Posts from — October 2010

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

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

There are broad ranges of ongoing courses which could be offered in the workplace, including aerobics, yoga, tai chi, stretching, weight control, stress management, use of tobacco 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 starting idea.

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

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

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

A lot of workers and wellness teams are below the impression that the corporation ought to pay for all wellness activities. Don’t forget the corporation is compensating 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 corporation spends very close to $10,000 each year per employee 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 employees increase their understanding and appreciation of self-care for their health by stimulating their share of accountability for healthful and safe living and working.

Other ways of financing worksite based wellness activities and to also “internally” motivate staff members are included here -

Subsidies

When there’s a budget but not enough space or staff to offer onsite classes that are available elsewhere (like Weight Watchers, fitness centers exercise classes, Jazzercise, hospital community ed wellness programs, etc.), a subsidy could be offered to those who take benefit 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 ought to be large enough to be worth the trouble of implementing the health promotion program, but shouldn’t cover the entire cost the health promotion program.

o  It is 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 is crucial to remember no matter how well your policies are set up, there will be people , ordinarily very few, who cheatâ.”that’s unavoidable and shouldn’t become the major focus of documentation requirements.

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

o  Be certain to check with the upper management team regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Staff Member discounts and donations can be sensitive areas for public businesss and personnel. In many jurisdictions, public personnel are not permitted to receive any type of special consideration, including discounts, from local organizations, providers, or providers.

Make certain to check organizational ethics and procurement policies before asking for discounts.

When upper-level management policy does allow for discounts and donations, the whole solicitation process needs to be conducted fairly and spelled out in writing. All interested, certified providers, 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 for access to employees, publicity, etc. No provider or service provider should be promised or guaranteed additional revenue, corporation, or anything else when they choose to voluntarily offer a donation or discount to employees.

Follow the same donation and/or solicitation policies when offering provider door prizes or gifts at an employer-sponsored health fair.

Hollywood Stars or American Celebrities

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

o  Participants pick 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 healthful weight goal is set for the period of the contest.

o  Post a chart with everybody’s secret name assigning each a starting 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 starting weight of zero. for  instance +4 would indicate a weight gain of four pounds; while â.”2 would indicate a losing weight of two pounds.

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

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

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

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

o  Celebrate employee progress after 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 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-Be certain to work Stretching Group

Several minutes of gentle stretching is a excellent way to safely start 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 -

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

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

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

Check with 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 usually 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. Be sure the therapist is qualified. 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 upper-level management so workforce can trade massage time for coffee or personal break time.  Note – upper-level management may want the therapist to supply proof of liability insurance.

Art at Work

Art may 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 worker art during certain months or times of the year. Make certain to encourage workforce to post their art in their personal workspaces.

Healthful Email-a-Week

Create an email list of coworkers 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 organization rules regarding work time and email protocols.

Hobby Show or Demonstrations

Hobbies are good stress management tools. Be certain to encourage staff members 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 may be scheduled as a group activity or brown bag that permits interested workers to interact.

Or, hobby sharing may be done in groupings by topic over a scheduled period of time, allowing for a brief presentation and/or demonstration by 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 broad 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 excellent for awareness building. This seed planting process can help staff become more proactive about healthy 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’s possible individuals are going to be reluctant to attend for fear of being associated publicly with the problem. They will, nevertheless, attend if the focus is on assisting family members, coworkers, etc.

o  Ensure that personnel 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.

o  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.

o  Some topics that cannot be covered in one session could  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 may offer a 3-week series on healthful consuming instead 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  When possible, provide a free healthful snack for personnel who attend.

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

o  When workers 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 at the end of this guide which offers a variety of resource topics of interest to staff.

2. Every community has many individuals, 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 worksite sessions free or at a low cost.

Many of these contacts will also provide inexpensive materials.

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

Often individuals  shy away from low fat foods because they think these foods don’t taste good.  To help inform workers, 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 encouraging employees to bring and share their favorite low fat or healthy dishes.

Considerations -

o  Make certain the selections actually taste good.

o  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.

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 does not 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.

o  Be sure 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 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.

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

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

Group support and encouragement can be very beneficial in assisting staff make healthy changes. Develop situations, peer groups, or information avenues where the expertise and experiences of peers can be shared with others. Some ideas for providing on-site support for healthy changes include -

o  Workers can be asked to voluntarily submit suggestions, advice, and strategies related to particular healthy practices they have successfully implemented in their lives.

For example, 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, developed based on worker 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 began.

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

o  obtain resource materials;

o  take part in offered medical screenings (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 providers representing the various worker benefit plans (long-term disability, retirement, etc.) available to employees through their corporation.

Considerations when coordinating a health fair -

o  Establishing up a successful wellness fair takes extensive time. Time issues ought to be taken into account in planning and organizing such an event.  The most time consuming part is typically contacting potential participants, making arrangements for their participation, confirming their participation, and setting up the day of the event.

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

o  Vendors will 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, choosing the proper venue, and offering incentives.

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

o  Ask providers 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 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.

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 vendor 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  Medical 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 lunch time. Place stations in corporation 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 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 broad definition of “health” and reflect that by including a selection of vendors and services involved with physical, mental, financial and social health.

For example, health agencies, safety organizations, 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.

Workplace health testings can take a variety of forms. Common screening components may include -

o  Blood pressure and heart rate.

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

o  Blood glucose (diabetes screening).

o  Height and weight.

o  Percent body fat and/or BMI (BMI).

o  Fitness level.

o  Bone density.

o  Posture assessment.

Considerations when offering workplace screenings -

o  Biometric testings ought to be conducted by qualified, and at times, qualified person.

o  Medical screenings should be conducted in a location that authorizes for privacy and confidentiality.

o  Time for discussion and explanation screening results ought to 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 examination.

o  Screenings may be very costly 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 person, per exam. Employees might  be willing to pay for screening in exchange for the convenience of having the screening at work.

o  It usually 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 kinds of screening, such as fitness testing, require participants to bring casual clothes in which to do the testing. Workers must be notified of the need to dress in a specific manner for the screening.

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

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

Resources for workplace screenings -

1. Speak with a wellness consultant or medical testing organization.

2. When 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 may offer.

3. Local fitness centers may also have licensed staff for some types of screenings, like fitness testing or body fat assessment.

Make safety a key concern when planning physical activity in your worksite.  An accident or injury won’t “sell” the wellness 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 Certified Professionals

Hire expertly certified instructors to lead fitness courses (whether on or offsite) or to run worksite brown bagger 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 company.

Risk Management

Regardless of 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 business.

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

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

Other Safety Tips

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

Look at the environment where workforce are active -

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

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

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

Give medical testing for staff 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 health promotion programs done by qualified expert with a exercise background.

To make a difference in the lives of your fellow workers, you first need to understand that getting active isn’t 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 is fun. “Working out” at the gym does not appeal to everybody. Activities need to reflect what people  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/bicycling trails, parks and gyms are nearby.

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

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

o  Active choices like taking the stairs, having stretch breaks at meetings and going outside at lunch are “normal” in the worksite.

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

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

Think about how you might create some of these conditions in your workplace. By taking these steps, you’ll make it more likely that workers both want and have the ability to be active during the workday.

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

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

The kind of analysis you choose depends on when you do it and the kind of information you collect.

This section describes when to use three types –  formative, process and summative examinations.

During the Planning Stage

Use formative evaluations in the planning stages to ensure that your health promotion program is based on solid information. These evaluations also help you to develop effective and appropriate materials and procedures.

Examples of formative investigations include -

o  records of senior level management commitments to the wellness program

o  staff member interest surveys

o  workplace environmental assessments

o  pre-testing of wellness program materials

During Your Program

A process analysis is used when the initiative is underway. These investigations help you -

o  Track what’s going well and what isn’t (and how to revise your wellness program)

o  determine when you are reaching the personnel you want to reach

o  describe the initiative to others

o  monitor who’s participating in the program

During or After Your Program

Summative investigations happen when the initiative is already in place or completed. Use this kind of examination to measure what staff like about the initiative and what can be improved.

All three types of evaluations are useful.  The examination you select depends on the time and financial resources you’ve available.