A way to take your wellness program beyond paper
Target is taking its wellness program a step further and giving its more than 300,000 employees access to a FitBit tracker. And to sweeten the deal, all employees participating in the FitBit Wellness Program will have a chance to earn money for the charity of their choice.
Employees can sign up to get the FitBit Zip ($59.95) for free or pay the difference for a more advanced FitBit.
Amy McDonough, vice president and general manager of Fitbit's wellness unit, told eWEEK that the deal with Target is one of the largest company-wide wellness arrangements it has made so far.
"The Target announcement was exciting because they are a strategic retail partner for Fitbit products and also a large employer," McDonough said. "It's a great example of how these larger organizations are really putting wellness at the forefront."
Employees who take advantage of the FitBit offer will be grouped into teams for a monthlong challenge. The winning team will get $1 million to funnel into a charity of their choice, Chief Human Resources Officer Jodee Kozlak told CBS News.
Kozlak added that employees will also receive extra discounts on fruits and vegetables, and healthy grab and go snacks will be featured near cash registers.
RELATED: One compelling reason to participate in a wellness plan
Grab the sanitizer, you'll want it after you read this
The digital age is giving germs a new breeding ground. But a little extra cleaning can narrow the playing field according to this article from forbes.com.
When it comes to germs, the gold standard for grossness is the bacteria brewing in our bathrooms.
A variety of studies and reports over the years have put the average bacteria per square inch on a toilet seat somewhere between 50 and almost 300 for household potties and over 1,000 for the public varieties. Yet our own handheld electronics harbor even more bacteria than that.
Smartphones Your smartphone is home to your photos, music, contacts, productivity apps and odds are at least one game featuring a bird, zombie, fruit or farm. Oh, and there’s something else on your smartphone, too — loads of fecal coliforms. Joining the coliforms are Streptococcus, Staphylococcus aureus and a host of other -ococci.
A 2013 project at the University of Surrey perfectly illustrates the situation.
Bacteriology students made imprints of their phones in Petri dishes, and after three days, they saw examples of many of the aforementioned bacteria — plus one particularly hairy case of Bacillius mycoides. It’s really not surprising that the device that goes everywhere from public transportation to public restrooms to not-so-public germ repositories (aka our own homes) is a hot bed for bacteria.
Even back in 2012, when iPhones only offered us 4.5 inches of germ-covered surface,University of Arizona microbiologist Chuck Gerba found cellphones carried 10 times more bacteria than most toilet seats. In 2013, Mashable put that number much higher, claiming that our phones may boast a whopping 25,107 bacteria per square inch. But your smartphone is just one of the worst offenders, not the only one, as this black-light-enhanced demonstration from British business services group Initial reveals.
Here are four more gadgets to rival any restroom when it comes to germs:
Tablets/e-readers — Just think of them as smartphones with fewer features and more surface area when it comes to the germ load tablets and e-readers pack. One iPad tested by British consumer magazine Which? found 600 units of Staphylococcus aureus alone.
Game controllers — With almost 5 times more bacteria than your toilet seat, your game controller has probably still seen scarier stuff (like that boss faceoff with Sephiroth). Still, E. coli is among the potential offenders.
Keyboards — Your keyboard could be home to anywhere from three times more bacteria than your toilet seat to almost three times that of a public toilet seat. Some studies found 3,000 bacteria per square inch on computer keyboards and 1,600 on the average computer mouse.
Remote controls — While likely cleaner than a public toilet seat, remotes still boast a bit more bacteria than some home-throne estimates with 70 present per square inch.
So how do we handle all of this bacterial buildup?
Step one: Remember the bathroom is no place for a phone (that you don’t want covered in fecal coliforms).
Step two: Wash your hands before handling your devices, or at least use a hand sanitizer.
Step three: Use gadget-friendly wipes to keep your favorite handhelds tidy.
But if you only do one thing, let it be step two. After all, you know what else has more bacteria per square inch than a toilet seat? You do. A lot more.
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.
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.”
More on the EEOC and Wellness Programs
Source: ThinkHR.com
The U.S. Equal Employment Opportunity Commission’s (EEOC) recent litigation against employers over incentives granted to employees participating in wellness programs may be a concern for other employers. Specifically, the EEOC has asserted that the size of the incentive that is lost by employees that refuse to participate could render an employer’s wellness program “involuntary” and in conflict with the Americans with Disabilities Act (ADA). Our recent blog post on this issue highlights the concern.
The EEOC’s action raises issues that have confused employers and benefit advisors for many years: What types of wellness program rewards or penalties are acceptable under the ADA? Will programs that comply with other federal laws for employer-sponsored health plans avoid claims of discrimination under the ADA?
The ADA generally prohibits employers from requiring employees to answer disability-related questions or to undergo medical exams (except certain health/safety exams in specific professions or industries). The EEOC, which regulates various ADA provisions, has confirmed that employers may conduct health assessments or exams as part of a voluntary wellness program without violating the ADA. Medical records must be kept confidential and separate from personnel records.
While the EEOC has not published clear guidance as to the meaning of “voluntary” participation, the need for clarification is apparent. The Health Insurance Portability and Accountability Act (HIPAA), has long permitted health plans to make wellness rewards (incentives or penalties) up to certain limits — those limits were increased under the Affordable Care Act (ACA) starting in 2014. These ACA limits may inform strategy on employer implementation of incentives to promote participation in wellness programs.
Penalties and Rewards
The ADA speaks of penalties, but in the vernacular of the ACA, the term “reward” refers both to an incentive payment or a penalty surcharge. Further, the ACA categorizes wellness programs as either “participatory” or “health-contingent” and applies different rules for each category.
Participatory programs do not depend on health status and no specific health outcome is required. For example, a program that rewards all employees that complete a health risk assessment, without regard to the results, is a participatory program. A health-contingent program is one that offers the reward only to employees that either meet an initial health standard (such as satisfactory biometric screenings) or do not meet the initial standard but meet a reasonable alternative standard (such as attending an educational program).
Starting with 2014 plan years, the maximum allowable reward (incentive or penalty) in a health-contingent wellness program under the ACA is 30 percent of the health plan cost, or 50 percent if the program is designed to prevent or reduce tobacco use. (Health plan cost generally is the COBRA rate minus the 2 percent administrative fee.) If the program is merely participatory, however, there is no limit under the ACA for the amount of reward an employer can give an employee.
Regardless of the ACA provisions for wellness programs, the EEOC presently believes that compliance with the ADA prevents employers from offering rewards amounting to steep or enormous penalties — even in a participatory-only program. In its recent case, the EEOC cites the difference between employees paying 25 percent versus 100 percent of the cost for health insurance based on whether they participated in a wellness program as an “enormous penalty.”
Considering the EEOC’s public comments endorsing voluntary wellness programs, and that their enforcement activity is focused on programs imposing penalties that they describe as enormous or steep, it appears likely the use of wellness program incentives will continue to be permitted. However, compliance with the reward limits and reasonable alternatives required under the ACA needs to be complimented with awareness of the EEOC’s concern over excessive penalties. Formal guidance from the EEOC is still pending.
For more information about wellness programs under the ACA, read the Final Rule.
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.”
The components that will make or break a wellness plan
Originally posted October 1, 2014 by Elizabeth Galentine on https://ebn.benefitnews.com.
When shopping around for a wellness program partner, it’s the details that matter. All comprehensive wellness platforms should consist of four core programs — wellness, disease management, EAP and work life components — says Yale Mallinger of wellness company HMC-HealthWorks, but it’s what makes up those components that will make or break a plan. Therefore, advisers must do their due diligence when choosing a wellness provider to work with, he says.
For example, most reputable wellness companies will offer two types of diagnostic questionnaires, behavioral and medical, but advisers should request to sample those tests themselves, Mallinger says. “You should be able to go to their portal and participate, get a score, test it out,” he told attendees during a breakout session Tuesday at EBA’s Workplace Benefits Summit.
Mallinger also recommended breaking down the diagnostic testing process itself. For medical testing, ask the vendor if blood tests are done intravenously, through a finger prick, or both and what the benefits of each method are for a particular employer client. Some employers will want the instant results that a finger prick can provide, while others will be willing to wait a week or two for more comprehensive results from lab, says Mallinger, project director at HMC-HealthWorks.
Then, for clients interested in the lab testing route and submitting the testing to their insurance carrier as a preventative health measure, Mallinger recommends going even further by having their insurance company do a trial run with that billing code to ensure it works.
The whole package
As you look at potential wellness partners, consider whether or not the company offers unbundled plans, Mallinger continues. Although he says “it does no good to put a wellness program in place if you don’t take care of all the problem [areas] for employees,” such as debt management and legal assistance, not every employer will want the top-tier package.
Presenting the benefits of a wellness plan in an unbundled format allows the clients to pick and choose for themselves, he says. Such benefits include:
- A personal health and wellness portal;
- A health library;
- Health risk assessments;
- Mobile app capabilities;
- Reporting capabilities;
- Diabetic supplies;
- Concierge services;
- Coaching services;
- Disease management;
- Biometric screenings;
- Employee assistance programs, and more.
Additionally, as far as mobile technology, every wellness company has an app — “it’s what they do with it and what you can do with it” that counts, Mallinger says.
Some apps have the ability to report a range of statistics to employers, such as what people are reading or if they take a health assessment, he explains, adding that such reports are beneficial not only on an annual basis but also quarterly.
In turn, Mallinger says some wellness companies are primarily software-focused, so advisers should be sure to analyze the type and quality of any wellness coaches they provide. What kind of training do they have? How are they certified? “Take the time to break it down,” he says, and never be afraid to ask for credentials.
There are currently at least three lawsuits related to wellness plans going through the U.S. court system, Mallinger points out, so advisers should also be cautious that plans are in compliance with the Affordable Care Act, Americans with Disabilities Act and others.