Health Wellness Newsletters

Dr. Moore of Nationwide maintains that immunization is the most cost-effective treatment in medicine. for  instance, vaccinating children against the influenza virus averages a savings (including healthcare costs, parents’ missed work, etc.) of up to $35 per vaccine recipient.

And professionals predict that estimate is low, because it doesn’t take into account the rapid spread of the flu.

The American Association of Family Doctors’ Web site, www.aafp.org, offers a advised adult immunization schedule developed by the Advisory Committee on Immunization Practices.

This schedule, tiered by age and chances of exposure, recommends diphtheria, tetanus, influenza, pneumonococcal, hepatitis B, hepatitis C, measles, mumps and rubella, varicella and meningococcal vaccinations.

Ideas to incorporate prevention and early detection -

o  Hold a wellness fair and invite businesses that provide screening services for such conditions as blood pressure, blood iron, cholesterol, BMI  and diabetes.

o  Provide educational materials about well-baby care and immunizations.

o  Pick healthcare coverage plans that include wellness check-ups and immunizations.

o  Offer on-site mammograms for workers.

o  Sponsor on-site flu shots to coincide with flu season.

Benefits of Prenatal Care and Breastfeeding

The old proverb “an ounce of prevention is worth a pound of cure” is namely relevant to when applied to preventive measures taken during pregnancy, when a few additional ounces of birth weight can save a child’s life.

During pregnancy, simple precautions can help avoid catastrophic results; giving up tobacco use, for instance, drastically reduces the risk of miscarriage and pre-term labor.

The March of Dimes reports that if all women took adequate folic acid before conception and during pregnancy, the number of babies born with a neural tube defect could drop by as much as 70 percent.

The physical and emotional benefits of proper prenatal care to a mother and child are underscored by a strong organization case for offering prenatal wellness benefits. Nationwide’s Chief Medical Director, Dr. Michael Moore, estimates costs to care for one baby delivered prematurely could approach $500,000.

First steps in fostering a prenatal program -

o  Invite the March of Dimes to present information about prenatal health at an worker brownbag lunch or breakfast meeting.

o  Hold prenatal care information classes for interested workers during lunch.

o  Provide educational materials about the effects of alcohol, drugs and use of tobacco on an unborn child.

o  Give incentives for adopting healthy lifestyles during pregnancy.

o  Make available prenatal programs and education as part of the corporation health care package.

Advantages of Nutrition Programs

Nutrition directly impacts almost every aspect of physical and mental health. A healthful diet can help protect against such conditions as heart illness, diabetes, arthritis, stroke, certain cancers and depression. Obesity, which is among the most common conditions linked to diet, affects a record number of Americans.

The American Journal of Health Promotion estimates the cost of obesity to United States organization to exceed $12.5 billion in health care, sick leave, and life and disability insurance.

Further, one study reports that obesity raises healthcare costs by 36 percent and medication costs by 77 percent.  To offset the health risks of obesity and poor diet, many organizations have committed to assisting workforce ensure proper nutrition and undertake weight control programs.

Well-liked nutrition programs -

o  Provide personnel with educational materials or courses on proper nutrition provided by a registered dietitian.

o  Offer on-site Weight Watchers meetings or other weight management programs.

o  Give nutritious and health conscience meal options in the cafeteria and vending machines.

o  Obviously post nutrition information for all cafeteria and vending machine items.

o  Offer low cost, healthy, take-home dinner options for personnel and their families.

o  Draw attention to healthful consuming habits by providing token incentives, like pencils or ID holders, for achieving five fruits or vegetable servings a day for a week.

Nutrition programs in action

While many organizations address weight management through fitness initiatives, organizations are increasingly focusing on nutrition through separate programming. Recognizing the productivity boost and lowered medical expenditures that come with maintaining a healthy weight, many organizations may help pay for obesity treatments for staff members.

For  instance, to increase the health of dangerously obese staff members, drug maker Wyeth reportedly pays for stomach-shrinking surgeries that carry price tags of up to $40,000.

A 2003 Society of Human Resource Management study shows that 24% of businesss offer losing weight programs. In Ohio, Honda offers an onsite, registered dietitian who provides individual or group consultations on weight control. Body fat analysis and Body Mass Index (BMI)  measurements are available to workers at any time.

At Grange Insurance’s Columbus headquarters, the cafeteria chef evaluates meals and provides workforce basic nutrition information, including Weight Watchers points.

Many businesses partner with the American Cancer Society to offer nutrition information through the “5-ADay” program, which provides corporations free signage and educational materials about the importance of consuming five servings of fruits and vegetables a day.

The program also offers a fruit and vegetable “frequency card” that gives workers a free portion of fruit or vegetables after he or she’s purchased a preset number.

Health Promotion program means different things to different organizations. Effective health promotion programs may be as simple as bringing bushel baskets of fresh fruit into break rooms to encourage better consuming. They may be as comprehensive as building fitness facilities on-site or compensating for obesity treatments.

A driving factor behind the push toward wellness spans companies of all types, sizes and cultures -  that is, health care costs are spilling over the corporate belt buckle.

The annual cost of medical services in the USA is rising at seven times the rate of inflation.  And the rise in health care costs is one boom pundits expect our economy to sustain.1

This trend makes it increasingly challenging for companys to maintain current levels of insurance coverage. In 2003, healthcare inflation forced 65% of corporations to raise employees’ share of medical costs.

Seventy-nine% of big firms said they’ll increase workers’ share of healthcare costs in 2004.2 But with lost benefits and increased financial burdens come lost morale and productivity.

Employers are searching for another way. While corporations cannot control many of the supply-side elements contributing to rising healthcare costsâ.”malpractice insurance rates, the nursing shortageâ.”they can help curb demand. That’s why efforts are being redirected from disease to wellness.

The case for wellness is supported by an ever growing body of evidence demonstrating the high costs associated with controllable health risks -

o  One study reports that obesity raises health care costs by 36 percent and medication costs by 77 percent.

o  Michigan officials estimate lack of exercise cost the state almost $8.9 billion in 2002, a cost estimated to be largely borne by businesss through insurance premiums and lost productivity.

o  The not-for-profit National Committee for Quality Assurance reports that the estimated average cost for postnatal care for women who didn’t receive prenatal care was $2,341 more than for women who had.  And the indirect costs of unhealthy behavior can be just as high.

Data shows that healthier workforce are more productive, spending more time at work and showing increased “presenteeism,” or productivity, while there. Furthermore, healthier workforce use fewer medical services.

The five leading causes of death in the USA â.” heart disease, cancer, stroke, chronic obstructive pulmonary disease and diabetes â.”  are directly linked to unhealthful life choices. Obviously, stimulating healthful habits presents an opportunity to improve employees’ well being, reduce the need for healthcare services and help control costs.

Offering staff member health promotion benefits â.” big or small â.” represents an intersection between corporate social responsibility and responsibility to stakeholders. Between staff member health and corporate health. It is often the right thing to do for personnel and businesss.

Research by Traveler’s Corp. shows a $3.40 return for every dollar invested in Wellness Programs. for many businesses, the option to offer staff member wellness benefits is easyâ.”one where conscience and pragmatism align.

The challenge arises in picking  the wellness programs that will deliver the most impact based on trends in your employees’ health risks and medical claims costs.

From large businesses to the corner deli, company owners welcome ways to increase productivity, decrease rates of absenteeism and cut costs. In like manner, health promotion programs can range from modest to elaborate.

In determining where to focus a corporation’s limited resources, looking at costs, benefits and best practices is a good starting point. This section profiles six aspects of wellness and explores their benefits to workforce and businesss.

Wellness Programs are good for waistlines and your bottom line

In today’s hectic world, most of us are spending more time at work, and have increasingly less time to look after our health. for a long time, employers have understood the benefits associated with keeping workforce well - increased productivity from reduced absenteeism and reduced disability claims.

For these reasons, coupled with the fact that many companies realized double-digit healthcare costs last year, companies ought to consider Wellness Programs as a way to keep workforce healthy.

But just how important are these health promotion programs to employees? Precisely how often are they willing to participate in health promotion programs designed to positively impact their wellness? Who do personnel trust to provide them with important information about their health?

Answers to these questions and more were lately garnered from a research study  commissioned by the American Association of Occupational Health Nurses Inc. (AAOHN).

The AAOHN survey questioned 500 staff nationwide about their perceptions of Wellness Programs. Greater than three-quarters of all participants indicated these wellness programs are a good way to improve their overall health, and nearly 60 percent consider these offerings an incentive to remain with their current business.

Employee retention and turnover impact the bottom line, so building wellness programs into the work site culture is a valuable way to help retain talented employees besides to enhancing personal health and worksite productivity.

Wellness wish list

Staff Members appear to have their own agenda when it comes to their health. With new pressures resulting from an unstable economy, national security threats and work/balance issues, it is not surprising that 85 percent of survey respondents cited stress management as a priority topic for work site wellness.

In addition to stress, other preferred topic areas include health screening programs (84 percent), exercise/physical fitness programs (84 percent), medical insurance education (81 percent) and disease management seminars (80 percent).

In addition to lifestyle and personal health issues, those asked expressed concern about work-related health issues, including strains and injuries resulting from lifting or task-oriented muscle repetition, exposure to harmful substances, personal injury, vision changes because of computer work and worksite violence.

Beginning a Wellness Program

With such a broad range of health concerns, a key goal for corporations is locating a way to proactively address the health needs of the biggest number of personnel, and effectively change unhealthful behaviors, promote wellness and ward off disease and disease.

Printed materials such as flyers, posters, fliers or flyers present an easy solution. But it is crucial that you remember that different people  require different formats for learning.

A good rule of thumb -  provide information in a selection of learning formats such as videos, handouts, health-related quizzes, display boards, lunch and learn presentations and reimbursement or incentive programs.

This assumes you’ve overcome the first hurdle - getting individuals  to sign on to a wellness program. While survey respondents indicated wellness programs are important, just six out of 10 (60 percent) stated that they participated in the wellness programs at their companies.  The other 40% cited lack of interest and lack of time as deterrents.

This points to the need for a comprehensive, structured wellness program using a creative approach, with an incentive for participation and effective wellness program marketing.

By investing in an organized health promotion program headed by a certified healthcare professional like an onsite nurse, organizations can give staff the access to the medical information they want, and increase participation and generate interest at the same time.

The result - staff members become savvier healthcare consumers who feel more in charge of their personal health.  And healthier staff members make for a healthier bottom line.