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Health & wellbeing

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					Make health & wellbeing work for
       your organization


       by Toronto Training and HR

            September 2011
           3-4      Introduction to Toronto Training and
                    HR
Contents   5-6
           7-9
                    Definition
                    Return on investment
           10-12    Objectives of wellness programs
           13-15    Advantages of wellness programs
           16-19    Incentives
           20-22    Meaningful work and wellbeing
           23-24    Sleep
           25-28    Alcohol
           29-31    The heart of the matter
           32-37    Healthy workplace initiatives
           38-40    Benefits of on site fitness facilities
           41-43    Health and wellbeing framework
           44-47    US healthcare; the key changes
           48-49    Contributors of health and wellbeing
           50-51    Drill
           52-55    Case studies
           56-57    Conclusion and questions

                   Page 2
Introduction




     Page 3
Introduction to Toronto Training
            and HR
• Toronto Training and HR is a specialist training and human
  resources consultancy headed by Timothy Holden
• 10 years in banking
• 10 years in training and human resources
• Freelance practitioner since 2006
• The core services provided by Toronto Training and HR are:
              - Training course design
              - Training course delivery
              - Reducing costs
              - Saving time
              - Improving employee engagement & morale
              - Services for job seekers

                            Page 4
Definition




   Page 5
                 Definition
Physical health
Psychological health
Social health

Presenteeism




                       Page 6
Return on investment




         Page 7
  Return on investment 1 of 2
PILLARS OF AN EFFECTIVE PROGRAM
Multilevel leadership
Alignment
Scope, relevance and quality
Accessibility
Partnerships
Communications




                  Page 8
  Return on investment 2 of 2
METRICS
Employee metrics
Employee participation
Satisfaction
Health-risk status
Organizational metrics
Health care
Safety
Productivity
Organizational culture

                         Page 9
Objectives of wellness
      programs




         Page 10
Objectives of wellness programs
             1 of 2
Attracting and retaining employees
Complying with legislation
Fulfilling social/community responsibility
Furthering organizational values/mission
Improving worker productivity/reducing
presenteeism
Improving workforce morale/engagement
Improving workplace safety



                      Page 11
Objectives of wellness programs
             2 of 2
Maintaining work ability
Promoting corporate image or brand
Reducing employee absences due to sickness or
disability
Reducing health care or insurance premium costs
Supplementing government-provided health care




                     Page 12
Advantages of wellness
      programs




         Page 13
      Advantages of wellness
         programs 1 of 2
EMPLOYERS
Decreased absenteeism
Reduced cost of health benefits
Increased productivity
Better recruitment
Reduced employee turnover
Improved corporate image




                      Page 14
      Advantages of wellness
         programs 2 of 2
EMPLOYEES
Reduced stress
Increased energy
Improved overall health
Reduced illness & risk of injury
Healthier families
Improved morale




                       Page 15
Incentives




   Page 16
             Incentives 1 of 3
ACTIVITIES FOR WHICH REWARDS ARE OFFERED
Completing a health risk appraisal
Participation in workplace health “challenges”
Completing a biometric health screening
Obtaining regular preventive care examinations
Refraining from tobacco use
Tracking regular healthy living activities
Completing educational courses (live or online)
Contacting a health coach or advisor
Adherence to a disease management program
Achieving or maintaining measurable health status results

                         Page 17
              Incentives 2 of 3
INCENTIVES AND REWARDS
Gifts/merchandise
Free or low cost preventive health services
Raffles/drawings
Employer-subsidized gym membership
Cash
Reimbursement for wellness classes (e.g., nutrition/smoking)
Health insurance premium reductions
Contribution to flexible spending
Vacation days/paid time off
Reduced health copayments

                           Page 18
            Incentives 3 of 3
DETERRENTS AND PENALTIES
Health insurance premium increases
Mandatory participation (such as health risk
appraisal) in order to receive health insurance
Increased health copayments
Condition of employment (e.g., not hiring smokers)
Benefit reduction
Salary penalty



                       Page 19
Meaningful work and
    wellbeing




        Page 20
Meaningful work and wellbeing
            1 of 2
Meaningfulness of work
Meaningfulness at work
Positive and negative perceptions
Indicators of a person’s psychological state
Psychological distress and wellbeing
Commitment
Organizational commitment
Key characteristics of meaningful work
Avenues of action


                       Page 21
Meaningful work and wellbeing
            2 of 2
STRATEGIES
Primary level
Secondary level
Tertiary level

What the manager can do
What the employee can do




                    Page 22
Sleep




 Page 23
                      Sleep
Four stage cycle
A deficit in sleep leads to a deficit in work
performance
Avoid caffeine
Try to nod off quickly
Darken the room completely
Sleep in a restful environment
Exploit the power of power naps



                        Page 24
Alcohol




  Page 25
              Alcohol 1 of 3
Employee alcohol use can pose many problems for
employers and employees
Company policies regarding alcohol use and
disciplinary action should be clear, publicized, and
enforced in a consistent manner
Even without a specific rule, an arbitrator may
decide that employees know or should know
that consuming alcohol while at work is prohibited




                       Page 26
                Alcohol 2 of 3
Employee alcohol use while at work, in uniform, in public,
by an employee (particularly a supervisory employee) and
by employees engaged in dangerous work are all factors
that may negatively impact a company’s image and its
ability to manage its work force, as well as impact the
safety of the employee and co-workers
Violation of a company’s alcohol use policies may be
considered just cause for discharge, and arbitrators will not
customarily substitute their judgment for that of the
employer




                           Page 27
              Alcohol 3 of 3
Supervisors and other managerial employees
should be knowledgeable about their employer’s
alcohol use policies and cognizant of the impact of
their own behaviour and their observance and
enforcement of the policies




                      Page 28
The heart of the matter




          Page 29
The heart of the matter 1 of 2
RISK FACTORS THAT CAN BE CONTROLLED
High blood pressure
High cholesterol
Smoking
Diabetes
Being overweight
Physical inactivity
Excessive alcohol consumption
Stress

                  Page 30
The heart of the matter 2 of 2
RISK FACTORS THAT CANNOT BE CONTROLLED
Age
Gender
Family history
Ethnicity




                 Page 31
Healthy workplace
    initiatives




       Page 32
 Healthy workplace initiatives
           1 of 5
POSITIVE ORGANIZATIONAL CULTURE
Conflict management training
Bullying awareness training
Leadership development programs
Employee recognitions
Annual awards ceremony




                 Page 33
 Healthy workplace initiatives
           2 of 5
SAFE AND SUPPORTIVE WORK ENVIRONMENT
Provide hand sanitizers
Training on lifting and handling
Monthly safety audits
Ergonomic assessments
Smoke-free property
Fund for employee crises




                 Page 34
  Healthy workplace initiatives
            3 of 5
PROMOTE INDIVIDUAL HEALTH
On site fitness facilities
Discounted fitness facilities situated locally
Showers
Healthy eating classes
Smoking cessation clinics
Water coolers
Weight Watchers
Nutrition month campaigns

                        Page 35
  Healthy workplace initiatives
            4 of 5
LOW-COST IDEAS
Encouraging and supporting employees to get a flu
shot
Encourage employees to wash their hands on a
regular basis
Encourage employees to use stairs instead of
elevators
Hold a 'biggest loser' contest where the person or
team that loses the most weight in a defined period wins
a prize


                        Page 36
  Healthy workplace initiatives
            5 of 5
LOW-COST IDEAS
Make sure that the benefits plan cover the basic health
costs and are flexible for employees
Develop and promote a Code of Conduct and Harassment
Policy to name and enhance the interpersonal norms within
your organization
Ensure that the Health and Safety Policy promotes a safety
culture
Provide regular education sessions on health issues.
Promote a smoke-free workplace
Train managers to notice early signs of health concerns

                         Page 37
Benefits of on site fitness
        facilities




            Page 38
    Benefits of on site fitness
         facilities 1 of 2
Attract employees with a favourable attitude
towards both work and health
Reduce absenteeism and employee turnover
Produce an increase in productivity
Reduce healthcare costs




                      Page 39
     Benefits of on site fitness
          facilities 2 of 2
SPECIFIC FITNESS BENEFITS
Body mass
Body fat
Aerobic power
Muscle strength and endurance
Flexibility
Skinfolds and body fat
Cardiac risk factors
Life satisfaction and wellbeing
Illness and injury


                          Page 40
Health & wellbeing
   framework




       Page 41
Page 42
Health & wellbeing framework
           2 of 2
PROGRAM MANAGEMENT
Workplace health risk management
Individual health risk management
Attendance management
Workplace wellbeing
Individual wellbeing




                     Page 43
US healthcare; the key
      changes




         Page 44
 US healthcare; the key changes 1
               of 3
2010
Tax credit given to small businesses to provide health
coverage
“High-risk” pool created to give adults with pre-existing
conditions affordable coverage
Insurance companies forced to allow children with pre-
existing conditions coverage, no longer drop individuals
from coverage once they become sick, remove lifetime and
annual limits on individual coverage
Adult children up to the age of 26 to be automatically
covered by their parents’ plan


                         Page 45
 US healthcare; the key changes 2
               of 3
2011-13
Drug manufacturers required to provide a 50% discount on
brand-name drugs
Individual states begin to offer home care for disabled
residents covered by Medicaid

2014
Exchanges open, allowing individuals an easy one-stop
shop to buy insurance
Employees with 50 employees or more face a $2000 fine
per employee for not providing health coverage


                        Page 46
 US healthcare; the key changes 3
               of 3
2014
Individual mandate begins; people are required to have
insurance or pay a fine-government subsidies are available
on an incremental scale to individuals depending on income
Employers allowed to increase financial incentives for
employees to meet wellness standards through internal
programs

2015-2018
Final stages include an excise tax for some employer-paid
plans, and bonuses change for medical professionals


                         Page 47
Contributors of health and
        wellbeing




           Page 48
    Contributors of health and
            wellbeing
Physical and mental health
Work-life balance
Social and community vitality
Cultural vitality
Material standards
Quality of governance
Environmental vitality




                      Page 49
Drill




 Page 50
Drill




Page 51
Case study A




    Page 52
Case study A




    Page 53
Case study B




    Page 54
Case study B




    Page 55
Conclusion & Questions




         Page 56
            Conclusion
Summary
Questions




               Page 50

				
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posted:10/21/2011
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