who chaired the IOM committee's investigation. "There is a lot an individual can do to assist somebody if they witness one, and to work with their communities to improve the system of response."
What to do may sound straightforward: Call 911, and then start quick, hard compressions of the person's chest until trained responders arrive. If a device called an AED — an automated external defibrillator — is available, use it.
In reality, the IOM committee said fear, not understanding what cardiac arrest is, lack of first-aid training and concern about legal liability can hamper response and cost precious time. Each year, less than 3 percent of the U.S. population receives training in CPR or defibrillator use, while some European countries mandate training, the report found.
Moreover, there are wide disparities in outcomes: One study found that survival ranged from about 8 percent to 40 percent across 10 different communities.
On Tuesday, the IOM called for a major public education effort to teach people how to recognize and react to cardiac arrest — including making CPR training a graduation requirement for high school. According to the American Heart Association, Connecticut just became the 24th state to pass legislation to do that.
State and local health departments should team with health groups to create "a culture of action," the IOM recommended. It also urged employers to stock defibrillators and train workers to use them, and expanded access to CPR training for people over age 65 and their caregivers.
Good Samaritan laws provide varying legal protection by state. At the same time, laymen shouldn't feel they have to provide perfect care, said IOM committee member Dr. Tom Aufderheide of the Medical College of Wisconsin.
"Any CPR and any early defibrillation delivered by the public is better than no care at all," he said.
Other recommendations:
—The Centers for Disease Control and Prevention should create a national registry of cardiac arrest. There are no good statistics on this killer, the IOM said, calling its own numbers the best available estimates. A registry would track outcomes so communities could take steps to improve. The CDC said it will review the recommendation.
—National standards are needed for emergency medical systems, to ensure that 911 callers are talked through how to provide CPR.
—The National Institutes of Health should expand research for better treatments. Defibrillators attempt to shock the heart back into rhythm so it can resume beating, but most out-of-hospital cardiac arrests aren't the kind of abnormal rhythms that a shock can fix, said IOM committee member Dr. Lance Becker of the University of Pennsylvania. Yet the report found the NIH spends far less on cardiac arrest research than on other cardiovascular problems.
—Hospitals should have to meet national accreditation standards on cardiac arrest care. Survival of patients who suffer cardiac arrest while hospitalized for some other reason can vary by 10 percent between hospitals, IOM found.
Improvement is possible, the IOM found, calling some communities examples. In King County, Washington, there's a 62 percent survival rate among patients with a specific shockable form of cardiac arrest if they collapse in front of someone. Policymakers there have spent decades studying what care works best, and getting bystanders and professionals on board with response practices.
The American Heart Association — which along with the American Red Cross, American College of Cardiology and the federal government had requested the IOM's study — welcomed the recommendations.
Cardiac arrest is "the most critically ill state a human being can be in," said Dr. Robert W. Neumar of the University of Michigan, who chairs a heart association emergency care committee. The nation needs to create a culture where "if someone collapses in front of you with cardiac arrest, it's your obligation to help."
Boost & Sustain Your Energy During the Workday
Originally posted by Graham Young on May 29, 2015 on liveinthegrey.com.
It happens to all of us. We hit that wall at some point in the day and our energy levels suddenly drop. It’s not a surprise that we’re likely experiencing brain fatigue. We live in a time of information overload and the onslaught of distractions can often cause our brain to become over activated. Unfortunately coffee, fresh air and typical remedies usually don’t get us over this hump.
Here are 5 unique ways to avoid burnout and reset yourself if you experience it:
1) Start your day off right:
I encourage you to try this technique for a few days and see if it makes an immediate difference in your life. It should automatically make you feel rejuvenated and can sustain your energy throughout the day by helping break down the food you eat more efficiently. Drinking a warm cup of lemon water first thing in the morning provides energy, balances your pH levels, boosts your immune system and aids in digestion. You can check some of the amazing benefits of warm lemon water here.
2) The right food for your particular body:
Just because you are not allergic to some foods, doesn’t mean you are not sensitive to them. Sensitive foods won’t agree with your body, so not only do they require more energy to digest but they also can cause adverse effects such as inflammation, congestion, brain fog etc. The problem is when you consume sensitive foods over your entire life, you often get used to them and don’t notice how they are actually depleting your energy levels.
I experienced this first hand when I got an allergy blood test done. It came back that I was highly sensitive to peanuts, onions and dairy; yet I was having some form of these in every single meal I ate. Once I eliminated them from my diet, my energy levels not only sky rocketed, they remained constant. See an allergist or naturopath and get tested to see which foods could be holding you back.
3) The science behind laughter:
The fact is your brain is bad at learning and functioning when it’s stressed. During stressful times your brain produces hormones such as cortisol which can impair cognitive function, increase blood pressure and suppress your immune system.
A quick fix solution? Find a media outlet, website or YouTube channel that you can rely on for funny content. Laughter reduces the level of stress hormones and also increases the level of health-enhancing hormones like endorphins. Endorphins promote an overall sense of well-being; a good, hearty laugh relieves physical tension and stress, leaving your muscles relaxed afterwards.
4) Breathing:
We often neglect breathing exercises because it’s weird to focus on something we do so naturally. However, there is a reason that yoga and meditation focus so much on it. Just how walking is something you do daily, but you run to exercise; breathing routines can have an immense impact on your entire physiology. Our body uses oxygen to create energy, and most of the time we are actually breathing a lot more shallow then we think. This in turn causes us to take in less oxygen. So to wake yourself up try this breathing technique suggested by Dr. Andrew Weil, called The Stimulating Breath.
Essentially you will keep your mouth closed, then breathe in and out of your nose rapidly for 15 seconds. You should feel invigorated afterwards with more energy and a sense of alertness.
5) Alter your emotional state:
If you are feeling unmotivated, frustrated or just lacking energy; remember that sometimes the slightest change in emotion can fix it. It’s difficult to feel opposite emotions at the same time, so your goal will be to ignite positive feelings so they overtake the negative ones.
A sense of contribution and gratitude are some of the most powerful feelings you will ever have in your life. The easiest way to trigger them is by doing something substantial for someone unexpectedly. I suggest performing a random act of kindness for someone in need. When you actually do this spontaneously without planning; your mind doesn’t much have time to analyze the situation and thus your emotions take over. You can do this by simply buying a few snacks or a bag of groceries for a homeless person, grabbing a cup of coffee for someone you don’t know or going out of your way to help a co-worker.
Of course your focus should be on giving to give, and not giving to get. But if this technique helps both sides, hopefully it can inspire us to do these kinds of things more often.
One compelling reason to participate in a wellness plan
Originally posted by Dan Cook on July 16, 2015 on benefitspro.com.
In the midst of questions about the effectiveness of wellness programs, one advocate for such programs says the results of a recent survey show that wellness initiatives greatly reduce the risk that a person's chronic condition will go undiagnosed.
The group, HealthMine, a consumer health engagement company, polled 750 people enrolled in wellness programs and found that 28 percent of participants had been diagnosed with a chronic condition in the past two years. Almost half of those (46 percent) had received their diagnosis through the wellness program, suggesting that they may have gone much longer without treatment had the program not been available.
HealthMine described the findings as particularly salient with regards to some of the most pressing American health concerns, noting that a third of those who suffer from diabetes are unaware of it. The solution, suggests HealthMine, is to expand the availability of wellness programs as well as to increase the number of health tests that allow people to better understand their health vulnerabilities.
A separate poll that HealthMine conducted of 1,200 consumers found 74 percent support the use of genetic tests in wellness programs to help consumers identify health risks.
Moreover, most of the survey respondents signaled they would take part in various health screenings if they were offered by their employer.
The survey nevertheless showed far greater resistance to certain health screenings than to others. Nearly three-quarters said they would be up to do a screening for vision or blood pressure, and 69 percent said they would do a cholesterol screening. But only 58 percent said they would do a cancer screening, 54 percent said they would do a BMI screening and only 41 percent said they were up for a skin analyzer.
HealthMine CEO Bryce Williams said these surveys suggest that only when consumers are aware of their own health conditions will wellness programs meet their full potential.
"To succeed, wellness programs must enable people to learn their key health facts, and connect individuals to their personal clinical data anytime, anywhere,” he said. “When consumers and plans are empowered with knowledge, wellness programs can make recommendations meaningful to individuals, and help to prevent and manage chronic disease."
A past study suggested that while companies do typically hope that wellness programs can help them keep down health care costs, their top motivation for doing the programs is to improve the health of their employees.
Is coconut really more hydrating? Clarifying myths and fact on waters.
Originally posted by Ellie Krieger on July 7, 2015 on washingtonpost.com.
It’s sweltering outside and you’ve worked up a big thirst, so you duck into a grocery store to pick up a bottle of water. But these days there are so many brands and types on the shelves that you could drop from dehydration before figuring out which one to buy.
Regardless of their prices or promises, all the waters on the market hydrate you equally well, and no better than tap water does. So if that is all you care about, just grab the cheapest. Even better, remember to fill up a bottle at home before you leave next time. But if you want something that tastes different or has the possibility of added health benefits, here’s the lowdown on what’s out there.
Bottled water, as defined by the Food and Drug Administration, which regulates the industry, is simply water fit for human consumption that is bottled safely. It could be packaged tap water. But beyond that baseline there are official definitions for terms such as “purified,” “spring,” “artesian” and “mineral” that specify how the water is processed and sourced.
“Purified” means the water — from any viable source, even, say, a municipal water supply — has been filtered or distilled to remove impurities such as chlorine and other elements that affect taste. Spring and artesian waters come from specific sources: spring water from an underground formation that flows naturally to the surface, and artesian water, which is tapped from an underground aquifer that’s under pressure. Although spring and artesian are often more expensive and have chic packaging, they do not offer any benefits beyond, perhaps, a special taste and status appeal.
Mineral water is defined as having 250 parts per million dissolved solids naturally present (no minerals may be added) and must originate from a protected underground source. Most of these waters are so mineral-rich that drinking them can significantly boost your intake of the nutrients, especially calcium and magnesium, which many people lack. Plus, mineral water tends to be alkaline, which may help bone health. (More on that later.) Depending on the brand, one liter a day can cover you for 20 to 58 percent of calcium and 16 to 41 percent of magnesium needs. On the flip side, it can also contribute a significant amount of sodium, so read the label carefully to decide what is right for you.
For those who don’t care for the taste of plain water, there is a vast array of flavored options. Some are simply treated with a hint of natural fruit and/or herbal essences. Others have sweeteners, food colorings and artificial flavors, making them, to me, more like soft drinks than water. Many sweetened waters contain considerable calories from refined sugar, upwards of 50 calories per cup (120 in a typical 20-ounce bottle), which can really add up if you are chugging several each day. Many also have promising names like “Revitalize” or “Focus,” which are mainly marketing tools that are better ignored, and vitamin and herb enhancements that probably won’t hurt you but won’t benefit you much, either. When picking up flavored water, I suggest going for one that is as much like actual water as possible, unsweetened and with minimal additives.
When coconut water first burst onto the scene, it promised better hydration than water, but marketers have since backed off on that unjustified claim. What it can claim to be is a lightly sweet liquid with a somewhat nutty taste that hydrates as well as water and provides a significant dose of potassium. Coconut water comes from the inside of the young green fruit and, unlike coconut milk, has no fat. If you want a change of pace flavor-wise and you take into account the 45 calories it has per cup (if you get the unsweetened variety), it can be a good way to change things up. But there is nothing magical about it. You could also hydrate and replenish your potassium (plus get other nutrients and filling fiber) by drinking a cup of water and eating a small banana.
A new kid on the shelf in the same category is maple water, the liquid (sap) from the maple tree that is usually boiled down to make a syrup. In its unconcentrated form, it is clear and has a subtle sweetness, plus some minerals, for about 20 calories per cup. There isn’t enough research to back the many claims about its health benefits, including the “cleansing” power I was told it has by the woman providing tastes of it at my local market. (I hope she didn’t see me rolling my eyes.) But I thought it was delicious, if expensive, at $4 for a small bottle, and, like coconut water, a healthy way to switch things up taste-wise.
An overwhelming trend in the beverage aisle is the emergence of “pH-balanced” alkaline waters — boasting a pH greater than 7. The trend stems from a popular but unfounded theory that if we consume too much water that is on the acidic side (which tap water often is), we wind up acidifying our body and compromising our health in myriad ways. The fact is, our body’s pH is maintained in a tight range, thanks to our kidneys and other buffering systems, and there is no substantial research to show that drinking more acidic water does any harm per se. But while there is no need to stress about your water’s pH, there is one well-documented “pro” to drinking water that is more alkaline: It could benefit your bones.
Several studies show that drinking water that is more alkaline because of its electrolyte and mineral content (whether naturally occurring, as with mineral water, or added) can help preserve bone by reducing the kidney’s need to tap into calcium reserves to balance normal acid in the body. So, not only do you ingest more important minerals and nutrients like potassium when you drink this kind of water, you also help keep calcium in your bones instead of breaking it down. Skip brands that have been made alkaline through a process of ionization, which won’t give you the nutrient benefit that minerals and electrolytes do. Also keep in mind that more alkaline (a higher pH) is not necessarily better. Aim for a pH somewhere between 7.5 and 8.5, because once you get above that, the water tends to have a slippery feel and less appealing taste. With all the options out there, you shouldn’t settle for less than one that delivers both good health and good taste.
12 Ways Your Pet Can Improve Your Mental Health!
Originally posted by Danielle Hark on July 14, 2013 on HuffingtonPost.com.
When I am feeling down and weary, and I can barely lift myself off the couch, my dog comes to my rescue. She cuddles with me, then motivates me to get up, dressed, and out the door for a walk or some play time. Somehow my fur-baby even gets me to smile, no matter how miserable or stressed I feel.
I am not alone. It turns out that all pets, not just therapy pets, can help your mind, body, and spirit.
Here are a dozen reasons why:
1. They get you outside: Sun and fresh air elevate your mood and the sun gives you an extra dose of vitamin D. Vitamin D exposure helps fight physical and mental conditions, including depression, cancer, obesity, and heart attacks. Also, when you go outside with your pet, you are engaging with nature. Try taking a moment to listen to the trees rustling, feel the wind rushing past, and the sun upon your face. The sounds and feeling of nature can be incredibly calming.
2. They get you moving: Walking your dog and engaging in outdoors activities like tossing a Frisbee gives you a natural energy boost, and allows you to let off steam. It also makes you more physically fit, strengthening your muscles and bones, which helps not only your body, but also your self-esteem. Studies have shown that animal owners, both adults and children, have lower blood pressure, as well as lower cholesterol and triglycerides, which may be in part attributed to the more active lifestyle pets promote. Pet owners also have been noted to have better circulation, and a lower risk of experiencing major cardiac issues. And when your body feels stronger, you are less susceptible to mental health issues.
3. They lessen allergies and asthma, and build immunity: This one may sound counterintuitive, but children who grow up in homes with furry friends are actually less likely to develop common allergies. Studies have shown that children who were exposed to two or more dogs or cats as babies were less than half as likely to develop allergies, including dust, grass, ragweed and pet allergies, and were at a lower risk for asthma. Allergies can cause people to become lethargic, apathetic, and suffer from insomnia, which can make them more vulnerable to mental health issues, such as depression.
4. Petting reduces stress: Rhythmic petting or grooming can be comforting to your dog or cat, and you. Concentrate on the texture of his soft fur, the warmth he radiates, and his deep breaths. When you connect with your pet, oxytocin, the hormone related to stress and anxiety relief, is released, helping to reduce blood pressure and lower cortisol levels.
5. They both distract you and keep you present: Being present and engaged with your pet takes your thoughts off of the issues that are plaguing you. When you are fully in the moment, you are not worrying about the past or the future. It's just you and your pet. Another way to keep distracted and present with your furry friend is to take photos or videos of his or her cute antics.
6. They lessen loneliness: If you don't like to be alone, pets can be great domestic companions. Often a pet is very intuitive and will seek you out when you're feeling down, refusing to allow you to remain alone. Just make sure you can fully care for and love a pet before you take her home. Pets should not be used to fill a temporary void and then pushed aside. A dog or cat is a long-term commitment, and it's not always easy, but if you are up to it, they can provide much love through the good times and the bad.
7. They're great listeners: You can talk to your pet about anything -- your day, your hopes, your dreams. You can practice a speech with them, lament about a breakup, or utter truths that you may be afraid to actually share with someone else. A dog or cat can be the perfect "person" to go to when you want to vent without any potential repercussions.
8. They love you unconditionally: Seeing her enthusiasm when you walk in the door can be an instant mood-lifting boost. Her tail wagging, tongue hanging out her mouth making it look like she is smiling, the way her ears perk up. Her grunts or purrs. She doesn't care if you just screwed up a deal at work, or bombed a test, she loves you for being you, whatever that means on any given day. She's just happy to seeyou. She wants to be around you, to love you, and be loved by you.
9. They can lessen your isolation: Dog parks allow for more opportunities for socialization for both your dog and you. Your dog makes friends pretty easily and will break the ice so you can connect with new people, and perhaps set up future dog dates, hikes, or playtimes at local parks. Your little cutie can be an instant conversation starter, and also a good way to get to know some of the people in your neighborhood.
10. They can give you a purpose: Having a pet to care for can give you a feeling of purpose, which can be crucial when you are feeling really down and overwhelmed by negative thoughts. By caring for your pet, or another person or animal in need, you are focusing on something other than yourself and your life. Your good deeds, and your pet's positive response, will give you a feeling of instant gratification.
11. They make you smile: When your dog does cute things like rolling on his back or putting a paw up on your arm, he can make you smile, which in turn triggers neurotransmitters to fire. These pet-time smiles can raise your serotonin and dopamine levels, which are nerve transmitters associated with calmness and happiness.
12. Playing is fun: With the grind of daily life, sometimes we forget to just let loose and have fun. Go ahead; wrestle, play catch, dance together, or just run around and act silly. Your dog will love you for it.
So go have some fun with your pooch or feline friend! Have a ball, with a ball, or anything else, and you will both benefit from the pleasurable together time.
And if you don't have a pet or can't get one right now, you can volunteer at a shelter. There are many animals that can still benefit from your love, and you will feel the benefits, too.
Are Your Workers Stretching to Prevent Ergonomic Injuries?
Originally posted by Jennifer Busick on May 6, 2015 on safetydailyadvisor.blr.com.
Overexertion, slips, trips, and falls cause 60 percent of lost-time occupational injuries in the United States and cost employers over $30 billion in direct workers’ compensation costs in 2013. One strategy you can use to control these costly injuries is an effective worksite stretching program.
The aging workforce is one factor that increases the likelihood of falls: the U.S. workforce is aging. According to the Centers for Disease Control and Prevention (CDC), one out of three individuals over age 65 will fall every year, and the incidence rate of falls begins to accelerate at age 45. You can improve the work environment—lighting, flooring, housekeeping—to prevent these types of injuries, but if you’re already on top of all of that, the next step to take may be to address worker factors like poor motor coordination and balance problems that increase the risk of falling.
Increased flexibility can decrease MSDs
An inverse relationship exists between flexibility and risk for musculoskeletal disorders (MSDs)—that is, as flexibility improves, employees reduce their chance of developing an MSD. Improved flexibility and range of motion in these three body parts will have the greatest impact on workers’ ergonomic risk:
- Hamstrings. Hamstring flexibility relates closely to the ability to lift properly without injury. Individuals with flexible hamstrings can use the powerful muscles in their legs to bear the brunt of lifting heavy objects, while those who are less flexible often lift with their backs, putting them at greater risk for injury.
- Shoulders. A larger range of shoulder rotation can help workers avoid injuries from reaching and pulling.
- Trunk. Restricted trunk rotation is a common cause of chronic lower back pain, and a larger range of motion helps workers bend and twist without injury. Employees who have a range of motion less than 90 degrees are at increased risk for injuries, as are those with more than 30 degrees of difference in range of motion between left and right trunk rotation.
Tips for a successful stretching program
These three tips will help you establish a successful workplace stretching program.
- Measure and provide feedback. Evaluate employees’ shoulder rotation, hamstring flexibility, and trunk rotation before the program begins, and compare their results to averages for their age and gender. Periodic reassessment can help them see their improvement.
- Increase the challenge. As employees improve their flexibility and range of motion, the exercises in a stretching program should become more difficult; try for 3-month intervals. Not only will this encourage employees to keep improving their fitness, it will also stave off the boredom that can ensue when people repeat an exercise routine.
- Make it mandatory. If you make stretching part of your voluntary wellness program, you may get limited participation. But stretching is value-neutral—it’s not likely to be seen as punitive or discriminatory, like weight-control programs or some other wellness initiatives—so you can require workers to stretch before their shift, during required “stretch breaks,” and at the end of their shift in order to ensure that they receive the benefits of stretching.
More employers use workplace wellness programs to reward healthy behavior
Originally posted January 18, 2015 by Matt Dunning on www.businessinsurance.com.
As employers pursue effective workplace wellness programs, their embrace of results-based financial incentives and other emerging health management strategies is likely to broaden this year.
Twenty-three percent of large employers polled in a survey released in December by Mercer L.L.C. said their wellness programs include incentives tied to an employee's achieving — or at least demonstrating progress toward — a certain health status or biometric reading, up from 20% in 2013.
Similarly, a September survey by Towers Watson & Co. found that 18% of employers already use outcomes-based wellness incentives, while another 10% plan to do so this year.
Outcomes-based incentives are “where we've been heading for a while now, and I don't see that changing,” said Jill Micklow, a Chicago-based wellness consultant at Schaumburg, Illinois-based Assurance Agency Ltd. “I think you're definitely going to see more of the same this year and into next year from employers.”
Another 48% of employers plan to add a results-based incentive strategy to their wellness program by 2016 or 2017, according to Towers Watson's survey.
“The days of giving employee small tokens like gift certificates or T-shirts are long gone,” said Lisa Weston, director of wellness promotion at human resources consultant Bagnall Co. in Phoenix.
Ms. Weston said most employers migrating toward outcomes-based incentive designs thus far have been larger firms.
Another recent development experts say could gain substantial momentum this year is the burgeoning popularity of value-of-investment metrics as an alternative way to measure a wellness program's positive and/or negative effects.
“Over the last two years, we've seen this debate rise up over the ROI of wellness, and I think there is a healthy level of skepticism to apply there,” said Ron Leopold, the Atlanta-based national practice leader for health outcomes at Willis North America Inc.
Unlike the cost/benefit-oriented return-on-investment assessments many employers use to gauge their wellness programs' financial viability, experts say value-of-investment assessments examine the breadth of a wellness program's cost-effectiveness relative to an employer's other operations.
“I think there's a growing recognition among employers that wellness is a marathon, it's not a sprint, and there are far more targeted ways to put in programs in order to lower your medical costs,” Mr. Leopold said. “The lion's share of what's in a wellness program ... does pay dividends over time.”
“There's also a growing body of evidence that suggests that companies that do invest in good health and wellness programs correlate with better business returns and greater profitability when compared to peer companies that have not invested in wellness,” he said.
As much as 32% of employers polled last year by Arthur J. Gallagher & Co. indicated they already use one or more of the most common value-of-investment metrics — including employee engagement, lost work time and lost productivity — to evaluate their wellness program.
“It gets to all of what comes out of all of the resources invested in wellness programs,” said LuAnn Heinen, a Minneapolis-based vice president at the National Business Group on Health. “It gives you a look at what your business results are, beyond the medical trend.”
Wellness programs adopt outside-the-box solutions
Originally posted December 15, 2014 by Mike Nesper on Employee Benefit Advisor
Increasing participation in a particular activity can be done with incentives, “but you can’t buy commitment to health,” says Alexander Domaszewicz, a principal and senior consultant with Mercer. “Getting people committed to health takes other influencers and motivators.”
That’s the state of wellness programs in the workplace, Domaszewicz says, trying to make a program as valuable as possible and doing so in a meaningful way. “We’re enhancing and refining as we go,” he says.
More employers are using outcomes-based incentives, says Beena Thomas, Optum’s vice president of health and wellness. “It increases personal responsibility,” she says. Financial incentives, like premium reductions for employees who meet biometric thresholds, are widely used, but there are other strong motivators, Domaszewicz says. People are more likely to participate if an activity is easy and accessible, he says. Participation is less likely if an activity is difficult, he says, even if there is money attached to it.
Wellness programs have moved past a one-size-fits-all mentality, Domaszewicz says, and employers are now focused on employee health both at work and at home. The latter is even being recognized — such as rewarding someone who plays in an adult soccer league.
Employees prefer face-to-face interaction
There’s also more focus on one-on-one interaction, Domaszewicz says. “We tried to make everything so digital in the last decade,” he says, but employees prefer in-person communication. Employers are bringing professionals, like dieticians, to the workplace, Thomas says. “Employees like to see someone face-to-face,” she says.
Social media has helped increase participation, too, Thomas says. “Social media has played and will play a larger, more defined role in driving employee engagement,” she says.
Wellness programs have evolved rapidly in the past five years, Domaszewicz says, just look at all the wearable devices available today. “There’s a lot to be said for the groundswell of support we’ve seen,” he says. Wellness should continue to accelerate and be more successful in the future, he adds.
Wearables are evidence that employers are focusing on outcomes rather than return on investment, says Robin Widdis, business unit president and interim wellness director at CBIZ. “It’s about encouraging employees to take their health more seriously,” she says, “and employers have shown greater interest in healthy outcomes rather than dollars spent.”
Integrated approach
An integrated health strategy is an approach many employers are taking, Thomas says, and using one vendor for all benefits. “Affordability still continues to remain paramount for employers,” she says.
Regardless of any new legislation, Thomas says wellness programs will keep progressing and employers will continue to emphasize wellness as a core piece to their business strategy. “It’s not something that just sits siloed in the HR department,” she says.
Perry Braun, executive director of Benefit Advisors Network, isn’t so sure. “Intuitively, it is a sound business strategy to invest in these programs, however, businesses are cautious about making investments until the regulatory environment and tax policies have greater certainty or predictability to them,” he says. “Wellness programs require a long-term view and investment from the business community, and unfortunately, the overall business climate is short-term focused at present.”
Ensuring compliance
Advisers got a reminder this year to make certain wellness plans are compliant with the Affordable Care Act after the EEOC sued Wisconsin-based Orion Energy Systems, claiming the employer imposed too harsh a penalty for opting out of the program. Employees who participated had 100% of their premiums covered by the employer, while those who didn’t participate had to pay 100% on their own.
“For a lot of employers it was frustrating to see these lawsuits because they’ve been asking for clarity — not legal action — for many years,” says Karen Marlo, vice president at the National Business on Group Health. “I think there’s a lot of concern. There’s certainly been a lot of going back and reviewing the programs they’ve put in place.”
It’s difficult navigating the various regulations surrounding health care, Marlo says, making it crucial advisers ensure programs are compliant with the ACA, GINA, ADA and HIPAA to avoid lawsuits.
What to expect in 2015
In 2015, employers will continue to shift the rising cost of health care to employees, Widdis says, which will create “an emphasis on healthier lifestyles. There will also be more of a focus on taking action versus pushing information.” Gone are the days of handing out booklets on the dangers of smoking, Widdis says, and employers are now taking action such as charging smokers higher premiums.
Vinnie Daboul, partner at Sage Benefit Advisers, agrees, saying “the successful wellness programs are not going to be the status quo.” Effective programs will be ones that take action based on biometric data and reduce claims, he says. “When you start talking to some of the organizations that are tied to wellness, they’re starting to look at changing the claim curve,” Daboul says.
That includes involving family members, Widdis says. “Employers are also encouraging employees’ spouses and families to become more involved in their wellness programs,” she says. “Moving forward, employers are making wellness less about ROI, and more about improving health, productivity and morale.”
Just Say 'No' to Co-Workers' Halloween Candy
Originally posted on October 14, 2014 by Josh Cable on ehstoday.com.
Workplace leftovers might seem like one of the perks of the job. But when co-workers try to pawn off their Halloween candy on the rest of the department, it's more of a trick than a treat.
Those seemingly generous and thoughtful co-workers often are just trying to keep temptation out of their homes.
"Not only does candy play tricks on your waistline, but it also turns productive workers into zombies," says Emily Tuerk, M.D., adult internal medicine physician at the Loyola University Health System and assistant professor in the Department of Medicine at the Loyola University Chicago Stritch School of Medicine.
"A sugar high leads to a few minutes of initial alertness and provides a short burst of energy. But beware of the scary sugar crash. When the sugar high wears off, you'll feel tired, fatigued and hungry."
Tuerk offers a few tips to help you and others on your team avoid being haunted by leftover candy:
- Make a pact with your co-workers to not bring in leftover candy.
- Eat breakfast, so you don't come to work hungry.
- Bring in alternative healthy snacks, such as low-fat yogurt, small low-fat cheese sticks, carrot sticks or cucumber slices. Vegetables are a great healthy snack. You can't overdose on vegetables.
- Be festive without being unhealthy. Blackberries and cantaloupe are a fun way to celebrate with traditional orange and black fare without packing on the holiday pounds. Bring this to the office instead of candy as a creative and candy-free way to participate in the holiday fun.
- If you must bring in candy, put it in an out-of-the-way location. Don't put it in people's faces so they mindlessly eat it. An Eastern Illinois University study found that office workers ate an average of nine Hershey's Kisses per week when the candy was conveniently placed on top of the desk, but only six Kisses when placed in a desk drawer and three Kisses when placed 2 feet from the desk.
And if you decide to surrender to temptation and have a treat, limit yourself to a small, bite-size piece, Tuerk adds. Moderation is key.
Taking an unconventional approach to wellness planning
Benefits managers often find themselves stranded in no-man’s land when it comes to bringing wellness to a workplace. As a concept, wellness is a thriving and transformative experience for many employers, but justifying those costs – or adopting a wait-and-see attitude to measuring a wellness program’s success – is a difficult case to make with a company’s financial decision-makers.
In tracing the wellness success story of Elkay Manufacturing – whose wellness program saw a 76% reduction in major health issues among staff most likely to incur substantial health care costs, not to mention a projected increase in 2015 health care premiums limited to just 1.8% - some of the secret may lie in the unconventional approach taken by the company’s wellness champion.
Carol Partington, corporate manager of compensation and benefits with the 3,000-employee maker of sinks and water coolers – speaking at last week’s EBN Benefits Forum and Expo – said her company’s unimpressive early results with wellness required her to take a more straight-forward tack.
“You need to get leadership support to create an effective program, but you also don’t want to scare the hell out of senior management,” Partington says. “My approach was, ‘I know where I’m going, I’m just not telling everyone where we’re going yet.’ You also can’t be too aggressive; you need to put disciplined steps in place, and be willing to be flexible.”
And while most company executives need to be shown the hard facts before committing to any additional wellness spend, Partington says she simply admitted to her company’s leaders – a business founded in 1920 – that return on investment is often impossible to demonstrate in a wellness effort, opting to emphasize value of the investment instead. Rogue as that may seem, Elkay’s current wellness results – and its low anticipated health care cost increases – earned her the respect of her managerial team.
“We have a company that’s 70% manufacturing workers, in 15 locations across the country, two of which are unionized, and I don’t get a lot of time with people,” she notes. “But my job is to remove distractions from our employees’ lives – we work in a setting where people can lose body parts if they’re worried about their own health, their parents, their sick kids. How can I give them a solution that works?”
Elkay first adopted biometric testing-based wellness in 1994, offering a $25 incentive to employees to participant, but Partington says that the company so almost no results after 12 years, with the company still paying approximately $23 million a year on its employee health care plan. Partington said a high-deductible plan never fit into Elkay’s culture, and costs continued to escalate. Evan a $700 premium differential for employees who demonstrated better health results wasn’t the answer, she says.
“We asked our employees why they took part in the health screenings, and most said they were doing it just to get the premium. I realized we’d failed in our mission,” she notes. “And with no dedicated wellness staff at our company, wellness is only 15% of what I can pay attention to – it’s one of my many responsibilities.”
Partington opted to join forces with Interactive Health to introduce an evidence-based program that could seriously improve her employees’ health, especially those with the most potential health risks, as well as actively addressing those escalating health plan costs. The use of aggregated health data was instrumental in finding some customized solutions for workers.
She says it was also critical to match any incentive programs to company culture, a task somewhat more difficult as Elkay has manufacturing sites in more than a dozen very different and often remote parts of the country. In some rural sites, hunting and fishing licenses were seen as extremely valuable commodities, or even Jiffy Lube coupons for oil changes.
Partington also shied away from gamification efforts, given employees’ limited access to email and smartphones, and also did not establish fitness challenges as a company-wide initiative. She says she also had to be mindful of other cultural differences: Championing the company’s successful tobacco-cessation efforts at a manufacturing site in the middle of tobacco-growing country, where employees’ spouses and families were often employed in that business, required a bit of extra sensitivity.
In the end, by personalizing the incentives and communication, Elkay has created an almost $1,200 differential in its better-health insurance rates, resulting in a 20% savings. Of 636 employees tracked with a litany of five serious current or potential health indicators, Elkay produced a 76% reduction in those health issues. And 77% of employees taking part in more personalized health tracking met their personal health goal in the second year of the enhanced program.
“Change is hard,” Partington says. “So you gotta talk a lot.”