Posts from — June 2010

Walking Club

Walking clubs or “trekking” can either be done in real time (by scheduling walking groups), or clubs can be set it up so people  do their walking on their own and keep a shared log at work.

After a certain number of miles or steps are logged, employees are eligible for membership into the walking “club” and receive something like a prize (a walking pin, similar to the ones that volkswalkers get, or a certificate of membership).

Ways to continue interest in walking groups include -

• Periodic announcements about community walking events. Keep abreast of events in the community, Parks and Recreation programs, available tracks, inside walking options, volkswalking events, etc.

• Periodic information specific to walkers; like what to look for when buying a pair of walking footwear.

• Consider a workplace team to participate in a local fundraiser walk, like the March of Dimes walk.

• A walking club may be the type of “club” that never really meets, or it may be the type that does provide the option for those who are interested in group walks and events.

Health Awareness Video Programming

A lot of good health related videos and DVDs are available through loan programs either at no or low costs. Choose video programming based on employee interests and needs.

• Schedule periodic health video viewings at lunch brown bag sessions.

• the videos can be related to health or other related wellness topics like financial planning, caring for aging parents, or even humor as a “break” from the work routine.

• Make certain to preview videos before showing them to insure they’re appropriate, not too long, etc.

• Have a Wellness Committee Host moderate the viewing, greet people , and lead a brief discussion after the video. Develop one or two questions for discussion after previewing the video and use these to lead the discussion. Many health videos come with group discussion questions.

• Try to supply a pertinent educational  brochure for participants to take with them for more information on the topic.

• When possible, provide popcorn or fruit as a snack.

• Offer a prize drawing (or points if you are doing that type of incentive program) for those attending the video program and discussion.

Wellness Mentors

Every workplace generally has at least a couple of staff members who have successfully made changes in their health. Often, other staff members will relate to one of their peers. Coworker support can go a long ways in encouraging healthful changes.

• Seek volunteers from the work force who have experienced a disease resulting from an unhealthy behavior, or survived or recovered from a disease that just happens like breast cancer, and who have successfully made positive changes.

• Connect these success story staff members with staff members struggling with similar health issues.

• Both staff members participating in the mentoring process are doing so on a voluntary basis. Respect the privacy of this very special relationship.

• A Wellness Committee person could be involved from a peripheral standpoint, and be available to share other resources that might  be valuable to both staff members.

Develop and offer “free” health information resources as part of the overall corporate wellness strategy. Reliable information is available free, or at very low cost, through many resource areas.

Ideas and resources will be suggested here. Also review the Resource and Website listings at the end of this guide for additional ideas and resources.

Wellness Bulletin Board Ideas

Most workplaces have at least one worker bulletin board located in a central area. Obtain permission to use part of that bulletin board as the “Wellness Corner”, or obtain management approval to develop a bulletin board dedicated to wellness. Wellness bulletin board suggestions include -

• White 8 1/2″ x 11″ flyers will be ignored. Use color or nonstandard size and shape when possible.

• Change your bulletin boards often. If they remain the same too long, they become “white noise.”

• Play “Dialing for Dollars” to elevate bulletin board attention. Make a random phone call and ask an staff member to name the health fact of the day as listed on the health bulletin board. Award nominal prizes to winners.

Use an “activities calendar” with targeted advertisements, football schedules, recipes, etc. that’ll encourage keeping the calendar updated and utilized.

• Post or email quick tips on health. Get tips from the Hope Health website at - http - //www.hithope.com/main.php?dir=content&file=health_tips.txt.

Wellness Library

Develop an staff member library in a central area that has easy staff member access. Resources and ideas for the library could include -

• A local medical resources guide with referral lists to help staff members hook up with resources when on-site resources cannot be provided. Keep referral lists in a 3-ring binder and update monthly.

• A brief, periodic wellness newsletter or update flyer distributed to employees via their paycheck or department meetings. It is easy to make use of the monthly CIS Healthy Benefits employee update for this purpose.

• A variety of consumer books, magazines, videos, and articles related to good health. Solicit worker donations of current titles and recyclable items.

Be certain to encourage workers to checkout materials for loan. Update resources regularly. Consider using some CIS Healthful Benefits corporate wellness grant funds for good library resources.

• Healthful resources are available at local libraries. Publicize those resources within your onsite wellness library.

• Health magazines can be kept in the employee break area.

• Download extra copies of the CareWise quarterly newsletter from the CIS website at http - //www.cciservices.com, Healthful Benefits, and circulate these in worker break room areas.

• Create a consumer health information bin that is updated with articles and pertinent information regarding consumerism and healthcare. Check the resource listings at the end of this guide for additional ideas.

• Free  brochure materials may be obtained from local non-profit agencies (American Red Cross, Heart Association, Cancer Society, Lung Association), and made available in employee areas.

See website listings and other resources in the back of this guide for additional ideas regarding free health resources.

New Year’s Resolution Bulletin Board

• Have employees voluntarily write down their health-related New Year’s resolutions on 3″ x 5″ index cards with their names on the back.

• Post the cards in the form of a collage on the wellness bulletin board.

• Leave the cards up for about two weeks, and then store them in a secure wellness file.

• Post the cards near the end of February to remind staff members of their goals and self-commitments.

• Take the cards down again after another week and again store in a secure file.

• Mail the cards back to the individuals along with wellness program promotions or other information announcements at the end of March.

• Throughout the year, continue to offer wellness opportunities, support groups, or related activities.

The feasibility of worksite 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.

Normally a certain level of worker involvement is also necessary to ensure availability of facilities such as a room and equipment.

There are broad ranges of ongoing courses which may be offered in the worksite, including aerobics, yoga, tai chi, stretching, weight control, stress management, smoking 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 beginning idea.

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

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

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

A lot of staff members and wellness teams are underneath the impression that the employer should pay for all wellness activities. Remember the employer 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 employer spends very close to $10,000 per year per staff member on related health, time off, and lost productivity costs.

Health is a personal responsibility and a gift we can all give to ourselves. Make certain to help workers increase their understanding and appreciation of self-care for their health by encouraging their share of accountability for healthy and safe living and working.

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

Subsidies

When there’s a budget but not enough space or staff to offer on-site classes that are available elsewhere (like Weight Watchers, fitness clubs exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy could be offered to those who take advantage 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 should 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.

• 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.

• the reimbursement should be big enough to be worth the trouble of implementing the program, but shouldn’t cover the entire cost the program.

• It’s easy to get carried away with requiring “proof” in these types of programs. Don’t make it too bureaucratic or no one will use it. It is important to remember no matter how well your policies are set up, there will be individuals , typically very few, who cheat-that’s unavoidable and should not become the major focus of documentation requirements.

• Consider appropriate participation gifts in place of financial reimbursement. for example, when an employee meets attendance criteria for a stretching class, provide a stretching strap or yoga mat as the completion gift.

• Make sure to check with the management team regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Worker discounts and donations could be sensitive areas for public corporations and employees. In many jurisdictions, public employees aren’t allowed to receive any type of special consideration, including discounts, from local businesses, vendors, or providers.

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

If 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 vendors, and service providers should have a fair unbiased opportunity to participate if they so choose.

No inappropriate advantages are given to one provider over another as for access to employees, publicity, etc. No vendor or service provider ought to be promised or guaranteed additional revenue, business, or anything else when they pick to voluntarily offer a donation or discount to employees.

Follow the same donation and/or solicitation policies when offering vendor door prizes or gifts at an business-sponsored wellness fair.

Hollywood Stars or American Celebrities

This is another fun activity focusing on healthy weight loss or maintenance.

• Participants choose a secret code name (the name of a Hollywood star or other celebrity).

• Participants weigh-in with a “trusted” confident privately - at which time a healthful weight goal is set for the period of the contest.

• Post a chart with everyone’s secret name assigning each a starting weight of zero.

• Participants weigh themselves weekly and submit the weight with their code name on the paper.

• Weight is expressed about a beginning weight of zero. for example +4 would indicate a weight gain of four pounds; while -2 would indicate a weight loss of two pounds.

• Future weigh-ins must be about the beginning weight, not the previous week’s weight.

• the chart is kept current and posted publicly by Wellness Committee.

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

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

• Celebrate employee progress at the end of the activity.

Wellness 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 wide “health” definition, many subjects could 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-Make sure to work Stretching Group

A few minutes of gentle stretching is a excellent way to safely start the workday. A expert fitness instructor could  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 workplace stretching -

• Be sure to work with your Management Team for stretching endorsement.

• Stretches ought to be taught by a knowledgeable and qualified person.

• Even though pre-work stretches are done on an employee’s personal time, the question of business liability will likely arise, especially when someone reports an associated stretching injury.

Check with your business’s legal counsel and/or contact your business workers’ compensation carrier to help in design of an staff member release of liability waiver.

Worksite Chair Massage

Bring in a licensed 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 typically 15 minutes, with an typical cost between $12.00 - $15.00 per session.

Post a sign up sheet with appointments at intervals recommended by the therapist. Make certain the therapist is certified. It’ll be necessary to provide a private space. A group of “regulars” may evolve which may establish a regular massage schedule.

Obtain an agreement with management so employees can trade massage time for coffee or personal break time.  Note -  management may want the therapist to supply proof of liability insurance.

Art at Work

Art can 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 employee art during certain months or times of the year. Be sure to encourage employees to post their art in their personal workspaces.

Healthy Email-a-Week

Create an email list of colleagues 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 business rules regarding work time and email protocols.

Hobby Show or Demonstrations

Hobbies are excellent stress management tools. Be sure to encourage staff members to show off their talents by sponsoring a “hobby fair” or demonstration. Send around a sign up sheet.

See who’d be willing to bring in samples of their hobby, and maybe even do a live demonstration. Fairs or demonstrations can 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, permitting for a brief presentation and/or demonstration for the hobbyist.

Brown bag presentations are a good way to create awareness about selected health topics. Community health specialists will often provide presentations of a half hour or less at no charge.

Use worker interest surveys to follow up on worker 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 -

• Brown bag sessions are excellent for awareness building. This seed planting process can help workers become more proactive about healthful choices.

• Don’t schedule the program for the full hour - typically 40 minutes or so works best. This will allow folks a chance to come and go, grab a quick bite, ask questions, etc.

• When the subject matter is sensitive, such as domestic violence, substance abuse, etc., it is possible people  will be reluctant to attend for fear of being associated publicly with the problem. They will, nevertheless, attend when the focus is on assisting family members, peers, etc.

• Ensure that staff members hear valuable information and will leave with tools and resources to carry out the message. Be sure to work with the presenter on information strategies that work for your employee group.

• Promotional materials should publicize the program with a name that indicates the brown bag focus. Include all other pertinent information like where, who, when, etc.

• Some topics that cannot be covered in one session might  be offered in a short series. It’ll work best to schedule one session each week in lieu of several sessions in one week.

For example, you might offer a 3-week series on healthful eating in lieu of attempting to cram all the information into one session.

• A catchy title can draw people  to the event. an example of this would be calling lunchtime presentations “Noonlighting”

• If possible, provide a free healthy snack for employees who attend.

• to keep the momentum going, attempt establishing up a routine monthly time and day for lunchtime seminars.

• When staff members 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 selection of resource topics of interest to employees.

2. Every community has many person, experts, or experts 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.

A lot of of these contacts will also provide cheap 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 employees, purchase a selection 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 healthful dishes.

Considerations -

• Make certain the selections actually taste good.

• Give a “fact sheet” with the names and price of the various products to assist participants when they want to buy these products from the supermarket.

• Give other written information on good nutrition for any interested participants to take. Make use of websites and other resources listed in the Resource Section at the end of this guide.

• Provide small tasting spoons or wooden ice cream tasters.

• It doesn’t take much of each item to give participants a taste of the food or dish. It isn’t necessary to purchase enough, or bring enough, food to provide a meal.

• Be sure to set up the tasting room after lunch so participants can go in on their own and sample.

• Watch for overly sugary items…sometimes low fat means high sugar - so be sure to check the label.

• 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 like hummus, low fat cream cheese, a package of honey nut or other flavored rice crackers, and one or two other low fat items.

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

• Offer a beverage like a new type of fruit juice or herbal tea.

Group support and encouragement may be very advantageous in helping workers make healthful changes. Develop situations, colleague groups, or information avenues where the expertise and experiences of colleagues may be shared with others. Some ideas for providing on-site support for healthful changes include -

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

For  instance, 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.

• Topics like weight control, stress management, managing change, increasing exercise, etc. lend themselves to this development of collective wisdom sharing.

• Behavior change support groups, created based on staff member 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 started.

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 sure to help the group establish ground rules that everybody agrees to before the group is left on its own.

A wellness fair is an opportune way to familiarize staff members with health issues and related wellness programs.  During a wellness fair staff members may  be able to -

• obtain resource materials;
• participate in offered medical screenings (vision, hearing, blood, cholesterol, cancer, dental, etc.);
• observe demonstrations on the use of fitness equipment;
• attend mini-seminars on various health topics;
• get free promotional items from local businesses;
• sample healthful foods; and
• obtain information about their health benefit plan.

Some businesss feature a “health and benefit fair” which includes vendors representing the various employee benefit plans (long-term disability, retirement, etc.) available to workers through their business.

Considerations when coordinating a health fair -

• Setting up a successful wellness fair takes extensive time. Time issues should be taken into account in planning and organizing such an event. the most time eating part is generally contacting potential participants, making arrangements for their participation, confirming their participation, and establishing up the day of the event.

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

• Providers will be hoping to make contact with as many persons as possible during the event. Securing their commitment to future health fairs requires that every effort be made to promote participation by publicizing the event, selecting  the proper venue, and offering incentives.

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

• Ask providers to supply free materials at their table and to make a donation to a prize drawing. Follow all business policies when soliciting donations.

• 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.

• Consider teaming up with neighboring companys to stage a wellness fair. A team effort will spread out the work and maximize participation.

Ideas for a Benefits Fair -

Invite representatives from each of your worker benefits provider groups. Ask each vendor to be prepared to answer worker questions regarding their program. Representatives could include -

• Retirement plan representative.

• Long-term disability plan representative.

• Medical plan representative.

• Healthful Benefits representative.

• Contract cell phone representative (if applicable).

• Local savings and loan or credit union representative.

• Workers’ compensation representative.

Limited Space for a Wellness Fair -  If space is limited conduct the fair during lunch time. Place stations in business hallways or in individual small conference or office rooms scattered throughout the building.

Provide a map with all the stations listed. Hold a free drawing awarding a prize for anyone who goes to 75 percent of the stations. Use a punch card or similar method to verify.

Resources for health and benefit fairs coordination -

Assume a wide definition of “health” and reflect that by including a selection of vendors and services involved with physical, mental, financial and social health.

For  instance, health agencies, safety companies, benefits providers, local health care facilities, recreational facilities, parks, financial planners, childcare referrals, EAP, health clubs, health food stores, library, alternative and complementary medicine providers, etc.

Worksite biometric screenings can take a variety of forms. Common screening components may include -

• Blood pressure (BP) and heart rate.

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

• Blood glucose (diabetes screening).

• Height and weight.

• Percent body fat and/or BMI (BMI).

• Fitness level.

• Bone density.

• Posture assessment.

Considerations when offering worksite screenings -

• Health screenings must be conducted by licensed, and at times, licensed individuals.

• Health screenings must be conducted in a location that authorizes for privacy and confidentiality.

• Time for discussion and explanation screening results ought to be allowed as part of the screening process.

• A process must be in place for referral for participants whose results are indicative of a need for further medical analysis.

• Screenings can be very costly to the overall wellness budget OR there could  be no cost to the program if participants are willing to cover the cost of the assessment themselves.

For  instance, cholesterol and glucose testing typically costs twenty to twenty-five dollars per individuals, per exam. Staff Members might  be willing to pay for screening in exchange for the convenience of having the screening at work.

• It generally works best to have scheduled appointments at intervals sufficient to allow time for the assessment and a brief discussion of results. Hence, a registration and scheduling process must be devised.

• Some kinds of screening, like fitness testing, require participants to bring casual clothes in which to do the testing. Staff Members must be notified of the need to dress in a specific manner for the screening.

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

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

Resources for worksite screenings -

1. Talk with a wellness advisor or biometric screening business.

2. When worker participation is low for on-site Healthful Benefits screenings, or if offering additional worksite screening is an option, check with the community health or outreach department of your local hospital, health education department, occupational health department or workplace health department as to screenings they might offer.

3. Local fitness centers may also have certified staff for some kinds of screenings, such as fitness testing or body fat assessment.

Make safety a key concern when planning physical activity in your workplace. an accident or injury will not “sell” the program and may end up costing the corporation. This section will help you take the necessary steps to avoid an accident or injury.

Points to Consider

Using Certified Professionals

Hire specialistly licensed instructors to lead fitness courses (whether on or offsite) or to run workplace lunch and learn sessions.  It’s 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 organization.

Risk Management

Whether we like it or not, liability is an issue these days.

Risk management plans do not have to be complicated or expensive. for example, part of the plan might require that staff members 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 organization.

Ask employees to sign a waiver when participating in both on-site and offsite activities. for liability reasons, employees must understand the risks involved in participating in the activity and understand that they’re waiving their right to sue.

The staff member should not be asked to sign the waiver just before the activity. the waiver could  be invalid if 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 employees are active -

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

• Stairwells must be well-lit and in good condition and have handrails and safety features, so that employees are not locked out of floors.

• Fitness facilities should have proper flooring, good ventilation, and access to water and an emergency telephone.

Offer health testing for staff members participating in activities -

• PAR-Q

• PAR-MEDX for Pregnancy

Below are some other important safety factors -

• First-aid kit and automated external defibrillator on site.

• Emergency Action Plan (EAP) in place and practised.

• Commercial grade fitness equipment (not donated, “hand me down” equipment).

• Documented equipment inspection and maintenance schedule.

• Orientation of equipment and programs done by licensed expert with a physical activity background.