Do you want to be a Leader in Workplace Health?

disAbility & Health Management Solutions
Communiqué – January 2013

Health (Photo credit: 401(K) 2013)

Happy New Years!
Here are some simple solutions on how to become a leader in workplace health.

1. Get ahead of your disability claims
The best way to get ahead of your disability claims is to ensure your policies and procedures accurately reflect your strategies to minimize absenteeism. In my opinion, the main reason why employees take time off is because we ‘allow them’ to do so.

2. Have a 3rd or 4th party analyze your disability management situation/provider
While a lot of employers think that disability management consultants are expensive – they are worth it.  🙂 With a return on investment (ROI) of 1:7, dHMS has saved, on average, $7.00 on every dollar invoiced for full disability management services. That’s dollars back in your pocket that far outweigh the costs.

3. Reallocate your disability management dollars to Health Initiatives
In order to prevent disability, workplaces need to take a strategic approach to keeping their employees healthy. There is a huge return on your investment, a reduction in your benefits and sick time along with reduced workplace accidents if your employees are healthy. Many studies are available today to provide you with statistics to support implementing such programs.

4. Develop a Health Management Program that goes beyond Health & Wellness
Lunch n’ learns, seminars, health fairs are all great ways to promote health & wellness in the workplace. Although this is a great way to start, implementing corporate objectives to sustain health and wellness goes beyond seminars. It needs to be embedded in the culture of the organization. When we talk about health & safety, we seem to focus on safety that keeps our people free from injury. Now we need to address staying healthy from illness or disease.

5. Be prepared to address the real root of the problem
You can address the real root of the problem by conducting an audit of your benefits – drugs, dental, other medical services. What are your employees spending money on?

6. Be committed to long term solutions
Once you have a long term strategy in place, be prepared to enjoy the rewards of a healthy workforce that directly affects the bottom line. Healthier people produce more and enjoy coming to work regularly.

7. Be prepared for maximum results!
As an employer, it is hard to see the return on investment up front, but research has recorded ROI that can be utilized to show the worth of a strong Health Program for the longevity of your corporation.

Lucie Fournier RN, COHN(C), BA (Psych)
Barrie: 705 715 7052 Cambridge: 226 241 7100

Email: dhms@dhms.on.ca

Health (Photo credit: Tax Credits)

http://www.dhms.on.ca

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disAbility Management Peer Networking Group

From the 27 years of working with Human Resources Professionals, I consistently see 2 work habits.  They are extremely busy professionals and  they think they can do everything themselves.  And some can; but at a price – psychological, physically and financially.

I’ve been to the last few meetings with the Barrie HRPA, and a few others in Ontario, and I consistently see that disability management issues have been a topic of great concern this year, as it should be.  There is a trend to want to do the work yourself, but access to some advice, wouldn’t hurt – especially if it doesn’t cost legal fees to get it.

So, I’ve decided to start a Peer Networking Group on Disability Management for the ‘do-it-your-selfers’. The initial meeting will be arranged towards the end of January 2013.  Another group will be starting up in the Kitchener-Waterloo area as well.

With everyone’s input, the schedule will be voted upon as well as an agenda for each meeting.  Come with your ideas, your desires and your frustrations!

As a reminder though, disability management is a reactive process to an employee’s medical situation.  It is also important to consider what your organization is doing to prevent disability claims from occurring. Something to think about….

 

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Corporate New Year’s Resolutions – What will yours be?

Sydney. Fireworks Newyear 2006. Opera House and Harbour. (Photo credit: Wikipedia)

59 days to Christmas and 65 to the infamous New Year’s Eve! 

Now I know I’m a bit early with the mention of the holiday season but this is a crucial time of the year for Corporations.  Most are sitting around the boardroom discussing next year’s planning of events.  Great for those that have already finished this process but for those companies still making decisions, MAKE IT A HEALTHY YEAR.

A little history about New Year‘s – the Romans dedicated this day to Janus – the god of gates, doors and beginnings.  Janus had two faces – one looking forward and the other looking backward. So as we look back on 2012, we can have perspective on where we are going for next year. If keeping your employees healthy wasn’t on the agenda last year – make it so for 2013.

Most of us make New Year’s Resolutions that involve some type of healthy promise – lose weight, stop smoking, start an exercise program. With the influx of information regarding health coming at us from all directions – it is important to look at the workplace as a venue that provides employees with opportunities to start thinking about getting healthier. Corporately, this is a win-win situation.

So where to start?  Health Fairs are a great way to start the year as local health practitioners are always anxious to share their services with the community. Shopping for health care services such as massage therapist, fitness coach, nutritionist becomes difficult when you are working full time.  Employers can make this easier for employees by taking the time to coordinate a Health Fair that exposes their workers to an array of services that is sure to please everyone.  Don’t restrict yourself to the practitioners you know.  Consider a diverse list of modalities and treatment options from a variety of holistic practitioners too! such as Reiki, Traditional Chinese Medicine, Homeopathy, Naturopathy.

Another suggestion is to create a Health & Wellness Committee with employees and management together deciding on future healthy steps. Better yet – make some long term strategic plans that will place the HEALTH in Health & Safety at the forefront of your programs.

One third of New Year’s Resolutions are broken by the end of January.  Don’t be a statistic!

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Employee Wellness

 

The American Institute of Preventive Medicine White Paper on Wellness indicated that 87.5% of health care claims are due to an individual’s lifestyle.  The United States have started over 30 years ago to assist their employees in managing their health, while 65% of Canadian employers do not have employee wellness programs.  75% of these companies state that they would like to have holistic health added to their services while 85% state that holistic health could reduce health care costs.  http://www.healthylife.com.

So which company do you work for; the one with wellness programs? How about holistic health? Is this included in your employee health strategy?

Someone recently asked how do we get our employees committed to their health? The question should really be – what are we doing as corporations to keep our employees healthy?

We all know that healthy employees are passionate about their work, produce more and are absent very few days. It is also well documented that companies have a competitive advantage when their employees remain healthy.  With corporations struggling to be competitive, I think we should take every advantage possible to keep the bottom line in the black.

No money to implement Wellness?  Consider reducing your disability and attendance management program costs. If you spend revenue dollars on prevention, you won’t need disability programs.

Health & Wellness Programs are only the beginning. We need to provide Health Management Programs that extend beyond lunch & learn, posters on the boards, and the odd health clinic here and there.  Dedication and commitment to developing and implementing a meaningful program is needed so make it part of your daily operations.

Where to start is the next obvious question?  Don’t be random about this.  Have a yearly plan on how you are going to invest in your employees’ health.  Make the decisions matter.  Involve professionals that can help strategize on the ‘bigger picture’ that will keep your employees healthy and also maximize a return on your investment.

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