Wellness Programs

EBIS Search Results

To order copies of these articles, use the online order form or contact the Document Delivery Service at bookstore@ifebp.org or (888) 334-3327, option 4.

These executive summaries were compiled from EMPLOYEE BENEFITS INFOSOURCE database, a source for information on employee benefits and human resources.

A Decade of Great Change: And Great Benefits.
Vandermillen, Luke J.; Benefits Quarterly; v28 no2 pp 18-20 2nd Qtr 2012; journal article

Availability : International Foundation of Employee Benefit Plans
Abstract : A close look at the small and midsized firms recognized on The Principal's annual lists of 10 Best Companies for Employee Financial Security reveals an evolution in benefits offered and how they are managed. The focus of the outstanding companies is on helping employees become financially stable and secure, usually by stressing engagement in defined contribution pension plans. Automatic enrollment and deferral increases, matching catch-up contributions and targeted participant education are the norm. The firms demonstrate a trend toward customized benefits for employees' specific needs and a focus on physical fitness and wellness. They work with financial professionals and benefits brokers to craft benefit plans for their workforce and communicate benefits effectively. By keeping their employees' needs in mind, these organizations have been able to do the right thing for their business.
[0161894]

Link To Full Article
A Strategic Dose of Wellness.
Casselman, Lori; Benefits Canada; v36 no3 pp 10-11, 13-14, 16 Mar 2012; journal article

Availability :
Abstract : A Sun Life Wellness Institute survey of Canadian employers found that 97 percent of respondents agreed that employee health connects directly to corporate success, and 72 percent offer at least one wellness initiative to employees. The most common initiatives are low impact, with 70 percent offering flu vaccinations, 64 percent offering CPR training and 58 percent offering ergonomic work environments. Only 30 percent offered blood pressure screenings, and less than 20 percent offered wellness assessments. Significant results for a wellness program can be achieved with commitment from senior leadership, assessment of high priority risks for the organization, employee communication, effective incentives and continuous evaluation of the program.
[0161934]
IBM Receives Patent for Real-Time Incentive Technology.
Koster, Kathleen; Employee Benefit News; v26 no3 pp 24-25 Mar 2012; journal article

Availability :
Abstract : In 2001 an IBM engineer imagined a way to link an individual's cafeteria food choices with health records and a wellness program reward, providing immediate feedback for healthy behavior. Awarded a patent in 2011, the technology can connect to any database, be customized for certain diets and lead to a health insurance rebate. A different strategy already in use to monitor healthy behavior and decisions in real time is gaming, which typically involves points and friendly competition and is used by several existing fitness trackers. Smartphones are increasingly being used to integrate and present data, from tailoring personal workout details to providing location-based information on the nearest health service provider in a network. Social media has become a strong component of wellness programs where sharing, group support and delivering health education are important.
[0161909]
IRS Issues W-2 Reporting Guidance.
Bongiovanni, Kate; Employee Benefit News; v26 no3 p 26 Mar 2012; journal article

Availability :
Abstract : Notice 2012-9, issued by the IRS in January 2012, addresses reporting on the cost of employer-provided health benefits on Form W-2, as required by the Patient Protection and Affordable Care Act. The notice makes clear that employers need not report on some kinds of coverage, including dental and vision benefits under separate policies, wellness programs, onsite clinics and employee assistance programs. Contributions to health reimbursement arrangements, health savings account and health flexible spending arrangements may be included on W-2s but are not required. The notice discusses use of the small employer exception when an agent files the W-2s as well as reporting health FSA costs when the amount exceeds the employee's deferral election. The reporting requirement takes effect with the 2012 calendar year.
[0161898]
Medical Cost Savings for Participants and Nonparticipants in Health Risk Assessments, Lifestyle Management, Disease Management, Depression Management, and Nurseline in a Large Financial Services Corporation.
Serxner, Seth; Alberti, Angela; Weinberger, Sarah; American Journal of Health Promotion; v26 no4 pp 245-252 Mar-Apr 2012; journal article

Availability :
Abstract : Nearly 50,000 employees enrolled in group health plans through a single corporation were followed over three years to assess health cost differences between those involved in a comprehensive health and productivity management program and nonparticipants. Participation was based on competing a health risk assessment or involvement with programs geared to lifestyle management for weight, nutrition, smoking, and general health promotion; disease management; or depression management; or interaction with a nurse through a telephonic health information line. Medical claims for all participants increased less than for nonparticipants. The return on investment in the second year was 3.33:1 and 2.45:1 for the three-year program. The study demonstrated the value of a multiprong approach supported by a strong corporation-wide campaign to promote health awareness.
[0161850]
Meta-Evaluation of Worksite Health Promotion Economic Return Studies: 2012 Update.
Chapman, Larry; American Journal of Health Promotion; v26 no4 pp TAHP1-TAHP10 suppl. Mar-Apr 2012; journal article

Availability :
Abstract : Researchers performed a meta analysis of 62 studies on worksite health promotion. The studies met rigorous selection criteria and focused on smoking prevention and cessation, physical fitness, nutrition, stress management, medical self care, hypertension control, weight management, prevention of back pain and injury, seat belt use and prenatal care. Evaluation of the studies shows works published after the median 1996 to be stronger with better methodologies and newer prevention technologies. Over half of the studies measured results based on health care utilization or cost, and almost 42 percent measured sick leave absenteeism, but few tracked costs associated with workers compensation and disability management. Seven in ten looked at only one outcome measure, probably understating the economic impact of their interventions. A more recent meta analysis of 22 studies showed $3.27 in medical cost savings per dollar spent on worksite health promotion programs, and 22 studies focusing on sick leave absenteeism yielded $2.73 in savings per dollar spent.
[0161851]
Misdiagnosis: The Clinical Integration Solution.
Falchuk, Evan; Employee Benefit Plan Review; v67 no3 pp 15-16 Mar 2012; journal article

Availability :
Abstract : Research estimates the rate of misdiagnosis at 20 percent or higher. This is the result of lack of integrated clinical data, time pressure, inattention to detail and provider stress, and contributes to soaring health costs, and patient confusion and suffering. The solution is clinical integration, starting with a health plan sponsor's expectation that all vendors will coordinate efforts to support employees' disease management. Covering disability, specialty pharmacy, care providers, wellness programs and disease management, clinical integration aims to make the most efficient use of existing benefit offerings. It starts with the right diagnosis, which should be checked by a second opinion or more, considering personal and family medical history. Employers should insist that employees take active part in clinical integration, being educated about the true costs of care and being responsible health care recipients.
[0161874]
New Jersey Health System Sees Results With VBID.
Rahm, Janice; Employee Benefit News; v26 no3 pp 14-15 Mar 2012; journal article

Availability :
Abstract : Employees of New Jersey's JFK Health System have a choice of health plans, but the 40 percent who selected the value-based insurance design (VBID) option are enjoying premium increases under one percent and a fifth year of no increases in deductible or copays. The health system worked with SeeChange Health Solutions to design an option that used rewards and incentives to steer members toward positive health choices. The result has been engagement with the wellness program and near doubling of screenings for breast and colon cancer. With a VBID approach, employers can design incentives to promote following treatment plans and using preventive services as well as focus on specific conditions. The objective is to simplify access to high-value services and use health care dollars in the most effective way.
[0161905]
Sprint Expands Wellness Through Social Media.
Davis, Andrea; Employee Benefit News; v26 no3 p 44 Mar 2012; journal article

Availability :
Abstract : A daughter's hug was a sweet reward for a Sprint employee who lost 70 pounds through the company's 12-week weight loss challenge. The company partnered with ShapeUp, a wellness software company, to run the national program presented through social media. About 40 percent of the employees participated, losing over 40,000 pounds total. Nearly seven in ten were first timers in a wellness program. The social media strategy enabled broad reach to small and remote locations through an innovative approach that inspired teamwork, motivated competition and fit well with the company culture. Sprint reports its social media wellness challenge saved about $1.1 million.
[0161897]
When Wellness Works: Partnering With Hospitals Leads to a Healthier Bottom Line for Employers.
Barney-Villano, Becky; Employee Benefit Plan Review; v67 no3 pp 11-14 Mar 2012; journal article

Availability :
Abstract : A number of employers are finding that collaborating with hospitals helps them manage wellness programs and health care costs more effectively. Since Iowa's Mainstream Living turned to its local hospital, Mercy Medical Center, to take advantage of low-cost screenings and slate of healthy lifestyle classes customized for its workforce needs, the employer has seen a fourth year of lower insurance premium increases and fewer hospitalizations and doctor visits. Nearly half the workers at St. Francis Winery in Sonoma, California, had never had a physical exam when the employer partnered with St. Joseph Health System. The hospital started providing a full range of health promotion activities at the workplace in Spanish and English. The first year's savings came to $40,000. Many hospitals have established health programs and are pleased to expand to serve local businesses. Employers should be clear on goals, describe the workforce health characteristics, work out funding and plan ahead to track results.
[0161876]
Time to Move Past Initiatives Around Health Awareness, Education.
Dobson, Sarah; Canadian HR Reporter; v25 no4 p 2 Feb 27, 2012; journal article

Availability :
Abstract : While wellness programs are being widely adopted, Aon Hewitt finds most do not focus on trimming risk and costs. Health awareness and education initiatives are easy and inexpensive to implement. Employee assistance programs, newsletters, lunch sessions and health spending accounts were the most common initiatives among 120 employers polled. But nearly one in three of those polled did not know what health problems are driving their medical costs. Such analysis is critical, together with benchmarking costs against peer companies. Canadian companies that analyze costs focus on disability, drugs and absence from work, factors they can measure directly, and 39 percent provide online health risk assessments. Key factors affecting productivity and benefit costs which are often overlooked are job satisfaction, work autonomy and perceived stress.
[0161855]
Group Health Plans and Health Insurance Issuers Relating to Coverage of Preventive Services Under the Patient Protection and Affordable Care Act: Final Rules.
Federal Register; v77 no31 pp 8725-8730 Feb 15, 2012; journal article

Availability :
Abstract : The Treasury Department, the DOL and the Department of Health and Human Services have finalized without change interim final regulations that exempt group health plans and coverage sponsored by certain religious employers from requirements under the Patient Protection and Affordable Care Act to cover certain preventive care. The regulations exempt group health coverage established, maintained or provided by these religious employers from any requirement to cover contraceptive services. A religious employer is defined as one with the purpose of inculcating religious values, that primarily employs and serves persons sharing its religious tenets and is a nonprofit under the Internal Revenue Code. Prior to the end of the temporary enforcement safe harbor period, the departments and stakeholders will work to develop alternative means of providing contraceptive coverage without cost sharing to nonexempt organizations with religious objections.
[0161746]
Enhanced Health Incentives Aim to Promote Engagement.
Geisel, Jerry; Business Insurance; v46 no7 p 14 Feb 13, 2012; journal article

Availability :
Abstract : The trinkets used as incentives in early wellness programs are being replaced by more sophisticated programs and financial rewards that take health care improvement seriously. Recognizing the power of money, many employers offer financial incentives, such as reduced health insurance premium shares or subsidies for external health promotion programs. Incentives are tied to taking health risk assessments at a minimum but often more, including immunizations, providing some biometric data, sharing data with one's doctor, certifying that one is a nonsmoker or participating in a smoking cessation program. Some employers impose premium surcharges for failing to take steps to improve health. Food options at work should be tailored to reinforce health promotion efforts.
[0161717]
Ante Up for Wellness.
Price, Sandra; HR Magazine; v57 no2 pp 40-42 Feb 2012; journal article

Availability :
Abstract : Determined to take wellness to another level, executives at Sprint Nextel responded to a request from HR and stepped up to a leadership role in promoting health. Several contributed personal stories to the company's monthly e-newsletter on topics including stress management, chronic heart disease, cancer and diabetes. Executives also joined teams in the 12-week Sprint Get Fit Challenge and inspired participation in the Corporate Challenge. The visibility of executives engaging with employees on health issues encouraged managers and directors to become more involved. Sprint Alive! provides individual coaching and disease management assistance and is expected to lower health care costs by $1.3 million per year. Personal online tools enable employees to monitor their own health activities and compare care costs.
[0161733]
Effective Incentive Design.
O'Day, Raphaela Finkenauer; Benefits Magazine; v49 no2 pp 36-40 Feb 2012; journal article

Availability : International Foundation of Employee Benefit Plans
Abstract : Research shows that individual motivation is a key factor driving health behavior change. Incentives come in two broad types, the carrot, in which positive outcomes are rewarded, and the much less commonly used stick, in which individuals are penalized. Studies have found that monetary incentives can help participants reach short-term goals but are not very effective at creating long-term change. Two successful health and wellness design schemes are a two-tier health plan that raises participant out of pocket costs if they do not meet targets after 90 days and a gain sharing strategy that returns employer savings to the employee population that engages in wellness activities.
[0161573]

Link To Full Article
Good Influence.
Cameron, Deborah; Benefits Canada; v36 no2 pp 39-40 Feb 2012; journal article

Availability :
Abstract : Health plan sponsors can modernize benefit plans to influence and reward employees' health choices and actions. A design shift to influence behavior must start with realistic assessment of goals and options in the context of the organizational culture, legal limits and the absence of a strong financial driver. Employers implementing choice-based design can reward healthy choices by integrating rewards such as spending credits, higher reimbursement or prizes. Variable copayments can be tied to participating in specific healthy behaviors or choosing lower-cost treatment options, and an employer can deposit rewards in employee healthcare spending accounts. Consistent communication and education must reinforce the message. Borrowing from practices in the U.S., Canadian employers can turn to data mining and analysis for indications of which disease conditions, when addressed, would lead to the greatest return.
[0161728]
Health Insurance Exchanges of Past and Present Offer Examples of Features That Could Attract Small-Business Customers.
Gardiner, Terry; Health Affairs; v31 no2 pp 284-289 Feb 2012; journal article

Availability :
Abstract : The health insurance exchanges mandated by the Patient Protection and Affordable Care Act (PPACA) will be a boon for small businesses, but there are challenges in creating an exchange that will appeal to small business owners. Successful past and current exchanges have used brokers to avoid major problems attracting these employers. The PPACA requires the exchanges to have navigators who guide employers and participants to the best insurance for them, and these navigators will need to be supplemented with additional communication efforts. Services such as comparative plan information, a clear line of communication with the exchange and a wellness program will make exchanges more attractive to small employers.
[0161809]
Program Improves Health Outcomes for Employer-Clients.
Gillespie, Lisa V.; Employee Benefit News; v26 no2 p 45 Feb 2012; journal article

Availability :
Abstract : Four Blue Cross and Blue Shield programs and Dearborn International collaborated to form the Health Care Service Corporation (HCSC), which offers a cost-effective fitness program. At $25, the program's monthly cost is about half that of an average gym, and members can access a network of facilities. The health effect shows in the correlation between number of weekly visits and lower medical costs. Those working out once a week had eight percent lower costs, while those visiting more than three times a week averaged 44 percent lower costs. From 2009 to 2010, the 5,000 enrolled members accounted for $1.02 million less medical-only claims than did those not participating, whose claims rose five percent. Exercise promotes weight control, prevents certain health conditions and diseases, enhances mood and boosts one's energy, features which improve employee engagement and productivity.
[0161762]
Wellness Rewards.
Wells, Susan J.; HR Magazine; v57 no2 pp 67-69 Feb 2012; journal article

Availability :
Abstract : Health insurance premium discounts have overtaken gifts and cash as the reward for healthy behavior. This incentive, with a clear and direct link to employee accountability on health, has become the most common reward according to a Mercer survey, with the median annual discount being $240. Iowa's Spencer Hospital shifted its wellness strategy to require wellness screenings and blood work, as well as special program participation for smokers and those with metabolic risk factors. Domino's Pizza LLC and other firms have moved beyond simply encouraging participation to results-oriented strategies. But federal laws ban programs that discriminate by penalizing those who cannot participate fully or achieve certain results. Employers must make reasonable accommodations and should offer alternatives, such as rewarding progress toward goals.
[0161732]
Health Care: Consumer Group Outlines Problems With Employer Wellness Program Designs.
Hansard, Sara; Daily Labor Report; no15 p A5 Jan 24, 2012; journal article

Availability :
Abstract : Analysts explained to attendees at a Families USA conference that wellness programs can be a barrier in disguise, interfering with good health care. Programs with incentives based on achieving certain results function as medical underwriting, hurting access to coverage and care and increasing costs based on participation. Those with greater health risks and/or low income feel the impact the most, since they may be unable to achieve health outcome goals or even to participate because of other demands on time and resources. Employers' authority under the Health Insurance Portability and Accountability Act to vary premium cost sharing up to 20 percent and higher will add to the hardship, with the surcharge making health insurance unaffordable for some.
[0161620]
Health Care: W-2 Reporting Requirement Highlights Emerging Challenges of COBRA Compliance.
Olsen, Florence; Daily Labor Report; no14 p A3 Jan 23, 2012; journal article

Availability :
Abstract : Guidance from the IRS reminds employers that all costs of health plan benefits must be accounted for on employees' W-2 forms. This includes costs for employee assistance plans, wellness programs and onsite health clinics that feature medical services. Employers who continue to offer these services after an individual's employment ends must include their cost in COBRA premiums. As of early 2012, the IRS has yet to develop regulations to cover such situations. The need for COBRA may diminish when individuals can purchase nongroup coverage on the open market through state health exchanges, rather than staying with a previous employer.
[0161615]
Child's Play.
Patton, Carol; Human Resource Executive; v26 no1 pp 30, 32 Jan-Feb 2012; journal article

Availability :
Abstract : With a large percentage of health plan participants being employees' children, some companies are actively promoting kids' wellness. Baptist Health South Florida in Miami started a program targeting childhood obesity with a whole family, multigenerational approach. Involving parents and grandparents led to improvements in cholesterol, blood pressure and/or body weight. Minitab Inc. offers camp programs for kids from five to 13 years of age, focusing on physical activity, good food choices and safe play, including parents at a daily nutritional lunch, and it sponsors a weekly kids' circuit along with parents at the onsite gym. Employers that do not have such resources can get involved in wellness programs at local schools, offer sports activities on Take Your Child to Work Day and make sure that employees' kids get biometric screenings and counseling as needed through health care providers.
[0161731]
DRG Winds by Sticking to Their Knitting.
Employee Benefit News; v26 no1 p 41 Jan 2012; journal article

Availability :
Abstract : Crafts company DRG sought to improve its employee health, needing two strategies because of its two distinct workplaces for manufacturing and office workers. One aspect of both strategies is the tiered deductible system, which lets participants lower their deductibles by engaging in health screening and maintaining a healthy lifestyle. The company's overall approach is to keep employee costs in line with employer cost increases. DRG also began educating employees about the cost of health care to the company. DRG CFO Michael D. Klansek says that, while it is difficult to measure the returns of the new programs, his per employee per year health costs in 2011 were almost $3,500 below Towers Watson's national average.
[0161577]
Enhancing Intrinsic Motivation in Health Promotion and Wellness.
Seifert, Colleen M.; Chapman, Larry S.; Hart, Joseph K.; Perez, Paul; American Journal of Health Promotion; v26 no3 pp TAHP1-TAHP10 Jan-Feb 2012; journal article

Availability :
Abstract : Lasting behavior change only comes through personal determination, ideally based on knowledge, clear goals and support. Extrinsic motivation from pressure, encouragement and incentives is less compelling and lasting than intrinsic motivation, derived from interest in or enjoyment from an activity. Employers offer a variety of incentives for participating in wellness programs to promote the first steps in engagement. Research illustrates that long-term change requires internal motivation and self-determination, built on a meaningful rationale, acknowledgment of individual feelings and choice. Wellness programs can promote intrinsic motivation by helping to identify personal intentions and benefits, providing health knowledge and a sense of self-mastery and by fostering a sense of belonging and recognition. Programs that help participants ultimately see the behavior as fun are most successful.
[0161535]
Making the Case: New Study Shows It Does, Indeed, Pay to Become a Healthy Enterprise.
Cyboran, Steven F.; Goldsmith, Christopher; Benefits Quarterly; v28 no1 pp 26-37 1st Qtr 2012; journal article

Availability : International Foundation of Employee Benefit Plans
Abstract : Making the business case for efforts to promote employee health demands solid data. A 2009-2010 survey by Sibson Consulting of nearly 300 large employers across the U.S. and Canada yielded telling insights on factors common to healthy enterprises. These organizations demonstrate a strategic focus on wellness program effectiveness with a shared vision and collaborative support by employees, vendors and other stakeholders. They identify critical factors, establish a baseline and track changes. They drill down to uncover root causes of unscheduled or extended absences. They provide tools and resources to help make change happen, and they extend efforts to health plan dependents. Harvard University researchers showed healthy enterprises can yield a return of $3.27 per dollar spent on medical costs and $2.73 per dollar associated with absence and related costs.
[0161496]

Link To Full Article