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

Does this job make me look fat?

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.

Wellness investment yields better than 1:1 return

Limited healthy snack options test workers’ waistlines

Our days are busy, breaks are short and fitting a well-balanced meal in at work can be a tough job. For many of us, eating at work is typically done on the go and we’ve memorized our favorite vending machine combination that will curb our hunger or give us a quick, sugary boost.

Snacking at work is almost a fact of life. It’s going to happen, but unfortunately the most popular snacks at work tend to be unhealthy – full of sugar, fat, salt and oil.

Even for those watching their waistlines, unhealthy office snacks can derail even the strictest diet, according to a recent survey on workplace eating habits.

About two out of three employees find it challenging to eat healthy at work, reveals the Peapod Biz Bites Survey sponsored by Peapod Business Delivery. Only 7% of respondents claimed to eat healthier in the office than at home.

"One of the best ways to support healthy lifestyles in the workplace is also one of the easiest," said Cathy Leman, a Chicago-area registered dietitian and certified personal trainer. "When you control the environment that you spend eight-plus hours per day in, you automatically set yourself up for success. That means stocking the break room with healthy, accessible snack foods.” (Press release)

Almost half of employees (47%) surveyed cite having too many tempting unhealthy snack options at work as the top reason they’re not eating healthy at work. Less than one-third (28%) of employees said their workplaces offer enough healthy snack options to keep them satisfied.

What employees want most in the office – fresh produce. However, only 36% of companies provide fresh fruit and vegetables for their employees on a regular basis.

Top nutritionists at WebMD warn against “desktop dining” and unhealthy snacking habits because they hold potentially disastrous health effects. Nutritionists advise putting aside work if possible and take a few minutes to enjoy your food and choose healthy workplace snacks.

“Katherine Tallmadge, a registered dietitian and spokeswoman for the American Dietetic Association, tells her clients to snack up to three times a day but to limit calories to 100-200 calories for each snack.

"I like to recommend snacks that provide a little carbohydrate, protein, and a small amount of fat, if any," she says. (WebMD)

Tallmadge suggests creating a snacking strategy and to have a plan. Keep healthy snack foods at your desk for times when you need a nutritional boost, but may not have the time to eat a full meal.

Keep some of these healthy snack foods handy:

• Trail mix and/or dried fruit and nuts
• Instant oatmeal packets (low sugar)
• Tuna salad kits
• Higher-fiber, lower-fat crackers
• Low-fat yogurt
• Reduced-fat cheese

How do you ensure you’re snacking healthy at work? Does your office provide fresh produce or healthy vending machine snacks? Leave a comment and let us know how well you’re able to snack healthy in your workplace.

Limited healthy snack options test workers’ waistlines

Wellness programs stay strong despite recession

Despite the recession, companies continue to add wellness and health-management programs to reduce costs while encouraging employees to improve their physical health.

The latest Watson Wyatt/National Business Group on Health survey discovered that companies are still adopting employee wellness programs. The survey results also revealed that many companies improved employee participation rates by offering workers financial incentives.

Survey results show how companies increased the availability of various wellness programs:

• 58% of companies offer lifestyle improvement programs, up from 43% in 2007
• 56% offer health coaches, up from 44% in 2007
• 52% offer weight-management programs, up from 42% in 2007
• 80% offer health-risk appraisals, up from 72% in 2007

Companies that encouraged employees to participate in wellness programs by offering financial incentives reported significantly higher participation rates, according to survey results. Only 40% of companies reported that less than 5% of their workforce participated in weight-management programs.

"Employers continue to see gains from promoting wellness and health management initiatives," said Scott Keyes, senior group and health-care consultant at Watson Wyatt. "Effective financial incentives are one of the keys to encouraging worker participation in these programs — an effort that not only improves the health of workers but also helps reduce costs."

The survey also found that motivating employees with financial incentives significantly increased participation rates. Currently, 61% of employers offer incentives for health-risk appraisals and many employers are also offering incentives for smoking cessation and weight management programs.

Using financial incentives between $51 and $100 have been successful in encouraging employees to participate in smoking cessation programs, weight-management programs, and encourage employees to receive biometric screenings, according to the results.

"The relationship between the amount of the incentive and the level of program participation among employees is strong," said Sherri Potter, senior group and health-care consultant at Watson Wyatt. "A properly structured incentive program does much more than protect investments in health management; it creates a healthier and more productive workforce."

For more information on employee wellness programs and employee health, read these past posts:

Obesity linked to more expensive workers’ comp claims

HR survey reveals top green business practices

New research suggests exercise makes you smarter

Economic stress impacts employee health, productivity

How to beat stress in the workplace

Wellness programs stay strong despite recession

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

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

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:

1. As you exercise, your muscles contract.
2. This releases chemicals, including a protein called IGF-1.
3. IGF-1 travels to the brain and stimulates the release of several chemicals, including brain derived neurotropic factor (BDNF).
4. Regular exercise increases levels of BDNF.
5. BDNF stimulates neurons (brain cells) to branch and connect in new ways.
6. 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.

New research suggests exercise makes you smarter

Economic stress impacts employee health, productivity

According to recent reports, you can now add employee health to the list of victims of the recession. Studies show that financial stress due to the current economic recession is having a dangerous impact on employee health and productivity.

Results from the AARP survey, Impact of Economy on Health Behaviors, reveal that one in five adults ages 45 and older are suffering health problems due to financial stress and many are delaying medical treatment because they can’t afford it.

"Right now people are increasingly concerned about their jobs, retirement savings and simply being able to provide for their families and it's taking a major toll on their health," said Bob Gallo, AARP Illinois Senior State Director. "It's a harsh irony that worrying about being able to afford health care is actually causing health problems."

Key findings of the AARP survey include:

• 20% of people 45 and older reported health problems due to financial stress
• 22% have delayed seeing a doctor due to cost
• 16% had to use retirement savings or other savings to pay for medical care
• 21% have cut back on other expenses to afford their medical care
• 16% are not confident they will be able to afford health care in 2009

A poll by AXA PPP healthcare of 200 HR professionals found that a quarter of firms believed the majority of their employees were showing symptoms of stress as a result of money worries.

More than 75% felt that employees would be more productive if they were less concerned about financial issues. Unfortunately, more than 40% of HR professionals admitted they would wait until a worker asked for help before offering advice or support.

Instead of waiting for employees to come to them, HR can take proactive steps to help make a positive impact on employee stress. Helping employees deal with mounting financial stress can lead to lower health care costs, higher morale and a healthy bottom line.

According to the wellness professionals at Wellness Corporate Insights, HR can help employees by:

“Establishing comprehensive corporate wellness programs to increase employees' awareness of their own behavior, to show them that the company knows and cares, and to head off problems of increased health care costs and diminished health and efficiency that will remain after the recession is over."

"It's an important time to focus on employee wellness--not only for the good of employees, but for the health of the company too.”

Economic stress impacts employee health, productivity

Help employees quit smoking, participate in the Great American Smokeout

November is Lung Cancer Awareness Month and Thursday, November 20, marks the 33rd Great American Smokeout, a day created to inspire and encourage smokers to quit for one day.

Almost 45% of the 45.3 million American smokers have attempted to quit smoking for at least one day in the past year, according to the American Cancer Society. For more than 30 years, the Great American Smokeout has proven to be a great opportunity to motivate smokers to make a long-term to quit for good.

Each year, only about 5% of smokers who quit succeed long-term and stress about the economy is having a clear and immediate effect on smokers, according to a recent survey sponsored by the American Legacy Foundation.

The survey found that smokers’ increased stress is causing smokers to delay a quit attempt, increase the number of cigarettes they are smoking, or switch to a cheaper brand instead of quitting. Additionally, former smokers reported that they are starting to smoke again because of financial stress.

Among the survey findings:

• 77% of smokers report increased stress levels due to the current state of the economy, two-thirds of those smokers say this stress has had an effect on their smoking.
• One in four smokers stressed about the economy say this stress has caused them to smoke more cigarettes per day, higher among women (31%) than men (17%).
• A greater percentage of middle-income ($35-74.9k) stressed smokers have delayed their quit attempts because of stress over the economy (20%) than those with household incomes of under $35k (14%).

“The best time to quit smoking is now,” according to the American Cancer Society. Use the upcoming Great American Smokeout to start a smoking cessation program, revisit your workplace smoking policy and encourage employees who smoke to set November 20 as their quit date.

The American Cancer Society has put together a Smokeout page as part of their Great American Health Challenge full of materials to help publicize smoking cessation in your workplace, press releases, local resources and guides to help employees quit smoking.

Help employees quit smoking, participate in the Great American Smokeout

Workplace health: November is Flu Awareness Month

Influenza (commonly known as the flu) is a contagious respiratory illness that can cause mild to severe symptoms, and at times can lead to death, according to the Centers for Disease Control and Prevention (CDC). Tens of thousands of Americans die every year from flu complications.

The best way to prevent the flu is by receiving a flu vaccination each fall. The Center has designated November as Flu Awareness Month to encourage all Americans to get the flu shot.

Every year in the United States, on average 5% to 20% of the population gets the flu; more than 200,000 people are hospitalized from flu complications, and; about 36,000 people die from flu. Some people, such as older people, young children, and people with certain health conditions, are at high risk for serious flu complications.

Ways to keep your workplace safe and employees healthy during flu season:

Host a flu clinic. Provide flu shots on company grounds as part of your employee wellness program. For information about hosting a flu clinic visit the American Lung Association’s Online Flu Clinic Locator.

Educate employees on the benefits of the flu shot. Distribute information that encourages employees to get the flu vaccination and debunk myths that you can get the flu from a flu shot (the vaccine does not contain live viruses). Hang posters around the office on the importance of prevention and the dangers of the flu.

Review sick leave/absence policies. Ensure your policy does not punish employees for being sick, because employees who feel they will be disciplined will be more inclined to come to work no matter how ill they may be.

Encourage employees to take preventative measures. Inform employees on the most effective ways they can work to stay healthy in the office. The most important prevention activity - washing hands with soap and water often. Make sure bathrooms are stocked with soap and paper towels and go one step further by providing hand sanitizers and tissues in common rooms.

If the flu makes its way into the office, proceed with caution. Minimize employees’ exposure to the flu by limiting face-to-face meetings, consider telecommuting and hold off on typical business greetings like handshakes for a period of time.


For more information on the 2008-2009 flu season visit the CDC website.

Workplace health: November is Flu Awareness Month

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

Health care costs are projected to rise more than 10 percent next year, according to a survey of insurers by Aon Consulting Worldwide.

While the double-digit rise may seem large, it’s actually the smallest increase Aon has seen in the past six years, hinting that employee wellness programs may be paying off.

If you want to offset the rise in health care costs, business should spend more money on employee wellness programs, according to a Workforce Management article from earlier this year. Health care industry experts suggest that companies that have implemented wellness programs have seen lower health care costs.

“CFOs have always viewed health care as an expense, but rarely as an investment” said Jerry Ripperger, director of consumer health at the Principal Financial Group. “But improving the health of your employee base, rather than simply providing reimbursements, is an exercise in risk management with a true ROI.”

Companies that have implemented employee wellness programs have seen an average reduction of $2.45 in medical claims for every dollar spent developing the program, according to a recent Principal study. Most companies started seeing results after about 18 months and the longer a wellness program is in place, the more health care costs can be reduced, according to Ripperger.

The Wellness Council of America, an organization devoted to employee wellness programs, has developed seven employee wellness best practices. To develop and maintain a program in your workplace, follow “The Seven C’s” for success:

1. Capturing CEO Suport
2. Creating Cohesive Wellness Teams
3. Collecting Data To Drive Health Efforts
4. Carefully Crafting An Operating Plan
5. Choosing Appropriate Interventions
6. Creating A Supportive Environment
7. Carefully Evaluating Outcomes

Download a free copy of WELCOA’s Seven Benchmarks of results-oriented workplace wellness programs.

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

Rising health care costs motivate employee wellness programs

Employer health care costs are predicted to rise almost 10% in 2008 and another 10% in 2009, according to a study released this week by PriceWaterhouseCoopers.

The increase is due to two main factors:

• A hospital building boom, as hospitals replace facilities and add more private rooms and centers for outpatient treatment.
• An increase in the expenses those with insurance are paying for those without. The federal government underfunds public insurance programs and the number of people with private insurance continues to decrease.

Along with health care costs, the number of underinsured Americans continues to grow. The number of American adults who had inadequate health insurance to cover their medical expenses rose 60% from 2003 to 2007. In the U.S., there are currently more than 25 million people underinsured.

In response to increasing costs, more employers are focusing more on employee wellness programs as an attempt to improve overall company health.

Studies have shown that walking programs are the most effective way to get employees to exercise without hurting productivity, according to a presentation at the American College of Sports Medicine.

Here are some tips to create your own wellness program that employees will want to stick with:

Create small, attainable exercise goals. Wellness programs with achievable fitness goals are more effective in helping sedentary adults start and stick with fitness programs than those with more challenging fitness goals, according to the American College of Sports Medicine presentation.

Give employees pedometers. Pedometers are a low-cost, simple and non-invasive way for people to increase their awareness of their daily activity and improve their overall fitness level. Those who were given pedometers in the research study said they plan to continue wearing the device after the study was over.

Get everyone involved, including upper management. Get the executives in the office involved in the program and encourage them to lead by example. When employees know that upper management is on board, they may be more inclined to participate.

Make it fun. Create T-shirts and hand out water bottles to everyone who gets involved. Post fliers promoting each walking event and create some buzz around the office.

Rising health care costs motivate employee wellness programs

Workplace smoking policies: When employees lie

Whirlpool suspended 39 workers for lying on insurance paperwork about their smoking habits, as reported by the Chicago Tribune.

The suspended employees all claimed they do not use tobacco products, but were caught in the act on the Evansville, Indiana, factory property smoking or chewing tobacco. Some accused workers may even lose their jobs because of the lies.

Whirlpool uses a financial incentive program to encourage workers and their families to not smoke. Workers at the Evansville factory who smoke are charged an extra $500 in annual health insurance premiums.

Whirlpool’s actions show one difficulty companies encounter when enforcing wellness programs based on the honor system.

"Employers have been using the honor system ever since wellness programs started, and you have to be a little naive to think that people are going to admit they smoke when they know they're going to be penalized."

Enforcing smoke-free workplace policies can be tough, especially if employees are untruthful about their smoking habits.

With rising healthcare costs and the dangers of second-hand smoke, some companies are completely snuffing out smoking on company property.

“No Smokers in the Workplace: The New Controversy,” from G.Neil’s News & Info section, examines how some workers are fighting back against smoke-free policies with legal action. Some workers’ rights groups claim the policies violate one’s right of free expression.

State no-smoking laws can stir up confusion when determining if your company should enact a smoke-free policy. For help on how to sort through related legal issues, read the full article at G.Neil.com.

Workplace smoking policies: When employees lie

Workplace weight discrimination rivals racial bias

Discrimination against overweight and obese people is as common as racial discrimination, according to a study by the Rudd Center for Food Policy & Obesity at Yale University.

Overweight women, in particular, report weight discrimination twice as often than overweight men in the workplace.

“These results show the need to treat weight discrimination as a legitimate form of prejudice, comparable to other characteristics like race or gender that already receive legal protection,” said Rebecca Puhl, research scientist and lead author of the study, which appears in the March 4, 2008 issue of the International Journal of Obesity.

The study compared self-reported weight discrimination to experiences of discrimination based on race and gender among a nationally representative sample of adults between 25 and 74-years-old.

Findings also reveal that women are twice as likely as men to report weight discrimination. Women also reported that weight discrimination in the workplace and interpersonal mistreatment due to obesity is common.

Currently, Michigan is the only state that includes weight and height in its anti-discrimination law.

Without any specific protections in state law, people claiming discrimination must show in court that their obesity is a type of disability, protected under state anti-discrimination law, according to Lillian Mojica, G.Neil Research Attorney.

Workplace weight discrimination rivals racial bias

Family issues top reason for “Mental Health” days

Some wise words from Michael Scott, the boss at Dunder Mifflin (from NBC’s The Office):

“Society teaches us that, having feelings and crying is bad and wrong. Well, that's baloney, because grief isn't wrong. There's such a thing as good grief. Just ask Charlie Brown.”

Well, there may not be such a thing as “good grief,” but grief and family issues do have an impact on employees in the workplace.

Just like calling in sick with the flu, many employees use unplanned absences for mental health days, according to a recent survey by ComPsych.

What exactly is a mental health day? When “you have no physical ailment but you know you can’t focus on the job” and need a day to re-energize, according to David Campbell, senior VP of quality and customers at ComPsych.

Generally, mental health days are unplanned and in response to a crisis at home or to prevent burnout at work.

Campbell advises employers to create a culture where it’s acceptable and encouraged to take vacations and unplug from work. Employees with too many vacation days saved up should raise a red flag and that the employee may not be taking needed time off.

“If you take regularly scheduled time off … it’s going to keep you sharp all the time,” Campbell said. “Take more than a day [at a time]; take those vacations on a routine, regular basis.”

Remember that having a healthy workplace environment includes mental health. Not all workplaces are the same, and you should implement policies and practices regarding mental health days that fit your situation.

What is your opinion on mental health days? Do you think it’s a legitimate excuse to take time off work, or just baloney?

Family issues top reason for “Mental Health” days

Alcoholism in the workplace

Excessive alcohol use and alcoholism costs U.S. employers an estimated $134 billion in lost productivity. On average, nine percent of workers have drinking habits that contribute to absenteeism, higher health care costs and lost productivity.

Hospitality, construction and wholesale industries have significantly higher alcohol abuse rates and cases of alcoholism in the workplace, according to a recent report.

The findings are from a report on alcohol abuse by Ensuring Solutions to Alcohol Problems at the George Washington University Medical Center.

Younger employees are also at risk. More than 18 percent of young workers between the ages of 18 and 25 have an alcohol-related problem, compared to just seven percent of workers older than 25.

Alcohol abuse poses a difficult challenge in the workplace because it is often hidden. With a small investment in effective prevention and treatment for alcohol problems, employers can reduce costs and help employees, according to Ensuring Solutions.

Ensuring Solutions has created a helpful calculator to help employers estimate the impact of alcohol problems and the potential cost savings to be gained through screening and intervention.

What can you do to help employees with alcohol problems at your office?

• Teach the difference between safe and risky drinking.
• Screen for alcohol problems.
• Cover treatment through health insurance.
• Support treatment and recovery.

Alcoholism in the workplace

Get ready for Diabetes Alert Day - March 25, 2008

Here’s a chance to kick-off or jump-start your employee wellness program - the American Diabetes Association’s 20th Annual American Diabetes Alert Day is Tuesday, March 25, 2008.

The Association created the “one-day wake-up call” to motivate the country to take the initial steps to finding out if they are at risk for developing type 2 diabetes. They even offer free, downloadable materials on their site to help you promote the event at your workplace.

Diabetes is only one of many health issues facing our employees today. With the direction health care costs have been moving in recent years, it’s time for companies to step in and help their employees.

Improve your employees’ overall health and you may cut down on your health care costs. Invest just a small amount of resources into an office wellness program and they will pay you back.

Surveys have proven that when offered, wellness programs are popular with workers. And, experts in the health care industry suggest that companies that implement wellness programs are showing returns on their investments, mainly in the form of lower health care costs.

You won’t see the money in your pocket tomorrow, but stick with a workplace wellness program. Over time you may find that you’re spending less on health care and those who matter the most, your employees, will cash in on the greatest benefit - their health.

Get ready for Diabetes Alert Day - March 25, 2008