Posts from — October 2010

Develop and offer “free” health information resources as part of the overall corporate 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 at the end of this guide for more ideas and resources.

Wellness Bulletin Board Ideas

Most worksites have at least one worker bulletin board located in a central area. Obtain permission to use part of that bulletin board as the “Wellness Corner”, or obtain upper-level management approval to create a bulletin board dedicated to wellness. Wellness bulletin board suggestions include -

o  White 8 1/2″ x 11″ flyers are going to be ignored. Use color or nonstandard size and shape when possible.

o  Change your bulletin boards often. When they remain the same too long, they become “white noise.”

o  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’ll encourage keeping the calendar updated and utilized.

o  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.

Wellness Library

Create an staff member library in a central area that has easy staff member access. Resources and ideas for the library could include -

o  A local health resources guide with referral lists to help staff members hook up with resources if onsite resources cannot be provided. Keep referral lists in a 3-ring binder and update monthly.

o  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 employee update for this purpose.

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

Make certain to encourage workers to checkout materials for loan. Update resources regularly. Consider using some CIS Healthy Benefits corporate wellness grant funds for good library resources.

o  Healthy resources are available at local libraries. Publicize those resources within your onsite wellness library.

o  Health magazines may be kept in the staff member break area.

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

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

o  Free pamphlet materials could be obtained from local non-profit agencies (American Red Cross, Heart Association, Cancer Society, Lung Association), and made available in worker areas.

See website listings and other resources in the back of this guide for additional ideas regarding free health resources.

New Year’s Resolution Bulletin Board

o  Have employees voluntarily write down their health-related New Year’s resolutions on 3″ x 5″ index cards with their names on the back.

o  Post the cards in the form of a collage on the wellness bulletin board.

o  Leave the cards up for about two weeks, and then store them in a secure wellness file.

o  Post the cards near the end of February to remind employees of their goals and self-commitments.

o  Take the cards down again after another week and again store in a secure file.

o  Mail the cards back to the individuals along with wellness program promotions or other information announcements at the end of March.

o  Throughout the year, continue to offer wellness opportunities, support groups, or related activities.

The feasibility of worksite based wellness classes depends on the size of the workforce. Workplace programs have to be supported with an adequate number of interested personnel to keep a class going.

Ordinarily a certain level of employee involvement is also necessary to ensure availability of facilities like a room and equipment.

There are broad ranges of ongoing courses which can be offered in the workplace, including aerobics, yoga, tai chi, stretching, weight management, 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 might  be a good starting idea.

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

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

Who Pays for What When? (Worker Subsidies and Discounts)

Many staff members and wellness teams are below the impression that the employer should pay for all wellness activities. Do not forget the employer is paying the bulk of the employee’s health and benefits package.

When vacation time, insurance costs, and sick costs are all factored in, the average American employer spends very close to $10,000 per year per staff member on related health, time off, and lost productivity costs.

Health is a personal responsibility and a gift we can all give to ourselves. Make sure 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 workplace based wellness activities and to also “internally” motivate staff members are included here -

Subsidies

If there is a budget but not enough space or staff to offer onsite classes that are available elsewhere (like Weight Watchers, fitness clubs exercise classes, Jazzercise, hospital community ed health promotion programs, etc.), a subsidy can 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.

o  Subsidies work best when the worker 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.

o  The reimbursement must be big enough to be worth the trouble of implementing the wellness program, but shouldn’t cover the entire cost the wellness program.

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

o  Consider appropriate participation gifts in place of financial reimbursement. for example, when an employee meets attendance criteria for a stretching class, provide a stretching strap or yoga mat as the completion gift.

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

Discounts and Donations

Staff Member discounts and donations may be sensitive areas for public employers and workforce. In many jurisdictions, public workforce aren’t permitted to receive any kind of special consideration, including discounts, from local businesses, providers, or providers.

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

When senior 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 vendors, and service providers should have a fair unbiased opportunity to participate when they so choose.

No inappropriate advantages are given to one provider over another respecting access to workers, publicity, etc. No provider or service provider ought to be promised or guaranteed additional revenue, business, or anything else when they choose to voluntarily offer a donation or discount to workers.

Follow the same donation and/or solicitation policies when offering vendor door prizes or gifts at an corporation-sponsored wellness fair.

Hollywood Stars or American Celebrities

This is another fun activity focusing on healthy losing weight or maintenance.

o  Participants choose a secret code name (the name of a Hollywood star or other celebrity).

o  Participants weigh-in with a “trusted” confident privately – at which time a healthy weight goal is set for the period of the contest.

o  Post a chart with everyone’s secret name assigning each a beginning weight of zero.

o  Participants weigh themselves weekly and submit the weight with their code name on the paper.

o  Weight is expressed in relation to a beginning weight of zero. for  instance +4 would indicate a weight gain of four pounds; while â.”2 would indicate a weight reduction of two pounds.

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

o  The chart is kept current and posted publicly by Health Promotion Committee.

o  Post a “weight control hint of the week” next to the tracking chart.

o  Provide “take one” brochures on weight management education or motivational tips by the chart.

o  Celebrate staff member progress at the end of the activity.

Wellness 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 broad “health” definition, many subjects can be appropriate including communication, self-improvement, relationships, money management, environment, ecology, recreation, cooking, etc.

Let the group choose 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-Make certain to work Stretching Group

A few minutes of gentle stretching is a great way to safely start the workday. A expert fitness instructor might  be brought in to teach proper stretching techniques.

After that, most often an internal group can meet and run itself. Give periodic refresher sessions with the trainer or instructor to vary the routine and help keep participants motivated.

Considerations for workplace stretching -

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

o  Stretches ought to be taught by a knowledgeable and licensed individuals.

o  Even though pre-work stretches are done on an staff member’s personal time, the question of corporation liability will likely arise, in particular if someone reports an associated stretching injury.

Consult your company’s legal counsel and/or contact your company workers’ compensation carrier to help in design of an employee release of liability waiver.

Workplace Chair Massage

Bring in a certified 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 recommended by the therapist. Make sure the therapist is licensed. 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 workers 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 could 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. Make certain to encourage workers to post their art in their personal workspaces.

Healthful Email-a-Week

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

Ask members of the Health Promotion 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 corporation rules regarding work time and email protocols.

Hobby Show or Demonstrations

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

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

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

Use employee interest surveys to follow up on employee interests that are expressed.  The definition of health is broad, so brown bag presentations may also cover a wide variety of topics. Topics may include physical, mental, emotional, women’s health, men’s health, financial health, etc.

Considerations for brown bag presentations -

o  Brown bag sessions are good for awareness building. This seed planting process can help workers become more proactive about healthful options.

o  Don’t schedule the wellness program for the full hour – generally 40 minutes or so works best. This will allow folks a chance to come and go, grab a quick bite, ask questions, etc.

o  If the subject matter is sensitive, like domestic violence, substance abuse, etc., it is possible individuals are going to be reluctant to attend for fear of being associated publicly with the problem. They will, notwithstanding, attend when the focus is on helping family members, coworkers, etc.

o  Ensure that workforce hear valuable information and will leave with tools and resources to carry out the message. Be sure to work with the presenter on information strategies that work for your staff member group.

o  Promotional materials should publicize the wellness program with a name that indicates the brown bag focus. Include all other pertinent information like where, who, when, etc.

o  Some topics that can’t 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 a few sessions in one week.

For  instance, you could offer a 3-week series on healthful consuming in lieu of trying to cram all the information into one session.

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

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

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

o  When personnel 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 selection of resource topics of interest to staff.

2. Every community has many person, professionals, or professionals 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 workplace sessions free or at a low cost.

A lot of of these contacts will also provide cheap materials.

3. Topic videos could be used for a brown bag session.

Quite often people  shy away from low fat foods because they think these foods do not taste good.  To help inform personnel, purchase a selection 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 workforce to bring and share their favorite low fat or healthy dishes.

Considerations -

o  Make certain the selections actually taste good.

o  Provide a “fact sheet” with the names and price of the various products to assist participants if they want to purchase these products from the supermarket.

o  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 after this guide.

o  Provide small tasting spoons or wooden ice cream tasters.

o  It doesn’t take much of each item to give participants a taste of the food or dish. It isn’t necessary to buy enough, or bring enough, food to provide a meal.

o  Be certain to set up the tasting room after lunch so participants can go in on their own and sample.

o  Watch for overly sugary itemsâ..sometimes low fat means high sugar – so be sure to check the label.

o  Typical buys for a worksite 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 like hummus, low fat cream cheese, a package of honey nut or other flavored rice crackers, and one or two other low fat items.

o  Put signs on the table politely reminding participants that the idea is to sample, not have a meal.

o  Give a beverage such as a new type of fruit juice or herbal tea.

Group support and encouragement may be very advantageous in helping personnel make healthy changes. Develop situations, colleague groups, or information avenues where the professionalise and experiences of colleagues may be shared with others. Some ideas for providing onsite support for healthy changes include -

o  Staff Members could 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 may be asked to submit suggestions about what worked for them when they quit; then those ideas may be shared in newsletters, flyers, classes, etc.

o  Topics like weight control, stress management, managing change, increasing exercise, etc. lend themselves to this development of collective wisdom sharing.

o  Behavior change support groups, created based on employee interest in making healthy change, can meet regularly 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 health promotion program can offer to bring in a speaker or presenter on a topic relevant to the group.

Be certain 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 workforce with health issues and related health promotion programs.  During a health fair workforce might  be able to -

o  obtain resource materials;

o  participate in offered biometric testings (vision, hearing, blood, cholesterol, cancer, dental, etc.);

o  observe demonstrations on the use of fitness equipment;

o  Attend mini-seminars on various health topics;

o  get free promotional items from local businesses;

o  sample healthful foods; and

o  obtain information about their health benefit plan.

Some corporations feature a “health and benefit fair” which includes vendors representing the various staff member benefit plans (long-term disability, retirement, etc.) available to personnel through their corporation.

Considerations when coordinating a health fair -

o  Setting up a successful wellness fair takes robust time. Time issues must be taken into account in planning and organizing such an event.  The most time eating part is ordinarily contacting potential participants, making arrangements for their participation, confirming their participation, and establishing up the day of the event.

o  Sufficient space, tables and chairs must available to allow for the number of vendors invited. Some vendors may have portable displays or materials that’ll require additional space, access to electrical outlets, or other logistical considerations that must be discussed before the health fair.

o  Vendors are going to be hoping to make contact with as many persons as possible during the event. Securing their commitment to future wellness fairs requires that every effort be made to promote participation by publicizing the event, selecting the appropriate venue, and offering incentives.

o  If possible, locate the wellness fair in an area with heavy foot traffic.

o  Ask vendors to supply free materials at their table and to make a donation to a prize drawing. Follow all corporation policies when soliciting donations.

o  As an idea to elevate staff member participation and to keep interest high, each attendee could be given a “passport”, similar to a bingo card, to be signed by each provider.  The signed passport becomes the ticket for the prize drawings. Such drawings ought to take place every 15 or 30 minutes.

o  Consider teaming up with neighboring corporations to stage a health fair. A team effort will spread out the work and maximize participation.

Ideas for a Benefits Fair -

Invite representatives from each of your employee benefits provider groups. Ask each provider to be prepared to answer employee questions regarding their wellness program. Representatives could include -

o  Retirement plan representative.

o  Long-term disability plan representative.

o  Health plan representative.

o  Healthful Benefits representative.

o  Contract cell phone representative (if applicable).

o  Local savings and loan or credit union representative.

o  Workers’ compensation representative.

Limited Space for a Health Fair – When space is limited conduct the fair at lunchtime time. Place stations in business hallways or in individual small conference or office rooms scattered throughout the building.

Provide a map with all the stations listed. Hold a free drawing awarding a prize for whoever who goes to 75% of the stations. Use a punch card or similar method to verify.

Resources for health and benefit fairs coordination -

Assume a wide 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 companies, benefits providers, local healthcare facilities, recreational facilities, parks, financial planners, childcare referrals, EAP, health clubs, health food stores, library, alternative and complementary medicine providers, etc.

Worksite biometric screenings can take a selection of forms. Common screening components might include -

o  Blood pressure (BP) and heart rate.

o  Cholesterol (typically a finger-stick sum cholesterol test, either fasting or non-fasting).

o  Blood glucose (diabetes screening).

o  Height and weight.

o  Percent body fat and/or Body Mass Index (BMI) (Body Mass Index (BMI)).

o  Fitness level.

o  Bone density.

o  Posture assessment.

Considerations when offering worksite screenings -

o  Health testings must be conducted by licensed, and at times, licensed person.

o  Health screenings must be conducted in a location that authorizes for privacy and confidentiality.

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

o  A process should be in place for referral for participants whose results are indicative of a need for further medical evaluation.

o  Screenings can be very expensive to the overall wellness budget OR there may  be no cost to the health promotion program when participants are willing to cover the cost of the assessment themselves.

For  instance, cholesterol and glucose testing ordinarily costs twenty to twenty-five dollars per individuals, per exam. Staff Members may  be willing to pay for screening in exchange for the convenience of having the screening at work.

o  It typically works best to have scheduled appointments at intervals sufficient to allow time for the assessment and a brief discussion of results. Accordingly, a registration and scheduling process should be devised.

o  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.

o  To ensure high attendance at screening events, it is advisable to coordinate promotion of the event with reminders to staff members.

o  Supply staff members with “screening preparation” guidelines to remind them how to prepare for the most exact screening results.

Resources for worksite screenings -

1. Consult with a wellness advisor or health screening company.

2. When staff member participation is low for on-site Healthful Benefits screenings, or when offering additional worksite screening is an option, 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 fitness clubs might also have certified staff for some types of screenings, like fitness testing or body fat assessment.

Make safety a key concern when planning physical activity in your workplace.  An accident or injury will not “sell” the health promotion program and might end up costing the employer. This section will help you take the necessary steps to avoid an accident or injury.

Points to Consider

Using Qualified Experts

Hire expertly qualified instructors to lead fitness courses (whether on or offsite) or to run workplace lunch and learn sessions. It’s also a good idea to ask the instructor for references.

When you hire instructors, make certain that your insurance protects both the instructor and your company.

Risk Management

Whether we like it or not, liability is an issue these days.

Risk management plans do not have to be complicated or expensive. for  instance, part of the plan might require that staff complete fitness appraisals and sign statements accepting the possible risks involved in exercise.

It compensates to be prepared. Safety and emergency policies and procedures reduce the risk of loss both to person and to your organization.

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

The worker shouldn’t be asked to sign the waiver just before the activity.  The waiver could  be invalid when staff claim that they did not fully understand the risks.

Other Safety Tips

Here is a list of some other safety tips to rememberwhen planning exercise.

Look at the environment where workers are active -

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

o  Stairwells ought to be well-lit and in good condition and have handrails and safety features, so that employees are not locked out of floors.

o  Fitness facilities should’ve proper flooring, good ventilation, and access to water and an emergency telephone.

Offer biometric testing for workers participating in activities -

o  PAR-Q

o  PAR-MEDX for Pregnancy

Following are some other important safety factors -

o  First-aid kit and automated external defibrillator on site.

o  Emergency Action Plan (EAP) in place and practised.

o  Commercial grade fitness equipment (not donated, “hand me down” equipment).

o  Documented equipment inspection and maintenance schedule.

o  Orientation of equipment and wellness programs done by licensed specialist with a physical activity background.

To make a difference in the lives of your fellow personnel, you first need to understand that getting active is not simply a matter of choice. Some things are within our individual control, but others are shaped by the individuals  and circumstances in which we live and work.

It’s Easier to be Active Whenâ..

o  We know what to do and have the confidence, skills and opportunity to do it.

o  It’s fun. “Working out” at the fitness center doesn’t appeal to everybody. Activities need to reflect what individuals  enjoy.

o  Our friends, family or colleagues are active with us (or at least support us).

o  We feel safe, thanks to well-lit streets or stairwells.

o  Sidewalks, walking/biking trails, parks and fitness clubs are nearby.

o  We have money to pay for equipment, instruction or memberships.

o  We can walk, bicycle or take public transit to work.

o  Active options such as taking the stairs, having stretch breaks at meetings and going outside at lunch are “normal” in the workplace.

o  Managers support and recognize employee efforts. Better yet, they participate.

o  We can juggle our work hours to fit in exercise.

Think about how you could develop some of these conditions in your workplace. By taking these steps, you will make it more likely that staff members both want and can be active during the workday.

Workplace exercise programs that focus only on person have limited success. Studies show that reaching people  in various ways gives the best chance of long-term success.

A strategy directed at multiple levels is also called an “ecological approach.”