Employee Health Screening

Health education is easily integrated into all the areas of comprehensive Employee Health and Wellness Programs and it is unlikely that any of the areas could survive without an educational component.It is a primary element of every primary, secondary, and tertiary prevention program and a method of promoting wellness and optimal health. A broad-based health education program must be based on theoretically and scientifically sound principles to ensure effectiveness.

Successful health education initiatives will incorporate adult learning theories and promote active participant involvement in all phases of program planning and implementation. Health education efforts should emphasize skill development and the adoption of health enhancing behaviors while being accessible to all workers, their families and retirees. Methods of delivery may include; one on one instruction, group presentations, seminars, workshops, educational media lending library and health literature distribution. Program examples may include:

• Health risk appraisals
• Personalized health prescriptions and behavior change assistance
• First aid and CPR training
• Nutrition education initiatives
• Stress management
• tobacco use cessation  initiatives
• Cancer and heart disease education
• Blood borne pathogens education initiatives
• Sexual assault prevention initiatives
• Prenatal care
• Safety education initiatives
• Self care initiatives
• Healthy back initiatives
• Family centered initiatives
• Supplies of literature and educational media available for staff member loan

As the science behind Employee Health and Wellness Programs continues to evolve, the need to define succinctly the components of this broad-based approach increases. In 1987 Allensworth and Kolbe (1987) expanded the prevailing definition of broad-based school health to include the domains of Health Instruction, Environmental Health, Health Services, Physical Education, Counseling and Psychological Services, School Food Service, Employee Health and Wellness Programs for Faculty and Staff, and the Integration of School and Community Resources.

To promote the health of school children, prevention specialists have found that an integrated broad-based approach is the most effective strategy. Relying only on health education or Physical Education initiatives to foster children’s health has demonstrated limited effectiveness. Consistent health messages delivered by numerous agents increases the possibility of attaining health goals and objectives. A similar model is essential if Employee Health and Wellness Programs are to impact positively on the health and performance of all workers.

A broad-based model of Employee Health and Wellness Programs includes the following components; Health Education Initiatives, staff member Health Services and Benefits, physical fitness and nutrition Initiatives, Employee Health and Wellness Program Policies and Procedures, Counseling and Employee Assistance Programs, a Safe and Healthy Work Environment, and the Integration of Company and Community Resources. This model can be used to evaluate and plan for Employee Health and Wellness Programs that are truly broad-based in nature, focusing on primary, secondary, and tertiary prevention strategies for workers.

One value of a truly broad-based model is that it is possible to promote a holistic philosophy of staff member health. A healthy, productive staff member is one who is given the opportunity to develop emotionally, physically, intellectually, socially and spiritually. In addition, this model supports the ideals of wellness and optimal health by encouraging worksites to go beyond initiatives designed to only reduce health care costs, prevent disease, or maintain health.

A primary factor in the utility of this model is the integration and overlap of responsibilities. Design and implementation are dependent upon the cooperation and motivation of qualified – and ideally – credentialed consultants throughout the administrative structure of a organization. Such a model requires consistent communication between health educators, medical staff, human resource managers, physical therapists, industrial hygienists, physical fitness physiologists, ergonomic engineers, dietitians, occupational therapists, psychologists and independent consultants. Planning must also incorporate active involvement of workers, administrators, family members, and organization retirees at all stages of the development, implementation and evaluation stages. All must be committed to the development of a healthy organization where workers are happy and proud to work.

Various organizations are working to advance the science of Employee Health and Wellness Programs. Health educators have the training and expertise to be leaders in this area. On the basis of theoretical foundations of health behavior and the results of empirical research, we must begin to articulate a clear vision of what optimal initiatives should consist of. The Components of this model are included below for reference and will be discussed individually in coming posts.

• Health Education
• physical fitness and nutrition Initiatives
• staff member Health Services and staff member Benefits
• Counseling & Employee Assistance Programs
• Safe Work Environment
• Health Related organization Policies and Procedures
• Integration of organization and Community Resources

As the science behind Employee Health and Wellness Programs continues to evolve, so will the need to define the dimensions of a broad-based model of Employee Health and Wellness Programs. A representative model includes the following Employee Health and Wellness Program components; health education initiatives, staff member health services and benefits, physical fitness and nutrition initiatives, Employee Health and Wellness Program policies and procedures, counseling and employee assistance programs, a safe and healthy work environment, and the integration of company and community resources.

A broad-based approach to Employee Health and Wellness Programs will maximize the impact of all interventions by increasing communication between administrators, workers, and staff member families, while encouraging the adoption of a healthy worksite climate and culture. Philosophically, this model supports the ideals of staff member wellness and optimal health by encouraging worksites to go beyond initiatives designed to only reduce health care costs, prevent disease, or maintain health.

A primary factor in the utility of this model is the integration and overlap of responsibilities for Employee Health and Wellness Programs by various departments and individuals inside and outside the company. As the structure of the workplace continues to change, in the future this dynamic model can be used to evaluate and plan for Employee Health and Wellness Programs that are truly broad-based in nature.

A Comprehensive Model For Employee Health and Wellness Programs

According to the National Survey of Worksite Health Promotion Activities (1992) 81 percent of companies in the United States with 50 or more workers have some form of Employee Health and Wellness Programs activity. This result puts us in proximity of the Healthy People 2000 (1990) objective of 85 percent by the year 2000. Why are employers getting into the organization of Employee Health and Wellness Programs? The three most common reasons cited for employer interest in Employee Health and Wellness Programs are the desire to control spiraling health care costs, to encourage a healthy productive work force, and as a method of boosting the morale of workers and the image of the company (O’Donnell, 1994).

As the motivations for Employee Health and Wellness Programs differ, so do the extent of a Employee Health and Wellness Programs efforts. A program may consist of distributing the occasional health pamphlet on the warning signs of cancer to workers, or it may comprise an elaborate and strategically planned Employee Health and Wellness Program targeted to the specific needs of a company and its workers. Research indicates (O’Donnel & Harris, 1994) that some Employee Health and Wellness Programs have been more effective than others in improving health status, but what would a truly broad-based model of Employee Health and Wellness Programs consist of?

Close your eyes and imagine yourself working for the healthiest organization possible. What characteristics or Employee Health and Wellness Program strategies would make that organization so healthy? Examine it from a holistic perspective. What does that organization do to enhance the social, physical, spiritual, emotional, and intellectual aspects of staff member health? How does that organization develop effective health policies and relevant programs that impact all workers? Finally, how does that organization demonstrate its belief that workers are the organization’s most valued asset?

It is unlikely that any one single of a Employee Health and Wellness Program will be responsible for the positive health outcomes of all workers. Employee Health and Wellness Program have evolved from the occasional fitness center for the exclusive use of organization executives, or the sporadic staff member safety program, to a wide range of health enhancing services and initiatives. Employee Health and Wellness Program consultants frequently speak of the importance of cultural change and the need to institutionalize Employee Health and Wellness Programs in today’s workplace. This goal can only occur through a broad-based and integrated approach that impacts on workers through numerous channels.

Walking Employee Health and Wellness Programs are some of the most popular Employee Health and Wellness Programs. They set the bar for entry fairly low – most anyone can walk around the block or their building – and walking Employee Health and Wellness Programs also provides staff members with a good way to break up the afternoon doldrums and interact in a casual, more social environment with other staff members. Just leaving your desk for a few minutes every day for a walk can be a big stress reliever – and stress is the second leading cause of absenteeism, according to Employee Health and Wellness Program statistics.

As a first step to beginning your Employee Health and Wellness Program, we recommend that you have a designer draw up an attractive map of your corporate campus or vicinity. Plan out and test a few short walks of varying distances, and using a pedometer and watch, figure out how long each walk is in time and distance. Have a little fun with your walking Employee Health and Wellness Program by equating each walk with a common office activity of the same duration, like a writing a one-page status report or filling out a common form. Post the map in the office and make sure people know about walking Employee Health and Wellness Programs by using your office communication channels – newsletters, announcements, company meetings. Keep it fun by building weight-loss teams, setting up races or organizing healthy picnics and athletic activities around the walking Employee Health and Wellness Programs route.

Following are some other walking Employee Health and Wellness Programs tips from Tom Weede, author of The Entrepreneur Diet: The On-the-Go Plan for Fitness, Weight Loss, and Healthy Living:

Make sure to link the walking Employee Health and Wellness Program to work objectives. Employees need to be reassured that these walks are part of their responsibility to be healthy and productive. They’re not personal errands that need to be compensated for by longer days at the office.
Keep healthy snacks in the office.
Reinforce the walking Employee Health and Wellness Program message by regularly mentioning it during employee meetings
Set up a health-related benefit that walking Employee Health and Wellness Programs participants can use for health-related expenses.

Employee Health and Wellness Program Statistics tell a clear story – Employee Health and Wellness Program Programs are effective , and they save companies money.

You should take note of these interesting Employee Health and Wellness Program Statistics:

Some 25 percent of American companies were running Employee Health and Wellness Programs in 1996.
Employee Health and Wellness Program Statistics depict a savings of $2.30 to $10.10 for every $1 spent on Employee Health and Wellness Programs.
Coca-Cola’s fitness program recouped $500 per year per employee, despite the fact that only 60% of their staff was enrolled.
A Ipsos-Reid Employee Health and Wellness Program statisics paper in 2004 found the three major preventable causes of staff absenteeism to be mental health (anxiety and/or depression), stress and a bad relationship with a supervisor.
Employee Health and Wellness Program Statistics from Prudential Insurance reveal a benefit expense of $312 per individual enrolled in their wellness system, but $574 per non-enrolled employee.
At the Coors Brewing Co., Employee Health and Wellness Program Statistics illuminate a savings of $5.50 per $1 spent on fitness, with a positive side-effect of participant absenteeism dropping by 18%.

Employee Health and Wellness Program Advantages still aren’t self-evident to some executives, even though the research, real-world evidence and cost-benefit analyses are demonstrative. With careful planning, almost every company can reap Employee Health and Wellness Program Advantages.

Part of the problem is that some executives erroneously believe that the Employee Health and Wellness Program Advantages are mostly on the employee side. The truth is that Employee Health and Wellness Program Advantages both the organization and employee – and according to Employee Health and Wellness Program statistics , the employer stands to gain $2.30 to $10.10 in cost savings per dollar spent. Employee fitness saves businesses money.

At the same time, healthcare and insurance costs continue to skyrocket. Employee Health and Wellness Program Advantages are one of the only ways to cut those costs while helping staff members at the same time. As Karen Roberts, senior vice president with Aon Consulting, said about Employee Health and Wellness Program Advantages in her address at the 2006 WorldAtWork Total Rewards Conference & Exhibition, “If you can’t afford to invest in wellness this year, you’re never going to afford it.”

Employee Health and Wellness Program Advantages include helping to prevent cancer, obesity, heart disease and hypertension. It’s rare that companies can cut costs and assist struggling staff members, support families and even arguably save lives. Isn’t that a good thing?

Employee Health Screening and Biometric Testing means better heath risk assessment baselines and better security

“Employee Health Screening and Biometric Testing” is a hot phrase these days, but it can help your employees with health management, too. When the pundits talk about Employee Health Screening and Biometric Testing, they’re usually referring to retinal scanners, fingerprint readers, and other high-tech security measures. However, if you trace the phrase “Employee Health Screening and Biometric Testing” back to its roots, it refers to the measurement of unique human physical and behavioral characteristics.

Employee Health and Wellness Programs are of imperative importance to the modern business. As a result, Employee Health Screening and Biometric Testing should be one of the tools in the arsenal of a forward-thinking organization.

Onsite Health Screening and Biometric Testings aren’t just a “feel-good” measure for your staff members. Assessments of employee health help your workers to prioritize their well-being, which results in happier, more productive staff members. Health Risk Appraisals also build your database of employee biometric data. Employee Health Screening and Biometric Testing, when handled on-site by our experienced professionals, is hassle-free and smoothly organized. The biometric data we collect then can be stored digitally for years or even decades, helping you and your employees build better health risk assessment baselines that you can use to analyze employees fitness and the efficacy of your organization’s Health and Productivity Programs. Collected biometric data can even allow an employee’s doctor to assess that individual’s health over many years, helping him or her spot trends and diagnose disease.

Employee Health Screening and Biometric Testing extends to a wide variety of health risk tests, including measurements of blood pressure, blood type, body fat, substance abuse, and susceptibility to cardiovascular disease. Collecting biometric data for security purposes – like fingerprints, facial recognition imprints, or hand geometry – can be dovetailed with our health tests to minimize workflow disruption.

Employee Health and Wellness Programs: A Long-Term Committment

“Employee Health and Wellness Programs” – what does that phrase mean to you? To many of us, it evokes an array of ambivalent thoughts — the health club membership we barely used, the nagging ankle injury from last year’s company picnic, the backaches, the bratwurst we had for lunch, the love handles and of course, the fad diets that failed us or that we failed. Usually, Employee Health and Wellness Programs is a guilt trigger that causes us to feel remorse about our bodies and the health management we know we should be doing for them.

The sad fact is that we live in a society where our survival is dependent on sitting at a desk, not hunting game, picking berries and sprinting away from wolves. We also live in such luxury, nutritionally, that we can gain weight steadily without being wealthy. Cardiovascular disease, obesity and poor dietary habits cause most of the heath issues that weigh down employee attendance and erode a organization’s productivity.

Ironically the poorest societies in the world – the ones furthest from the conveniences of modern life – often have the fittest, most physically hardy members. And as for the animal kingdom — don’t look there for commiseration. In the wild, it is extremely rare to find an animal that suffers from our kind of wellness issues.

Pharmaceutical dependency degrades Health and Wellness

It doesn’t help that U.S citizens are descending into a deadly love affair with drugs — and drug testing won’t help you with these drugs.

For example, Greg Critser’s book Generation RX details how U.S citizens spend about $180 billion dollars on Pharmaceuticals each year, with the estimated 2011 tally at a whopping $414 billion. The average number of Pharmaceuticals per U.S citizen in 2004 stood at twelve.

Twelve! That means that your average employee is taking 14, 18, or even more than 20 medications in an attempt to improve their Health and Wellness.

Is this effective, though? Critser is not convinced that the prescription drugs help American health. In fact, he points out a bevy of negative consequences for America’s legal prescription medication addition, which include prescription medication interactions, liver damage, and the legions of people who now depend on prescription drugs to deal with ordinary trials and stresses.

An organization has the potential to improve Health

It’s not all bad news, though. Occupational Health Screening and Biometric Testings and well-designed Employee Health and Wellness Programs can help you fight the downward spiral for you and your employees. In fact, good Employee Health and Wellness Programs – like a strong walking Employee Health and Wellness Programs initiative – can literally save lives and reduce the symptoms that cause staff members to turn to prescription drugs in the first place.

Health Risk Assessment: Helping Quantify Employee Health help you quantify employee health

An Health Risk Assessment (HRA) is an important tool to help you isolate the value of strong Employee Health and Wellness Program Programs.

Health Risk Assessment: What is it?

Does the term “Health Risk Assessment” have you puzzled? If so, then you are not alone.  Unfortunately there is no standard definition or format for a Health Risk Assessment. A health risk assessment is both a procedure and a document, too, depending on the context — you must answer questions and ideally undergo some simple Employee Health Screening and Biometric Testing to develop a document that describes what’s good and bad about your current state of health.

To add confusion to the situation, there’s a field called health risk management. Talk to an OSHA inspector about health risk assessment and they will likely assume you’re referring to an analysis of contaminants and industrial chemicals in a factory or manufacturing facility.

Health Risk Assessment: The Typical Health Risk Assessment

A comprehensive health risk assessment is aimed at producing a concrete baseline of a individual’s health, and includes most of these features:

blood pressure check,
testing for cancer,
blood glucose test, and
a thorough analysis of the employee’s health status.

Health Risk Appraisals would analyze the employee’s:

lifestyle indicators,
medical conditions,
prescriptions,
functional concerns and abilities,
life quality,
self-efficacy,
fitness level.

Wellness Fair activities put the spotlight on Employee Health and Wellness Programs

A Wellness Fair is a brilliant way to shake your employees out of the doldrums and into better awareness of their health and wellness. A Wellness Fair brings your organization together to discuss Employee Health and Wellness Programs, examine Medical Insurance and “cafeteria” plans, explore health savings accounts, publicize Employee Health and Wellness Program Programs and share success stories and challenges.

Some common Wellness Fair desired outcomes include:

better awareness of the health services and resources available to staff members, both from their organization and from local, state, regional and national health services;
increased motivation for improving health behavior
increased participation in Employee Health and Wellness Programs, commuter and carshare programs and health savings accounts
better awareness of individual health status through Health Screening and Biometric Testings, Wellness Fair activities, displays, handouts, and demonstrations, and
better information on what staff members are seeking from their organization’s health management initiatives, and which staff members are interested in participating.

Planning a Wellness Fair

Planning a Wellness Fair is a lot like beginning an Employee Health and Wellness Program on a smaller scale. Just like an Employee Health and Wellness Program, your Wellness Fair will need publicity, logistical planning, programming, targeted goals, in-house marketing and of course, executive approval. Festive touches like free food, kid-friendly activities, live music, art displays, talent shows and other community-minded fun will help cement the appeal of your Wellness Fair and ensure that the Wellness Fair becomes a welcomed, annual event.

You can find some Wellness Fair planning tips at the Family and Consumer Sciences site of Texas A&M University. These Wellness Fair tips are aimed more at community and non-profit organizers, but you can discover many useful Wellness Fair ideas at the site.

Wellness Fairs and Employee Health and Wellness Program Recruitment

Many Employee Health and Wellness Program planners find that Wellness Fairs are the primary reason why staff members sign up for walking Employee Health and Wellness Programs, health savings accounts and other pro-Employee Health and Wellness Programs.

Don’t forget – not only do staff members value these programs highly, but the increased energy and decreased sick leave associated with Employee Health and Wellness Programs also saves your company money. The Employee Health and Wellness Program Statistics are clear – healthier companies work harder and pay less in Medical Insurance premiums.