Walking clubs or “trekking” can either be done in real time (by scheduling walking groups), or clubs may be set it up so individuals  do their walking on their own and keep a shared log at work.

After a certain number of miles or steps are logged, workforce are eligible for membership into the walking “club” and receive something like a prize (a walking pin, similar to the ones that volkswalkers get, or a certificate of membership).

Ways to continue interest in walking groups include -

o  Periodic announcements about community walking events. Keep abreast of events in the community, Parks and Recreation health promotion programs, available tracks, inside walking options, volkswalking events, etc.

o  Periodic information specific to walkers; like what to look for when buying a pair of walking footwear.

o  Consider a workplace team to take part in a local fundraiser walk, like the March of Dimes walk.

o  A walking club may be the kind of “club” that never really meets, or it may be the kind that does provide the choice for those who are interested in group walks and events.

Health Awareness Video Programming

A lot of good health related videos and DVDs are available through loan programs either at no or low costs. Pick video programming based on worker interests and needs.

o  Schedule periodic health video viewings at lunchtime brown bag sessions.

o  The videos can be related to health or other related wellness topics like financial planning, caring for aging parents, or even humor as a “break” from the work routine.

o  Make certain to preview videos before showing them to insure they’re appropriate, not too long, etc.

o  Have a Health Promotion Committee Host moderate the viewing, greet people , and lead a brief discussion after the video. Create one or two questions for discussion after previewing the video and use these to lead the discussion. Many health videos come with group discussion questions.

o  Attempt to supply a pertinent educational pamphlet for participants to take with them for additional information on the topic.

o  When possible, provide popcorn or fruit as a snack.

o  Give a prize drawing (or points when you are doing that type of incentive health promotion program) for those attending the video program and discussion.

Health Promotion Mentors

Every workplace ordinarily has at least a couple of workers who have successfully made changes in their health. Very often, other workers will relate to one of their peers. Coworker support can go a long ways in encouraging healthy changes.

o  Seek volunteers from the work force who’ve experienced a illness resulting from an unhealthful behavior, or survived or recovered from a illness that just happens like breast cancer, and who’ve successfully made positive changes.

o  Connect these success story staff members with staff members struggling with similar health issues.

o  Both staff members participating in the mentoring process are doing so on a voluntary basis. Respect the privacy of this very special relationship.

o  A Health Promotion Committee person can be involved from a peripheral standpoint, and be available to share other resources that may  be valuable to both workers.

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 employee bulletin board located in a central area. Obtain permission to use part of that bulletin board as the “Wellness Corner”, or obtain executive management approval to create a bulletin board dedicated to wellness. Wellness bulletin board suggestions include -

o  White 8 1/2″ x 11″ flyers are going to be ignored. Use color or nonstandard size and shape when possible.

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

o  Play “Dialing for Dollars” to increase bulletin board attention. Make a random phone call and ask an staff member 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 will encourage keeping the calendar updated and utilized.

o  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.

Health Promotion Library

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

o  A local medical resources guide with referral lists to help personnel hook up with resources when onsite resources cannot be provided. Keep referral lists in a 3-ring binder and update monthly.

o  A brief, periodic wellness newsletter or update flyer distributed to workforce via their paycheck or department meetings. It’s easy to make use of the monthly CIS Healthy Benefits worker update for this purpose.

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

Make sure to encourage employees to checkout materials for loan. Update resources regularly. Consider using some of the CIS Healthy Benefits company wellness grant funds for good library resources.

o  Healthful resources are available at local libraries. Publicize those resources within your onsite wellness library.

o  Health magazines may be kept in the staff member break area.

o  Download extra 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.

o  Develop a consumer health 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.

o  Free flyer materials can be obtained 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

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

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

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

o  Post the cards near the end of February to remind staff of their goals and self-commitments.

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

o  Mail the cards back to the individuals along with health promotion program promotions or other information announcements at the end of March.

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

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

There are broad ranges of ongoing courses which can be offered in the workplace, including aerobics, yoga, tai chi, stretching, weight management, 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 starting idea.

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

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

Who Pays for What When? (Worker Subsidies and Discounts)

A lot of workforce and wellness teams are below the impression that the employer ought to pay for all wellness activities. Remember the employer is compensating the bulk of the staff member’s health and benefits package.

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

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

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

Subsidies

When there’s a budget but not enough space or staff to offer onsite classes that are available elsewhere (like Weight Watchers, fitness clubs exercise classes, Jazzercise, hospital community ed wellness programs, etc.), a subsidy can be offered to those who take advantage 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 should 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.

o  Subsidies work best when the employee 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.

o  The reimbursement must be large enough to be worth the trouble of implementing the wellness program, but should not cover the entire cost the wellness program.

o  It’s easy to get carried away with requiring “proof” in these kinds of health promotion programs. Do not make it too bureaucratic or no one will use it. It’s important to remember no matter how well your policies are set up, there will be individuals , usually very few, who cheatâ.”that’s unavoidable and shouldn’t become the major focus of documentation requirements.

o  Consider appropriate participation gifts for financial reimbursement. for example, if an employee meets attendance criteria for a stretching class, provide a stretching strap or yoga mat as the completion gift.

o  Make certain to check with the senior management team regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Employee discounts and donations may be sensitive areas for public businesss and employees. In many jurisdictions, public employees are not allowed to receive any type of special consideration, including discounts, from local organizations, providers, or providers.

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

If executive management policy does allow for discounts and donations, the whole solicitation process needs to be conducted fairly and spelled out in writing. All interested, certified 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 respecting access to employees, publicity, etc. No provider or service provider must be promised or guaranteed additional revenue, organization, or anything else if they choose to voluntarily offer a donation or discount to employees.

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

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

o  Participants select a secret code name (the name of a Hollywood star or other celebrity).

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

o  Post a chart with everyone’s secret name assigning each a starting weight of zero.

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

o  Weight is expressed about a starting weight of zero. for example +4 would indicate a weight gain of four pounds; while â.”2 would indicate a weight reduction of two pounds.

o  Future weigh-ins should be in relation to the starting weight, not the previous week’s weight.

o  The chart is kept current and posted publicly by Wellness Committee.

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

o  Provide “take one” handouts on weight management education or motivational tips by the chart.

o  Celebrate employee 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 can 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-Be certain to work Stretching Group

Several minutes of gentle stretching is a great way to safely begin the workday. A specialist fitness instructor may  be brought in to teach proper stretching techniques.

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

Considerations for worksite stretching -

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

o  Stretches should be taught by a knowledgeable and certified person.

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

Consult your corporation’s legal counsel and/or contact your corporation workers’ compensation carrier to help in design of an staff member release of liability waiver.

Worksite Chair Massage

Bring in a qualified 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. Be sure the therapist is licensed. It will be necessary to provide a private space. A group of “regulars” may evolve which can establish a regular massage schedule.

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

Art at Work

Art can 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 workforce to post their art in their personal workspaces.

Healthy Email-a-Week

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

Ask members of the Health Promotion 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 organization rules regarding work time and email protocols.

Hobby Show or Demonstrations

Hobbies are excellent stress management tools. Make sure to encourage staff members 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 can be scheduled as a group activity or brown bag that authorizes interested staff members to interact.

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

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

Considerations for brown bag presentations -

o  Brown bag sessions are excellent for awareness building. This seed planting process can help employees become more proactive about healthful options.

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

o  If the subject matter is sensitive, like domestic violence, substance abuse, etc., it is possible individuals are going to be reluctant to attend for fear of being associated publicly with the problem. They will, however, attend if the focus is on helping family members, peers, etc.

o  Ensure that workers 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 staff member group.

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

o  Some topics that cannot be covered in one session may  be offered in a short series. It will work best to schedule one session each week in lieu of several sessions in one week.

For  instance, you may offer a 3-week series on healthy eating instead of attempting to cram all the information into one session.

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

o  If possible, provide a free healthful snack for workers who attend.

o  To keep the momentum going, try establishing up a routine monthly time and day for lunchtime seminars.

o  When personnel 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 at the end of this guide which offers a selection of resource topics of interest to employees.

2. Every community has many person, professionals, or professionals 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.

Many of these contacts will also provide low cost materials.

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

Or, arrange for low-fat potlucks stimulating employees to bring and share their favorite low fat or healthful dishes.

Considerations -

o  Be sure the selections actually taste good.

o  Give a “fact sheet” with the names and price of the various products to assist participants if they want to buy these products from the supermarket.

o  Provide other written information on good nutrition for any interested participants to take. Make use of websites and other resources listed in the Resource Section after this guide.

o  Provide small tasting spoons or wooden ice cream tasters.

o  It does not 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.

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

o  Watch for overly sugary itemsâ..sometimes low fat means high sugar - so be sure to check the label.

o  Typical buys 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 like hummus, low fat cream cheese, a package of honey nut or other flavored rice crackers, and one or two other low fat items.

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

o  Offer a beverage like a new kind of fruit juice or herbal tea.

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

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

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

o  Behavior change support groups, developed based on employee interest in making healthy 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 sure to help the group establish ground rules that everybody agrees to before the group is left on its own.

o  obtain resource materials;

o  take part in offered biometric testings (vision, hearing, blood, cholesterol, cancer, dental, etc.);

o  observe demonstrations on the use of fitness equipment;

o  Attend mini-seminars on various health topics;

o  get free promotional items from local businesses;

o  sample healthful foods; and

o  obtain information about their health benefit plan.

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

Considerations when coordinating a health fair -

o  Setting up a successful wellness fair takes extensive time. Time issues ought to be taken into account in planning and organizing such an event.  The most time eating part is typically contacting potential participants, making arrangements for their participation, confirming their participation, and establishing up the day of the event.

o  Sufficient space, tables and chairs must available to allow for the number of vendors invited. Some vendors may have portable displays or materials that will require additional space, access to electrical outlets, or other logistical considerations that ought to be discussed prior to the wellness fair.

o  Providers are going to be hoping to make contact with as many persons as possible during the event. Securing their commitment to future wellness fairs requires that every effort be made to promote participation by publicizing the event, selecting the proper venue, and offering incentives.

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

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

o  As an idea to increase worker participation and to keep interest high, each attendee can be given a “passport”, similar to a bingo card, to be signed by each vendor.  The signed passport becomes the ticket for the prize drawings. Such drawings should take place every 15 or 30 minutes.

o  Consider teaming up with neighboring employers to stage a health fair. A team effort will spread out the work and maximize participation.

Ideas for a Benefits Fair -

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

o  Retirement plan representative.

o  Long-term disability plan representative.

o  Health plan representative.

o  Healthy Benefits representative.

o  Contract cell phone representative (if applicable).

o  Local savings and loan or credit union representative.

o  Workers’ compensation representative.

Limited Space for a Wellness Fair - When space is limited conduct the fair at 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 anybody 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 vendors and services involved with physical, mental, financial and social health.

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

o  Blood pressure and heart rate.

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

o  Blood glucose (diabetes screening).

o  Height and weight.

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

o  Fitness level.

o  Bone density.

o  Posture assessment.

Considerations when offering workplace screenings -

o  Biometric testings should be conducted by licensed, and at times, licensed person.

o  Health testings should be conducted in a location that permits for privacy and confidentiality.

o  Time for discussion and explanation screening results ought to be permitted as part of the screening process.

o  A process must be in place for referral for participants whose results are indicative of a need for further medical evaluation.

o  Screenings may be very costly to the overall wellness budget OR there could  be no cost to the wellness program if participants are willing to cover the cost of the assessment themselves.

For  instance, cholesterol and glucose testing typically costs twenty to twenty-five dollars per individuals, per exam. Employees might  be willing to pay for screening in exchange for the convenience of having the screening at work.

o  It usually 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.

o  Some kinds of screening, like fitness testing, require participants to bring casual clothes in which to do the testing. Staff Members must be notified of the need to dress in a specific manner for the screening.

o  To ensure high attendance at screening events, it is advisable to coordinate promotion of the event with reminders to employees.

o  Supply workforce with “screening preparation” guidelines to remind them how to prepare for the most valid screening results.

Resources for worksite screenings -

1. Consult with a wellness consultant or biometric testing business.

2. When worker participation is low for onsite Healthy Benefits screenings, or if offering additional workplace screening is an choice, 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 might offer.

3. Local fitness clubs may also have qualified staff for some types of screenings, like fitness testing or body fat assessment.

Points to Consider

Using Certified Professionals

Hire professionally certified instructors to lead fitness classes (whether on or offsite) or to run worksite brown bagger 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 company.

Risk Management

Regardless of 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 workforce complete fitness appraisals and sign statements accepting the possible risks involved in physical activity.

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

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

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

Other Safety Tips

Here’s a list of some other safety tips to rememberwhen planning exercise.

Look at the environment where workers are active -

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

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

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

Provide health testing for employees participating in activities -

o  PAR-Q

o  PAR-MEDX for Pregnancy

Here are some other important safety factors -

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

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

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

o  Documented equipment inspection and maintenance schedule.

o  Orientation of equipment and health promotion programs done by qualified expert with a physical activity background.