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The importance of corporate wellness
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Abstract
Corporate wellness programming is on the rise for many American employers. Lifestyle choices such as smoking, sedentary behavior, poor nutrition, obesity, and stress account for more than have of premature deaths reported on yearly basis. Moreover, chronic diseases are prevalent amongst one third of working-age Americans, accumulating to over 75% of the nation’s annual health care cost. The constant increase in health cost has had a huge impact on employers. According to Udall-Bono Healthy Workforce Bill Offers Biz Important Tax Breaks (2007), in 2006, total annual health care spending is an estimated $2.2 trillion while the average employer medical costs increased 72 percent between 2002 and 2006. By 2014 our country’s total health care expenditures are estimated to reach $3.6 trillion. In turn, corporate wellness programs are being implemented to help create a healthier workforce and decrease employer health care cost through wellness promotion and disease prevention. This paper will discuss the background, regulation, and future direction of corporate wellness programming.
Executive Summary
The leading cause of deaths amongst American's in the early twentieth century was due to infectious diseases. However, since the early 1990's that health concern has change to an even bigger one, unhealthy lifestyles. Diseases such as heart disease, chronic obstructive pulmonary disease, type II diabetes, cancer, and obesity are the largest contributors to death amongst Americans in today’s society. In addition, healthcare related costs have been on the rise for employers, leading to trillions of dollars spent annually. For example, in 2001, cardiovascular disease resulted in more than $129 billion in lost productivity in the ...
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Mochari, Ilan. (February 22, 2005). Can coaxing employees to live healthy lives help keep the bottom line in shape? CFO Magazine. Retrieved November 4, 2007 from: http://www.cfo.com/article.cfm/3664958
Udall-Bono Healthy Workforce Bill Offers Biz Important Tax Breaks. Retrieved November 4, 2007, from: http://www.tomudall.house.gov/index.php?option=com_content&task=view&id=313&Itemid=1
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‘Saving Lives: Our Healthier Nation’ is a white paper which was initiated in 1999. The Department of Health (DOH) ordered strategies aimed at reducing ill-health with specific attention to cancer, coronary heart disease and stroke, accidents, and mental health. £21billion over 10years was given to the NHS to ensure a target of 20% reduction in deaths associated with these conditions.
The people in the workplace can be categorized into two groups: the employer and the employees. The employees work for their employer and in turn, the employer has the duty and responsibility to ensure that the minimum safety requirements are met. However, employers are not required to provide health insurance benefits to their employees. More often than not, providing health insurance benefits is very costly to the employer and in an attempt to mitigate the costs, employers’ encourage employee participation in various healthy lifestyle programs and initiatives as well as providing incentives for their participation in such programs. These kinds of actions are not always met with enthusiasm, some find it unreasonable to be expected to do so on their own time to change their lifestyle to suit their employers.
The cost and administrative burden of providing health care benefits to employees has grown rapidly in the last several years, and organizations have opted to cheaper means of doing this by resorting to CDHPs programs that are little bit cheaper when using deductible health insurance plans. This has led to the hope of healthier generation in the near future as the cost of health services would be manageable (Buntin, Damberg, Haviland & Kapur, 2006).
While the strain on the health care system is evidently a major issue, poor health of employees also has been proven to negatively affect the overall performance in the workplace. Alternatively, good health in the workplace has been proven to reduce absenteeism, reduce the costs of disability and dru...
In order to make ones’ health care coverage more affordable, the nation needs to address the continually increasing medical care costs. Approximately more than one-sixth of the United States economy is devoted to health care spending, such as: soaring prices for medical services, costly prescription drugs, newly advanced medical technology, and even unhealthy lifestyles. Our system is spending approximately $2.7 trillion annually on health care. According to experts, it is estimated that approximately 20%-30% of that spending (approx. $800 billion a year) appears to go towards wasteful, redundant, or even inefficient care.
Since 1960 the age-adjusted mortality rates for cardiovascular disease (CVD) has declined steadily in the U.S. due to multiple factors, but still remains one of the primary causes of morbidity and premature mortality worldwide. Greater control of risk factors and improved treatments for cardiovascular disease has significantly contributed to this decline (Centers for Disease Control and Prevention, 2011). In the U.S. alone it claims approximately 830,000 each year and accounts for 1/6 of all deaths under the age of 65 (Weiss and Lonnquist, 2011). Based on the 2007 mortality rate data an average of 1 death every 37 seconds is due to cardiovascular disease (Lloyd-Jones et al., 2009). Controlling and reducing risk factors is crucial for saving lives. There are a number of contributing risk factors for cardiovascular disease, which may appear in the form of hereditary, behavioral, and psychological, all of which ultimately converge in social or cultural factors.
Ormond, B., Spillman, B., Waidmann, T., Caswell, K., & Tereshchenko, B.. (2011). Potential National and State Medical Care Savings From Primary Disease Prevention. American Journal of Public Health, 101(1), 157-64. Retrieved February 23, 2011, from ProQuest Psychology Journals. (Document ID: 2233850141).
The Center of Disease Control and Prevention (2013) reported that, more than 35% of U.S. adults are obese and suffer metabolic syndrome which can include heart disease, stroke, type 2 diabetes and a variety of cancers, causing the US more than hundreds of billion dollars for their medical care. It makes some wonder whether the health care Americans have chosen to support our country was the right choice. A managed health care system might not be the most efficient at times but compared to a Universal plan, Managed care looks golden. America’s managed health care dates back to the 19th century when rural American workers agreed to a set fee for physicians to deliver care to them and their families. After World War II however, hospitals and clinics started popping up all over our country enrolling more than half a million people. By the 1970’s healthcare became common place and the choice of HMO, PPO etc... were formed. Employers began to see managed care as a necessity for their employees and now healthcare comes as a job benefit (Tufts Managed Care Institute, 1998). Having a health care plan through work The alternative choice to a managed healthcare is a Universal healthcare which is a government-funded program. This health care system dates back just as far as managed health care however, this has never been much of a success in the American System (Karen S. Palmer,1999).
Since the 60s, government budgets have been influenced by the need to finance healthcare especially the cost of Medicare and Medicaid benefits. According to CMS’ National Health Expenditure Projections , total health care expenditures have grown by an average of 2.5 percentage points faster per year than the nation‘s Gross Domestic Product. For about 60 percent of workers who receive some form of health care coverage from their employers, the cost of their health insurance premiums and out-of-pocket expenses have increased significantly faster than their own wages; and between 1999 and 2008, both average health insurance premiums and out-of-pocket costs for deductibles, co-payments for medications, and co-insura...
Russell, L. B. (2009). Preventing chronic disease: an important investment, but don’t count on cost savings. Health Affairs, 28(1), p. 42-45.
With the health care costs reaching high number there is no wonder we have a large number of absenteeism. So many wait to the last possible painstaking work day to decide to see a doctor about their aliment, and all of that could be prevented. Preventing oneself to have to take time off from work is one way to keep costs low. There are so many areas that need to be addressed when it comes to what is going to slow us down as a company. According to estimates by Dr. Jaime Claudio(1991), a corporate wellness consultant for Health Plus, a provider of health-care insurance, a comprehensive eating awareness and weight- management program designed to improve long-term habits could generate an 80% reduction in the incidence of potential problems caused by obesity in the workplace. These problems include hypertension, diabetes, coronary heart disease, and diminished work efficiency. Obesity is not the only eating disorder that is a problem, there is bulimia and anorexia. Smoking, drinking, substance abuse, and stress are problems that are brought into the workplace and stop productivity. We have to be aware of issues that are there but are not usually thought of as an illness.
...f expensive unanticipated medical events that could impair their quality of life. This will help maintaing the work force knowing that 81% of the uninsured are from working families. This proposal will also help creating a healthier America and establishing a new culture of following a healthier behavior. According to Cockerham "an important fact of health behavior includes contact by healthy people with physicians and other health personnel for preventive care".
The second ideal is healthy weight, this includes access to “tools and resources that any employee can use to help reach and maintain a healthy weight” (HealthAhead). The final portion of this program is Healthy in a Click, this is a computer based program offering access to information regarding living a healthy lifestyle including, recipes, wellness topics, and ways to challenge each other to fitness related goals (HealthAhead). This program is clearly working to help avoid downtime as the corporation has shown a 12% decrease in health related absenteeism, which can result in a huge gain regarding overall output per employee (GE Goals and
Human resources will need to place emphasis on employee wellness my initiating programs that “include work-life balance processes, stress management, and therapy programs, and facilitating an open dialogue about mental health and illness to remove much of the stigma that plagues the conversation and ailments (Guppta, 2016).” By utilizing flexible work schedule options, demanding jobs with high-stress levels are possible because employees’ free time does not have to be sacrificed.
Methodology: The collection data primary and secondary sources were used. For primary data, some interviews were conducted with employees so that a detailed overview of the programs can be analyzed. Whereas, most of the work is based on secondary research for which the relevant websites of the companies, books, and journal articles were consulted. Identification of the most appropriate wellness plan