Butler Snow Health & Wellness MASI Annual Fall Conference September 26, 2013 Lance A. Bonner

Workplace Wellness 2 Is there a return for the investment? How do we measure it? What is the duty of the organization vs. the duty of the individual? What motivates our employees to change behavior and adopt more healthy lifestyles? How will PPACA change the role of wellness in the workplace?

About Butler Snow General corporate defense law firm Approximately 525 employees and partners in 15 offices across the US and UK Growing significantly from 200 people 10 years ago Many highly-paid professionals who are not significantly motivated by small financial incentive Very hectic, stressful workplace Traditionally, a strong “family” feel, but difficult to maintain as we grow 3

A bit of history… 4 Consumer Driven Plan Options (2002) HSA Introduced (2006) Healthy Choices (2007) BalancedLives (2009) Wellness Incentive (March, 2010) On-site Clinic (August, 2011)

WHY…….? Because our employees are critical to us in a professional service business, and we see both a moral obligation and a financial benefit to doing so. Medical inflation was spiraling out of control at 8-14% per year Opportunities for more camaraderie, improved teamwork, better sense of belonging and increased productivity Ultimately, the only hope of maintaining affordable health care cost, after shopping reinsurance, adjusting co-pays, and pricing alternate networks 5

What’s Worked Branding the Program Promoting the Program – Keep SOMETHING about wellness in front of the employees constantly – digital signage, OnePlace, s, flyers, etc. Constant reminders. Recognizing that “Wellness” was more than just physical Emphasizing Balance between Work and Personal life 6

What’s Worked Onsite Clinic Incentive Program – Easy to Understand and promote Involvement in Community Events (walks, races, etc.) Offer healthy food options through “Power Snacks” Focus on stress management 7

On-site Clinic Began in August, 2011 Staffed partly by MD and partly by NP Primarily wellness, prevention and disease management focused, but do acute care 13% reduction in medical claims cost during first full calendar year of operation No charge for those on medical plan More widely adopted by staff than higher-income professionals Expanding in 2014 to larger space and will accept spouses and dependents 14 and up 8

Promotion through a Variety of Activities Health Fairs Health Education Medical Screenings Health Coaching Weight Management Programs Wellness Newsletters On-site Fitness Programs and Facilities On-site healthy cooking/eating classes and demos Allow flex time for exercise Stress relieving activities and resources 9

10 Health & Wellness in the Workplace: It is Easier to Be Active When.. We know what to do and have the confidence, skills and opportunity to do it. It’s fun. “Working out” at the gym does not appeal to everyone. Activities need to reflect what individuals enjoy. Our friends, family or co-workers are active with us (or at least support us). We feel safe, thanks to well-lit streets or stairwells.

11 It is Easier to Be Active When.. Sidewalks, walking/biking trails, parks and gyms are nearby. We have money to pay for equipment, instruction or memberships. Active choices such as taking the stairs, having stretch breaks during meetings and going outside during lunch are “normal” in the worksite. Managers support and recognize employee efforts. Better yet, they take part. We can juggle our work hours to fit in physical activity. Health & Wellness in the Workplace:

Some Lessons Learned 1.Begin with ‘Buy-in” from Senior Level Leadership. Discover wellness champions at the top of the organization. 2.Communicate, communicate, communicate 3.Don’t rely on 3 rd party resources that don’t have real experience 4.Keep it simple 12

9 Lessons Learned 5.Start small and build on prior years 6.Keep employee expectations high through active communication 7.Money not always the best motivator 8.Offer creative ways for employees to exercise during the day 9.Ensure data access 13

Final thoughts Top management “champions” are key It has to be relatively easy and enjoyable to “get started”, and a bit of positive peer pressure is helpful Everyone’s issues and needs are a bit different, so providing a variety of ways to improve health, and allowing for a “safe” coach to talk with pays big dividends 14

Questions? 15