Many small and medium-size companies wish to create an effective wellness program like their larger competitors, but due to budget concerns and lack of personnel in the Human Resources Department, have not started their own wellness program. It is not as difficult as one might think.

Here are some guidelines on how to create an effective wellness program:

Management Support of Wellness is Step One 

Gaining management support for the implementation of a wellness program is the first step. As senior management is all about the financial success of the company, explaining how the wellness program will improve the company’s financial picture is a good place to start. Read the study on wellness programs completed by the Wellness Council of America. Explain how for every $1 spent on wellness programs, there was a $3 reduction in the cost of the health insurance program. If management is still not sold after learning the wellness program has an ROI of 3 for 1, an article published in Forbes states “According to the Centers for Disease Control, more than 75% of the employers’ health care costs and productivity losses are related to employee lifestyle choices.”
 

There is a similar correlation in workers compensation cost as healthier employees have fewer accidents, and when they do have an accident, they return to work sooner. This was supported by a combined 56 studies on worksite wellness programs. Per the American Journal of Health Promotion, there was a 32% reduction in workers compensation.
 

Form a Wellness Committee

After gaining the support and participation of senior management in the creation of a wellness program, form a wellness committee. Whether electing to utilize an outside company that has a wellness program already structured that can be implemented quickly or deciding to build your own company wellness program, the involvement of additional personnel from various departments will expand the ideas and ensures the success of the wellness program. Broad representation of the wellness committee will be drawn from human resources, finance, risk management, safety, union, senior management, and production. You can also invite volunteers from any department within the company. The wider the variety of specialties the better.
 

Establish Wellness Benchmarks

The goals and objectives of the wellness program should be the first order of business for the wellness committee. By establishing benchmarks, you will be able to measure the success of the wellness program. The primary reason companies abandon wellness programs is the failure to have benchmarks showing the success of the wellness program. Some benchmarks that can be considered include:

1. absenteeism
2. health care cost
3. employee retention rate
4. employee participation (percentage) in the wellness program
5. reduction in the number of workers compensation claims
6. reduction in overall workers compensation cost

Employee Involvement Is Essential

The wellness program should not be based solely on the ideas of the wellness committee. Employee interest and involvement are essential to the success of the wellness program. Obtain the input of the employees themselves in what they want to see in the wellness program. An anonymous survey, whether online or on paper, can be used to obtain employee input. Some categories that can be considered for inclusion in the survey for the wellness program include:

1. diet and nutrition
2. weight loss solo and weight loss groups
3. exercise equipment
4. walking solo /walking groups
5. muscle toning
6. reduction in blood pressure
7. reduction in cholesterol level
8. reduction in body mass index (BMI)
9. cessation of smoking
10. cessation of illicit drugs
11. cessation of alcohol abuse
12. healthier food options in company cafeteria/snack machines
13. on-site flu shots
14. hand sanitizers and other sanitizing items in a public area
15. ergonomics at work and home
16. seat belt use
17. safe driving
18. pamphlets and posters reminding employees of health topics ( pamphlets on cancer screenings)
19. vision screenings provided on-site (mandatory for all employees who drive on duty)
20. yoga classes before/after work hours

In addition to these topics, leave three or four blank lines on your survey for the employees to suggest their own wellness topics and concerns they would like to know more about or to have assistance with.
 

Implement and Promote Wellness Quickly

Once you have established the employees’ wellness program interest, implement and promote quickly to increase your odds of creating a successful wellness program. This can be done in a variety of ways including:

1. provide non-smokers with a $5 per week credit on their health insurance program
2. provide employees with a BMI under 30 with a $3 per week credit on their health insurance program
3. a $6 per week credit for the employees with a BMI under 26
4. provide pamphlets on wellness topics
5. have posters on wellness issues
6. offer “lunch and learn” on wellness topics
7. organize group walks before work/after work/lunch time
8. have wellness calendars
9. schedule on-site flu clinic (ask a nearby medical clinic for a group rate discount or inquire if the health insurance carrier will pay for it)

Give Enough Time to Realize Impact

After implementation of the wellness program, it is important to give the program enough time to have an impact. The above-mentioned benchmarks should be established on the first day of the wellness program, and the results measured after one, two and, three years. Evaluate what has worked and what has not. A repeat survey asking the employees who participated their impression of the wellness program is a good way to get additional feedback. Also, a survey for the employees who have not participated in the wellness program asking why they do not participate can provide insights on ways to improve the wellness program.
 

By establishing and creating a successful wellness program, you will improve the financial picture of your company, reduce absenteeism, reduce work comp claims, reduce health insurance claims and improve employee morale. It will also reduce your workload if you deal with human resources issues or workers compensation.

Author Rebecca Shafer, JD, President of Amaxx Risk Solutions, Inc. is a national expert in the field of workers compensation. She is a writer, speaker, and publisher. Her expertise is working with employers to reduce workers compensation costs, and her clients include airlines, healthcare, printing/publishing, pharmaceuticals, retail, hospitality, and manufacturing. She is the co-author of the #1 selling book on cost containment, Workers Compensation Management Program: Reduce Costs 20% to 50%. Contact:.

Contact: RShafer@ReduceYourWorkersComp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

©2018 Amaxx LLC. All rights reserved under International Copyright Law.

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Getting sustaining and plentiful sleep is among the top wellness lifestyle practices and guiding health principles. According to a recent poll by the National Sleep Foundation, 65% of Americans say they are more effective when they get enough sleep.  If sleep is key to helping us be more effective, shouldn’t we put effort into making sure we get enough quality sleep?

There are many actions you can take to improve both your sleep quantity and quality. Your bedroom environment is a great place to start. Researchers and experts from the Division of Sleep Medicine at Harvard Medical School and the National Sleep Foundation share the following advice to improve your sleep.

Routine and Consistency

Your body has an internal “clock” that regulates your sleep. Going to bed and waking up at the same time each day will help improve your sleep and waking hours. By doing relaxing things before bed like taking a bath or reading a book, you help cue your body to prepare for sleep. On the other hand, doing stressful activities before bed can increase your alertness and make it difficult to fall asleep.

Temperature

Our body temperature naturally decreases as we begin to fall asleep and the air temperature in the room can affect sleep quality. If it’s too hot, our natural dip in body temperature can be affected, causing restlessness. While the most favorable temperature varies from person to person, research suggests that a temperature around 65 degrees is best for quality sleep.

Light

As darkness settles, our bodies pro­ duce the hormone melatonin to help us prepare for sleep. Artificial light can hinder this process and trigger our brains to stay awake. Inspect your room for sources of light and consider using darkening curtains or shades to block out light. Make it a habit to keep light-producing electronics like cell phones, tablets, and TVs out of the bedroom.

Sound

Noise can disturb your sleep, even in subtle ways that you do not remember upon waking. It is important to create a quiet and constant bedroom environment to get quality sleep. White noise can help drown out sounds that disturb sleep like doors shutting or cars passing by. A fan, air purifier, or even a white noise app and speaker can provide a consistent background sound. Avoid using a TV as your noise filter since the sounds and light constantly change.

Smell

The air you breathe can positively or negatively affect your sleep. Studies suggest that the smell of lavender can have relaxing effects (even to the point of lowering blood pressure and heart rate). Using lavender essential oils or lavender scented candles before bed may help prepare you for a good night’s sleep.

Conversely,  allergens can prevent or interrupt a good night’s sleep. To reduce allergens in your environment, wash bed sheets in hot water once a week and blankets regularly. Also, use an air purifier that removes allergens, and keep windows closed when pollen counts are high.

Food

Some research suggests that foods containing the amino acid tryptophan can make you drowsy, helping prepare you for sleep. Turkey, eggs, chicken, fish, and nuts are common sources. But remember: Eating big meals or foods that upset your stomach before your regular bedtime can cause you discom­ fort and make it hard for you to sleep. So can alcohol (which has both sedative and stimulant effects) and true stimulants like caffeine.

Sleep is essential to our health and productivity. Make a conscious effort to establish bedtime routines and create an environment that improves your sleep quality. Talk with household members and seek their support. For more sleep tips and research, visit the National Sleep Foundation website and the Healthy Sleep website from Harvard here:

http://sleepfoundation.org/bedroom/

http://healthysleep.med.harvard.edu/healthy/

Author Pete Arens, Medcor, Wellness Manager. Medcor helps employers reduce the costs of workers’ compensation and general health care by providing injury triage services and operating worksite health and wellness clinics. Medcor’s services are available 24/7 nationwide for worksites of any size in any industry. Headquartered in McHenry, Illinois, the company operates 174 clinics and provides triage services to over 90,000 worksites across all 50 states and US territories. Medcor’s triage methods are covered by U.S. & foreign patents, including U.S. No. 7,668,733; 7,716,070; & 7,720,692; other patents pending. Medcor is privately held. Learn more at www.medcor.com.

Proactive workers’ compensation claim management teams are constantly seeking opportunities to reduce workers’ compensation costs and promote efficiencies.  One such area to address these concerns is battling comorbidities and developing a healthier workforce.  Doing so in an effective matter will reduce the cost of claims and significantly benefit your program.

What Are Comorbidities?

From a medical point of view, a “comorbidity” is a medical condition that exists along with other injuries or ailments.  An example of this in the context of a workers’ compensation claim is a claimant suffering from a work-related injury who has another medical condition.  Common examples include high blood pressure, diabetes, cancer or mental health conditions.  Modern medicine even classifies smoking and use of tobacco as a comorbid condition.

It is important for members of the claims management team to identify claimants who have a comorbid condition.  This is because they may often require additional medical care and treatment, or there could be an aggravation of the underlying condition as the result of the work injury.  The ramifications of this include prolonged disability, increased medical care and treatment, addiction to prescription pain medication or permanent and total disability.

Dealing with the Immediate Issues

Once a claim handler is aware of an injured worker with a comorbid condition, it is important to position the matter to avoid future long-term exposures.  In the short-term, members of the claims management team need to monitor claims with care.  This includes a number of actions to keep on top of the claim:

• Frequent contact with the employee to monitor progress and evaluate for referral to defense counsel;

• Determine if or when the employee should be seen for an independent medical examination. Depending on the nature of the claim and comorbid condition, this may require the use of multiple medical experts.  This is frequently common in claims involving an underlying psychological and/or psychiatric condition; and

• Opportunities to put the claim into litigation, as necessary.

Techniques for Successful Claim Management

It is also important to work with interested stakeholders to seek solutions that will develop a healthier workforce to mitigate future claims. Examples of being proactive in this area include:

• Developing a smoking cessation and tobacco dependence program. It is well-documented that workers’ compensation claims involving a smoker/tobacco user cost significantly more when compared to their non-tobacco using counterparts.  While fewer Americans are using tobacco, a certain segment of the workforce continues to use these products;

• Encourage employers to offer gym memberships (free or reduced) and other weight loss programs. Other options include encouraging people to take regular breaks to stretch and move around.  This is also an opportunity for employers to seek out medical insurance programs that offer discounts for members who undergo biometric testing; and

• Increasing the level of education workers have regarding their eating habits. This includes the development of relationships with organizations and registered dieticians who provide information on better food selection, preparation and consumption.

Conclusions

Having an effective workers’ compensation program goes beyond knowing the law and working your claim files in an effective matter.  Proactive claim management teams need to address the underlying issues of a claim such as claimants with comorbid conditions to reduce costs in a program.  This includes addressing issues present on a file and promoting a healthier workplace to mitigate the risk of expensive future claims.

Author Michael Stack, CEO Amaxx LLC. He is an expert in workers compensation cost containment systems and helps employers reduce their work comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center. .

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

©2017 Amaxx LLC. All rights reserved under International Copyright Law.

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

Numerous studies demonstrate the benefits of wellness programs and their positive impact of reducing workers’ compensation costs.  While they can reduce costs in a program of any size, it is important to be aware of some common pitfalls organizations face when implementing wellness programs.

A Common Hypothetical

The owner of the Acme Widget Company attends a workers’ compensation seminar and learns about the benefits of wellness programs in the workplace.  After returning, he installs a basketball hoop and buys a ball for employee’s to use while on their lunch break.  Postings about the basketball hoop were posted in common spaces and the owner strongly encouraged all employees play during their break times.

After the installation, the employees were excited.  A “one on one” league soon formed and the owner administered it.  Shortly thereafter, John Doe, the chief widget engineer, injured his knee why playing.  Is the injury compensable?

In Hemmler v. WCAB-Clarks Summit State Hospital, 569 A.2d 395 (Pa. Cmwlth. 1990), the following injury was found to be compensable.  Like anything, these cases are fact dependent.  Central to the court’s review were the following issues:

• Did the injury take place while the employee was engaged in the furtherance of the employer’s business or affairs?

• Was the injury caused by a condition of the employer’s premises that was a required part of the employee’s employment at the time of the injury?

Avoiding Work Comp Issues While Promoting Wellness

Promoting wellness within the workplace can create a double-edged sword for employers.  Liability will not be ignored in many instances even though the concept of healthy living and better health are a noble cause.  Proactive stakeholders can take the following steps to avoid liability from injuries suffered when employees engage in wellness-related programming.

In reviewing cases that involve injuries while engaging in workplace wellness programs, courts will generally examine whether the activity in question “furthers” the business or affairs of the employer.  Because wellness programs reduce workers’ compensation costs, courts have found the requisite connection between the work activities and an injury to uphold compensability and force the payment of various workers’ compensation benefits in certain instances.

• Avoid dictating specific wellness activities during the workday: Courts have consistently found that direct employer mandates in the form of exercise can make injuries compensable.  Making generic or benign statements about wellness and not prescribing its preferred form of exercise or activity and reduce exposure in workers’ compensation matters.

• Mandated performance of wellness activities. It is important to give employees the option to participate in wellness or other health program activities.  It is important to note that when managers and supervisors require or otherwise pressure employees to participate, resulting injuries are compensable under a workers’ compensation act.  Interested stakeholders seeking to minimize their exposure may consider using a third-party service provider to promote and provide information to employees about a wellness program.

• Avoid hosting wellness program activities during the workday or while someone is scheduled to work. Wellness events and engaging in healthy activities is something that should take place every day.  An interested stakeholder can minimize their exposure by encouraging employees to engage in wellness activities during their personal time and away from the employers premise.

Conclusions

Encouraging wellness within the workplace has many positive benefits.  This should not be overshadowed by the risks of employees sustaining injuries while engaging in these activities, and employers should be encouraged to implement wellness in the workplace.

However, the diligent risk manager should be aware of common pitfalls and implement a wellness program in a manner that avoids unnecessary risks and promotes a better bottom line.

Author Michael Stack, CEO Amaxx LLC. He is an expert in workers compensation cost containment systems and helps employers reduce their work comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center. .

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

©2017 Amaxx LLC. All rights reserved under International Copyright Law.

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.

It has been proven many times that employers can reduce their workers’ compensation costs by investing in a wellness program.  Notwithstanding the imperial data that demonstrates the effectiveness of these programs, many interested stakeholders are resistant to them based on the perceived cost or other imaginary barriers when it comes to improving the health of their workforce.  Instead of focusing on these hurdles, thought leaders within the industry should focus on the bigger picture to reduce costs in their programs.

Smoking Cessation Programs

Notwithstanding nationwide efforts to curb smoking, tobacco use remains a popular habit in millions of Americans.  It is well-documented that smoking and the use of its other forms, including smokeless tobacco have significant negative health consequences.  These include many common issues Americans struggle with such as cancer, heart disease and other respiratory problems.  The use of tobacco also reduces the effectiveness of physical rehabilitation and healing following a work-injury.

Access to smoking cessation programs is now more affordable following the passage of the Affordable Care Act (ACA).  Under the ACA, all qualifying individual and group health plans are required to include these programs as an “essential health benefit.”  This means that health plans must allow participants access to programs and services with no copay.

Changes in health care have also had a positive impact on people who remain without insurances.  In many instances, employers have taken the initiative to provide their employees, regardless of health instance coverage, access to programs that assist people kick the habit.  This also includes access to patches, gum and other devices that promote smoking cessation.

Depression and Mental Health Awareness

Americans as a who have also become more sensitive to mental health related issues.  This includes greater access to care and parity of coverage when compared to treatment to physical ailments and injuries.  The essence of the awakening and change in attitudes is better resources for employees to receive the care they need.

While Americans now have more options when it comes to purchasing health insurance, many remain without.  This has led to opportunities for proactive employers to provide resources when it comes to psychological and psychiatric issues.  This includes:

• Training for employees on how to recognize a coworker suffering from a mental health related issue;

• Greater access to mental health care and services, including treatment by specialists; and

• Easily accessible outreach programs such as supportive and non-judgmental telephonic services for thoughts struggling with mental health needs.

Substance Abuse Prevention and Treatment

Use and abuse of substances, included those that are legal, can have a negative impact on the workplace.  This includes decreased productivity, diminished service of customers and injury.  Failure to address these issues in the context of a workers’ compensation program can only hurt the bottom line and dramatically increase costs.

Proactive employers need to take this issue seriously.  This starts with the implementation of a substance abuse policy that is consistently applied.  It must also apply to all employees, regardless of their position within a company.

It is also important for employers to assist employees who may use and abuses these substances.  This includes the following methods to implement:

• Reporting of substance abuse issues within the workplace via confidential means;

• Drug testing that is performed in a manner consistent with state and federal laws; and

• Resources such as help lines and other medical/mental health professionals who can assist employees impacted by use/abuse issues.

Conclusions

There are many benefits to any workers’ compensation program when interested stakeholders look for creative and cost-effective measures to improve employee wellness.  They not only cut down on the frequency or injuries within the workplace, but they have many other benefits.  Among these include an increase in morale and reduce turnover.  The bottom line also includes lower workers’ compensation program costs.

Author Michael Stack, Principal, Amaxx LLC. He is an expert in workers compensation cost containment systems and helps employers reduce their work comp costs by 20% to 50%.  He works as a consultant to large and mid-market clients, is co-author of Your Ultimate Guide To Mastering Workers Comp Costs, a comprehensive step-by-step manual of cost containment strategies based on hands-on field experience, and is founder & lead trainer of Amaxx Workers’ Comp Training Center. .

Contact: mstack@reduceyourworkerscomp.com.

Workers’ Comp Roundup Blog: https://blog.reduceyourworkerscomp.com/

©2017 Amaxx LLC. All rights reserved under International Copyright Law.

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker, attorney, or qualified professional.