Company Wellness Programs

Create and offer “free” medical information resources as part of the overall employee wellness strategy. Reliable information is available free, or at very low cost, through many resource areas.

Ideas and resources will be suggested here. Also review the Resource and Website listings after this guide for more ideas and resources.

Wellness Bulletin Board Ideas

Most workplaces have at least one staff member bulletin board located in a central area. Obtain permission to use part of that bulletin board as the “Wellness Corner”, or obtain management approval to develop a bulletin board dedicated to wellness. Wellness bulletin board suggestions include –

• White 8 1/2″ x 11″ flyers will be ignored. Use color or nonstandard size and shape when possible.

• Change your bulletin boards often. When they remain the same too long, they become “white noise.”

• Play “Dialing for Dollars” to raise bulletin board attention. Make a random phone call and ask an employee to name the health fact of the day as listed on the health bulletin board. Award nominal prizes to winners.

Use an “activities calendar” with targeted advertisements, football schedules, recipes, etc. that will encourage keeping the calendar updated and utilized.

• Post or email quick tips on health. Get tips from the Hope Health website at – http – //www.hithope.com/main.php?dir=content&file=health_tips.txt.

Wellness Library

Develop an worker library in a central area that has easy worker access. Resources and ideas for the library could include –

• A local health resources guide with referral lists to help workforce hook up with resources when onsite resources cannot be provided. Keep referral lists in a 3-ring binder and update monthly.

• A brief, periodic wellness newsletter or update flyer distributed to workforce via their paycheck or department meetings. It is easy to make use of the monthly CIS Healthy Benefits staff member update for this purpose.

• A variety of consumer books, magazines, videos, and articles related to good health. Solicit staff member donations of current titles and recyclable items.

Be certain to encourage employees to checkout materials for loan. Update resources regularly. Consider using some CIS Healthful Benefits corporate wellness grant funds for good library resources.

• Healthy resources are available at local libraries. Publicize those resources within your on-site wellness library.

• Health magazines can be kept in the staff member break area.

• Download extra copies of the CareWise quarterly newsletter from the CIS website at http – //www.cciservices.com, Healthful Benefits, and circulate these in staff member break room areas.

• Create a consumer medical information bin that is updated with articles and pertinent information regarding consumerism and health care. Check the resource listings after this guide for more ideas.

• Free  brochure materials may be obtained from local non-profit agencies (American Red Cross, Heart Association, Cancer Society, Lung Association), and made available in staff member areas.

See website listings and other resources in the back of this guide for additional ideas regarding free medical resources.

New Year’s Resolution Bulletin Board

• Have workforce voluntarily write down their health-related New Year’s resolutions on 3″ x 5″ index cards with their names on the back.

• Post the cards in the form of a collage on the wellness bulletin board.

• Leave the cards up for about two weeks, and then store them in a secure wellness file.

• Post the cards near the end of February to remind staff of their goals and self-commitments.

• Take the cards down again after another week and again store in a secure file.

• Mail the cards back to the person along with health promotion program promotions or other information announcements after March.

• Throughout the year, continue to offer wellness opportunities, support groups, or related activities.

The feasibility of worksite based wellness courses depends on the size of the workforce. Worksite programs have to be supported with an adequate number of interested staff to keep a class going.

Typically a certain level of worker involvement is also necessary to ensure availability of facilities like a room and equipment.

There are broad ranges of ongoing courses which could be offered in the worksite, including aerobics, yoga, tai chi, stretching, weight management, stress management, smoking cessation, and self defense.

Depending on results from an interest survey, offering an “introductory” mini class series regarding a topic of high interest might  be a good beginning idea.

For example, offer a series of five starting yoga classes to acquaint staff members with the posture and relaxation benefits of yoga. After an introductory series, staff members may want to pursue something on their own in the community.

Or, possibly an staff member interest group could create where interested employees would pursue the chosen activity as a group.

Who Pays for What When? (Worker Subsidies and Discounts)

Many workers and wellness teams are below the impression that the employer ought to pay for all wellness activities. Do not forget the employer is paying the bulk of the staff member’s health and benefits package.

When vacation time, insurance costs, and sick costs are all factored in, the typical American business spends very close to $10,000 per year per employee on related health, time off, and lost productivity costs.

Health is a personal responsibility and a gift we can all give to ourselves. Make sure to help staff increase their understanding and appreciation of self-care for their health by encouraging their share of accountability for healthy and safe living and working.

Other ways of financing worksite based wellness activities and to also “internally” motivate workers are included here –

Subsidies

When there is a budget but not enough space or staff to offer onsite classes that are available elsewhere (like Weight Watchers, fitness clubs exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy can be offered to those who take advantage of these community resources.

Establish guidelines ahead of time about eligibility and maximum reimbursement, conditions for reimbursement, whether proof of participation is required and what form it ought to take (receipts, log forms, etc).

The wellness policy also needs to address whether someone is eligible one time only, once a year, every five years, etc. for reimbursements.

• Subsidies work best when the staff member puts out the money and effort first, and then gets a partial reimbursement or completion gift based on some sort of attendance or participation completion.

• The reimbursement should be large enough to be worth the trouble of implementing the program, but should not cover the entire cost the program.

• It’s easy to get carried away with requiring “proof” in these types of programs. Don’t make it too bureaucratic or no one will use it. It’s important to remember no matter how well your policies are set up, there will be individuals , normally very few, who cheat-that’s unavoidable and shouldn’t become the major focus of documentation requirements.

• Consider appropriate participation gifts in place of financial reimbursement. for example, if an employee meets attendance criteria for a stretching class, provide a stretching strap or yoga mat as the completion gift.

• Be sure to check with the management team regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Employee discounts and donations could be sensitive areas for public companys and employees. In many jurisdictions, public employees aren’t permitted to receive any kind of special consideration, including discounts, from local corporations, vendors, or providers.

Be certain to check organizational ethics and procurement policies before asking for discounts.

If management policy does allow for discounts and donations, the whole solicitation process needs to be conducted fairly and spelled out in writing. All interested, licensed providers, and service providers should’ve a fair unbiased opportunity to participate if they so choose.

No inappropriate advantages are given to one provider over another in terms of access to employees, publicity, etc. No vendor or service provider should be promised or guaranteed additional revenue, business, or anything else when they pick to voluntarily offer a donation or discount to employees.

Follow the same donation and/or solicitation policies when offering vendor door prizes or gifts at an employer-sponsored wellness fair.

Hollywood Stars or American Celebrities

This is another fun activity focusing on healthy losing weight or maintenance.

• Participants pick a secret code name (the name of a Hollywood star or other celebrity).

• Participants weigh-in with a “trusted” confident privately – at which time a healthful weight goal is set for the period of the contest.

• Post a chart with everybody’s secret name assigning each a beginning weight of zero.

• Participants weigh themselves weekly and submit the weight with their code name on the paper.

• Weight is expressed about a beginning weight of zero. for example +4 would indicate a weight gain of four pounds; while -2 would indicate a weight loss of two pounds.

• Future weigh-ins must be about the beginning weight, not the previous week’s weight.

• The chart is kept current and posted publicly by Health Promotion Committee.

• Post a “weight control hint of the week” next to the tracking chart.

• Give “take one”  handouts on weight control education or motivational tips by the chart.

• Celebrate worker progress at the end of the activity.

Wellness Book/Journal Club and/or Book Exchange

Similar to any other book discussion group, the readings and focus of this group is health. With a wide “health” definition, many subjects can be appropriate including communication, self-improvement, relationships, money management, environment, ecology, recreation, cooking, etc.

Let the group select the topics and books. Another suggested idea is to establish a book swap area where readers can trade the book(s) for those that others have left for trade.

Pre-Make sure to work Stretching Group

A few minutes of gentle stretching is a great way to safely begin the workday. A specialist fitness instructor may  be brought in to teach proper stretching techniques.

After that, most often an internal group can meet and run itself. Offer periodic refresher sessions with the personal trainer or instructor to vary the routine and help keep participants motivated.

Considerations for workplace stretching –

• Be sure to work with your Management Team for stretching endorsement.

• Stretches must be taught by a knowledgeable and licensed individuals.

• Even though pre-work stretches are done on an worker’s personal time, the question of employer liability will likely arise, especially when someone reports an associated stretching injury.

Check with your corporation’s legal counsel and/or contact your corporation workers’ compensation carrier to help in design of an worker release of liability waiver.

Worksite Chair Massage

Bring in a qualified massage therapist to offer chair massage at the employees’ expense. These massages are done fully clothed with the recipient seated in a chair.

The therapist brings in a special chair that fully supports the head and shoulders while an upper body massage is given. Sessions are generally 15 minutes, with an typical cost between $12.00 – $15.00 per session.

Post a sign up sheet with appointments at intervals advised by the therapist. Make certain the therapist is qualified. It’ll be necessary to provide a private space. A group of “regulars” may evolve which may establish a regular massage schedule.

Obtain an agreement with management so staff can trade massage time for coffee or personal break time.  Note –  management may want the therapist to supply proof of liability insurance.

Art at Work

Art may be a good way to nurture employees’ creative side and help them manage stress at the same time. Bring in various art and craft supplies once a month and let the creative juices flow.

If participants are willing, have a temporary “art show” later that day. Or, feature employee art during certain months or times of the year. Make sure to encourage staff members to post their art in their personal workspaces.

Healthy Email-a-Week

Develop an email list of peers who want to receive an inspirational, funny or educational health quote, thought, tip or idea once a week by email.

Ask members of the Health Promotion Committee to collect ideas initially, and then ask the members of the email list to contribute ideas and information as time goes on. Follow all organization rules regarding work time and email protocols.

Hobby Show or Demonstrations

Hobbies are good stress management tools. Make certain to encourage staff members to show off their talents by sponsoring a “hobby fair” or demonstration. Send around a sign up sheet.

See who would be willing to bring in samples of their hobby, and maybe even do a live demonstration. Fairs or demonstrations may be scheduled as a group activity or brown bag that permits interested workforce to interact.

Or, hobby sharing may be done in groupings by topic over a scheduled period of time, allowing for a brief presentation and/or demonstration on the part of the hobbyist.

Brown bag presentations are a good way to develop awareness about selected health topics. Community health professionals will often provide presentations of a half hour or less at no charge.

Use employee interest surveys to follow up on employee interests that are expressed. the definition of health is broad, so brown bag presentations may also cover a broad variety of topics. Topics may include physical, mental, emotional, women’s health, men’s health, financial health, etc.

Considerations for brown bag presentations –

• Brown bag sessions are good for awareness building. This seed planting process can help personnel become more proactive about healthy options.

• Don’t schedule the program for the full hour – normally 40 minutes or so works best. This will allow folks a chance to come and go, grab a quick bite, ask questions, etc.

• When the subject matter is sensitive, such as domestic violence, substance abuse, etc., it’s possible individuals  will be reluctant to attend for fear of being associated publicly with the problem. They will, notwithstanding, attend when the focus is on helping family members, peers, etc.

• Ensure that staff members hear valuable information and will leave with tools and resources to carry out the message. Be certain to work with the presenter on information strategies that work for your staff member group.

• Promotional materials should publicize the program with a name that indicates the brown bag focus. Include all other pertinent information like where, who, when, etc.

• Some topics that can’t be covered in one session might  be offered in a short series. It will work best to schedule one session each week in lieu of several sessions in one week.

For  instance, you may offer a 3-week series on healthy consuming instead of attempting to cram all the information into one session.

• A catchy title can draw individuals  to the event.  An example of this would be calling lunchtime presentations “Noonlighting”

• When possible, provide a free healthful snack for workers who attend.

• to keep the momentum going, attempt setting up a routine monthly time and day for lunchtime seminars.

• If workforce work in shift or are in work groups in different geographical areas, devise a plan that offers equal attendance opportunity to all.

Resources –

1. Please see the idea list after this guide which offers a selection of resource topics of interest to staff members.

2. Every community has many person, specialists, or specialists from voluntary groups (heart, cancer, lung associations), special interest groups (Y’s, Red Cross, Weight Watcher’s, Safety Council, Alcoholics Anonymous), or the local health department as possibilities to present worksite sessions free or at a low cost.

Many of these contacts will also provide cheap materials.

3. Topic videos may be used for a brown bag session.

Often individuals  shy away from low fat foods because they think these foods do not taste good. to help inform workforce, purchase a variety of low fat foods and put them out in a conference room for an hour or so for a drop-in tasting session.

Or, arrange for low-fat potlucks stimulating workers to bring and share their favorite low fat or healthful dishes.

Considerations –

• Be certain the selections actually taste good.

• Provide a “fact sheet” with the names and price of the various products to assist participants when they want to purchase these products from the supermarket.

• Provide other written information on good nutrition for any interested participants to take. Make use of web sites and other resources listed in the Resource Section at the end of this guide.

• Give small tasting spoons or wooden ice cream tasters.

• It does not take much of each item to give participants a taste of the food or dish. It is not necessary to buy enough, or bring enough, food to provide a meal.

• Make sure to set up the tasting room after lunch so participants can go in on their own and sample.

• Watch for overly sugary items…sometimes low fat means high sugar – so make certain to check the label.

• Typical buys for a worksite sampling could include –  two boxes of low fat crackers, a package of low fat cheese, a box of low fat cookies, two or three low fat spreads such as hummus, low fat cream cheese, a package of honey nut or other flavored rice crackers, and one or two other low fat items.

• Put signs on the table politely reminding participants that the idea is to sample, not have a meal.

• Offer a beverage like a new kind of fruit juice or herbal tea.

Group support and encouragement may be very beneficial in assisting staff make healthy changes. Develop situations, colleague groups, or information avenues where the professionalise and experiences of colleagues may be shared with others. Some ideas for providing on-site support for healthy changes include –

• Employees can be asked to voluntarily submit suggestions, advice, and strategies related to particular healthful practices they have successfully implemented in their lives.

For  instance, ex-smokers may be asked to submit suggestions about what worked for them when they quit; then those ideas may be shared in newsletters, flyers, classes, etc.

• Topics like weight control, stress management, managing change, increasing exercise, etc. lend themselves to this development of collective wisdom sharing.

• Behavior change support groups, created based on staff member interest in making healthy change, can meet on a regular basis to share ideas, resources, support, etc. Health promotion programs can offer some help and facilitation in getting a group started.

The group then its self takes charge of keeping the group going. Periodically the health promotion program can offer to bring in a speaker or presenter on a topic relevant to the group.

Make sure to help the group establish ground rules that everyone agrees to before the group is left on its own.

A wellness fair is an opportune way to familiarize staff members with health issues and related wellness programs.  During a wellness fair staff members may  be able to –

• obtain resource materials;
• participate in offered medical screenings (vision, hearing, blood, cholesterol, cancer, dental, etc.);
• observe demonstrations on the use of fitness equipment;
• Attend mini-seminars on various health topics;
• get free promotional items from local businesses;
• sample healthful foods; and
• obtain information about their health benefit plan.

Some businesss feature a “health and benefit fair” which includes providers representing the various staff member benefit plans (long-term disability, retirement, etc.) available to staff through their business.

Considerations when coordinating a wellness fair –

• Establishing up a successful health fair takes extensive time. Time issues should be taken into account in planning and organizing such an event. the most time consuming part is generally contacting potential participants, making arrangements for their participation, confirming their participation, and setting up the day of the event.

• Sufficient space, tables and chairs must available to allow for the number of providers invited. Some providers may have portable displays or materials that will require additional space, access to electrical outlets, or other logistical considerations that ought to be discussed prior to the health fair.

• Providers will be hoping to make contact with as many persons as possible during the event. Securing their commitment to future wellness fairs requires that every effort be made to promote participation by publicizing the event, picking  the proper venue, and offering incentives.

• If possible, locate the wellness fair in an area with heavy foot traffic.

• Ask providers to supply free materials at their table and to make a donation to a prize drawing. Follow all company policies when soliciting donations.

• as an idea to increase worker participation and to keep interest high, each attendee can be given a “passport”, similar to a bingo card, to be signed by each vendor. the signed passport becomes the ticket for the prize drawings. Such drawings should take place every 15 or 30 minutes.

• Consider teaming up with neighboring corporations to stage a health fair. A team effort will spread out the work and maximize participation.

Ideas for a Benefits Fair –

Invite representatives from each of your employee benefits provider groups. Ask each vendor to be prepared to answer employee questions regarding their program. Representatives could include –

• Retirement plan representative.

• Long-term disability plan representative.

• Medical plan representative.

• Healthy Benefits representative.

• Contract cell phone representative (if applicable).

• Local savings and loan or credit union representative.

• Workers’ compensation representative.

Limited Space for a Health Fair –  If space is limited conduct the fair at lunchtime time. Place stations in business hallways or in individual small conference or office rooms scattered throughout the building.

Provide a map with all the stations listed. Hold a free drawing awarding a prize for anybody who goes to 75% of the stations. Use a punch card or similar method to verify.

Resources for health and benefit fairs coordination –

Assume a broad definition of “health” and reflect that by including a variety of providers and services involved with physical, mental, financial and social health.

For  instance, health agencies, safety companies, benefits providers, local healthcare facilities, recreational facilities, parks, financial planners, childcare referrals, EAP, fitness centers, health food stores, library, alternative and complementary medicine providers, etc.

Worksite biometric screenings can take a variety of forms. Common screening components may include –

• Blood pressure and heart rate.

• Cholesterol (typically a finger-stick total cholesterol test, either fasting or non-fasting).

• Blood glucose (diabetes screening).

• Height and weight.

• Percent body fat and/or BMI (BMI).

• Fitness level.

• Bone density.

• Posture assessment.

Considerations when offering worksite screenings –

• Health screenings must be conducted by qualified, and at times, qualified person.

• Health testings should be conducted in a location that allows for privacy and confidentiality.

• Time for discussion and explanation screening results should be allowed as part of the screening process.

• A process should be in place for referral for participants whose results are indicative of a need for further medical analysis.

• Screenings can be very costly to the overall wellness budget OR there may  be no cost to the program when participants are willing to cover the cost of the assessment themselves.

For  instance, cholesterol and glucose testing usually costs twenty to twenty-five dollars per person, per exam. Staff Members may  be willing to pay for screening in exchange for the convenience of having the screening at work.

• It usually works best to have scheduled appointments at intervals sufficient to allow time for the assessment and a brief discussion of results. Therefore, a registration and scheduling process ought to be devised.

• Some kinds of screening, such as fitness testing, require participants to bring casual clothes in which to do the testing. Workers ought to be notified of the need to dress in a specific manner for the screening.

• to ensure high attendance at screening events, it is advisable to coordinate promotion of the event with reminders to personnel.

• Supply workforce with “screening preparation” guidelines to remind them how to prepare for the most accurate screening results.

Resources for worksite screenings –

1. Speak with a wellness advisor or biometric testing company.

2. If worker participation is low for onsite Healthy Benefits screenings, or when offering additional worksite screening is an choice, check with the community health or outreach department of your local hospital, health education department, occupational health department or workplace health department as to screenings they could offer.

3. Local health clubs may also have licensed staff for some kinds of screenings, such as fitness testing or body fat assessment.

Make safety a key concern when planning physical activity in your workplace.  An accident or injury won’t “sell” the program and might end up costing the company. This section will help you take the necessary steps to avoid an accident or injury.

Points to Consider

Using Certified Professionals

Hire specialistly certified instructors to lead fitness courses (whether on or offsite) or to run workplace lunch and learn sessions.  It’s also a good idea to ask the instructor for references.

When you hire instructors, make sure that your insurance protects both the instructor and your organization.

Risk Management

Regardless of whether we like it or not, liability is an issue these days.

Risk management plans don’t have to be complicated or expensive. for  instance, part of the plan might require that staff complete fitness appraisals and sign statements accepting the possible risks involved in exercise.

It pays to be prepared. Safety and emergency policies and procedures reduce the risk of loss both to person and to your organization.

Ask employees to sign a waiver when participating in both on-site and offsite activities. for liability reasons, employees must understand the risks involved in participating in the activity and understand that they’re waiving their right to sue.

The staff member should not be asked to sign the waiver just before the activity. the waiver might  be invalid if staff claim that they did not fully understand the risks.

Other Safety Tips

Here’s a list of some other safety tips to keep in mindwhen planning exercise.

Look at the environment where personnel are active –

• Sidewalks must be clear of ice and snow, away from falling debris or snow, and have obviously marked curbs and safe crosswalks.

• Stairwells must be well-lit and in good condition and have handrails and safety features, so that staff members are not locked out of floors.

• Fitness facilities should’ve proper flooring, good ventilation, and access to water and an emergency telephone.

Offer medical testing for workers participating in activities –

• PAR-Q

• PAR-MEDX for Pregnancy

Below are some other important safety factors –

• First-aid kit and automated external defibrillator on site.

• Emergency Action Plan (EAP) in place and practised.

• Commercial grade fitness equipment (not donated, “hand me down” equipment).

• Documented equipment inspection and maintenance schedule.

• Orientation of equipment and programs done by qualified specialist with a physical activity background.

To make a difference in the lives of your fellow personnel, you first need to understand that getting active isn’t simply a matter of choice. Some things are within our individual control, but others are shaped by the people  and circumstances in which we live and work.

It’s Easier to be Active When…

• We know what to do and have the confidence, skills and opportunity to do it.

• It’s fun. “Working out” at the health and fitness center does not appeal to everyone. Activities need to reflect what individuals  enjoy.

• Our friends, family or colleagues are active with us (or at least support us).

• We feel safe, thanks to well-lit streets or stairwells.

• Sidewalks, walking/biking trails, parks and health clubs are nearby.

• We have money to pay for equipment, instruction or memberships.

• We can walk, bicycle or take public transit to work.

• Active choices such as taking the stairs, having stretch breaks at meetings and going outside at lunchtime are “normal” in the workplace.

• Managers support and recognize worker efforts. Better yet, they participate.

• We can juggle our work hours to fit in exercise.

Think about how you could develop some of these conditions in your workplace. By taking these steps, you’ll make it more likely that personnel both want and can easily be active during the workday.

Workplace exercise programs that focus only on individuals have limited success. Studies show that reaching people  in various ways gives the best chance of long-term success.

A strategy directed at multiple levels is also called an “ecological approach.”