HR Forum: employee health

Showing posts with label employee health. Show all posts

Making smarter dietary choices while at work

Today's post comes from G.Neil's HR Library.

The workplace can be a dietary disaster. You’re stressed; you’re short on time and your stomach is rumbling like a freight train. So what do you do? You scurry to the nearest breakroom or vending machine and grab a honey bun or salty chips to fill the void. In mere moments, you’ve consumed hundreds of calories, while depriving your body of the nutrients it needs most. Do this enough times and your health and waistline are going to suffer.

Time to take control! With a little planning and smarter substitutions, you can satisfy your food cravings without compromising your health. As we ring in the new year and brush off those oh-so-familiar, diet-related resolutions, let’s watch what we eat and adopt these healthier habits in the workplace:

Instead of starting your day with a donut, cookie or muffin at the morning meeting …

Do this: Eat a quick breakfast at home before your morning commute or first-thing when you arrive at the office. A banana, low-fat yogurt, oatmeal, whole-wheat toast with peanut butter or a hard-boiled egg will start your day on a healthier foot (and keep you feeling full longer) than a sugar-laden pastry.

Instead of going out to eat at lunchtime or ordering takeout with the crew, where you may be tempted by cheeseburgers, pizza, French fries and other fast-food fare …

Do this: Pack your own lunch. Invest in a small cooler or insulated lunch sack to keep your food cold, and bring a salad loaded with veggies, a turkey sandwich (with cranberry sauce or pesto, instead of mayo) or hearty soup. Or take advantage of the leftovers from last night’s dinner, like chicken stir fry, multi-grain spaghetti or beans & rice.

Instead of giving in to a chocolate-caramel candy bar, bag of BBQ potato chips or some other packaged, processed item at the vending machine …

Do this: Keep a few healthy snacks at your desk (or in the office refrigerator) to dip into when the afternoon munchies kick in. A handful of nuts, some carrot sticks with hummus, a single serving of microwave popcorn, string cheese or an apple will hold you over until dinner, without sending your calorie count into orbit.

Instead of drinking a cup of coffee loaded with cream and sugar or a caffeinated, carbonated soda every time you need a pick me up …

Do this: Swap out your java or cola for lightly caffeinated white or green tea, caffeine-free herbal tea like peppermint or ginger, or even water infused with lemon or lime (if you don’t like it plain). You’ll still enjoy a flavorful beverage, but you won’t get the sluggishness, jitters and mood swings that come with caffeine addiction.

Instead of eating a heaping piece of triple-chocolate birthday cake to celebrate your coworker’s special day …

Do this: Split your serving with a friend or, if you’re feeling especially disciplined, head back to your desk and munch on one of the healthier snacks you keep close at hand for situations like this!

Instead of focusing only on how to restrict the calories you consume in a workday …

Do this: Find ways to burn more calories, too, by being more active. Go for a walk during breaks or at lunch, take the stairs instead of the elevator, walk or ride your bike to work (if possible), park further away from the office if you drive, and start a walking club with your coworkers.

More Americans using illicit drugs - How to keep your workplace clean

Based on a survey by the Substance Abuse and Mental Health Services Administration (SAMHSA), the overall rate of illicit drug use in the United States rose from 8% in 2008 to 8.7% in 2009 (among Americans aged 12 and older). The higher numbers are believed to be the result of greater marijuana use.

The annual National Survey on Drug Use and Health (NSDUH) shows that other forms of substance abuse are on the rise, too:

Nonmedical use of prescription drugs - 2.8% in 2009 (from 2.5% in 2008)
Number of past-month ecstasy users – 760,000 in 2009 (from 555,000 in 2008)
Number of methamphetamine users - 502,000 in 2009 (from 314,000 in 2008)

Drug-Free Work Week is October 18-24, the perfect time to build awareness and take specific steps that will positively impact your company’s safety and productivity. Here are some ways you can make the most of it:

• Implement a drug-free workplace program – Make this the week you launch a program, if you don’t already have one. Employee handbook software can help you develop a solid, legally approved drug-free policy. You’ll also want to let applicants know your workplace is drug-free by applying drug-free applicant stickers to your job applications.

• Promote your drug-free workplace program - Once you have a program, you’ve got to get the word out and get employees involved. Hand out substance abuse fact sheets to remind employees about the effects substance abuse can have on the workplace.

• Train supervisors on their role in the workplace - Ensure supervisors understand your policies for handling substance abuse with a supervisor-specific handbook that outlines what they can and cannot do if they suspect abuse among their employees.

• Remind employees about the availability of employee-assistance services - These free, confidential services can help employees get the help they need to overcome substance abuse problems.

• Offer health screenings - Let employees know about the resources available to them to evaluate whether they have a substance abuse problem. Also, consider giving employees disposable alcohol detectors during holiday breaks when alcohol consumption is more likely, and encourage them to test alcohol levels before driving.

• Review your health insurance policy - Employees are more likely to seek help if your policy includes coverage for substance abuse treatment. Consider the cost benefit of adding such coverage over the cost of an accident and lost productivity.

• Create a drug-free workplace display - Dedicate an area of your workplace, such as a breakroom bulletin board, for raising awareness of your drug-free workplace policy with substance abuse posters.

• Feature Drug-Free Work Week in the employee newsletter or intranet - This feature can contain helpful information about the impact of drugs on the workplace, sources of help, and things workers can do if they think a colleague may have a substance abuse problem.

• Distribute a payroll message listing helplines or a reminder about Drug-Free Work Week for employees – Let employees know about Drug-Free Work Week with a notice that includes a list of resources available to them.

• Hold a social event celebrating safety and health - Put together a pizza lunch or other worktime activity to help blow off some steam … and reinforce the message that drugs and alcohol aren’t necessary to relax.

• Allow employees time to volunteer in community drug-prevention efforts - Organize a team of volunteers to help support local drug-prevention programs, or grant time off for employees who are involved in other drug-awareness and prevention efforts.

"I'd love a vacation, but I just can't ... "

It’s a catch-22: Employees stressed to the max could really use a vacation, but they have too much going on to take one. And without a healthy balance of quality downtime, stress levels continue to mount.

According to a “Wellness in Travel” study of 1,500 Americans by Westin Hotels & Resorts, more than half of workers failed to take all their vacation days. And even though 58% of respondents felt the need for vacation, 64% canceled plans due to work worries. What’s most unfortunate? Of those surveyed, 48% said they were happier and more positive at work and home after taking a vacation.

Starwood Hotels & Resorts, the owner of Westin Hotels, wants to help. A new campaign intends to educate consumers on vacation health benefits, while also giving them a chance to win free vacations. Rest-deprived workers can visit http://www.travelandbewell.com/ to learn more and sign a pledge to tap their remaining vacation days before year-end. Each pledge taker is entered to win one of 200 four-day vacations at a Westin Hotel in the U.S.

Are you following Westin’s lead and making it easier for employees to get away? It’s important to create a culture that supports a healthy work-life balance that includes well-earned time off. The last thing you want is employees thinking it’s more trouble than it’s worth to take a little R&R.

Beyond an employee vacation policy that outlines days off employees are entitled to, you should create a clear, consistent procedure for employees to request vacation time and receive approval. While it’s prudent to consider peak times for your business and the availability of others to absorb vacationing employee workloads, managers need to be responsive and collaborative with any requests. Throwing your hands in the air and groaning when a request comes in doesn’t send a positive message.

It’s time to encourage employees to take time off – for their benefit, as well as the company’s!

Don't let cold and flu season sneak up on you - prepare now!

Before you know it, the balmy days of summer will give way to crisper fall temperatures. And with the change in season comes the arrival of colds and flu. Sniffling, sneezing cold season can start up as early as September, with the aches and fever of flu not far behind it in October.

By taking the proper precautions, you can keep a cold or flu outbreak from sidelining your employees. It’s not too early to:

• Encourage employees to get a flu shot. Find a local flu clinic or consider hosting an on-site flu clinic. Vaccination is the best way to prevent the flu, especially for those at higher risk, such as individuals age 65 and older, pregnant women and those with chronic illnesses.

• Educate employees about the flu and what they can do to minimize its spread. Distribute information (via handouts, emails and/or posters) on flu symptoms and how to avoid contracting or sharing germs.

• Review your sick leave policy and ensure employees understand it. Consider adopting flexible hours or allowing telecommuting for employees who need to care for themselves or a sick family member.

• Reinforce good flu-prevention hygiene with employees, such as frequent hand washing, keeping a clean work area and using tissues when sneezing or coughing. Other ways employees can minimize exposure is by limiting face-to-face time, foregoing business travel and avoiding basic greetings like shaking hands.

Keep employees informed with “flu smart” workplace posters and support frequent hand washing with hand sanitizer dispensers mounted throughout the building.

Here comes the sun - and the heat stroke (if you're not careful)

With a summer heat wave gripping most of the country right now, keeping cool seems to be everyone’s #1 priority. Obviously, employees who work outdoors or in confined spaces with limited cooling or air conditioning are at the greatest risk for heat-related illnesses.

OSHA requires employers to provide a safe and healthy work environment for all employees. When the sun is blaring and the temperatures are nearing the triple digits, protect your workers from heat stroke and other extreme temperature hazards by following these precautions:

• Provide shelter from the sun and allow employees to take regular cool-down breaks

• Make sure water is readily available and allow employees to drink throughout the day

• Know the symptoms of heat-related illnesses, including:

=> High body temperature
=> Lack of sweating, although skin may be hot red or flushed and dry skin
=> Rapid pulse
=> Difficulty breathing
=> Irrational or strange behavior, including hallucinations, disorientation. agitation or confusion
=> Seizure

• Keep first aid supplies on-hand at all job sites. For heat related illnesses, this would include ample water or sports drinks, a shower or hose for emergency cool-downs, a shaded or air-conditioned area for recovery, and a working telephone to summon 911.

• Educate employees on the dangers of soaring temperatures with G.Neil’s Extreme Heat Exposure Kit, which includes a poster, tip sheet and 20 takeaway notifications

Does this job make me look fat?

We can now count obesity among the harmful side effects of the lousy economy and stressed-out working conditions. A study by the University of Rochester Medical Center focused on more than 2,700 employees of a large manufacturing facility in upstate New York – an employer that, like many others throughout the country, has experienced layoffs and its fair share of recessionary fallout.

The study revealed that chronic job stress, combined with lack of physical exercise, is a big contributor to weight gain. Alarmingly so. In the case of this particular study, up to 75 percent of the employees were overweight or obese. (Most of the study participants were middle-aged, white, married, highly educated (college degree or more), relatively well-paid (earning more than $60,000 a year), with an average of almost 22 years at the company.)

Stress, whether it’s coming from home, work, the daily commute and anything in between, hurts our health directly and indirectly. Directly, it affects the neuroendocrine system and can lead to the unfortunate storage of abdominal fat. Indirectly, it is linked to bad habits like scarfing down on double-fudge brownies and nachos, or plopping down on a cushy chair instead of hitting the gym.

For the New York workers, a typical evening after a day of stressful meetings and sitting at their computers was “vegging out” in front of the TV for two or more hours. During times of staff cuts, the vending machines were quickly cleared of the snacks highest in fat and calories. And certain workers claimed they didn’t take the time to eat well or exercise at lunch because they were afraid to leave their desks for too long.

"In a poor economy, companies should take care of the people who survive layoffs and end up staying in stressful jobs," says Diana Fernandez, M.D., M.P.H., Ph.D., an epidemiologist at the URMC Department of Community and Preventive Medicine. "It is important to focus on strengthening wellness programs to provide good nutrition, ways to deal with job demands, and more opportunities for physical activity that are built into the regular workday without penalty." (ScienceDaily)

The concern, of course, is that this upstate New York facility reflects the health of most American workplaces.

So what can you do to discourage your employees from “stress eating” on the job, de-prioritizing their fitness goals and feeling burned out?

Wellness programs that support healthy eating (and back it up with better snack alternatives at the cafeteria, food carts and vending machines) are a good start, as are walking programs, discounted gym memberships and onsite, stress-reduction workshops. Good health isn’t something you shut off at the start of another hectic workday. Healthier lifestyles should be encouraged at work, for the benefit of both the employer and the employee.

Related posts:

Obesity linked to more expensive workers’ comp claims

Wellness investment yields better than 1:1 return

Employees hit the road for National Start! Walking Day

Limited healthy snack options test workers’ waistlines

When work stinks ... literally

To you, it’s a lovely little air freshener that smells like spring rain. To your colleague down the hall, it’s a reeking time bomb that makes her feel lousy every time she catches a whiff of it.

According to WebMD, more than 2 million Americans suffer from fragrance allergies or sensitivities. For them, the products that make us nicer to be around in crowded elevators, such as colognes, perfumes, moisturizers, soaps, deodorant and aftershave, can be downright sickening. If they use fragranced products, they may develop a rash with redness, itching or blistering. And if they’re near someone who uses these products, whether on their body or in their environment (in the case of air fresheners), they may experience any number of symptoms – from sneezing, a runny nose and watery eyes, to headaches, difficulty concentrating and dizziness.

Needless to say, not a good scenario for getting your work done. Which is why more and more workplaces are encouraging their employees to be considerate of their fragrance-sensitive coworkers – and keep the aromatic body and room “fresheners” to a minimum.

For city workers in Detroit, MI, they’re more than “encouraged” not to wear fragranced products. It’s more like warned, thanks to a federal lawsuit filed in 2008 by a city employee who claimed a colleague’s perfume made it challenging for her to do her job. (msnbc.com)

Warnings now appear in the employee handbook, in the Americans with Disabilities Act (ADA) training and via postings that appear throughout city buildings.

In the case of my own company, the issue wasn’t as urgent, but one that needed to be addressed, nonetheless. Our Human Resources Manager sent a company-wide e-mail explaining fragrance sensitivity and asking everyone to be aware of it and take steps to “keep the air as breathable as possible at work.”

So what about your workplace? Have you had to address this issue and if so, how did you do it? For the extremely sensitive employee who lets you know about a fragrance allergy, could you be looking at a “reasonable accommodation” under the expanded ADA?

Take your vacation days - you need 'em!

I love my time off. Whether it’s a ½ day to linger over a caramel latte and crossword puzzle, a day or two tacked onto a weekend for a
much-needed getaway or a full-out, 10-day vacation to explore someplace new, I savor my days away from the office. They’re a gift - a wonderful break in the routine and a perfect way to relax and regroup from the daily grind of working full-time.

But apparently quite a few employees are denying themselves that gift.

According to an online poll of nearly 700 people by Right Management, the human resources consulting division of the staffing firm Manpower, 66% of employees didn’t use all their vacation days last year.

And the main reason why? Cost. Many people don’t feel like they have the extra cash during these recessionary, belt-tightening times to take a vacation – so they just stay at work.

While I understand that few people can afford a luxury vacation to Europe right now (much less a road trip to Wally World), I still think it’s important to tap those vacation days. Even if they don’t act as true “vacation” days, they can be “take care of yourself, take a break from it all” days.

Experts on the subject back me up on this. “The research is clear that failing to take a vacation creates higher levels of stress and greater levels of disengagement at work,” says Douglas Matthews, Right Management's president and chief operating officer.

And for those who think it’s a risky move to step away from work when so many people are unemployed or getting laid off, that’s a type of martyrdom that simply isn’t necessary.

"It's silly to think that giving up vacation is going to make your colleagues think how important you are," says Connie Thanasoulis, a career services expert at the job search website Vault.com. "Take your vacation and let them miss you."

Yes, the show will go on, even if you aren’t there. And the payoff for taking those paid days off are great, including stress relief, rest and recuperation, and the satisfaction of feeling you’re in control of your own time.

Wellness investment yields better than 1:1 return

For companies to commit financially to anything these days, executives first need to know that the return on investment (ROI) is worth getting involved. Even internal investments such as employee wellness programs, which have lacked hard ROI data in the past, must prove that they’re a sound investment.

If you’re one of those searching for wellness program ROI data, you’ll be happy to hear that recent research suggests companies that invest in employee wellness get their investment back, and then some.

A survey of 225 employers by Health2 Resources revealed that 73% of companies successfully measured the ROI of wellness programs. Of those that measured ROI, 83% said their programs had a return of better than 1:1 on their investment.

"Employers are becoming more sophisticated about measuring the return on investment from wellness and disease management programs, and today's economic outlook dictates that these programs bring a positive ROI," said Sean Sullivan, president and CEO of the Institute for Health and Productivity Management.

"No other kind of health management program has been given the same scrutiny as health and productivity management in measuring its effectiveness in reducing total health-related costs, including sick days, disability claims and impaired performance at work. Employees are too valuable a human capital investment for companies to take their health and productivity for granted."

The survey also found that most employers with and without wellness programs in place believe that paying employees to participate boosts program success and return value. An estimated two out of three U.S. companies offer programs dedicated to employee health, and 66% of those with programs also use incentives.

Other key findings:

The most commonly used incentives are premium reductions followed by merchandise/tokens and gift cards.
Smoking cessation programs are the most popular health and wellness program to offer, with weight management and physical activity programs a close second.
Some organizations with as few as 210 employees are offering incentives valued at $1,450 per year to keep employees healthy.
Diabetes programs are the most popular disease management program offered in 2009.

Does your company offer any health and wellness programs for employees? What kind of incentives, if any, are promoted to get employees involved? Have they seen a positive ROI?

Please leave a comment and let us know about your company’s experience with wellness programs.

Federal agencies improving work/life balance, setting precedent for private sector

A number of federal agencies, including the Office of Personnel Management (OPM), are implementing new programs to improve work/life balance issues for the thousands of workers they employ.

Earlier this month, three federal department and agency heads, including OPM Director John Berry, met to discuss how to improve the work environment within each organization.

Berry, who said that he would give the OPM’s current work/life balance programs a “generous” grade of D+, is working with the Interior Department and the General Services Administration (GSA) to create a set of model programs for the 7,000 employees at the agencies’ neighboring headquarters.

“Establishing work/life programs and creating a better work environment is critical, particularly in the public sector, where managers don’t control pay and benefits, Berry says.” (Workforce)

Berry started by setting up “The Wolf Pack,” a group of 12 employees to give insight into what work/life balance issues the OPM workforce is most concerned with.

Among the list of top priorities is providing day care for employees’ parents and expanding the OPM health clinic. OPM has since devoted $300,000 in upgrades to the clinic. He is also working to expand and broaden the organization’s telework program, of which 34% of OPM employees already participate in.

“Experts believe that if Berry’s programs are successful, not only will other federal agencies adopt them, but private employers will as well, as they realize they need such programs to compete for talent.” (Workforce)

Read more about the OPM’s work/life balance initiatives in their recent press release: Four Federal Agencies Combine Forces To Create a Model Federal Work-Life Campus.

Employers brace for 2010 healthcare cost hike

It’s estimated that U.S. employers will see a 9 percent jump in healthcare costs in 2010 and workers will be footing more of the bill, according to an annual trend report by PricewaterhouseCoopers (PwC).

The annual medical costs trends report also revealed that workers are more likely to utilize their health insurance coverage out of fear that they will loose their jobs. More uninsured and underinsured people are expected to turn to Medicaid for health coverage.

The rise in healthcare costs may be offset partially by cost declines associated with U.S. health care reforms and the potential for high deductible health plans and wellness programs, according to PwC.

Of the 500 employers surveyed by PwC:   

42% plan to increase their workers’ share of healthcare costs in 2010, and
41% said they would change the design of health care plans to increase medical cost sharing.

The study comes at a time when new health-reform legislation is heating up congressional hearings. President Obama has pledged to push his plans to revamp health-care regulation through Congress and Senate hearings this summer. Before anything is approved, it will be up to employers to manage rising costs.

"Employers are squeezing dollars out of their programs to save money," Mike Thompson, principal at PricewaterhouseCoopers global human resource solutions group, said in a statement.

"As the economy recovers, employers will refocus on more sustainable longer term approaches to medical cost containment based on an increasingly shared interest between employers and their workers." (Reuters)

What is your company doing to offset the rise in healthcare costs? Please leave a comment and let us know.

Are you prepared to handle flu-related HR issues?

As the World Health Organization (WHO) raises the alert level of the H1N1 flu virus (aka. swine flu), employers’ concern over how an outbreak could affect their businesses has seemingly tapered off.

The WHO officially declared the H1N1 flu virus a pandemic on Thursday by raising the threat level of the virus to Phase 6. The pandemic status of the virus doesn’t mean that it is more dangerous, but that it has infected people in more countries. The Phase 6 threat level means community-level outbreaks have hit more than one continent.

News coverage surrounding swine flu has calmed down and so seems employers’ concern regarding any danger the illness may pose to their organizations. Approximately two in five employers (41%) do not have a human resources policy in place for health-related emergencies, although they have employees working in areas with confirmed swine flu (or Influenza A) cases, according to a survey by Mercer.

“With the continued increase of reported cases of Influenza A [swine flu], it is important for employers to develop a plan for dealing with the myriad HR issues that can arise in the event of a pandemic or other health care emergency,” said Danielle Dorling, a consultant in Mercer’s HR effectiveness consulting business. “In particular, organizations with a global workforce and decentralized HR units need to have a coherent procedure in place for employee care in the event of a health emergency.” (Mercer press release)

Among the key survey findings:

53% of the employers surveyed were considering whether to create back-up and contingency plans in response to the outbreak
43% said they planned to restrict or cancel business travel
41% said they planned to allow employees to work at home
27% opted for voluntary quarantine for employees exposed to risk
24% enforced quarantine on employees judged at risk
24% indicated they were taking no special actions.

Employers also said they would cancel meetings, screen staff members returning from travel, require medical check-ups and review health or insurance plans as a result of the recent swine flu outbreak.

“Business continuity plans should be standardized and employers must be able to communicate in a streamlined, swift and decisive fashion,” Dorling said. “Ad-hoc reaction can lead to confusion, unnecessary panic and expensive global inconsistencies that can expose the organization to significant financial risk.”

In April, Secretary of Homeland Security Janet Napolitano asked private employers to do their part in helping the federal government protect workers from the illness, saying that employers should be thinking ahead about what they would do if affected by swine flu or other contagious diseases.

Before you create policies and procedures regarding the spread of viral infections in your workplace, there are a few legal and ethical issues to consider. Employers should know the rights of exposed employees, if they can order employees to go home and how the Americans with Disabilities Act could come into play, among a list of other important questions.

G.Neil’s free “Flu in the Workplace” white paper explains the answers to those questions along with information on how to protect your employees and business from serious contagious diseases.

IRS answers more pressing COBRA questions

If you’re an employer struggling with COBRA questions, the Internal Revenue Service (IRS) has published added guidance on the federal premium subsidy to help answer some of the most common issues.

The new COBRA regulations, which were part of President Obama’s American Recovery and Reinvestment Act of 2009, contain specific changes to COBRA health benefit requirements that affect former employees, their employers and COBRA coverage providers.

Under the subsidy, involuntarily terminated employees must pay 35 percent of the COBRA premium and employers must front the money for the remaining 65 percent. After paying insurers directly, employers can then claim the payment as an offset against payroll tax liabilities using the updated Form 941.

The IRS published information earlier this year to answer major questions from the public regarding eligibility for the COBRA subsidy. Information has been added to the question-and-answer style document as new questions develop.

Last week, the IRS updated the online document with additional information including guidance on whether an employee who is a reservist would be eligible for the subsidy if called to active duty.

Q. Does an involuntary termination of employment occur if a member of a military Reserve unit or the National Guard who is employed by a civilian employer is called to active duty?

A. Yes. This is the case regardless of whether the civilian employer otherwise treats the employee’s absence as a termination of employment or a leave of absence.

The IRS also added information in response to questions regarding elected officials and employees hired for a limited period of time.

Q. In the case of an employee who is hired only for a limited period, such as a seasonal worker, or a teacher hired only for one school year, can the end of employment at the end of the period be considered an involuntary termination?

A. Yes. Under Notice 2009-27, Q&A-1, an involuntary termination may include the employer’s failure to renew a contract at the time the contract expires, if the employee was willing and able to execute a new contract providing terms and conditions similar to those in the expiring contract and to continue providing the services. Thus, if an employee hired for a limited period works to the end of the period, is willing and able to continue employment, and terminates employment because of the failure of the employer to offer additional work, an involuntary termination occurs for purposes of the premium subsidy.

For more answers to questions on COBRA continuation health coverage read the IRS FAQs for employers.

DOL seeks public comment on mental health parity law

The U.S. Departments of Labor (DOL), Treasury, and Health and Human Services (HHS) published a request for information (RFI) in the April 28 Federal Register asking for public comments regarding the Mental Health Parity and Addiction Equity Act of 2008.

The mental health parity bill was signed into law in October 2008, ensuring better insurance coverage for mental health treatments. The law requires health care plans to provide equal coverage of mental and physical illness.

Before the bill was signed, insurers could set high co-payments and deductibles and stiff limits on treatment for mental illness and addiction disorders.

The government is now seeking information and advice from the public regarding the best ways to implement the new rules for group health plans.

The public is encouraged to share comments on issues including:

The types of financial requirements or treatment limits currently set by health plans.
How certain terms in the statute could be clarified to make compliance easier.
Health plans’ current disclosure practices regarding medical necessity determinations and denial of medical coverage.
Current health plan practices concerning out-of-network coverage for mental health benefits.

Public comments may be submitted by mail, through the Federal eRulemaking Portal (http://www.regulations.gov), or by sending an e-mail to E-OHPSCA.EBSA@dol.gov. Comments will be accepted through May 28, 2009.

Employees hit the road for National Start! Walking Day, tomorrow April 8

Thousands of Americans will bring along a pair of sneakers to work tomorrow and embark on a new journey to fitness that starts with one 30-minute walk.

The initiative is part of the American Heart Association’s National Start! Walking Day, a nation-wide effort to get more people of all physical ability levels on the path to wellness.

The American Heart Association chose walking as the main activity in their program because it’s the most accessible, affordable and successful of any type of exercise routine.

"With over 66 percent of Americans considered overweight and obese and nearly 70 percent of the population not engaging in regular light to moderate physical activity five times a week or vigorous activity three or more times per week, we realized there was a dire need to incorporate more walking into people's daily routines," said Timothy Gardner, M.D., American Heart Association president. "Just a few extra steps each day is a simple and easy way to take an active role in maintaining a significantly healthier life."

Research has proven that walking programs have the lowest dropout rate of any physical activity and are the most effective method to get employees to exercise during the workday without hurting productivity, according the the American College of Sports Medicine.

“It’s good business to have physically fit workers,” says David Josserand, executive vice president and chief strategic officer of The Dalton Agency in Jacksonville, Fla., and 2008-2009 national chairman for the American Heart Association.

“A recent four-year sutdy reported in the Journal of Occupational and Environmentla Medicine found that employers can save $1.65 in healthcare expenses for every dollar they invest in fitness programs. Reducing just one health risk in a workplace can increase productivity by 9%,” Josserand said in a Forbes magazine article (pdf).

In addition to healthcare savings, studies also suggest that implementing a workplace physical activity program can help companies reduce absenteeism and lower turnover rates.

Businesses can register for the Start! Fit-Friendly Companies Recognition Program, which recognizes employers who advocate the health of their employees and work to create a culture of physical activity in the workplace. Nearly 1,000 companies were designated Fit-Friendly since the program was launched in 2007.

Participants in the Start! Fit-Friendly Companies Recognition Program are given free access to program resources, including materials to promote employee wellness programs, internal newsletter templates and consultation on CPR/AED programs.

Encourage employees to wear their sneakers to work tomorrow and take a 30-minute walk outside. Even if you can't pull things together to get started tomorrow, set a date in the near future and put your company on the road to wellness.

You can find free, downloadable walking plans and a list of walking paths in various cities at startwalkingnow.org.

Related posts:

Obesity linked to more expensive workers’ comp claims

Economic stress impacts employee health, productivity

Employee wellness best practices: Offset the rise in health care costs

Rising health care costs motivate employee wellness programs

Better work-life balance improves employee productivity

Second only to compensation, work-life balance is now one of the most important attributes people look for in an employer, according to research by the Corporate Executive Board. In their survey of more than 50,000 global workers, the company also found that employees who feel they have a better work-life balance tend to work 21% harder than those who don’t.

In the BusinessWeek video below, Accenture CHRO Jill Smart explains how her company found a way to make work-life balance work for their organization. By listening to their workforce, from the bottom up, management has created successful programs that work for both employees and the company.

Obesity linked to more expensive workers’ comp claims

Data released earlier this month indicates that obesity is having an increasingly larger impact on workers’ compensation claims and workplace safety efforts.

Workers’ comp medical claims involving obese claimants open for one year can be up to three times as costly than those involving healthier employees, according to preliminary findings released by the National Council on Compensation Insurance (NCCI).

Claims that remain open for five years can be five times as expensive and the extra treatments related to obesity involved in some “smaller claims” can exceed almost 30 times the cost of treating a non-obese individual, according to NCCI.

Studies have shown that along with obesity, the heath care costs associated with employees who smoke and with conditions such as diabetes and high blood pressure can be significantly higher than healthy employees.

In addition to mounting health care costs, the cost of work-related injuries in the U.S. totals more than $50 billion a year. Though the costs are high, a growing number of business have been taking their chances with employee safety by cutting vital OSHA safety training out of the budget in the wake of the recession.

The combination of unhealthy employees and more businesses cutting safety training corners has the potential to add even more financial stress to organizations that are already feeling the pressure.

Employers can take a comprehensive approach to combating both rising health care costs and more expensive workers’ comp claims by promoting the importance of employee wellness and workplace safety.

Employer-sponsored wellness programs can help employees take that first step to improving their health. Find a gym to partner with that can give you a good deal on memberships for employees or bring health specialists in-house to train employees on the benefits of wellness.

As the economy continues to challenge businesses, more are searching for inexpensive safety training methods to save money and limit the number of workplace injuries that can lead to costly workers’ compensation claims.

G.Neil is meeting that challenge with new products that make employee safety training and OSHA compliance easier and affordable. With the right tools, it’s possible to keep workers safe and healthy without jeopardizing your budget.

IRS releases info to help employers claim COBRA credit

The Internal Revenue Service (IRS) has released detailed information that will help employers claim credit for the COBRA medical premiums they pay for their former employees, a measure contained in President Obama’s economic stimulus package passed last month.

Employers will find a comprehensive set of questions and answers at IRS.gov, in addition to a revised version of the quarterly payroll tax return employers must use to claim credit for COBRA medical premiums paid for former employees.

Beginning with the first quarter of 2009, the Employer’s Quarterly Federal Tax Return, Form 941, is the form used to claim the new COBRA payments credit.

“This is the first step in our effort to provide employers with information on this important health benefit for people who have lost their jobs,” said IRS Commissioner Doug Shulman. “We will continue our work in the weeks ahead to help employers implement this crucial change for the nation’s unemployed.”

In February, President Obama signed the American Recovery and Reinvestment Act of 2009. The new law contains specific changes to COBRA health benefit requirements, changes that affect former employees, their employers and COBRA coverage providers.

Under the new law, eligible former employees, enrolled in their employer’s health plan at the time they lost their jobs, are required to pay only 35 percent of the cost of COBRA coverage. Employers must treat the 35 percent payment by eligible former employees as full payment, but the employers are entitled to a credit for the other 65 percent of the COBRA cost on their payroll tax return.

The IRS notes that employers must maintain supporting documentation for the COBRA credit claimed, including:

Documentation of receipt of the employee’s 35 percent share of the premium.
In the case of insured plans: A copy of invoice or other supporting statement from the insurance carrier and proof of timely payment of the full premium to the insurance carrier.
Declaration of the former employee’s involuntary termination.

Visit the Department of Labor for more information about COBRA payments and read another HR Forum post on the subject: Stimulus plan subsidizes COBRA, expands unemployment insurance.

Cash incentives help employees quit smoking

Smokers are more likely to quit if they are offered a cash incentive, according to a new study offering the strongest evidence tying monetary rewards to behavioral changes.

The study, led by a team from the University of Pennsylvania and published by the New England Journal of Medicine, is one of the largest of its kind.

Researchers tracked 878 General Electric Co. employees from across the U.S. for 18 months in 2005 and 2006. Each employee involved in the study smoked an average of one pack of cigarettes a day. They were divided into two groups and all received information regarding smoking-cessation programs.

Members of one group received cash incentives for completing each step of the program: $100 for finishing a smoking-cessation course, $250 if they quit smoking within six months, and $400 for continuing to not smoke for another six months.

Almost 15% of the group who were offered money to stop smoking had quit within the first year of the study, only 5% of the other group had done the same. At the end of the 18-month study, 9% of the paid group was still not smoking compared to only about 4% of the non-paid group.

From the Wall Street Journal article:

Loretta Massie-Eaton, a 53-year-old administrative assistant who works for GE in Atlanta, said encouragement from her 14-year-old son, Harrison, was the main reason she decided to participate. But money was also a motivation, she said. "It was the satisfaction of sticking to the commitment and getting reimbursed for doing it," said Ms. Massie-Eaton, who says she hasn't had a cigarette since taking part in the study more than two years ago.

Ric Barton, a GE lighting specialist from Cleveland, said he had been thinking about quitting before the study. A smoker for four decades, the 62-year-old said finding places to light up had become increasingly difficult and he was tired of rising cigarette prices. "It was icing for me to get a monetary reward for something I was already planning to do," Mr. Barton said.

Statistics show that helping employees quit smoking is worth the investment for companies. Smoking costs employers $3,400 per smoking employee per year in health-care bills, reduced productivity and absenteeism, according to the Centers for Disease Control and Prevention (CDC).

Researchers not involved in the study commented that the latest findings show that incentives work and give employers hard evidence that incentive programs can help companies save money on employee health-care costs.

“You’d prefer not to pay them, but it’s worth it,” said Helen Darling, president of the National Business Group on Health professional organization.

Related posts:

Help employees quit smoking, participate in the Great American Smokeout

Workplace smoking policies: When employees lie

New research suggests exercise makes you smarter

We know that regular exercise can help the human body ward off a slew of physical ailments including heart disease, obesity, certain types of cancer, diabetes and hypertension. Now, along with the benefits to our bodies, new studies show that exercise can be just as beneficial to our brains.

Until recently, the only link scientists had to connect exercise and brain function was the fact that aerobic activity increases the amount of oxygen flowing to the brain and nourishes brain cells. A recent study is suggesting that exercise helps brain cells form new connections, increasing the brain’s capacity for knowledge, according to an article at HRGuru.

Neurologist Scott Small from the Columbia University Medical Center and Fred Gage of the Salk Institute co-authored the study that illustrates how exercise could improve our ability to learn and develop.

Here’s a breakdown of what happens to your brain as you exercise:

As you exercise, your muscles contract.
This releases chemicals, including a protein called IGF-1.
IGF-1 travels to the brain and stimulates the release of several chemicals, including brain derived neurotropic factor (BDNF).
Regular exercise increases levels of BDNF.
BDNF stimulates neurons (brain cells) to branch and connect in new ways.
New junctions between neurons are the basis of learning.

“Bodies that exercise regularly stimulate brains to have higher levels of BDNF; brains with higher levels of BDNF have greater capacity for knowledge,” explains author Kristin Wehner, “Healthy & Wealthy” columnist at Entrepreneur.com.

If you’ve been looking for more reasons to encourage employees to start exercising, you can now add knowledge to the list. It may involve a small investment, but promoting exercise with an employee wellness program will pay itself back in reduced health care costs, a boost in productivity, and an even smarter workforce than what you have now.

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