Wellness Coordinator

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Health Promotion program means different things to different businesses. Effective health promotion programs could be as simple as bringing bushel baskets of fresh fruit into break rooms to encourage better eating. They could be as comprehensive as building fitness facilities onsite or paying for obesity treatments.

A driving factor behind the push toward wellness spans organizations of all types, sizes and cultures -  that is, healthcare costs are spilling over the corporate belt buckle.

The annual cost of medical services in the USA is rising at seven times the rate of inflation.  And the rise in healthcare costs is one boom pundits expect our economy to sustain.1

This trend makes it increasingly challenging for corporations to maintain current levels of insurance coverage. In 2003, health care inflation forced 65% of businesses to raise employees’ share of healthcare costs.

Seventy-nine% of large firms said they will increase workers’ share of health care costs in 2004.2 But with lost benefits and increased financial burdens come lost morale and productivity.

Corporations are searching for another way. While businesses can’t control many of the supply-side elements contributing to rising healthcare costsâ.”malpractice insurance rates, the nursing shortageâ.”they can help curb demand. That’s why efforts are being redirected from illness to wellness.

The case for wellness is supported by an ever growing body of evidence demonstrating the high costs associated with controllable health risks -

o  One study reports that obesity raises healthcare costs by 36 percent and medication costs by 77 percent.

o  Michigan officials estimate physical inactivity cost the state nearly $8.9 billion in 2002, a cost estimated to be largely borne by businesss through insurance premiums and lost productivity.

o  The not-for-profit National Committee for Quality Assurance reports that the estimated typical cost for postnatal care for women who didn’t receive prenatal care was $2,341 more than for women who had.  And the indirect costs of unhealthful behavior may be just as high.

Data shows that healthier employees are more productive, spending more time at work and showing increased “presenteeism,” or productivity, while there. Furthermore, healthier employees use fewer medical services.

The five leading causes of death in the U.S. â.” heart disease, cancer, stroke, chronic obstructive pulmonary disease and diabetes â.”  are directly linked to unhealthy lifestyles. Clearly, stimulating healthy habits presents an opportunity to improve employees’ well being, reduce the need for healthcare services and help control costs.

Offering staff member wellness benefits â.” large or small â.” represents an intersection between corporate social responsibility and responsibility to stakeholders. Between staff member health and corporate health. It is often the right thing to do for staff members and companys.

Research by Traveler’s Corp. shows a $3.40 return for every dollar invested in Wellness Programs. for many companies, the choice to offer employee health promotion benefits is easyâ.”one where conscience and pragmatism align.

The challenge arises in picking  the health promotion programs that’ll deliver the most impact based on trends in your employees’ health risks and medical claims costs.

From big organizations to the corner deli, business owners welcome ways to increase productivity, reduce rates of absenteeism and cut costs. Similarly, wellness programs can range from modest to elaborate.

In determining where to focus a company’s limited resources, looking at costs, benefits and best practices is a good beginning point. This section profiles six aspects of wellness and explores their benefits to workers and employers.