2. Mary Fiske Keegan Miller Andrea Rhodes Beth Samonski Eric Striegel

3.  Wellness at Work Wellness at Work Warm-Up

4. Wellness Programs Programs implemented by a firm in an attempt to address specific issues affecting their workforce

5. Branches of Wellness  Occupational Wellness  Nutrition  Physical Fitness & Weight Management

6. Wellness Programs  Reducing stress  Reduce absenteeism  Limiting health care costs imposed on employers Corporate estimates range from $150 - $300 billion annually  Giving back to employees  Creating a happy, healthy, and productive workforce

7. Occupational Wellness  Occupational wellness is one’s attitude about work and career.  Involves preparing for and participating in work which provides personal satisfaction and life enrichment.  Some examples are work life balance, rotational programs, and community involvement.

8. Work Life Balance  The dilemma of trying to balance conflicting work demands and family responsibilities.  Some examples are flextime, childcare, and adoption assistance.  Employee benefits include increased job satisfaction, lower stress, and more family time. Employees’ rate work life balance the third most important aspect of job satisfaction.  Employer benefits include retention, recruitment, productivity, and commitment. These benefits lead to an increase in revenue and profits.

9. Flex Time Benefits to employer Benefits to Employee  Increased employee satisfaction  Higher retention  Increased productivity  Allows for work-life balance  Reduction in commute time  Able to handle family commitments Costs to Employer Difficulty scheduling meetings Some might try to take advantage of the system

10. On-Site Child Care Benefits to the Employer Benefits to the Employee  Employee retention  Able to balance family life  Increased productivity Costs to the Employer Potential liability Varies depending on contribution

11. Adoption Assistance Employer Benefit Employee Benefit  Positive company image  Satisfaction  Tax deductible up to $11,650 in 2008 Employer Cost Varies, but minimal

12. Rotational Programs  Various assignments  Employee benefits  Opportunity to explore alternative career paths  Prevention of a disinterest in work  Increased adaptability  A larger network of colleagues  Employer benefits  Cross-trained employees  Ten years of experience in two years  Creating a pipeline of talent  Increased product quality due to a more knowledgeable workforce

13. General Electric’s Rotational Program  Leadership programs in communications, engineering, operations, finance, and human resources  Creates a pipeline of leadership  Example: Human Leadership Program three eight month assignments opportunities to work with senior leaders cross-business projects four global seminars.  Number one in the 2006 Best Companies for Leaders

14. Community Involvement  Employee benefits Enhanced career development Opportunity to donate time and money to the community Mentoring opportunities Gaining leadership experience Expanding your network.  Employer benefits Giving back to the community A positive reputation An increase in sales and business

15. Nutrition: Statistics  Obese workers filed twice the number of worker’s compensation claims  Seven times higher medical costs from those claims  Lost 13 times more days of work from work injury or work illness than non obese workers  Total cost of obesity to US companies per year: $13B

16. Obesity has heavy costs  Workers with BMI (Body Mass Index) greater than 40 had 11.65 claims per 100 workers compared with 5.8 claims per 100 worker  Average lost days of work: 186.63 per 100 employees compared with 14.19 per 100 employees within the recommended range

17. BMIWeight Status Below 18.5Underweight 18.5-24.9Normal 25-29.9Overweight 30 & AboveObese BMI = (weight in pounds * 703 ) ———————————— height in inches²

18. Eric Striegel Average medical claims costs per 100 employees were $51,019 compared to $7,503 for the non-obese.

19. Nutrition  Providing information to employees the benefits of a healthy diet and weight management  Cafeteria food- Calorie Information  Calorie Counts Online  Meet with a professional to plan a diet

20. Examples  Motorola and Microsoft: meet with a dietician to plan a healthy diet and change eating habits  Support Groups with other employers  Calorie information on the cafeteria website  Offer healthier nutrition options in the cafeteria and vending machines

21. Physical Fitness and Weight Management Cardiovascular Health FlexibilityStrengthEndurance

22. Types of Physical Wellness Programs  Fitness Centers Group Fitness Classes Trainers  Intramurals  National Employee Health and Fitness Day Every 3 rd Wednesday in May  Healthiest Workplace Challenge The Biggest Loser January 27-29 th 2009

23. Benefits to Employee  Happier employees  Develop relationships with co-workers  Increased health Preventable illnesses Reduce obesity Reduce Type II Diabetes

24. Benefits to Employer  More Productive Employees  Less absenteeism and turnover  Reduced health care costs “Preventable illness makes up approximately 80% of the burden of illnesses and 90% of all health care costs.”

25. “Employers get an average of $3.48 back in reduced health care costs and $5.82 in lower absenteeism cost for every dollar spent on employee wellness.”

26. Cool Down  More to wellness than just physical fitness  Benefits to employees and employers  More employers are implementing wellness programs each year

27. Questions?