Wellness RFP - Wellness Quotes

Create and offer “free” medical information resources as part of the overall corporate wellness strategy. Reliable information is available free, or at very low cost, through many resource areas.

Ideas and resources will be suggested here. Additionally review the Resource and Website listings after this guide for more ideas and resources.

Wellness Bulletin Board Ideas

Most workplaces have at least one staff member bulletin board located in a central area. Obtain permission to use part of that bulletin board as the “Wellness Corner”, or obtain management approval to develop a bulletin board dedicated to wellness. Wellness bulletin board suggestions include -

• White 8 1/2″ x 11″ flyers will be ignored. Use color or nonstandard size and shape when possible.

• Change your bulletin boards often. When they remain the same too long, they become “white noise.”

• Play “Dialing for Dollars” to increase bulletin board attention. Make a random phone call and ask an employee to name the health fact of the day as listed on the health bulletin board. Award nominal prizes to winners.

Use an “activities calendar” with targeted advertisements, football schedules, recipes, etc. that’ll encourage keeping the calendar updated and utilized.

• Post or email quick tips on health. Get tips from the Hope Health website at - http - //www.hithope.com/main.php?dir=content&file=health_tips.txt.

Wellness Library

Create an worker library in a central area that has easy worker access. Resources and ideas for the library could include -

• A local medical resources guide with referral lists to help employees hook up with resources when onsite resources can’t be provided. Keep referral lists in a 3-ring binder and update monthly.

• A brief, periodic wellness newsletter or update flyer distributed to employees via their paycheck or department meetings. It is easy to make use of the monthly CIS Healthful Benefits employee update for this purpose.

• A variety of consumer books, magazines, videos, and articles related to good health. Solicit employee donations of current titles and recyclable items.

Make sure to encourage staff members to checkout materials for loan. Update resources regularly. Consider using some CIS Healthful Benefits corporate wellness grant funds for good library resources.

• Healthful resources are available at local libraries. Publicize those resources within your on-site wellness library.

• Health magazines could be kept in the staff member break area.

• Download additional copies of the CareWise quarterly newsletter from the CIS website at http - //www.cciservices.com, Healthful Benefits, and circulate these in staff member break room areas.

• Create a consumer medical information bin that is updated with articles and pertinent information regarding consumerism and health care. Check the resource listings after this guide for more ideas.

• Free  handout materials can be acquired from local non-profit agencies (American Red Cross, Heart Association, Cancer Society, Lung Association), and made available in employee areas.

See website listings and other resources in the back of this guide for more ideas regarding free health resources.

New Year’s Resolution Bulletin Board

• Have staff members voluntarily write down their health-related New Year’s resolutions on 3″ x 5″ index cards with their names on the back.

• Post the cards in the form of a collage on the wellness bulletin board.

• Leave the cards up for about two weeks, and then store them in a secure wellness file.

• Post the cards near the end of February to remind workers of their objectives and self-commitments.

• Take the cards down again after another week and again store in a secure file.

• Mail the cards back to the person along with wellness program promotions or other information announcements after March.

• Throughout the year, continue to offer wellness opportunities, support groups, or related activities.

The feasibility of worksite based wellness courses depends on the size of the workforce. Worksite programs have to be supported with an enough of interested workers to keep a class going.

Ordinarily a certain level of employee involvement is also necessary to ensure availability of facilities such as a room and equipment.

There are broad ranges of ongoing classes which can be offered in the worksite, including aerobics, yoga, tai chi, stretching, weight control, stress management, tobacco use cessation, and self defense.

Depending on results from an interest survey, offering an “introductory” mini class series regarding a topic of high interest might  be a good beginning idea.

For  instance, offer a series of five starting yoga classes to acquaint workers with the posture and relaxation advantages of yoga. After an introductory series, workers may want to pursue something on their own in the community.

Or, possibly an worker interest group could develop where interested staff members would pursue the chosen activity as a group.

Who Compensates for What When? (Staff Member Subsidies and Discounts)

A lot of workers and wellness teams are underneath the impression that the business should pay for all wellness activities. Remember the business is paying the bulk of the employee’s health and benefits package.

When vacation time, insurance costs, and sick costs are all factored in, the average American company spends very close to $10,000 per year per worker on related health, time off, and lost productivity costs.

Health is an individual responsibility and a gift we can all give to ourselves. Be sure to help workers increase their understanding and appreciation of self-care for their health by encouraging their share of accountability for healthful and safe living and working.

Other ways of financing worksite based wellness activities and to also “internally” motivate employees are included here -

Subsidies

When there is a budget but not enough space or staff to offer onsite courses that are available elsewhere (like Weight Watchers, gyms exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy could be offered to those who take benefit of these community resources.

Establish guidelines ahead of time about eligibility and maximum reimbursement, conditions for reimbursement, whether proof of participation is required and what form it ought to take (receipts, log forms, etc).

The wellness policy also needs to address whether someone is eligible one time only, once a year, every five years, etc. for reimbursements.

• Subsidies work best when the staff member puts out the money and effort first, and then gets a partial reimbursement or completion gift based on some sort of attendance or participation completion.

• the reimbursement should be large enough to be worth the trouble of beginning the program, but shouldn’t cover the entire cost the program.

• It’s easy to get carried away with requiring “proof” in these kinds of programs. Don’t make it too bureaucratic or no one will use it. It is important to remember no matter how well your policies are set up, there will be people , typically very few, who cheat-that’s unavoidable and should not become the major focus of documentation requirements.

• Consider appropriate participation gifts in place of financial reimbursement. for  instance, when an worker meets attendance criteria for a stretching class, provide a stretching strap or yoga mat as the completion gift.

• Be certain to check with the management team regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Worker discounts and donations could be sensitive areas for public businesss and staff members. In many jurisdictions, public staff members aren’t permitted to receive any kind of special consideration, including discounts, from local companies, vendors, or providers.

Make sure to check organizational ethics and procurement policies before asking for discounts.

When management policy does allow for discounts and donations, the whole solicitation process needs to be conducted fairly and spelled out in writing. All interested, qualified vendors, and service providers should have a fair unbiased opportunity to participate when they so choose.

No inappropriate advantages are given to one provider over another in terms of access to employees, publicity, etc. No provider or service provider must be promised or guaranteed additional revenue, company, or anything else when they pick to voluntarily offer a donation or discount to employees.

Follow the same donation and/or solicitation policies when offering vendor door prizes or gifts at an corporation-sponsored health fair.

Hollywood Stars or American Celebrities

This is another fun activity focusing on healthful weight loss or maintenance.

• Participants pick a secret code name (the name of a Hollywood star or other celebrity).

• Participants weigh-in with a “trusted” confident privately - at which time a healthy weight goal is set for the period of the contest.

• Post a chart with everybody’s secret name assigning each a beginning weight of zero.

• Participants weigh themselves weekly and submit the weight with their code name on the paper.

• Weight is expressed in relation to a starting weight of zero. for example +4 would indicate a weight gain of four pounds; while -2 would indicate a weight loss of two pounds.

• Future weigh-ins must be about the beginning weight, not the previous week’s weight.

• the chart is kept current and posted publicly by Wellness Committee.

• Post a “weight control hint of the week” next to the tracking chart.

• Give “take one”  pamphlets on weight management education or motivational tips by the chart.

• Celebrate staff member progress after the activity.

Wellness Book/Journal Club and/or Book Exchange

Similar to any other book discussion group, the readings and focus of this group is health. With a wide “health” definition, many subjects could be appropriate including communication, self-improvement, relationships, money management, environment, ecology, recreation, cooking, etc.

Let the group choose the topics and books. Another suggested idea is to establish a book swap area where readers can trade the book(s) for those that others have left for trade.

Pre-Make certain to work Stretching Group

A few minutes of gentle stretching is a excellent way to safely start the workday. A expert fitness instructor could  be brought in to teach proper stretching techniques.

After that, most often an internal group can meet and run itself. Offer periodic refresher sessions with the personal trainer or instructor to vary the routine and help keep participants motivated.

Considerations for workplace stretching -

• Make sure to work with your Management Team for stretching endorsement.

• Stretches ought to be taught by a knowledgeable and qualified individuals.

• Even though pre-work stretches are done on an employee’s personal time, the question of corporation liability will likely arise, specifically when someone reports an associated stretching injury.

Check with your employer’s legal counsel and/or contact your employer workers’ compensation carrier to help in design of an worker release of liability waiver.

Worksite Chair Massage

Bring in a licensed massage therapist to offer chair massage at the employees’ expense. These massages are done fully clothed with the recipient seated in a chair.

The therapist brings in a special chair that fully supports the head and shoulders while an upper body massage is given. Sessions are typically 15 minutes, with an typical cost between $12.00 - $15.00 per session.

Post a sign up sheet with appointments at intervals recommended by the therapist. Make sure the therapist is certified. It will be necessary to provide a private space. A group of “regulars” may evolve which could establish a regular massage schedule.

Obtain an agreement with management so staff members can trade massage time for coffee or personal break time.  Note -  management may want the therapist to supply proof of liability insurance.

Art at Work

Art may be a good way to nurture employees’ creative side and help them manage stress at the same time. Bring in various art and craft supplies once a month and let the creative juices flow.

If participants are willing, have a temporary “art show” later that day. Or, feature worker art during certain months or times of the year. Make sure to encourage staff members to post their art in their personal workspaces.

Healthy Email-a-Week

Develop an email list of peers who want to receive an inspirational, funny or educational health quote, thought, tip or idea once a week by email.

Ask members of the Wellness Committee to collect ideas initially, and then ask the members of the email list to contribute ideas and information as time goes on. Follow all corporation rules regarding work time and email protocols.

Hobby Show or Demonstrations

Hobbies are good stress management tools. Make certain to encourage workers to show off their talents by sponsoring a “hobby fair” or demonstration. Send around a sign up sheet.

See who’d be willing to bring in samples of their hobby, and maybe even do a live demonstration. Fairs or demonstrations could be scheduled as a group activity or brown bag that permits interested employees to interact.

Or, hobby sharing could be done in groupings by topic over a scheduled period of time, authorizing for a brief presentation and/or demonstration on the part of the hobbyist.

Brown bag presentations are a good way to develop awareness about selected health topics. Community health professionals will often provide presentations of a half hour or less at no charge.

Use employee interest surveys to follow up on employee interests that are expressed. the definition of health is broad, so brown bag presentations may also cover a broad variety of topics. Topics may include physical, mental, emotional, women’s health, men’s health, financial health, etc.

Considerations for brown bag presentations -

• Brown bag sessions are good for awareness building. This seed planting process can help staff members become more proactive about healthful choices.

• Do not schedule the program for the full hour - typically 40 minutes or so works best. This will allow folks a chance to come and go, grab a quick bite, ask questions, etc.

• When the subject matter is sensitive, such as domestic violence, substance abuse, etc., it is possible individuals  will be reluctant to attend for fear of being associated publicly with the problem. They will, nevertheless, attend if the focus is on assisting family members, colleagues, etc.

• Ensure that employees hear valuable information and will leave with tools and resources to carry out the message. Be certain to work with the presenter on information strategies that work for your worker group.

• Promotional materials should publicize the program with a name that indicates the brown bag focus. Include all other pertinent information like where, who, when, etc.

• Some topics that can’t be covered in one session could  be offered in a short series. It will work best to schedule one session each week in lieu of a few sessions in one week.

For  instance, you might offer a 3-week series on healthful consuming instead of trying to cram all the information into one session.

• A catchy title can draw people  to the event. an example of this would be calling lunchtime presentations “Noonlighting”

• When possible, provide a free healthful snack for staff members who attend.

• to keep the momentum going, try setting up a routine monthly time and day for lunchtime seminars.

• When employees work in shift or are in work groups in different geographical areas, devise a plan that offers equal attendance opportunity to all.

Resources -

1. Please see the idea list after this guide which offers a selection of resource topics of interest to staff members.

2. Every community has many individuals, experts, or experts from voluntary groups (heart, cancer, lung associations), special interest groups (Y’s, Red Cross, Weight Watcher’s, Safety Council, Alcoholics Anonymous), or the local health department as possibilities to present worksite sessions free or at a low cost.

A lot of of these contacts will also provide cheap materials.

3. Topic videos may be used for a brown bag session.

Often people  shy away from low fat foods because they think these foods do not taste good. to help inform staff members, buy a selection of low fat foods and put them out in a conference room for an hour or so for a drop-in tasting session.

Or, arrange for low-fat potlucks encouraging staff members to bring and share their favorite low fat or healthful dishes.

Considerations -

• Make sure the selections actually taste good.

• Provide a “fact sheet” with the names and price of the various products to assist participants if they want to purchase these products from the grocery store.

• Give other written information on good nutrition for any interested participants to take. Make use of web sites and other resources listed in the Resource Section after this guide.

• Give small tasting spoons or wooden ice cream tasters.

• It doesn’t take much of each item to give participants a taste of the food or dish. It is not necessary to purchase enough, or bring enough, food to provide a meal.

• Make sure to set up the tasting room after lunch so participants can go in on their own and sample.

• Watch for overly sugary items…sometimes low fat means high sugar - so be certain to check the label.

• Typical purchases for a worksite sampling could include -  two boxes of low fat crackers, a package of low fat cheese, a box of low fat cookies, two or three low fat spreads such as hummus, low fat cream cheese, a package of honey nut or other flavored rice crackers, and one or two other low fat items.

• Put signs on the table politely reminding participants that the idea is to sample, not have a meal.

• Offer a beverage such as a new type of fruit juice or herbal tea.

Group support and encouragement may be very advantageous in assisting staff members make healthy changes. Develop situations, peer groups, or information avenues where the professionalise and experiences of peers may be shared with others. Some ideas for providing onsite support for healthy changes include -

• Employees may be asked to voluntarily submit suggestions, advice, and strategies related to particular healthful practices they have successfully implemented in their lives.

For  instance, ex-smokers may be asked to submit suggestions about what worked for them when they quit; then those ideas may be shared in newsletters, flyers, classes, etc.

• Topics like weight control, stress management, managing change, increasing exercise, etc. lend themselves to this development of collective wisdom sharing.

• Behavior change support groups, developed based on staff member interest in making healthful change, can meet on a regular basis to share ideas, resources, support, etc. Wellness programs can offer some help and facilitation in getting a group started.

The group then its self takes charge of keeping the group going. Periodically the wellness program can offer to bring in a speaker or presenter on a topic relevant to the group.

Be certain to help the group establish ground rules that everybody agrees to before the group is left on its own.

A wellness fair is an opportune way to familiarize employees with health issues and related wellness programs.  During a wellness fair employees might  be able to -

• obtain resource materials;
• participate in offered health screenings (vision, hearing, blood, cholesterol, cancer, dental, etc.);
• observe demonstrations on the use of fitness equipment;
• attend mini-seminars on various health topics;
• get free promotional items from local businesses;
• sample healthful foods; and
• obtain information about their health benefit plan.

Some corporations feature a “health and benefit fair” which includes providers representing the various worker benefit plans (long-term disability, retirement, etc.) available to staff members through their corporation.

Considerations when coordinating a health fair -

• Establishing up a successful health fair takes comprehensive time. Time issues must be taken into account in planning and organizing such an event. the most time consuming part is ordinarily contacting potential participants, making arrangements for their participation, confirming their participation, and establishing up the day of the event.

• Sufficient space, tables and chairs must available to allow for the number of providers invited. Some providers might have portable displays or materials that’ll require additional space, access to electrical outlets, or other logistical considerations that must be discussed prior to the health fair.

• Providers will be hoping to make contact with as many persons as possible during the event. Securing their commitment to future health fairs requires that every effort be made to promote participation by publicizing the event, choosing  the proper venue, and offering incentives.

• If possible, locate the wellness fair in an area with heavy foot traffic.

• Ask providers to supply free materials at their table and to make a donation to a prize drawing. Follow all corporation policies when soliciting donations.

• as an idea to elevate staff member participation and to keep interest high, each attendee could be given a “passport”, similar to a bingo card, to be signed by each provider. the signed passport becomes the ticket for the prize drawings. Such drawings ought to take place every 15 or 30 minutes.

• Consider teaming up with neighboring companys to stage a wellness fair. A team effort will spread out the work and maximize participation.

Ideas for a Benefits Fair -

Invite representatives from each of your worker benefits provider groups. Ask each provider to be prepared to answer worker questions regarding their program. Representatives could include -

• Retirement plan representative.

• Long-term disability plan representative.

• Medical plan representative.

• Healthful Benefits representative.

• Contract cell phone representative (if applicable).

• Local savings and loan or credit union representative.

• Workers’ compensation representative.

Limited Space for a Health Fair -  When space is limited conduct the fair during lunch time. Place stations in corporation hallways or in individual small conference or office rooms scattered throughout the building.

Provide a map with all the stations listed. Hold a free drawing awarding a prize for whoever who goes to 75 percent of the stations. Use a punch card or similar method to verify.

Resources for health and benefit fairs coordination -

Assume a wide definition of “health” and reflect that by including a variety of providers and services involved with physical, mental, financial and social health.

For example, health agencies, safety businesses, benefits providers, local health care facilities, recreational facilities, parks, financial planners, childcare referrals, EAP, fitness centers, health food stores, library, alternative and complementary medicine providers, etc.

Worksite medical testings can take a variety of forms. Common screening components may include -

• Blood pressure (BP) and heart rate.

• Cholesterol (typically a finger-stick total cholesterol test, either fasting or non-fasting).

• Blood glucose (diabetes screening).

• Height and weight.

• Percent body fat and/or Body Mass Index (BMI) (Body Mass Index (BMI)).

• Fitness level.

• Bone density.

• Posture assessment.

Considerations when offering worksite screenings -

• Health screenings should be conducted by certified, and at times, certified person.

• Health testings must be conducted in a location that allows for privacy and confidentiality.

• Time for discussion and explanation screening results must be allowed as part of the screening process.

• A process ought to be in place for referral for participants whose results are indicative of a need for further medical investigation.

• Screenings may be very costly to the overall wellness budget OR there might  be no cost to the program when participants are willing to cover the cost of the assessment themselves.

For  instance, cholesterol and glucose testing usually costs twenty to twenty-five dollars per person, per exam. Workers may  be willing to pay for screening in exchange for the convenience of having the screening at work.

• It ordinarily works best to have scheduled appointments at intervals sufficient to allow time for the assessment and a brief discussion of results. Consequently, a registration and scheduling process ought to be devised.

• Some types of screening, like fitness testing, require participants to bring casual clothes in which to do the testing. Workers should be notified of the need to dress in a specific manner for the screening.

• to ensure high attendance at screening events, it is advisable to coordinate promotion of the event with reminders to workers.

• Supply staff members with “screening preparation” guidelines to remind them how to prepare for the most valid screening results.

Resources for worksite screenings -

1. Speak with a wellness consultant or biometric screening business.

2. When worker participation is low for onsite Healthful Benefits screenings, or if offering additional worksite screening is an option, check with the community health or outreach department of your local hospital, health education department, occupational health department or workplace health department as to screenings they may offer.

3. Local fitness centers might also have licensed staff for some types of screenings, like fitness testing or body fat assessment.

Make safety a key concern when planning physical activity in your workplace. an accident or injury will not “sell” the program and might end up costing the corporation. This section will help you take the necessary steps to avoid an accident or injury.

Points to Consider

Using Qualified Experts

Hire professionally certified instructors to lead fitness classes (whether on or offsite) or to run workplace lunch and learn sessions.  It’s also a good idea to ask the instructor for references.

When you hire instructors, be sure that your insurance protects both the instructor and your organization.

Risk Management

Whether we like it or not, liability is an issue these days.

Risk management plans don’t have to be complicated or expensive. for example, part of the plan might require that staff members complete fitness appraisals and sign statements accepting the possible risks involved in exercise.

It compensates to be prepared. Safety and emergency policies and procedures reduce the risk of loss both to person and to your organization.

Ask workers to sign a waiver when participating in both onsite and offsite activities. for liability reasons, workers must understand the risks involved in participating in the activity and understand that they’re waiving their right to sue.

The employee should not be asked to sign the waiver just before the activity. the waiver may  be invalid if employees claim that they didn’t fully understand the risks.

Other Safety Tips

Here is a list of some other safety tips to keep in mindwhen planning physical activity.

Look at the environment where staff members are active -

• Sidewalks must be clear of ice and snow, away from falling debris or snow, and have clearly marked curbs and safe crosswalks.

• Stairwells ought to be well-lit and in good condition and have handrails and safety features, so that workers are not locked out of floors.

• Fitness facilities should have proper flooring, good ventilation, and access to water and an emergency telephone.

Offer medical screening for staff members participating in activities -

• PAR-Q

• PAR-MEDX for Pregnancy

Below are some other important safety factors -

• First-aid kit and automated external defibrillator on site.

• Emergency Action Plan (EAP) in place and practised.

• Commercial grade fitness equipment (not donated, “hand me down” equipment).

• Documented equipment inspection and maintenance schedule.

• Orientation of equipment and programs done by licensed expert with a exercise background.

To make a difference in the lives of your fellow employees, you first need to understand that getting active isn’t simply a matter of choice. Some things are within our individual control, but others are shaped by the people  and circumstances in which we live and work.

It’s Easier to be Active When…

• We know what to do and have the confidence, skills and opportunity to do it.

• It’s fun. “Working out” at the fitness center does not appeal to everybody. Activities need to reflect what people  enjoy.

• Our friends, family or coworkers are active with us (or at least support us).

• We feel safe, thanks to well-lit streets or stairwells.

• Sidewalks, walking/bicycling trails, parks and fitness clubs are nearby.

• We’ve money to pay for equipment, instruction or memberships.

• We can walk, bike or take public transit to work.

• Active options such as taking the stairs, having stretch breaks at meetings and going outside at lunch are “normal” in the workplace.

• Managers support and recognize staff member efforts. Better yet, they participate.

• We can juggle our work hours to fit in physical activity.

Think about how you may create some of these conditions in your workplace. By taking these steps, you’ll make it more likely that staff members both want and are able to be active during the workday.

Workplace physical activity programs that focus only on individuals have limited success. Research studies show that reaching individuals  in various ways gives the best chance of long-term success.

A strategy directed at multiple levels is also called an “ecological approach.”