Wellness plans, wellness programs and more…

Walking Club

Walking clubs or “trekking” can either be done in real time (by scheduling walking groups), or clubs could be set it up so people  do their walking on their own and keep a shared log at work.

After a certain number of miles or steps are logged, staff are eligible for membership into the walking “club” and receive something like a prize (a walking pin, similar to the ones that volkswalkers get, or a certificate of membership).

Ways to continue interest in walking groups include –

• Periodic announcements about community walking events. Keep abreast of events in the community, Parks and Recreation wellness programs, available tracks, inside walking options, volkswalking events, etc.

• Periodic information specific to walkers; such as what to look for when purchasing a pair of walking shoes.

• Consider a worksite team to participate in a local fundraiser walk, such as the March of Dimes walk.

• A walking club may be the type of “club” that never really meets, or it may be the type that does provide the choice for those who are interested in group walks and events.

Health Awareness Video Programming

A lot of good health related videos and DVDs are available through loan programs either at no or low costs. Choose video programming based on worker interests and needs.

• Schedule periodic health video viewings at lunch brown bag sessions.

• The videos may be related to health or other related wellness topics like financial planning, caring for aging parents, or even humor as a “break” from the work routine.

• Make sure to preview videos before showing them to insure they are appropriate, not too long, etc.

• Have a Wellness Committee Host moderate the viewing, greet people , and lead a brief discussion after the video. Develop one or two questions for discussion after previewing the video and use these to lead the discussion. A lot of health videos come with group discussion questions.

• Attempt to supply a pertinent educational brochure for participants to take with them for more information on the topic.

• If possible, provide popcorn or fruit as a snack.

• Offer a prize drawing (or points when you’re doing that type of incentive health promotion program) for those attending the video program and discussion.

Health Promotion Mentors

Every worksite normally has at least a couple of staff members who’ve successfully made changes in their health. Typically, other staff members will relate to one of their peers. Coworker support can go a long ways in stimulating healthy changes.

• Seek volunteers from the work force who’ve experienced a disease resulting from an unhealthful behavior, or survived or recovered from a disease that just happens like breast cancer, and who’ve successfully made positive changes.

• Connect these success story workers with workers struggling with similar health issues.

• Both personnel participating in the mentoring process are doing so on a voluntary basis. Respect the privacy of this very special relationship.

• A Wellness Committee person can be involved from a peripheral standpoint, and be available to share other resources that may  be valuable to both personnel.

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

Ideas and resources are going to be suggested here. Furthermore review the Resource and Website listings after this guide for additional ideas and resources.

Wellness Bulletin Board Ideas

Most worksites have at least one employee bulletin board located in a central area. Obtain permission to use part of that bulletin board as the “Wellness Corner”, or obtain executive 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. If they remain the same too long, they become “white noise.”

• Play “Dialing for Dollars” to increase bulletin board attention. Make a random phone call and ask an staff member 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.

Health Promotion Library

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

• A local medical resources guide with referral lists to help staff hook up with resources when onsite resources can’t be provided. Keep referral lists in a 3-ring binder and update monthly.

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

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

Make certain to encourage personnel to checkout materials for loan. Update resources regularly. Consider using some CIS Healthful Benefits company wellness grant funds for good library resources.

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

• Health magazines could be kept in the employee break area.

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

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

• Free pamphlet materials can 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 more ideas regarding free medical resources.

New Year’s Resolution Bulletin Board

• Have employees 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 workers 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 workplace based wellness classes depends on the size of the workforce. Workplace programs have to be supported with an enough of interested workers to keep a class going.

Normally a certain level of staff member involvement is also necessary to ensure availability of facilities like a room and equipment.

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

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

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

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

Who Pays for What When? (Staff Member Subsidies and Discounts)

A lot of personnel and wellness teams are under the impression that the company ought to pay for all wellness activities. Don’t forget the company 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 average American company spends very close to $10,000 each year per worker on related health, time off, and lost productivity costs.

Health is an individual responsibility and a gift we can all give to ourselves. Be certain to help staff members increase their understanding and appreciation of self-care for their health by stimulating 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

If there’s a budget but not enough space or staff to offer onsite courses that are available elsewhere (like Weight Watchers, health clubs exercise classes, Jazzercise, hospital community ed health promotion programs, etc.), a subsidy could 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 must be big enough to be worth the trouble of beginning the wellness program, but should not cover the entire cost the wellness program.

• It is easy to get carried away with requiring “proof” in these types of health promotion programs. Do not make it too bureaucratic or no one will use it. It is crucial to remember no matter how well your policies are set up, there are going to be people , ordinarily very few, who cheat-that’s unavoidable and should not become the major focus of documentation requirements.

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

• Make certain to check with the senior level management team regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Staff Member discounts and donations could be sensitive areas for public companys and workers. In many jurisdictions, public workers are not allowed to receive any kind of special consideration, including discounts, from local corporations, providers, or providers.

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

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

No inappropriate advantages are given to one provider over another as for access to employees, publicity, etc. No provider or service provider should be promised or guaranteed additional revenue, organization, or anything else if they select 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 business-sponsored health 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 everyone’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 in relation to a beginning weight of zero. for  instance +4 would indicate a weight gain of four pounds; while -2 would indicate a losing weight of two pounds.

• Future weigh-ins should be in relation to the starting weight, not the previous week’s weight.

• The chart is kept current and posted publicly by Wellness 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 staff member progress at the end of the activity.

Health Promotion 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-Be sure to work Stretching Group

Several minutes of gentle stretching is a great way to safely begin the workday. A professional 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 trainer or instructor to vary the routine and help keep participants motivated.

Considerations for worksite stretching –

• Make certain to work with your Management Team for stretching endorsement.

• Stretches must be taught by a knowledgeable and certified person.

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

Consult your business’s legal counsel and/or contact your business workers’ compensation carrier to help in design of an employee 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 average cost between $12.00 – $15.00 per session.

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

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

Art at Work

Art can 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.

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

Healthful Email-a-Week

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

Ask members of the Wellness 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 business rules regarding work time and email protocols.

Hobby Show or Demonstrations

Hobbies are excellent stress management tools. Make certain to encourage employees 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 can be scheduled as a group activity or brown bag that authorizes interested staff to interact.

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

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

Use staff member interest surveys to follow up on staff member interests that are expressed.  The definition of health is broad, so brown bag presentations might also cover a broad variety of topics. Topics might 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 workers become more proactive about healthy choices.

• Do not schedule the wellness program for the full hour – ordinarily 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 people will be reluctant to attend for fear of being associated publicly with the problem. They will, however, attend when the focus is on helping family members, coworkers, etc.

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

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

• Some topics that cannot be covered in one session may  be offered in a short series. It’ll 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 healthful eating instead of trying to cram all the information into one session.

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

• If possible, provide a free healthy snack for staff who attend.

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

• When staff 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 variety of resource topics of interest to employees.

2. Every community has many person, experts, or experts 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 could be used for a brown bag session.

Oftentimes individuals  shy away from low fat foods because they think these foods do not taste good.  To help inform personnel, buy 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 personnel to bring and share their favorite low fat or healthy dishes.

Considerations –

• Make certain the selections actually taste good.

• Give a “fact sheet” with the names and price of the various products to assist participants if they want to buy 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.

• Provide small tasting spoons or wooden ice cream tasters.

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

• Be certain 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 be certain to check the label.

• Typical buys for a workplace 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.

• Provide a beverage like a new type of fruit juice or herbal tea.

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

• Workers 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 can be asked to submit suggestions about what worked for them when they quit; then those ideas can 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 worker interest in making healthful change, can meet on a regular basis to share ideas, resources, support, etc. Wellness 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 wellness program can offer to bring in a speaker or presenter on a topic relevant to the group.

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

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

• obtain resource materials;
• take part 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 healthy foods; and
• obtain information about their health benefit plan.

Some employers feature a “health and benefit fair” which includes providers representing the various worker benefit plans (long-term disability, retirement, etc.) available to personnel through their employer.

Considerations when coordinating a wellness fair –

• Establishing up a successful wellness fair takes comprehensive time. Time issues ought to 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 establishing up the day of the event.

• Sufficient space, tables and chairs must available to allow for the number of providers invited. Some providers might 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 wellness fair.

• Vendors are going to be hoping to make contact with as many persons as possible during the event. Securing their commitment to future health fairs requires that every effort be made to promote participation by publicizing the event, selecting the appropriate 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 business policies when soliciting donations.

• As an idea to increase staff member participation and to keep interest high, each attendee may 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 ought to take place every 15 or 30 minutes.

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

Ideas for a Benefits Fair –

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

• Retirement plan representative.

• Long-term disability plan representative.

• Health 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 lunch time. Place stations in business hallways or in individual small conference or office rooms scattered throughout the building.

Give a map with all the stations listed. Hold a free drawing awarding a prize for anybody who goes to 75 percent 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 selection of providers and services involved with physical, mental, financial and social health.

For  instance, health agencies, safety corporations, 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.

Workplace biometric testings can take a selection of forms. Common screening components might include –

• Blood pressure (BP) 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 Body Mass Index (Body Mass Index).

• Fitness level.

• Bone density.

• Posture assessment.

Considerations when offering worksite screenings –

• Biometric testings should be conducted by certified, and at times, certified person.

• Health testings ought to be conducted in a location that permits for privacy and confidentiality.

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

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

• Screenings could be very expensive to the overall wellness budget OR there may  be no cost to the wellness 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. Workers may  be willing to pay for screening in exchange for the convenience of having the screening at work.

• It normally 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 should be devised.

• Some types of screening, like fitness testing, require participants to bring casual clothes in which to do the testing. Workers should be notified of the need to dress in a specific manner for the screening.

• To ensure high attendance at screening events, it’s advisable to coordinate promotion of the event with reminders to staff.

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

Resources for workplace screenings –

1. Consult with a wellness advisor or medical testing organization.

2. If worker participation is low for onsite Healthful 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 worksite health department as to screenings they might offer.

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

Make safety a key concern when planning exercise in your worksite.  An accident or injury won’t “sell” the wellness 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 Experts

Hire expertly certified instructors to lead fitness classes (whether on or offsite) or to run worksite lunch and learn sessions. It is 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 business.

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 example, 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 business.

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

The employee should not be asked to sign the waiver just before the activity.  The waiver might  be invalid when workforce claim that they did not fully understand the risks.

Other Safety Tips

Here is a list of some other safety tips to keep in mindwhen planning physical activity.

Look at the environment where workforce are active –

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

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

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

Make available health screening for workforce 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 health promotion programs done by certified expert with a exercise background.