Drug Education and Intervention in the Workplace

25% Jump in Employer Interest in Employee Health and Wellness

Job Site wellness for their workers, businesses are discovering, is wonderful for the health of their businesses as well. Employee Wellness Programs help to cut the expenditures associated with poor employee health, which include absenteeism, loss of productivity and poor work quality.

A current Hewitt Associates survey of over 500 United States businesses indicated a valuable paradigm shift in how businesses view health benefits for their staff members. Of those surveyed this year, 88% are committed to instituting long-term medical care assistance programs (over the next 3-5 years) for their staff members, with the intention of boosting the health and productivity of their workforce. This represents a 25% increase in interest in Workplace Health Promotion Programs over 2007.

A strong offering of Corporate Health Promotion Programs to meet the demand has resulted. Health assistance providers have broadened their programs with tools that address general lifestyle factors, physical, social and psychological health factors. Programs look to predict chronic disease in their employees and give them the tools and the information to prevent it. Businesses also demand a way to measure the effectiveness of their health care spending.

“Self-care is our motive,” says Vic Lebouthillier, president of progressive health and wellness provider Exan Wellness.”We really believe giving staff members tools to help them manage their own health, and promoting the benefits, while giving people resources to reach out for help is the key to successful lifestyle modification. Corporations are also telling us they need a cost-effective way to deliver Workplace Wellness Programs. The sort of program we have developed over years delivers the highest healthcare return on investment.”

Combining worksite wellness promotions, web-based assessments and health trackers, web-based health information, phone conferences and self-help groups, and access to a wide variety of health professionals, is behind the success of the Exan program. “Having web-based statistics about employees’ health also makes it easier to track the bottom line – ROI” says Vic Lebouthillier.

“Companies are moving beyond their traditional role as a provider of health care benefits to foster holistic programs that pinpoint the specific health needs of their employee populations, drive employee behavior change and eliminate barriers to healthcare,” says Jim Winkler, leader of Hewitt’s health management consulting practice.

Nonetheless, in a separate survey of 30,000 workers, 74% said that, although they felt their business had an obligation to help them understand how to use their health benefits program, only 12% felt the business had any right to tell them how to be healthy. Based on these results, companies need to drive home the fact that improved health is better for their workers as well as the business. It’s a win-win situation.

Employers and staff members did find common ground when it came to future healthcare. Both surveys indicate that 95 percent of staff members understand that their taking care of their health today will influence future healthcare payments. A similar percentage also understand the valuable of early detection and prevention when it comes to saving on healthcare costs.

Cost is significant for most companies as well. Over 80% of those surveyed made cost mitigation a priority for 2008, but those cuts did not involve shifting responsibility for healthcare onto workers. Although 64% of companies have shifted costs to their workers, only 17% plan  to do so in the next 3-5 years. Similarly with health reimbursement accounts, 20% now offer these, but only about 5% plan  to use them in 2008.

These survey results indicate businesses are getting more proactive in supporting their employees to change behaviors and take ownership of their own health futures. This is obviously great for the wellbeing of employees, but also for the wellbeing of the businesses they work for. Almost half the businesses surveyed were convinced that changing health behaviors was key to greater work rate and reduce absentee rates. Over 60% aim  to institute programs that help employees modify and/or sustain a healthier lifestyle. Almost of these businesses will also use data and measurements to be sure their healthcare strategies meet their healthcare objectives?

It is apparent to virtually every American (especially those of us in business) that healthcare costs are skyrocketing out of control. No one doubts that either the market will solve the concern OR the government will impose one on us. Managed care has failed from either a cost containment or quality of care perspective. Businesses have reached the point where the cost of providing health insurance is almost as burdensome as government regulation. It’s time for some new thinking on healthcare and its effect on business and vice versa. “Corporate wellness” as an operational perspective rather than merely window dressing is one way to deal effectively with rising healthcare costs.

The Insurance Issue

The first step in amending the concern is to realize that an employee’s health is their own responsibility. Expecting companies to provide unlimited health care insurance coverage is simply unrealistic and unreasonable. It’s time for companies (on a broad scale) to reconsider their role in offering health care insurance coverage. Instead of offering complete coverage for all employees through group plans, companies should begin to modify the burden of health coverage to those covered.

Here’s the approach. Provide catastrophic healthcare insurance as a group benefit to all employees with a large enough deductible (say $5000 per employee) to make the cost affordable for the corporation. Then, allow employees to buy their own healthcare insurance policies (based on their own needs) and pay for them through payroll deduction with pre-tax earnings. There are numerous insurance businesses that sell individual plans on this basis. Everybody wins. Workers can tailor their coverage to their own needs and circumstances using their own doctors. Employers win by stopping the endless cycle of rising expenditures and ever-changing plans. And when people become responsible for the cost of their own insurance, they become more attentive to their own health. Besides, if an employee is interested in working for you ONLY because your corporation offers great insurance benefits aren’t they telling you they’re going to cost you more money in the future?

Establish a “Wellness Culture”

Our current “sickness culture” perpetuates the health care crisis and hastens the demise of market-based solutions. By sickness culture, I mean our focus on health problems rather than on having a healthy worksite and performance culture.

So, what would a “wellness culture” look like? First, instead of paid sick days, workers might be rewarded at year’s end with an attendance bonus. Staff Members would be reimbursed for successful completion of tobacco cessation and weight-loss programs. Companies would invest in corporate memberships at local health clubs so every employee can participate. Staff Members would be offered in-house wellness programs on a variety of issues ranging from ergonomics to stress management. Finally, companies would commit to hiring and retaining healthy workers. Simply put, healthy workers cost less and are more constructive than unhealthy ones. Applicants should be screened for health habits and practices that limit their work rate and improve the likelihood of future expense. While this may seem harsh, it rewards those workers whose personal lifestyle and habits make sure the best Return on Investment by the company committing to hire, train and pay them.

Be open to “alternative and complementary” approaches

Studies published in primary medical journals reveal that individuals who use “alternative and complementary” health modalities (including chiropractic, acupuncture, yoga and massage) are generally healthier, better educated, take fewer medications and miss fewer days from work than the average American. Since these individuals look for ways to stay healthy without prescription drugs and surgery, they end up being a net benefit in terms of attendance and productivity. Old prejudices in this area ought to be discarded in order for employers to improve productivity and increase profitability

Conclusion

Medical Care expenditures are growing at a staggering pace. Managed care is an abysmal failure. Organizations are buckling under the pressure of providing health coverage to their workers. American competitiveness in the market is sagging. These times call for extraordinary solutions. It’s time for American organizations to consider some out-of-the-box solutions to the health care crisis. Company wellness is an approach that is timely, achievable and reasonable given the alternatives. All options must be considered while we still have a chance.

Research spanning more than a decade has consistently determined Corporate Wellness Programs to be financially effective and that every dollar invested on a corporate wellness program can return $2.30 and $10.10 by lowering absenteeism, sick day usage and by lowering insurance costs. Additionally it is noted that there are marked improvements in employee effectiveness and productiveness in businesses that start a Corporate Wellness Program.

Healthy employers enjoy improved employee morale and an improved ability to attract and retain key people. Additionally, staff members are more alert and advantageous. For instance, Coca Cola reports that they save an estimated $500 a year per employee once they implemented a exercise program in which 60% of their staff members take part. Coors Brewing Corporation stated that staff members who participated in their Corporate Wellness Programs reduced their absentee rate by 18%.

staff members enjoy their share of benefits from Corporate Health Promotion Programs too. A healthy lifestyle impacts every part of a person’s life, including their work environment. Corporate Health Promotion Programs result in fewer injuries, less human error and a work environment that is more harmonious and relaxed. Additionally, staff members who work at a corporation that implements a Corporate Health Promotion Program know that their corporation is concerned about their health & wellness. Workers often report a reduction in their stress levels due to Corporate Health Promotion Programs.

As employees feel better, more relaxed, more valued and more human to their corporation; they enjoy a growth in productiveness. This rise in productiveness, while productive to the corporation, is also essential to the employee as it increases their own sense of self worth and confidence levels. Staff Members who feel thriving and who feel that they accomplish goals are overriding happier and in a better frame of mind.

The advantages of Corporate Wellness Programs, both tangible and intangible, are evident. It is a wise move for a employer to start a Corporate Wellness Program, especially when they incorporate some form of mental health aspect into it. This also has social advantages as domestic violence and child abuse is demonstrated to be decreased in areas where wellness programs are implemented. These days, a employer can almost not afford to have some sort of wellness program to offer to their employees.

Some of the top wellness programs currently in use today include:

Health Risk Assessments or HRAs

Health Risk Assessment is a top corporate wellness program currently in use globally. Employers that implement it determine the safety and health problems of staff members by the assessment of appropriateness of the facilities and equipment against the needs of the staff members.

It can, for example, guide the employer into determining how the air quality within an office room affects the users and then help the assessment team to come up with the measures essential to correct the issue. An HRA can also evaluate the level of exposure workers have to certain hazardous or dangerous materials and practices.

Immunizations

This isn’t always practiced in every country since there are regions where government sponsored immunization shots are available. Still, it has also become an valuable component of the top Corporate Health Promotion Programs in countless employers in North America.

Immunization shots, such as those used to combat flu, for example, are offered to employees for free.

Employee Assistance Program

Employee Assistance Program(EAP)s consist of a wide variety of services. It can range from providing educational resources to workers regarding health problems to sponsoring health services and health care. In many businesses, medical and insurance have also become a staple part of their benefits system.

In-house diet drives

This is another wellness program that employers use, especially those that offer in-house commissary or cafeteria services. Instead of serving richer, high-calorie fare, cafeterias offer options for a healthier diet, usually in the form of low-calorie foods and sugar substitutes.

In-house employee wellness newsletter and campaign drives

One of the top wellness programs that employers can start is a self-powered tool using a newsletter to promote wellness, coupled with a visible campaign. The campaign may be done periodically and focus on a specific topic, such as smoking hazards, cancer, stress, carpal tunnel syndrome, safety in the worksite, etc.

The employee wellness newsletter in itself can be an effective means to deliver information to workers or members of a employer but it is far from perfect. Some workers, for example, may not read the newsletter entirely or even pay attention to it. If the concerns outlined in the newsletter are promoted through an active and highly visible campaign, it will be easier to maximize beneficial results.

Exercise and physical activity drives

Another top wellness program for organizations is one that involves physical activities. Corporations frequently sponsor exercise-related events such as marathons and business sports programs to advocate workers to remain fit or lose excess weight. In mid- to large-sized organizations, organizations may even pay for health club memberships or in-house exercise facilities.

Rewards and Incentives

Some of the top wellness programs implemented by companies involve Incentives and Rewards. This involves company-sponsored programs that reward staff members for achieving specific wellness-related objectives and goals. Participation in health campaigns and signing up for wellness programs are two of the most generally rewarded schemes. Rewards can range from special recognitions to over time acquired points (for bigger rewards) to specific gifts. In a few cases, cash may also be used.

Nonetheless, incentive systems have had mixed reactions and levels of success. But it continues to be one of the top choices among organizations who are willing to modify it in order to fit their unique needs.

Peer Pressure

In a myriad of companies, companies take advantage of peer pressure in order to promote staff members to take part in wellness programs. This is currently one of the favorite Company Wellness Programs currently in use today and growing in popularity. Peer pressure is frequently leveraged to help promote competitions referring to workplace wellness and to persuade staff members to be active in organization-sponsored health & wellness fairs.

Wellness is a great concept. It brings happiness into health and encourages a truly holistic approach to life. Wikipedia defines wellness as a healthy balance of the mind-body and spirit that results in an overall feeling of wellbeing. It sounds like exactly what every one is looking for. But when you start to talk about corporate wellness, or worksite wellness, all life goes out of the concept. Total solutions, disease management and health assessment do not inspire visions of enjoying life and living it to the full. They start from the assumption that sickness is here to stay and needs to be discovered, managed and controlled but can never be healed.

The wellness industry is growing phenomenally fast. Wellness guru, Paul Zane Pilzer, has labeled it the next trillion dollar industry. But wellness has two different faces. On the one hand there are the small corporations – people working from home or in small centers selling all kinds of wellness products and services at a speed of growth that is escalating rapidly. On the other hand corporate wellness is also exploding but in a very different direction.

The baby boomers who are driving the popular wellness revolution have been described as the first generation to refuse to accept the inevitability of death. They are actively looking for ways to prevent aging, stay healthy into old age and enjoy themselves more than ever before after retirement. This is a radical departure from current notions of old age, which are frequently dominated by pictures of sickness, frailty and suffering.

The companies have been largely forced to take on wellness. This is partly through legislative pressure, with many countries introducing laws to make companies liable for stress-related sickness in their employees. It is also fiscally motivated, as research has repeatedly determined the enormous expenditures of absenteeism (and increasingly of presenteeism as well).

Whereas the baby boomers are actively looking for new solutions and new lifestyles the businesses are struggling to organize largely traditional and mainstream health systems, such as doctors, nurses, insurance and screening systems. The concern is that the traditional health system does not have solutions for the issues that people are handling.

Nobody ever went to see a doctor to get happy, because a doctor doesn’t have any clue how to make people happy. And countless stress-related health concerns are described as chronic diseases, which means that they last for a very long time – or maybe for the rest of your life – because there is no medical cure. Counseling is a common offering in employers for emotional concerns, but whilst it may offer a useful pressure valve it is not a powerful treatment for stress, unhappiness or depression.

Imagine walking into a corporation where the employees are happy, healthy, full of inspiration, fit, love working, have meaningful family lives, active social lives, and enjoyable relationships at work and in their community. That kind of corporation would be a pleasure to work in and bound to be thriving because people would be working to their optimum capacity.

So can we set up a system of true wellness that will serve the development of the employers and their staff members and will pay for itself because of the benefits that both sides will gain?

First of all we have to face the fact that we can’t place all the responsibility into the hands of the current health system. Rates of Absenteeism, stress, depression, the very roots of the wellness revolution, have not been solved by the current system. If they had been we wouldn’t have this revolution, we would all be much more well. So we need to look elsewhere for solutions.

We also can’t rely on makeshift feel-wonderful wellness offerings, such as the on-Site massage group which visits the office once a month or the wellness day that raises awareness for a modest amount of while but leaves most people unaffected. They are simple to organize but have little or no real effect on employee wellness.

Business needs are different than individual needs and many of the new small wellness organizations that are springing up simply don’t have the capacity to serve the corporate market. Still it is in the best interest of both organizations and workers to learn and foster systems of health & wellness that really work – that benefit people to be happy, handle stress, love working, and to have sufficient energy to go home at the end of the day and enjoy their family and social life. So far the corporate world has hijacked the concept of wellness and turned it into a modern version of occupational health. It is time to raise the vision and discover how to make truly healthy, happy workplaces where people thrive.

High rates of employee turnover and the costs of sick days are increasingly taking bites into business profits. The high cost of recruitment programs only adds to the challenges that these problems in total cost the average business. Many businesses are finding the solution to these challenges by improving job satisfaction, team building, and the implementation of programs that provide a decrease in these costs.

It has become increasingly clear to most managers that a well designed wellness program / fitness program with a strong nutritional and fitness lifestyle emphasis will directly meet this need. Senior Management’s goals/objectives for a beneficial wellness program must be viewed through the perspective of increased employee work rate, lowered absenteeism due to health related causes, improved employee morale, lowered utilisation of corporation subsidised health benefits, enhanced group cohesion and performance and a reduction in turnover due to lack of job satisfaction. It is obvious that an improvement in any of these areas will have a beneficial influence on the financial status of any organisation.

The benefits from an workers point of view can be seen in improved health, increased energy levels, diminished body fat, a more youthful fit body, an increased ability to handle work related stress, greater feelings of confidence and morale and more social groups at work contributing to greater feelings of satisfaction with their work and workplace.

To be most advantageous a wellness program needs to achieve both senior staff’s and employee’s goals and objectives, and this can be accomplished through a program that will offer the individual employee with an awareness of their current physical condition and attitudes to fitness and wellbeing, and the benefits of attaining a fitter, healthier lifestyle, and a plan that will allow them to achieve the crucial changes to their physical condition that can be applied in the context of their life and work.

The Bottom Line – Workplace Health Promotion Programs

Diminished Rates of Absenteeism – Dupont reduced absenteeism by 47.5 percent over six years for the participants of their corporation fitness program, (Health Behaviour, March 1992).

Lowered Healthcare Expenses – Steel case showed a reduction in medical care claim expenditures of 55% for corporate exercise program participants over non-participants over a six year period – an average of $478.61 for participants vs. non-participants who averaged $868.88, (The Am. Journal of Health Promotion, Sept/Oct, 1991).

Reduced Turnover – Turnover among exercise program participants at the Canadian Life Assurance Corporation was 32.4% lower over a seven year period compared with non-participants (Canadian Journal of Public Health, Jan/Feb, 1988).

Positive Return on Investment – Blue Cross Blue Shield of Indiana found that its employer exercise program had a 250 percent return on investment; $2.51 for every $1 invested over a five year period (American Journal of Health Promotion, March, April, 1991).

The Partnership for Prevention was formed to promote Fortune 1000 corporations to consider making workforce health a CEO issue and adopt strategies to encourage prevention and wellness. Following several years of double-digit rate increases for health care insurance, corporations are realizing that one of the best ways to slow the cost increases is to have employees take more responsibility for both expenditures and health choices. A majority of corporations surveyed feel that the best way for decreasing expenditures is financial incentives and rewards to promote employees to adopt healthier lifestyles.

Nearly 100% of companies surveyed say that health expenditures will be a vital or valuable issue over the next five years, according to a survey by United Benefit Advisors. More companies are adopting higher deductible health plans with HRA’s or HSA’S, wellness programs, and expanded disease management programs in order to control ever-growing medical expenditures.

Failure to deal with these issues could be disastrous for a business. Wayne Sensor, Chief Executive Officer of Alegent Health recently stated, “I think that we have built a health care machinery we can’t afford. I think we are choking the economic engine of America.” In his October 2005 newsletter, Dr. Andrew Weil stated, “I think rising health- care costs are becoming the big economic concern in our nation”. Obesity costs California companies billions of dollars each year. Projected costs for 2005 may reach 28 billion dollars for direct and indirect health care costs, worker’s compensation, and lost productiveness. California has experienced one of the fastest growing rates of obesity of any state.

According to California Health and Human Services Secretary Kim Belshe, “The obesity epidemic is more than a public health crisis, it is an economic crisis.” What is frightening is that most people do not even realize that they are obese, which is defined as only 20 percent above normal weight. There is a great need for additional education on weight and resulting diseases, and the worksite is an ideal venue. Wellness education and programs can result in a significant return on investment and, if structured properly, can produce results in a very short period of time.

Although countless corporations have attempted some form of wellness program in the past, results from those efforts have been disappointing. In many cases, the healthier employees participated for incentives and rewards, such as gym memberships, but those who necessitated it most did not take advantage of the program in a meaningful way. Corporations are looking at ways to bolster more employees to buy into the wellness movement.

A new webinar hosted by Human Resource Executive Magazine and presented by Carlson Marketing Group titled, “Healthier workers; Healthier Bottom Line: Engaging workers is the Missing Link in Managing Healthcare Costs,” drove this point home. This session offered actionable advice on how companies are achieving higher impact with their wellness investments by focusing on employee program engagement. It also highlighted how you can create an Economic Engagement Model to forecast the potential effect for your employer.

Employers can no longer ignore the concern of their employee’s unhealthy lifestyles and must take action to engage them in a meaningful wellness program to decrease health expenditures, absenteeism and lost productivity. workers also advance as they derive better health and greater satisfaction in both their personal and professional lives. The alternative is being caught in a non-competitive position and severely impacting the bottom-line of the business.

A listing of potential wellness subject matters and ideas not previously mentioned follows. Take some time to “think tank and brainstorm” new ideas with your own internal employee Company Health Promotion Program Committee.

Nutrition Category
• Low-fat campaign/food groups
• Team salad bars
• Vending machine changes
• Diet analysis by a nutritionist
• Produce on parade
• Eating disorder support group
• Restaurant education

Physical Activity/Exercise Category
• “Elevoiders” – stair climbing
• Poker walk
• Mall walking program
• Facilities – showers, bike lockers, exercise space, etc.
• Team treks
• Walk-a-block trails
• Recreational tournaments
• How-to-choose equipment talks
• Running maps
• Biking maps
• Deskercises (mini stretches for desk jockeys)
• Fit-over-forty club
• Tennis shoe Tuesday
• Walk 100 miles in 100 days
• Walking “buddies”
• NW Trek!

Miscellaneous Category
• House calls
• Meet your benefits providers
• Dental health
• Fire safety
• Ergonomic assessments
• Self-help learning
• CPR/first aid course
• Hearing test
• Hand washing campaign
• Cancer screenings
• Back class
• Passports to health
• Vision screenings

Stress Management Category
• Comedy hour
• Stress Pest
• Humor newsletter
• Money management classes
• Time management seminars
• Relaxation class
• Better sleep campaign
• Relaxation room

Other departments within a business will likely focus on related areas of employee safety and injury prevention. Wellness activities are a natural partner to many other human resource, employee motivation, and safety programs. Body mechanics, ergonomics, and safe on the job practices are three areas which may be coordinated together.
• Soft Tissue Sprains & Strains: This injury category continues to remain the number one monetary loss for workers’ compensation. Many health insurance dollars are also spent on back pain, other sprains, and strains. Wellness and safety efforts can focus on:
• Warm up stretches before starting work or periodic stretching during work. These can do much to prevent soft tissue injury. Provide training to work groups so they may start a stretching program. These groups can then continue on their own.
• The Company Health Promotion Program Committee might consider contracting a fitness professional to come in and conduct stretching “refreshers” for employee groups throughout the year.
• Provide body mechanics training on an annual basis or more frequently if possible. These training sessions ought to focus on work related tasks and safety, as well as feature a segment on home tasks and body safety.
• Partner with your employer’s workers’ compensation carrier to assist  in offering body mechanics training, job safety analysis, and other preventative services which can help workers work safer, smarter, and avert injury.
• Begin a safety issues suggestion box. Urge employees to report safety and/or injury issues. Help upper management to establish policy to recognize and reward employees who offer safety ideas, offer tips, and solution ideas.
• A periodic presentation featuring a local medical provider discussing such issues as safe body mechanics, recovering from a back injury, appropriate spine care, etc.
• Partner with senior staff and supervisor teams to recognize and reward work groups who are successful with safety and injury prevention.
• The ergonomics of an employees’ workstation/work place design is important and applicable to every group.
• Offer ergonomic training opportunities to interested employees volunteers. These people can then assist  other employees to evaluate their work areas for safety, comfort, and injury prevention.
• It is frequently more effective to have an observer evaluate employees for helpful and friendly comfort ideas instead of it is for individuals to evaluate themselves.
• One suggestion is to have employees remind one another about correct posture, to take breaks, to stop and do quick mini stretches, etc.
• Take before and after photos of work areas as changes are made. This will help to show how small adjustment changes can frequently make sizable comfort changes.
• Partner with the employer’s workers’ compensation carrier to help foster ergonomic policies and practices and to offer employee training.

Tying wellness activities into holiday themes is a strategy generally used to establish interest and participation. Nonetheless, be aware that offering holiday activities in the workplace can establish problems. Your workplace may have policies and standard procedures already in place about problems such as appropriate decorations themes, work time, etc. Be sure to check with management regarding all standard procedures and policies.

Remember to include and acknowledge the holiday celebrations of the various cultures or groups represented in your workforce. It is generally safer to use graphics, themes, and wording that are not specific to one culture, as others might feel left out. In fact, acknowledging diverse holidays, if done respectfully, can help familiarize your workforce with values and practices of different cultures and ethnic groups.

A few topical ideas for holiday themes include:
• Workplace Health Promotion Program Committee members distribute “healthy heart valentines” to each employee for Valentine’s Day.
• Thanksgiving “turkey trot”. Employees who exercise three times a week for at least one-half hour between November 1 and 15 are entered into a drawing for a free turkey (can be purchased at the local grocery store or donated).
• Chinese New Year tai chi demonstration. Consider a follow-up worksite introductory tai chi class offering.
• Christmas/Kwanzaa/Hanukkah/etc. holiday food potluck. Members of different cultural or ethnic groups bring in a dish reflective of their holiday traditions. Each person can say a few words about the origin and tradition behind the food. In this holiday theme, food need not be low fat or especially healthy, since the purpose is enhancing cultural diversity, not counting calories.

Pre/Display Holiday Weigh In

Holiday weight gain can be a noteworthy health challenge. This wellness program exercise is fun, low-key, and helps workers monitor their weight during the holiday season.
• Participants weigh-in with a “trusted” confident prior to Thanksgiving. The weigh-ins may be conducted on the honor system, but weight must be recorded on a weight-tracking card. You might invite a local nurse or Weight Watchers representative to monitor weigh-ins.
• workers set a personal goal of maintaining their weight from Thanksgiving to New Year’s Day.
• Weight cards are stored in a secure file location.
• Provide weekly weight control hints. These must be posted next to the wellness bulletin board, sent via email, or offered in handout form.
• Or, alternate the weekly hints with healthy recipe options.
• Remind staff members of the necessity to continue physical activity during the full holiday season.
• Weigh everyone the first work day following New Year’s Day. Record the weight on the tracking card.
• workers who have maintained their weight or who have lost weight receive a prize and award certificate.
• employees who gained weight receive a certificate of completion and an invitation to continue participation in a related health weight wellness activity.