Workplace Wellness

1
Workplace Wellness

• IENG 321
• Human Factors Engineering
• Spring 2004
• Carter J. Kerk, PhD, PE, CSP, CPE

2
The Cost of Illness

• US Health care costs are rising
• 75 billion, 1970
• 550 billion, 1988
• Companies must address both WC costs and medical
  insurance costs

3
CTD Risk Factor Model

• Remember and review our discussion of Personal
  Risk Factors, Psychosocial Risk Factors,
  Non-Occupational Exposures
• Go beyond CTDs to other medically related
  ailments (heart disease, etc.) and consider
  modifiable risk factors
• smoking, lack of physical exercise, diet, alcohol
  drug abuse, stress

4
The Wellness Director

• Usually an HR function
• Large companies may have a full-time Wellness
  Director
• Smaller companies might hire a consultant or
  contract through a health club
• Degrees in Wellness, Wellness Management,
  Corporate Wellness, usually through HPER, BS and
  MS
• IEs and Ergonomists should support this function

5
Developing a Wellness Policy

• Commitment of Mgt!
• Needs and interest assessment
• Program goals
• Program components
• Expectations of employees
• Program evaluation

6
Wellness Program Budget

• A Wellness Program will require a budget, but it
  need not be large
• The interest survey will help to target your
  program
• Participation effectiveness will be best if it
  is no-cost to the employees
• Perhaps fees to spouses and children
• Document evaluate results
• Pay-off can be significant

7
Developing a Fitness Program

• On-site or Off-site or Both
• Introductory Fitness Skills class
• exercise heart rates, types of exercise,
  duration, intensity, frequency, body mechanics,
  safety, injury prevention, motivation
• Find effective exercise leaders, perhaps
  employees
• Walking programs, most popular, especially for
  novices
• Running, Stretching, Aerobics, Dance, Weights,
  Circuit Training

8
Recreational Programs

• Mostly team sports, but also cycling, running,
  swimming
• Basketball, volleyball, softball, etc.
• Team sports help company morale
• Injury liability
• injuries suffered during employer sponsored or
  sanctioned activities may be compensable under WC
• purchase an accident insurance policy covering
  only team practice and play, no deductible, thus
  avoiding WC

9
Wellness Program Components

• Smoking Cessation
• Alcohol Controlled Substance Abuse
• Weight Management
• Nutrition Education
• Stress Management
• Prenatal, Childcare, Elder Care
• High Blood Pressure Screening

10
Hiring

• Employees hired with preexisting medical
  conditions of which the employer is unaware may
  be placed into work situations which may
  aggravate the condition
• A medical condition which is aggravated by work
  duties is a compensible claim under WC
• Carefully (and legally and consistently) screen
  employee candidates
• Verify application information
• Preemployment physical examination

11
Other Mgt Functions

• WC Claims Monitoring
• Treatment Follow-up
• Return to Work Programs
• ERGONOMICS Program
• The ergonomics program overlaps heavily with the
  Wellness Program

12
Employee Incentive Recognition

• 20-30 of employees will participate without
  prodding - this is the choir
• The other 70-80 have the health risks, smoke,
  high blood pressure, obesity, etc.
• Recognize attainment of wellness goals for
  individuals and teams
• Need not be expensive