Health & Wellness: Healthy Selection of Wellness Program Resources

By Sue Voyles
President
Logos Communications

With the debate continuing over national health care reform, and a constitutionality challenge planned this spring before the U.S. Supreme Court, the issues around health care coverage and employee wellness programs rank high in importance among many MBPA members.

As part of our new “Business Knowledge” series of reports, we’ve gathered several print and online resources to help MBPA members better understand health and wellness issues, and find ways to implement programs in the workplace.

Health care premiums significantly top wage growth – After several years of relatively modest premium increases, annual premiums for employer-sponsored family health coverage increased to $15,073 in 2011, up 9 percent from the previous year, according to the Kaiser Family Foundation 2011 Employer Health Benefits Survey. Premiums increased significantly faster than workers’ wages (2.1 percent) and general inflation (3.2 percent). The full survey report of September 2011 provides employers a detailed picture of trends in private health insurance costs and coverage, and is available online at ehbs.kff.org.

Study: Wellness program popularity, spending up – Fidelity Investments’ benefits consulting business commissioned a study in 2010 with the nonprofit National Business Group on Health (NBGH). The study showed that financial incentives have taken on greater importance in the drive to increase employee participation in company wellness programs. The study examines trends and offerings at a wide variety of U.S. companies in various industries. Excluding incentives, the study found that employers spent an average of $154 per employee on wellness programs versus $108 in 2009. For more information about HBGH research and resources, including a health care reform implementation and communications toolkit, go to www.businessgrouphealth.org.

Study: Wellness awards shrink health care costs – Employers can encourage individuals to practice healthier behaviors by offering incentives in connection with their wellness programs, according to an August 2011 study by the Incentive Research Foundation (IRF). The study affirms the role and success of wellness incentive programs – important findings in light of the 2014 implementation of the Patient Protection and Affordable Care Act’s provisions that increase the value of wellness incentives to as much as 50 percent of the per worker total health care premium. The study shows that corporate wellness programs have shown savings-to-cost ratios of more than $3 saved for each $1 invested. To view the study, select the Research tab at www.theirf.org.

Wellness rewards: Employers linking healthy behaviors with lower premiums – The February 1, 2012 edition of HR Magazine, published by the Society of Human Resource Management, reports that as corporate wellness strategies rapidly evolve, “more employers are turning to health insurance premium discounts as a key incentive to boost participation and produce healthy results.” Of 1,248 organizations surveyed in 2010 by Buck Consultants, LLC, almost 75 percent of the respondents said they offered or plan to offer such discounts. To view the story in its entirety, visit www.google.com, and enter the search phrase “wellness rewards and hr magazine.” SHRM members only have direct access to archived stories.

Wellness programs produce stronger, more productive workers – Americans work harder, are more productive and miss fewer days of work as a result of wellness benefit programs, according to the latest Principal Financial Well Being Index, released Jan. 20, 2012. According to the research, 52 percent of workers (up from 37 percent last year) said they have more energy to be productive at work by participating in a wellness program. Another 35 percent (up from 28 percent a year ago) said they have missed fewer days of work by participating in a wellness program. To learn more, go to www.principal.com/wellbeing.

Wellness strategies outlined in SHRM Foundation report – A 2011 report by the Society of Human Resource Management Foundation. “Wellness Strategies to Improve Employee Health, Performance, and the Bottom Line,” offers a series of strategies and practical tips for employers designing wellness programs and related incentive packages. To view the full report, visit www.google.com, and enter the search term: “promoting employee well-being.”

Employer access to free wellness library – The website Wellness Proposals offers the world’s largest free wellness library, with more than 15,000 health and wellness related materials covering topics such as nutrition and diet, health promotion resources, fitness and exercise, and more. Visit the site at wellnessproposals.com.

Disabilities, prevention strategies presented – According to the Council for Disability Awareness, a company-supported wellness program “can significantly reduce – sometimes even prevent – many major causes of employee disabilities. In addition, wellness programs often cost less than they save, resulting in a net revenue gain for organizations.” To learn more, go to www.disabilitycanhappen.org for related articles, reports, and practical tips for employers.

Sue Voyles is the president of the public relations firm Logos Communications, Inc. The firm’s clients represent diverse industries such as security, staffing, incentive marketing, automotive, information technology, law, human resources, education, workforce development, nonprofit and business associations.