The Value of Health Assessment Data

HealthAssessOver the years, using a health assessment as part of a wellness program has become a recognized best practice in workplace health management because it works and provides value. Market leading companies across the U.S. and around the world use health assessments because they provide a level of information and knowledge about employee health that cannot be found anywhere else. These same organizations have realized good results by using the knowledge gleaned from health assessment data to reduce health risks, reduce health care spending and increase productivity.

via Uncommon Knowledge: The Value of Health Assessment Data.

Formula to Change Poor Health Behaviors

omag_200701_potato_chip-949x534In the past there have been remarkable advances in curing acute illnesses. This has lead to prolonged life expectancy. From the perspective of health care capabilities we should be heather than ever before. Yet there are signs that young adults today may be the first generation in modern history to be less healthy than their parents. Respiratory diseases and cancers, diabetes and obesity, heart and liver disease and some psychological problems are largely preventable or controlled through health behavior change. What can be done to get someone to change their behavior? One method is motivational interviewing by a health coach or medical professional.

There are four guiding principles:

  1. to resist the righting reflex
  2. to understand and explore the patient’s own motivations
  3. to listen with empathy
  4. to empower the patient, encouraging hope and optimism

These for principles can be remembered by the acronym RULE: Resist, Understand, Listen, Empower.

For more information about health and safety coaching at work go to: http://www.wellsafecoaches.com

Control Health Care Costs

bigstock_workers_4569205Workplace health programs can impact health care costs

An investment in employee health may lower health care costs and insurance claims. In fact, employees with more risk factors, including being overweight, smoking and having diabetes, cost more to insure and pay more for health care than people with fewer risk factors.

A workplace health program has the potential to both keep healthy employees in the “low-risk” category by promoting health maintenance, while also targeting those unhealthy employees in the higher-risk categories, therefore lowering overall health insurance costs. A systematic review of 56 published studies of worksite health programs showed that well-implemented workplace health programs can lead to 25% savings each on absenteeism, health care costs, and workers’ compensation and disability management claims costs.

Individual employees can also save money by improving their health. For example, a smoker who spends $5 per pack of cigarettes per day can save $1825 a year by giving up smoking and many companies provide lower insurance premiums for non-smokers creating additional savings.

Other insurance premiums such as life insurance are also lower when an individual has lower health risks. And by practicing a healthy lifestyle and getting recommended clinical preventive services, an individual employee may reduce the number of trips needed to go see the doctor because of an illness and the co-payments which come with those office visits, such as getting an influenza vaccine to avoid getting influenza.

via CDC – Workplace Health – Business Case – Benefits of Health Program – Control Costs.

Benefits of Health & Safety Programs at Work

health-safetyHere is an overview of potential benefits of workplace health programs for employers and employees.

For Employers:

  • Lower health care and disability costs
  • Enhanced employee productivity
  • Reduced employee absenteeism
  • Decreased rates of illness and injuries
  • Enhanced corporate image
  • Improved employee morale
  • Improved employee recruitment and retention
  • Increased organizational commitment and creation of a culture of health

For Employees:

  • Increased well-being, self-image, and self-esteem
  • Improved coping skills with stress or other factors affecting health
  • Improved health status
  • Lower costs for acute health issues
  • Lower out of pocket costs for health care services (e.g., reduced premiums; deductibles; co-payments)
  • Increased access to health promotion resources and social support
  • Improved job satisfaction
  • Safer and more supportive work environment

via CDC – Workplace Health – Business Case – Benefits of Health Program.

The Affordable Care Act and Wellness Programs

wellness3Implementing and expanding employer wellness programs may offer our nation the opportunity to not only improve the health of Americans, but also help control health care spending.

The Affordable Care Act creates new incentives and builds on existing wellness program policies to promote employer wellness programs and encourage opportunities to support healthier workplaces. The Departments of Health and Human Services HHS, Labor and the Treasury are jointly releasing proposed rules on wellness programs to reflect the changes to existing wellness provisions made by the Affordable Care Act and to encourage appropriately designed, consumer-protective wellness programs in group health coverage. These proposed rules would be effective for plan years starting on or after January 1, 2014.

via The Affordable Care Act and Wellness Programs | HealthCare.gov.

2013 – the year of disease prevention and health promotion!

health-promotion-industryThe New Year holds much promise for Total Worker Health™. In fact, 2013 may well become the year of disease prevention and health promotion! This abundance of opportunity can be credited to the Affordable Care Act and its provisions related to wellness programs.

The provision that focuses on employer wellness programs has the most potential to directly affect the Total Worker Health™ community. This proposed rule will expand the ability of employers to reward workers who achieve health improvement goals. Beginning in 2014, the health care law will allow employers to increase incentives for participation in programs that require an employee to achieve an agreed-upon wellness goal (health-contingent wellness programs). Specifically, employers will be able to increase incentives from the currently allowable 20% to as much as 30% of an employee’s insurance costs, and in some cases as much as 50%. Examples of health-contingent wellness programs include: programs that provide a reward to those who do not use, or decrease their use of, tobacco; programs that provide a reward to those who achieve a specified cholesterol level or weight. To protect employees from unfair practices, the proposed regulations will require health-contingent wellness programs to follow rules designed for employees who need wellness-related accommodations. Employers may continue to support “participatory wellness programs” which generally are available without regard to an individual’s health status. These include, for example, programs that reimburse for the cost of membership in a fitness center; that provide a reward to employees for attending a monthly, no-cost health education seminar; or that provides a reward to employees who complete a health risk assessment without requiring them to take further action.

via CDC – NIOSH – Total Worker Health™ in Action – January 2013.

Worksite Wellness – Sustainability

wellness(4)Quality Work and Quality Living

A positive wellness culture in the workplace contributes to the physical, mental, and emotional well-being of workers. The workplace becomes more productive and constructive when employers integrate breaks for rejuvenation. It also helps to establish clear and reasonable roles and responsibilities and respect the time and talents of individuals and their non-work demands. These steps provide the organization with more opportunity to reduce the number of sick days and health-associated costs. Are you working to make your office a healthy place for yourself and your colleagues?

Worksite Wellness at a Glance

  • Helps employees take responsibility for lifestyle choices
  • Educates workforce about hazards and opportunities for wellness
  • Enhances employee productivity
  • Reduces absences and idleness
  • Reduces health care costs
  • Shifts health care paradigm from treatment to prevention

For Employers

  • Establish programs for exercise during  the workday
  • Implement a no-smoking policy and provide resources for tobacco cessation
  • Allow flexible work schedules and telecommuting
  • Encourage personnel to take the stairs
  • Select worksites close to public transportation, walking trails, fitness facilities, and other amenities

via CDC – Worksite Wellness – Sustainability.