Brisbane and Gold Coast Corporate Health and Employee Wellness

John Bates here talks about how we defining Corporate Wellness Programs and what the employer will get out of it.

It is not uncommon to see the typical worksite offer a Corporate Health Promotion Program. These programs can look vastly different from worksite to worksite , but the goals are usually the same – that being to promote health and wellness.

Some most organizations will make available several services that promote health and wellness. Some worksite s have a health club onsite to use throughout the work week, while others will go so far as to not only have a health club but also offer showers. The goal with corporate wellness is to not only make it possible for workers to be healthier, but give them every advantage of being healthy up front.

Wellness and health fairs are becoming more and more well-liked as well. Health fairs are a somewhat formal Worksite Wellness Program, where the community ordinarily plays a role in the program as well as the business holding the wellness fair.

Some health and wellness ideas may be as easy as giving out health and wellness guides with recommended dietary charts on them. Other practical health and wellness ideas may be ways the staff members could burn a few calories at the worksite . Listing the mileage of walking the circumference of the worksite building might encourage staff members to exercise while on break in lieu of talking.

Wellness ideas don’t have to be limited to nutrition and exercise; they might cover stress management techniques as well. Some businesses offer a yoga class once a week or an staff member sponsored activity or discussion group. These are all ways to promote wellness in the workplace .

A lot of employee wellness initiatives could be more complex and involve a personalized plan for every worker , but some businesses may not be willing to cover the costs of such initiatives. There are a multitude of wellness ideas and resources available online as well.

A corporate wellness program doesn’t have to be expensive or limited. It can combine cost effectiveness with a broad range of services. Making available a healthful and balanced workplace is the ultimate objective for each worker .

This article gives a broader perspective and alternate ideas about the benefits of promoting health and wellness at work to employees.

A employee health promotion initiative in the worksite can be designed to help mitigate an employee’s health care needs and ensure that work goals are healthful and in balance.

In a 2009 survey of 13,908 Australian workers:

• Half of those who believed they were in excellent health were at high risk.
• 8013 were identified as having one or more risk factors.
• 280 were at an extreme level of risk and in need of urgent clinical attention, most commonly for elevated blood pressure and blood sugar.
• 47% were overweight.
• 45% had high blood pressure.
• 29% had high blood glucose.
• 26% had high cholesterol.
• 24% had Type 2 diabetes.
• 14% had cardiovascular disease.
• Blood pressure, excessive drinking and cardiovascular disease were the main problems for men while overweight and cholesterol were the common problems for the women in the survey.

Productivity
While most employers (and employees), when considering the factors that impact workplace productivity, tend to focus on workplace flexibility and technology, health factors leave both of those for dead. (Yes, I know. It was deliberate!)

Good health and wellbeing of employees are essential to consistent workplace productivity.

Poor health translates directly into absenteeism due to sickness or debilitation, which in turn tends to overload the healthy team members, further stressing them.

So, it might be time to look around at your team – and in the mirror – and ask yourself and your team, “What can we do, here at work, that will have the effect of improving our general health?”.

Footnote: Male executives were among the worst offenders when it came to being dishonest with themselves about their health.

(Ref Australian Financial Review, Friday 30 October 2009, p12)

Matt Buttell here talks about recent and emerging trends in workplace health, employee wellness and corporate fitness.

Companies are always stressing how their employees are their best asset, highlighting how the health and well-being of staff is often the most important part of corporate culture. As such, wellness programs have fast become one of HR’s hottest trends in recent years: a trend that, it seems, not even the recession can buck.

Employers have spent plenty in recent years to keep employees healthy, hoping that such efforts will keep them on the job and less likely to use healthcare insurance. The idea is that this will lead to lower healthcare costs for companies, costs which have previously been estimated to average more than $7000 per employee per year.

Ultimately, while the return on investment in wellness initiatives is hard to measure, companies say the programs really can work. In fact, in a recent study by insurer MetLife, 94 percent of companies who implement wellness programs say they have reduced medical costs.

Furthermore, as the economy begins to stabilize and look toward a recovery, wellness program supporters are hoping that this fact – combined with growing political and social support for such programs will cause employers to expand and improve them.

Its an commendable notion, not least as other reports suggest that a lack of funding is causing many wellness initiatives – which include smoking cessation programs, cash credits for workers taking self-assessment health surveys, on-site gyms, fitness training classes, nutritional counseling and subsidized gym memberships – to actually fall by the way side.

In New York, for instance, which leads the way in smoking cessation initiatives for its citizens is having to cut back on its anti tobacco crusade because of financial considerations to balance the state budget deficit. According to reports, $10 million is being cut from the program used to fund anti smoking programs which is likely to mean an end to advertisements on television and billboard advertising.

The bad news comes at the same time as a team of researchers at Penn State College publish a study showing how smokers who light a cigarette as soon as they wake-up display higher levels of nicotine than those who wait, regardless of the number of cigarettes smoked.

However, there is some good news, in a June 2009 employee benefits survey of 522 employers, the Society for Human Resource Management (SHRM) found that 72 percent offered wellness information, 64 percent provided vaccinations, and 59 percent had wellness programs. According to the report, smoking cessation programs were offered by 39 percent, weight loss by 30 percent and on-site fitness classes by 12 percent.

For workplace health and employee wellness, things are looking good!

This article by John Payton details the incredible flow-on effects workplace health and wellbeing programs can offer to the employee, the employer and the community at large.

Health promotion in the workplace benefits not only the company, but the employee as well. Additionally, there is a distinct trickle-down effect as the benefits are transferred from employee to family members. Health promotion in the workplace creates conditions that support and teach the best possible health for the employee. This gives employees a sense of ownership and they learn to work together to form a coordinated action to improve well being. Areas such as health promotion, heart health, nutrition, fitness, recreation, tobacco and alcohol awareness and workplace safety are all areas where health promotion in the workplace is very effective. Implementing such a program gives employees a feeling of being more than just a number. It brings the humanity of companies back to the corporate forefront.

Wellness programs are generally more focused on prevention which facilitates a proactive approach to healthcare. This, in turn, leads to an overall decrease in health care costs. Disease management, health education and health maintenance are all crucial in creating a solid wellness foundation within an organization. There is strong evidence to support the effectiveness of health promotion in the workplace and concur that these types of interventions make a significant difference within the organizational structure. Companies that implement wellness programs for their employees encourage healthy lifestyles for not only employees, but their families as well.

Mental health programs as a part of health promotion in the workplace have been shown to significantly reduce depression in employees. Additionally, companies employing this strategy also enjoy reduced suicide rates and reduced behavioral problems among employees. Mental health programs and stress management classes have also resulted in less domestic aggression and a more positive environment for employees. On a social level, there are fewer learning problems, a significant reduction in child abuse as well as spousal abuse.

Companies that address health and safety issues of employees regarding their work environment do experience a decrease in on the job injuries and fewer worker’s compensation claims. Occupational health and safety also helps to decrease the number of deaths and disabilities in the workplace. Time loss injuries are also substantially decreased when workers are adequately trained and these types of workplace health and wellness safety programs are implemented.

Wellness programs and general health promotion in the workplace show employees that the organization recognizes that both the employer and the employee share some extent of responsibility for the employee’s health. It shows the employee that their health is of importance to the organization. And it should be important. Healthier employees mean fewer absences and a lower turnover rate.

In short, the benefits of health promotion in the workplace are many. The greatest benefit, however, is in the human aspect of the organization. When the people are taken care of, the company’s bottom line remains intact. With reduced absenteeism and health care costs, organizations should seriously consider wellness programs as a viable, effective method for reducing employee related expenses and strengthening their personnel relations within the company. Health promotion in the workplace can cut costs and yield productivity increases, but it is not a cure-all. Businesses must also consider job design, organizational systems, human resource management practices and workplace culture. All these must be conducive to a productive, healthy workplace.

On the 31st October a spectacular Saturday with clear blue skies greeted us as we set out on our Bush Walk to Mt. Barney National Park, The Lower Portals. I’m not quite sure why they call it “The Lower Portals” but there is very cool stone doorway you have to climb up through to get to the main rock pool.

Mt. Barney is about an hour and a half from the Gold Coast – you go out through Beaudesert and Rathdowney and there it is! The highest peak in Queensland they tell me. Climbing it would be incredible but it’s only for the extremely fit, navigationally skilled, experienced folk. Down the track a bit I think…

The Lower Portals is an 8km return walk – not an easy walk as there’s a lot of scrambling and climbing and up and down dry creek beds but well worth it. The most pristine water to swim in and drink I’ve come across yet! Once we had a refreshing dip we rock-hopped our way back up the Logan River and surprised a shy rock wallaby. Amazing the way it bounced so quickly on and around these huge boulders! Too fast for me to take a pic though.

John J Kovacs expands on ergonomics and the detrimental effects poor employee health and physical pain have on productivity and achievement in the workplace.

In this article, John J Kovacs addresses how organisations can make simple design changes to enhance corporate health and employee wellness, enhance safety on the job and to minimise expense and maximise profit.

To help companies appreciate the potential business impact of ergonomics programs, the Washington State Department of Labour & Industries compiled reports of ergonomic investments and successes. The following brief summaries show the potential for significant economic benefits as a result of implementing ergonomic interventions.

Success Stories

A military repair service invested $35,212 in equipment, including a vacuum life, anti-vibration gloves, keyboard trays, and anti-fatigue mats. Injuries due to strains decreased 23% in one year, saving the business $87,400. The benefit-to-cost ratio? 2.5-to-1.

A gravity feed roller system set at waist height reduced lifting and twisting at a packaging plant. The company experienced a five-fold decrease in days lost due to musculoskeletal injuries, sickness, and workers’ compensation costs. A 25% increase in productivity accompanied a 100% reduction in lost workdays.

Waist-high carts for carrying goods to wrapping machines in the packaging section of a manufacturing plant reduced walking and bending. As a result, productivity jumped 400%.

Adjustable assembly tables made it easier for workers at a window treatment fabricator to reach parts and raise and lower their worktables. The incidence of compensable claims went from twenty claims to two claims over five years.

A manufacturer paid $300,000 for an automatic palletizer to replace hand palletizing. The company experienced a return on investment of 23.6% per year over 10 years.

An automotive parts manufacturer purchased 20 tilt stands for parts baskets and 100 anti-fatigue mats. An investment of $22,986 yielded an 88% reduction in musculo-skeletal disorders in seven months.

A screen manufacturer spent $40,000 on semi-automated tables, which reduced awkward postures and high forces. As a result, quality improved, production increased, operator fatigue went down, and employee morale shot up. In 18 months, the incidence rate for musculoskeletal disorders went from 69 per 200,000 work hours to 0. The lost days rate went from 2342 per 200,000 work hours to 0.

A large electronics manufacturer spent $355,000 on an ergonomics program that included workstation redesign, training, and elimination of high-risk tasks. Productivity went up 37%. The return on investment was 1,675%. The company saved $100,000 per year in reduced labor costs and $2.1 million per year overall.

A large communications equipment manufacturer purchased scissor lifts, installed sit/stand adjustable workstations, and instituted job enlargement. In two years the number of ergonomics-related lost workdays went from 298 to 0. The company saved $1.48 million in workers’ compensation costs in five years.

An electronics assembly plant installed adjustable sit/stand workstations for $57,000 and realized savings of $490,000. Lost workdays decreased 57% over 12 years.

Comprehensive Ergonomics Program

Success with ergonomics entails more than just buying the right equipment. Employees must participate in the process, giving input and suggestions. They often know what is needed to make their jobs safer and easier. Employees must also receive training in how to use any new equipment. Without employee involvement, companies may not realize the full benefit of ergonomic investments.

Having to do repetitive tasks is part of every job and if there’s way to make things easier for your employees with less strain on their bodies, it will maximise not only their health and wellness and safety but their morale and ability to get the job done too.

Here, Marian MacDonald looks at the impact drugs and alcohol have on the health and wellness of employees. By implementing an effective and personalised health and wellness program that has a confidential employee assistance element is crucial to ensure your staff get the help they need when they need it.

Drugs at work are frighteningly common. In 2007, nearly one in five Australians (17.7 per cent) admitted taking illegal drugs in the last 12 months. A third of Australian workers regularly drink at risky levels and one in every 16 works under the influence of alcohol. But this may only be the tip of the iceberg facing employers.

Ahead of his June 18 address to the Queensland Safety Conference former drug user and now health and wellbeing advisor, Chris Parker, says the days after intoxication are perhaps even more hazardous.

“When a person’s intoxicated, there are lots of signs for managers that something’s wrong and you can do tests,” he says. “During the coming down period when the drug may be undetectable, you could be dealing with shakes, fatigue, flashbacks, hallucinations and possibly the legacy of depression and psychosis. This may have greater risks and be considerably more difficult to assess.”

In fact, research has put the annual cost to Australian business of absenteeism resulting from hangovers or alcohol and drug related injuries at more than $500 million. Mr Parker will tell the Queensland Safety Conference that the prevalence of drug and alcohol use in the workplace makes the cost of employee assistance programs (EAP) a worthwhile investment for larger employers.

“The impact of alcohol and drugs on a workplace is ongoing, so simply sacking someone with a problem won’t address the larger issue and does come at a cost,” he says. “The rule of thumb is that the cost of replacing an employee can be up to three times their annual salary. Couple this with the destruction these workers can create before they leave and you’ve got a compelling case to provide support.”

That support, contends Mr Parker, needs to go further than providing a formal EAP.

“There’s a school of thought that a person needs to seek help on their own account before counselling can be effective,” he says. “The reality is that when a person is depressed or psychotic, you can’t expect them to get up at 6am, put on their best suit and seek out a counsellor. If you remove as many barriers as possible it can enable people to engage in treatment seeking behaviour.”

“Even those that are motivated may baulk at talking to their line managers about their problems and, when they do, those line managers are often ill-equipped to deal with requests for help. Employers need to provide multiple routes to multiple types of assistance for drug-affected employees”.

“Engaging a support worker who is not involved in line management but can advise managers and encourage employees to ask for help and then provide practical support through the process will make the EAP more effective.”

A lack of information often meant employers and managers were unprepared for the demands of the recovery process.

“Apart from understanding, the employee needs time to recover, which generally takes months,” Mr Parker says.

“Speaking for myself alone, I suffered four-day bouts of psychosis at a time for six months after I finished taking drugs, sometimes questioning whether they were real and sometimes being absolutely convinced and reacting physically to the hallucinations. Be prepared to give the person time off for counselling and be aware that, for some time, they might be far from the model employee.”

The good news, says Mr Parker, is that thousands of drug-affected workers do recover every year.

“Unfortunately, because drug use is a taboo subject, there are few ways to highlight this to the people who may be considering change,” he says.

“Drug and alcohol problems can be overcome but we need to have much greater awareness of what’s involved – both by employers and employees.”

Drugs and alcohol are a personal, societal and workplace issue that affects not only the health of the individual but destroys futures and families. How can your workplace encourage employees to seek help and address their health and wellness issues?