Flu Shot Protocols for Employers

The cost of getting sick taxes employers and employees alike. Chronic illness and injuries—though not always anticipated—can be managed, but it’s hard to limit exposure to viruses and bacteria. However, there are steps we can take to mitigate the chances that we and our fellow workers will come down with and share certain contagious illnesses, especially in the workplace.

High on the list of contagions that can be controlled is influenza, or the flu. Every year, millions of Americans contract the flu, losing three to five days of work or more, requiring visits to physicians or walk-in clinics, and for many, a stay in the hospital. It’s also life threatening for seniors, small children and adults with compromised immune or respiratory systems. The annual medical costs run in the billions, as do the costs of lost productivity.

With easy, convenient, and affordable access to safe immunizations for preventing the flu, employers across the country, especially in the healthcare industry, are taking a more proactive stance toward ensuring employee compliance. Some companies are shooting for 100%compliance, launching educational campaigns, team competitions, rallies, and incentive options such as discounts and premiums. Others are taking a carrot and stick approach, linking employer contribution incentives to medical savings accounts. Others are just wielding the stick, insisting that employees receive a flu vaccination as a condition of employment, with exceptions for those who have legitimate religious concerns or allergies to the vaccination.

Recognizing the central role businesses and employers play in protecting the health and safety of their employees, the Centers for Disease Control and Prevention (CDC) and the Occupational Safety and Health Administration (OSHA) have produced materials intended to guide employers in their planning and preparedness for seasonal and pandemic influenza. The guidance is intended to help employers take actions to decrease influenza spread, maintain business continuity, and secure critical infrastructure. OSHA recommends that employers prioritize vaccination because it is a long-term and effective intervention that reduces reliance on employee behavioral changes such as hand hygiene and respiratory etiquette.

As far back as February of 2010, the Advisory Committee for Immunization Practices (ACIP) released their provisional recommendation that all people six months of age or older receive an annual influenza vaccination, unless contraindicated. The CDC also recommends that employers encourage employees to seek vaccination against both seasonal and pandemic influenza, offer influenza vaccination opportunities at their worksite or consider allowing employees time off from work to seek vaccination.

Despite the potential benefits of vaccination, self-reports within the National Health Interview Survey suggest that vaccine coverage among healthy adults 18 to 49 years is only approximately 20%. Offering vaccination in the workplace could increase coverage by making vaccination more convenient, and reducing or eliminating the associated cost may further improve influenza vaccine participation.

Studies have shown that individuals who received influenza vaccine at work cited convenience as an important factor in the decision to be vaccinated. Following physicians’ offices, workplaces are the most common location to receive an influenza vaccination, with one-third of 18- to 49-year-old vaccine recipients and one-fifth of 50 to 64-year-old vaccine recipients receiving the vaccine at work. The addition of workplace education programs can provide information and alleviate employees’ concerns and misinformation about influenza vaccination.

Compliance and the law

More and more healthcare employers are requiring that all employees get the influenza vaccine in order to help protect patients and coworkers during flu season. This trend has resulted in questions pertaining to the legality of such policies, as well as how to properly implement a mandatory influenza vaccination policy for employees. Employers may adopt mandatory flu shot policies which are drafted and implemented in a legally compliant manner.

As a condition of employment, an employer may require that all employees receive a flu shot. However, an employer’s compulsory flu shot policy must provide for exemptions in order to comply with various laws regulating the employer/employee relationship. For example, if an employee with a physical or mental disability refuses a flu shot, the employer may have to make a reasonable accommodation in order to comply with the federal Americans with Disabilities Act (ADA). A reasonable accommodation could take the form of exempting the employee from the requirement and instead requiring a different protective measure, such as wearing a surgical mask. Similarly, if an employee objects due to a sincerely held religious belief, the employer may also have to provide a reasonable accommodation, unless doing so would impose an undue hardship on the employer.

If an employee refuses to comply with the employer’s policy and/or any reasonable alternative protective measures required by the employer if an exemption is granted, an at-will employer may pursue disciplinary action which could include termination. Employers should consult knowledgeable legal counsel before making employment-based decisions.

Employers wishing to require flu shots should adopt a written flu shot policy so that all employees have reasonable advance notice that receiving an annual influenza vaccination is a condition of employment. The policy should set an annual compliance deadline based on the anticipated start of the flu season and outline consequences for noncompliance. For instance, the policy may list the steps triggered by noncompliance, such as a written warning, suspension, and termination if the noncompliance is not addressed within a certain time frame. The policy should also specify what written documentation the employee must furnish the employer to prove that the employee was vaccinated.

An Employer’s Policy Should Include Exemptions

An employer’s influenza vaccination policy should provide a process for employees to request an exemption from the employer. Additionally, the policy should notify employees that if the employer grants an exemption, employees are required to comply, as a condition of employment, with reasonable alternative protective measures specified by the employer.
Exemptions should be allowed for reasons such as

  • A sincerely held religious belief or creed;
  • A qualifying physical or mental disability;
  • A prior severe allergic reaction to the flu shot;
  • A history of Guillain-Barré Syndrome; or
  • Some other relevant medical reason.

Ultimately, educating employees about the benefits and importance of the flu shot may help maximize employee participation. Just like frequent hand washing, the flu shot is an important protective measure for employees and their families. The Centers for Disease Control and Prevention (CDC), the Advisory Committee on Immunization Practices (ACIP), and the Healthcare Infection Control Practices Advisory Committee (HICPAC) recommend that all U.S. health care workers get vaccinated annually against influenza. The CDC has a variety of resources related to influenza vaccination  that may be helpful to employers and employees, especially those in the healthcare field.


Be sure to check out the CBIA Healthy Connections wellness program at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

Engage Employees in Monthly Health Awareness Activities

Somewhere in Washington, DC, bureaucrats are hard at work reviewing requests for new awareness recognition months, weeks, and days. There already are a slew of these, many designed to raise awareness for serious diseases and illnesses like heart disease, high blood pressure, most types of cancer, diabetes, traumatic brain injury, oral and mental health, and dozens of chronic illnesses.

There also are recognition periods for lesser-known or rare diseases, social causes, and special events like Great Outdoors Month, and Fruit and Vegetables Matter Month. Then, it expands widely from there, with recognition for everything from National Red Meat month, to Don’t Fry Day, Dump your Boyfriend Week, and months dedicated to condoms, grapefruits, biking, and riptide awareness.

The point isn’t to question whether or not these are important and worthwhile tributes, but to acknowledge that there’s something for everyone – and that represents opportunities for small businesses to embrace days, weeks, and months dedicated to loving dogs, drinking wine, eating chocolate, or disease prevention and staying healthy through improved nutrition and exercise.

Employees embrace a wide range of personal interests and activities. If your goal is to help improve workplace health and wellness, enhance teamwork, boost morale, and increase employee involvement, tapping into awareness recognition is an easy, fun, and interactive way to engage employees.

Many organizations create voluntary health and wellness committees tasked with identifying causes that appeal to employees, and then determining how education, outreach, and interactive activities will be coordinated. Some employers tie their activities to local events, charities, and parks. Program suggestions cover the gamut from inviting guest speakers and fitness experts, hosting healthy eating activities, running screening clinics for blood pressure, cholesterol, blood sugar and flu shots, swapping recipes, participating in walks, runs, and bike races, losing weight, quitting smoking, and just about anything creative, enthusiastic people can think about.

This month alone, here are just some of the more serious national health observances taking place:

  • Skin Cancer and UV Awareness Month
  • Mental Health Month
  • National Blood Pressure Awareness Month
  • Healthy Vision Awareness Month
  • Arthritis Awareness Month
  • Lyme Disease Awareness Month
  • Celiac Disease Awareness Month

There are plenty more, too – pick the ones that work for you and your team.

By simply searching on the Internet for “national health awareness months,” you’ll discover a plethora of options. And when companies underwrite group activities, offer incentives, sponsor friendly competitions, and recognize participation, employers can demonstrate leadership, interest in their employees’ wellness, and their commitment to creating and maintaining a healthy workplace.


 

Be sure to check out the CBIA Healthy Connections wellness program at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

Stress at Work Is Killing Us

Whether home or at work, at school, shopping, or driving, there’s no shortage of things to stress us out. Our ability to cope, get along with others, get things done efficiently, and be reasonable often hinges on how we manage that stress. Those coping mechanisms have a lot to do with how well our days go and how we get along with family and friends. But when it comes to work, there’s a greater price to pay. Not managing stress effectively costs employers billions of dollars annually in healthcare-related expenses, lost-work hours, and reduced productivity due to illness, depression, accidents, turnover, and worker burnout.

According to research by the American Psychological Association’s (APA) Center for Organizational Excellence, more than one-third (35%) of American workers experience chronic work stress, with low salaries, lack of opportunities for advancement, and heavy workloads topping the list of contributing factors. Stress in the workplace, researchers found, manifests itself in increased absenteeism and presenteeism (coming to work, but not achieving expectations, or working to potential), lower productivity, and increased service errors.

Stress also is a contributor to high blood pressure and other diseases. When we’re frustrated, depressed, or under tremendous pressure at work or at home, we tend to eat poorly, not exercise, and otherwise tax our bodies. Links have been established between stress and our body’s production of excess cholesterol. Stress also interferes with our normal sleep, which causes fatigue and makes us irritable and more susceptible to illness. When unchecked, stress interferes with our general quality of life, and can affect our relationships, productivity, customer service, teamwork, safety, and quality.

According to the Centers for Disease Control and Prevention (CDC), work-related stress is the physical and emotional damage that occurs due to a mismatch between work requirements and the resources, needs, and capabilities of workers. Currently, 40% of American workers say that their jobs are very or extremely stressful. At the same time, 26% of employees say they are very often burned out, or stressed at the workplace. Twenty-nine percent of workers say that their jobs are extremely stressful, and 25% report that their jobs are the leading causes of stress in their lives.

How is that affecting them physically? CDC statistics say that seven out of 10 workers say they experience stress-related psychological symptoms regularly, and close to eight out of 10 employees regularly encounter physical symptoms associated with stress. To avoid workplace stress, 60% of 26,000 U.S. workers surveyed said they would opt for a fresh career start. This dissatisfaction on the job is costing American employers $300 billion annually on employee healthcare and employee absence costs.

Why so much workplace stress?

If you’ve ever worked for or with other people, you probably can answer this question yourself.

Workload accounts for 46% of all workplace stress incidents, and “people issues” account for 28% of stress at work problems. Additionally, juggling work/personal life challenges accounts for 20% of stress incidents reported by American workers, while lack of job security is the fourth-leading cause of stress at the workplace.

The symptoms of worrying, anxiety, and stress at work result in back pain, fatigue, stomach ailments, headaches, teeth grinding, and changes in sex drive. It reduces immunity to disease, and leaves workers unable to sleep well at night due to worrying about their jobs. And it’s costing employers an estimated $10 billion annually in productivity losses alone.

All in all, it sounds pretty dire. Yet we have to work, we have to get along with our co-workers, bosses, and customers, and we have to remain focused on quality, service, and productivity. So how can employers help address the issues that cause this detrimental behavior and side effects, and improve outcomes?

Organizations that have implemented measures to address burnout have a staff turnover rate of just 6%, which is low compared to the national average of 38%. Additionally, in progressive-thinking companies, the rate of staff reporting “chronic work stress” stands at 19% compared to the national average of 35%. Employees at the same organizations registered higher job satisfaction scores, meaning they were unlikely to seek greener pastures elsewhere.

Tips for managing workplace stress

Humans are complicated – there are no easy answers or magic bullets. But based on research, an important first step is promoting a healthy work/life balance. Progressive organizations offer telecommuting, paid time off, and flex time perks. Employee recognition strategies including profit-sharing programs, bonuses, and cost-of-living salary raises. Organizing staff retreats, interacting with staff to learn more about their problems, and monitoring job satisfaction helps, as does providing workers with regular career growth and development opportunities.

While the work has to get done and get done on time, fatigue plays an enormous role in reduced workplace productivity. While napping in one’s car is helpful when coping with exhaustion, some employers provide rest or nap lounges with couches, reduced lighting, and soft music. Ensuring that employees get adequate time for stretching, moving around, breaks, and for lunch or dinner is critical.

Additionally, time during the day for recreation – walks, runs, athletics, bicycling, working out – helps people manage stress and keep themselves healthier. That could be as simple as having a fitness room, basketball or volleyball court at the workplace, or encouraging employees to take a walk or go to the gym at times that work best for them and fit within their work requirements.

Bringing in experts on nutrition, fitness, yoga, massage, and other forms of relaxation or wellness education is inexpensive and helpful. And engaging employees in team problem-solving, or creating and empowering recreation, communication, health and wellness, and “fun” committees goes a long way toward improving morale, teamwork and productivity.

Ultimately, we all have to find ways to deal with our own stress, and the stress that accompanies most jobs. But recognizing the signs of worker stress and acknowledging the importance of providing creative and healthy outlets for employees will help reduce some of the factors that are heavily taxing workers and costing employers a fortune, and employees their health.

Raise Your Glasses… Then Place Them Back Down

Think what you will about alcohol use, but a culture of drinking is part of our heritage and lifestyle. While many people abstain due to health, religious, or moral concerns, millions of Americans and people around the globe imbibe socially, use wine in religious ceremonies, binge drink, or abuse alcohol for a variety of reasons varying from habit to pain relief to genetics.

Many people enjoy the experience of being lightly intoxicated including reduced inhibitions and stimulation, and drinking is a normal part of many of our every-day rituals and customs here in the United States and around the world.

But drinking too much – on a single occasion or over time – can have serious consequences for our health. These consequences go far beyond having a headache and a hangover that make us uncomfortable but go away relatively quickly.

April is National Alcohol Awareness Month. Most people recognize that excessive drinking can lead to accidents and dependence, and can cause liver disease. But that’s only part of the story. Unlike other drugs, alcohol disperses in all body tissues and therefore has the potential to harm many organ systems. Alcohol abuse can damage organs, weaken the immune system, and contribute to a variety of cancers. Plus, much like smoking, alcohol affects different people differently. Genes, environment, and even diet can play a role in whether you develop an alcohol-related disease.

On the flip side, some people may actually benefit from drinking alcohol in small quantities. Alcohol’s effect on our heart is the best example of alcohol’s dual effects. Drinking a lot over a long time or too much on a single occasion can cause heart problems including high blood pressure, strokes, arrhythmia, and cardiomyopathy, a condition that causes our heart muscle to weaken and droop. But research also shows that healthy people who drink moderate amounts of alcohol (such as red wine) may have a lower risk of developing coronary artery disease than people who never drink at all.

Putting drinking in perspective

If you enjoy an alcoholic beverage once in a great while, you’re in good company: According to the 2015 National Survey on Drug Use and Health (NSDUH), seven out of 10 Americans report drinking alcohol at some point in the past year, and 56% drank in the past month. However, 26.9% of people ages 18 or over reported that they engaged in binge drinking, and 7% in heavy alcohol use regularly.

Alcohol Use Disorder (AUD) – or problem drinking – was reported in 15.1 million adults age 18 and over, with 1.3 million Americans seeking help in treatment facilities for drinking problems. What’s even more frightening is that, according to NSDUH, 623,000 adolescents ages 12 to 17 were reported suffering from AUD, resulting in 37,000 treated at medical or rehabilitation facilities.

Approximately 90,000 people die from alcohol-related causes annually, making alcohol the fourth-leading preventable cause of death in the United States. Close to 10,000 Americans die in alcohol-related car accidents annually, and alcohol misuse costs our country approximately $250 billion in health-related expenses, lost work time, and other factors such as reduced productivity and accidents.

How alcohol hurts us

While drinking in moderation may not affect the health of our liver, heavy drinking can definitely take its toll. The liver helps rid our bodies of substances that can be dangerous, including alcohol. By breaking down alcohol, the liver produces toxic byproducts that damage liver cells, promote inflammation, and weaken the body’s natural defenses. This can make conditions ripe for disorders like steatosis, fibrosis, and cirrhosis, and dangerous inflammations like hepatitis to develop.

Pancreatic inflammations can also develop in response to drinking too much. Alcohol causes the pancreas to produce toxic substances that can eventually cause inflammation and swelling in tissues in blood vessels. This inflammation, called pancreatitis, prevents the pancreas from digesting food and converting it into fuel to power our bodies.

Aside from damaging our organs, drinking too much alcohol can also increase our risk of developing certain cancers, including those of the mouth, esophagus, pharynx, larynx, liver, and breast.

Alcohol also can weaken our immune systems, making our bodies a much easier target for disease. Drinking a lot on a single occasion slows our body’s ability to ward off infections, even up to 24 hours after getting drunk. Chronic drinkers are more likely to contract diseases like pneumonia and tuberculosis than people who do not drink too much.

So while some light to moderate drinking may not hurt you, it’s important to understand the toxic, longer-term effects of alcohol and use common sense when drinking any alcoholic beverage. We may never be a nation of teetotalers, but understanding what we put in our bodies and making smart decisions about our health will always work in our favor.

Are We Having Fun Yet?

Having fun and working successfully used to be considered incongruent. The workplace was viewed as a monument to serious business only. The standard philosophy was that safety, quality, and productivity would be negatively affected if employees were distracted and having fun instead of focusing on their work. But humor and having fun are natural human reactions. Each plays an important role in regulating interpersonal relations, for reducing stress and in helping people keep their perspective. It also serves as an invaluable team-building tool, and platform for improving morale.

Generational differences play a large role in how workers view their jobs and having fun. Millennials are more at ease with diversity, technology, and online communication than are other generations. In general, they have high expectations and seek meaning in their work, but also regard their jobs as a means to build their career résumé, rather than looking for long-term attachment or commitment to the organization that better defines the Baby Boomers.

Millennials see a stronger association between workplace fun and individual outcomes than do other generations. In fact, this age group often considers fun in the workplace a requirement, rather than a benefit, and seeks balance and synergy between their personal and work lives. In this evolving workplace model, employees expect purposefully designed fun activities that are linked to organizational outcomes like enhanced productivity, increased innovation, stronger teams and customer service, stress reduction, and improved retention.

Employees today enjoy social activities such as company-wide outings and food-related activities, internal contests, sports, and athletic competitions. Fun and inclusiveness go hand in hand, so offering special events and programs that are open to all workers is important.

Employers learned long ago the value of dress-down days and casual Fridays but since most workplaces are business casual or informal in their dress expectations, those perks are no longer seen as special. Other ideas worth considering for boosting the fun factor at work include:

  • Favorite team jersey days. Baseball favorites in this region seem to be split fairly evening between the Red Sox and the Yankees, with a smattering of Mets and other teams. Let everyone wear their colors to work and celebrate other sports as well as baseball.
  • Healthy breakfasts, lunches, or dinners, either sponsored by the employer, or have staff bring in food to share with their co-workers. Healthy recipe exchanges, a smoothie or coffee bar, and dessert station also are fun, as are barbeques in the warm weather.
  • Attend a sporting event. Offer tickets to a baseball, basketball, hockey, road race, or other sports activity locally including minor league or college sports, and open participation to all employees and possibly their families or guests.
  • Encourage team events. These can include softball, basketball, skiing, bowling, volleyball, exercise or fitness activities, charity walks, and bike rides, whatever appeals to your workforce. The buzz from these activities is bound to carry over into the office as well.
  • Establish an internal social network. While compliance and HR rules apply, people can post information, talk about service issues, make suggestions, respond to those suggestions, post funny articles, YouTube and Facebook links, and much more.
  • Host seasonal fun activities. These can be pumpkin-carving contests, events linked to the Super Bowl, World Series, or Daytona 500, or whatever floats people’s boats.
  • Encourage the creative personalization of individual work spaces. Nothing over the top, of course, but we spend a lot of time at work, so our work space should be able to reflect who we are and who or what we care for outside of work.
  • Celebrate wins. There’s nothing better than bringing people together to celebrate a successful launch, achieving a business goal, to recognize service, acknowledge awards, or to simply thank employees for their hard work and support. It should include food, special guests, premium gifts, and whatever else you or a planning group have in mind.
  • Use meetings to recognize team or individual contributions. Meetings have a purpose, but they’re also a great time for peer recognition. Celebrate one another, and consider gift cards and other informal recognition tools.
  • Create a “fun” committee. Let a group of volunteers come together to solicit ideas and plan activities that will be well received, rather than guessing what people might like. And consider giving them a small budget to help get programming off the ground.

The bottom line is that having fun at work doesn’t have to be work, or all about work. It’s about understanding people’s needs, teamwork and, literally, the bottom line.

Sleep – Who Needs It?!

Think about young children out at a restaurant with their family way after their normal bedtime.  Maybe they’re on vacation or have been going all day, had to wait in line and, your luck, got the booth next to yours. They may be short tempered, ill-mannered, and obstinate – not the best dinner companions. But here’s the thing:  It’s probably not their fault. If they haven’t gotten enough sleep, they are tired and cranky. Lack of sleep throws off our chemical balance and deprives us of much-needed rest that allows us to cope, concentrate, solve problems, and function more effectively in interactive situations–like while playing, in school, and at work.

In March, we turn the clocks ahead an hour and look forward to enjoying the lengthening days and milder temperatures. If you have a dog or cat, you know they’re not happy about the time change – they expect breakfast and dinner on the schedule they’re used to. But besides upsetting our animals, the time change and loss of an hour adds to any sleep deprivation we may already be suffering and wreaks havoc with our internal clocks.

When we’re tired, we become irritable. Productivity, service, creativity, and quality of work often suffer. Being fatigued tests the patience of everyone around us, increases chances of accidents or mistakes, and aggravates chronic health conditions. It also reduces our natural immune system, making us more susceptible to illness.

Humans have a 24-hour internal clock called circadian rhythm that controls our eating and sleeping patterns, internal bodily functions and the timing of hormone secretions. We might have trouble falling asleep at night or waking up in the morning if our internal clock gets out of sync with the external day-night cycle. This happens with multi-time-zone travel and is the basis for jet lag. With the daylight savings time shift, the external time has shifted while the internal clock has not, and even though it’s been weeks, there’s still a lag.

The more stable and consistent our circadian rhythm, the better our sleep. This cycle also may be altered by the timing of various factors including naps, bedtime, exercise, diet, and especially exposure to light.

Aging also plays a role in sleep and sleep hygiene. After the age of 40, our sleep patterns change and we have many more nocturnal awakenings than in our younger years. These not only directly affect the quality of our sleep, but they also interact with any other condition that may cause arousals or awakenings, functioning like the withdrawal syndrome that occurs after drinking alcohol close to bedtime. Chronic illness, changes of medications, and injuries also affect restlessness. But whatever the causes, the more times we awake at night, the more likely we will not feel refreshed and restored in the morning.

Additionally, psychological stressors like deadlines, exams, arguments, and job crises may prevent us from falling asleep or wake us from sleep throughout the night. It takes time to “turn off” all the noise from the day. If you work right up to the time you turn out the lights, are watching television, or are on your phone or laptop, you simply can’t just “flip a switch” and drop off to a blissful night’s sleep.

Steps for sleeping more peacefully

Millions of Americans suffer from fatigue caused by poor sleep habits. And while chemical imbalances and chronic conditions such as sleep apnea—where the body doesn’t get enough oxygen during sleep—can be affecting you, there are many simple solutions you can try before turning to medications or speaking with your doctor about a sleep study.

The most important sleep hygiene measure is to maintain a regular sleep and wake pattern seven days a week. It’s also important to spend an appropriate amount of time in bed—not too little, or too much. This may vary by individual. For example, if someone has a problem with daytime sleepiness, they should spend a minimum of eight hours in bed, but if they have difficulty sleeping at night, they should limit themselves to seven hours in bed in order to keep the sleep pattern consolidated.

Here are 10 good sleep hygiene practices to consider:

  • Avoid napping during the day. It can disturb the normal pattern of sleep and wakefulness.
  • Avoid stimulants such as caffeine, nicotine, and alcohol too close to bedtime. While alcohol is well known to speed the onset of sleep, it disrupts sleep in the second half of your sleep cycle as the body begins to metabolize the alcohol, causing arousal.
  • Exercise can promote good sleep. Vigorous exercise should be practiced in the morning or late afternoon. A relaxing exercise, like yoga, can be done before bed to help initiate a restful night’s sleep; but avoid exercise close to bedtime.
  • Food can be disruptive right before sleep. Stay away from large meals, spicy foods which increase metabolism, sweets, or unhealthy snacking. And, remember, chocolate contains caffeine, though it has many helpful properties, as well.
  • Ensure adequate exposure to natural light. This is particularly important for older people who may not venture outside as frequently as children and adults. Light exposure helps maintain a healthy sleep-wake cycle, though try to avoid too much light exposure in the evening if you’ve been having trouble sleeping.
  • Establish a regular, relaxing bedtime routine and try to wake up at the same time every day.
  • Limit stimulating activities, electronic games, social networking, and TV shows before trying to go to sleep.
  • Don’t dwell on or bring your problems to bed, and try to avoid emotionally upsetting conversations when it’s time to relax.
  • Associate your bed with sleep. It’s not a good idea to use your bed to watch TV, listen to the radio, or work.
  • Make sure that the sleep environment is pleasant and relaxing. The bed should be comfortable, and the room should not be too hot or cold, or too bright.

It’s easy to put off sleep, figuring we can catch up when there’s more time. But like taking our medications, eating nutritional meals and exercising regularly, getting the rest we need is important for our overall health and wellness and should be treated as a necessity, not a commodity.

Resolve to Establish a Wellness Champion

With the launch of each new year, health and wellness are on our minds, personally, just as organizations are concerned with the health and wellness of their bottom lines. Fortunately, these two concepts are not mutually exclusive — the link between employee wellness and organizational productivity, innovation, teamwork, quality and customer service has long been demonstrated. So as we do our 2014 planning, building in time for proactive health awareness should be part of our strategic thinking.

Organizations participating in CBIA’s Health Connections have access to online health and wellness resources, including this online monthly newsletter, Healthy Connections. But if you haven’t already, maybe it’s time to move past the lowest-hanging fruit and tackle the next simple step of appointing a Wellness Champion, someone from your organization who becomes your liaison to health and wellness information, encourages your staff to complete a simple, easy online healthcare assessment, and then participates in monthly outreach, promotes health education tools, and literally “champions” your internal health- and wellness-improvement efforts.

“When companies sign up for wellness benefits, they receive information on the role of the Wellness Champion, and then we help guide them, step by step, on duties and expectations,” explains Michelle Molyneux, insurance specialist, who oversees Healthy Connections for CBIA. “Our program is easy to implement and maintain, and beyond general support including regular emails and monthly updates, we offer a variety of financial incentives to encourage and reward participation.”

A website dedicated to health and wellness includes a dedicated portal for Wellness Champions, Molyneux says. It includes tips, best practices, access to workshops, and educational materials and videos on subjects ranging from smoking cessation and nutrition to exercise and fitness. Wellness Champions also see updates on how many employees in their companies have completed online healthcare assessments, a critical first step for designing a personal wellness program. Each employee receives a $50 Amazon gift card for completing the assessment, and each organization receives raffle “points” good toward a quarterly drawing for a $500 Amazon gift card. Additional raffle points are earned for completing online workshops and interactive educational materials.

“Wellness doesn’t have to be hard,” observes Molyneux. “Healthy habits come in many creative shapes and forms. The most important steps involve establishing a culture of wellness. Once you get started, you can take it in any direction that works for your organization or business.”

For more information on appointing a Wellness Champion, visit CbiaHealthyConnections.com, or contact Michelle Molyneux (860.244.1966; Michelle.Molyneux@cbia.com).

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If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

Reducing Stress at Work

Last month was National Stress Awareness Month and we examined the impact of stress on employee wellness. This month we’ll address how to set up a roadmap for decreased stress in the workplace.

According to the 2013 Work and Well-Being Survey released in March by the American Psychological Association’s (APA) Center for Organizational Excellence, more than one-third (35%) of American workers experience chronic work stress. The APA’s most recent Stress in America survey (released in February 2013) also found high levels of employee stress, with 65 percent of working Americans citing work as a significant source of stress, and 35 percent  reporting that they typically feel stressed during the workday.

According to the Work and WellBeing Survey, fewer than half of working Americans report that they receive adequate monetary compensation (46%). Of course, employers can’t be expected to arbitrarily increase employee compensation across the board and stay in business. But it’s critical to note that almost half of the employees surveyed (46%) talked about non-monetary compensation. Additionally, just 43 percent of employees say that recognition is based on fair and useful performance evaluation, and just over half (51%) say they feel valued at work. Besides feeling undervalued, employees also report feeling unheard: Less than half (47%) say their employer regularly seeks input from employees, and even fewer (37%) say the organization makes changes based on that feedback.

These numbers help put into perspective what organizational development experts see as an epidemic-level wave of unhappy employees. If you’re wondering what the impact of this unhappiness may be on your workplace, consider that stress at work manifests itself in increased absenteeism and presenteeism, lower productivity and increased service errors, and has a negative impact on safety, quality and teamwork.

Yet despite growing awareness of the importance of a healthy workplace, few employees say their organizations provide sufficient resources to help them manage stress (36%) and meet their mental health needs (44%). Just 42 percent of employees say that their organizations promote and support a healthy lifestyle, and only 36 percent report regularly participating in workplace health and wellness programs.

That sounds like a boatload of opportunity for savvy employers who want to do more to address workplace stress, but don’t want to spend a fortune.  People want to be heard and feel that their opinions count. They want to see an employer show an interest in them as human beings, and want to be recognized for their hard work, dedication and value. And since health is important to all of us, investing in health and wellness planning, and involving your workforce in both the planning and execution can result in a significant return on investment.

Taking time to ask employees what they think is important. That can be done informally at lunches, team meetings, small-group interactions, and one-on-one. There are a variety of inexpensive online tools available for surveying attitudes and communication, as well. But the easy steps, like building employees into planning and decision making is invaluable for improved execution and buy-in. And recognizing performance, personally and in front of the team, pays back in spades. Small gestures like gift certificates, comp time, and team lunches go a long way toward improving morale.

You can sponsor team walks and charity events, supplement fitness center fees, host on-site health screenings, and many other activities – the list of potential steps is long, as are the benefits. Additionally, if you haven’t yet, consider establishing a wellness champion and having your employees participate in a free, online health assessment. You can do this by joining CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

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Stress at Work: Recognizing and Understanding Symptoms

We all experience stress, in different ways and from different sources and it affects each of us differently. The common denominator, though, is that stress in the workplace manifests itself in increased absenteeism and presenteeism, lower productivity and increased service errors. Stress also has a negative impact on safety, quality and teamwork.

According to the 2013 Work and Well-Being Survey released in March by the American Psychological Association’s (APA) Center for Organizational Excellence, more than one-third (35%) of American workers experience chronic work stress, with low salaries, lack of opportunities for advancement, and heavy workloads topping the list of contributing factors.

The online survey polled 1,501 adults in January 2013. The majority of those surveyed (53%) work at organizations with fewer than 500 employees, 37% at organizations employing fewer than 100. Thirty-one percent of respondents had frontline jobs, directly involved with the production of products or providing services such as sales, bookkeeping, and customer service. Twenty-nine percent had mid-level positions involving management and supervision or coordination of people or departments. Those with mid-level or senior positions but no management responsibilities comprised one-quarter of respondents, while 15% had upper-level positions, involving coordination of the organization, development of organizational plans/goals, and supervision of managers.

The APA’s most recent Stress in America survey (released in February 2013) also found high levels of employee stress, with 65% of working Americans citing work as a significant source of stress, and 35% reporting that they typically feel stressed during the workday.

Stress also is a contributor to high blood pressure and other diseases. When we’re frustrated, depressed, or under tremendous pressure at work or at home, we tend to eat poorly, not exercise and otherwise tax our bodies. Links have been established between stress and our body’s production of excess cholesterol. Stress also interferes with our normal sleep, which causes fatigue and makes us irritable and more susceptible to illness. When unchecked, stress interferes with our general quality of life, and can affect our relationships, productivity, customer service, safety and quality.

Why are we so stressed?

For starters, says the Work and Well-Being Survey, many workers don’t feel like they’re being paid enough or getting the recognition they deserve. Less than half of working Americans report that they receive adequate monetary compensation (46%) or non-monetary recognition (43%) for their contributions on the job. Additionally, just 43% of employees say that recognition is based on fair and useful performance evaluations. Just over half (51%) say they feel valued at work.

In addition to feeling undervalued, employees also report feeling unheard: Less than half (47%) say their employer regularly seeks input from employees, and even fewer (37%) say the organization makes changes based on that feedback.

On the heels of the recession, many employees also appear to feel stuck, with only 39% citing sufficient opportunities for internal career advancement.

Despite growing awareness of the importance of a healthy workplace, few employees say their organizations provide sufficient resources to help them manage stress (36%) and meet their mental health needs (44%). Just 42% of employees say that their organizations promote and support a healthy lifestyle, and only 36% report regularly participating in workplace health and wellness programs. “This isn’t just an HR or management issue,” says Norman B. Anderson, Ph.D., APA’s CEO, “The well-being of an organization’s workforce is a strategic business imperative that is linked to its performance and success.”

Also, despite many work-related advances for women, the workplace still doesn’t feel like a level playing field for many women who report feeling less valued than men (48%). Less than half of employed women (43%) say they receive adequate monetary compensation for their work, compared to 48% of employed men. Further, fewer employed women than men report that their employer provides sufficient opportunities for internal career advancement (35% versus 43%) or resources to help them manage stress (34% versus 38%). Though employed women are more likely than men to report having good mental health (86% versus 76%), more women say they typically feel tense or stressed out at work (37% versus 33%).

Employers can’t eliminate all the factors that cause their workers to feel stressed, but there are a number of items that can be addressed – and most of them are outlined in the issues described above. Next month, in the June issue of CBIA Healthy Connections, Wellness Matters will address how to set up a roadmap for decreased stress in the workplace.

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If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!

The Price of Obesity in the Workplace

The increase in obesity rates in the United States is costing every employer — and every employee. According to the Centers for Disease Control and Prevention (CDC), nearly 36 percent of U.S. adults are obese (at least 20 percent above their ideal weight), and current estimates of the medical cost of adult obesity range from $147 billion to nearly $210 billion annually — more than alcohol- and smoking-related costs combined.

A 2012 report by the Trust for America’s Health and the Robert Wood Johnson Foundation predicts that if current obesity rates continue unabated, by 2030, 13 states could have adult obesity rates above 60 percent, 39 states above 50 percent, and all 50 states above 44 percent.

Obesity is closely linked to heart disease, stroke, diabetes, certain types of cancer, and other serious medical conditions. That represents significant costs to employers who provide health benefits to their employees and face ever-increasing health insurance premiums. In addition, all employers risk incurring obesity-related costs in the form of lower employee productivity, increased workers’ compensation claims, and other workplace issues.

Medical expenses for obese employees are estimated to be 42 percent higher than for those with a healthy weight, says the CDC. Costs related to medical expenses, however, don’t necessarily account for the lion’s share of the financial burden on employers.

A 2010 study by Duke University researchers found that obesity among full-time employees costs U.S. employers more than $73 billion per year. The investigation considered three factors in determining costs: employee medical expenditures; lost productivity on the job due to health problems (presenteeism); and absence from work (absenteeism). Presenteeism was found to account for most of the total cost — as much as 56 percent in the case of female employees and 68 percent in the case of male workers.

Additionally, a 2007 Duke University Medical Center analysis showed that obesity also drives up employers’ costs associated with workers’ compensation claims and the cost of workers’ compensation insurance, which all employers are required to carry. The study found that obese employees filed twice the number of workers’ comp claims and lost 13 times more work days from injuries and illness than did non-obese workers.

How employers can make a difference

Employers can help themselves and their employees by encouraging a culture of wellness from the top of the shop down.  The most effective solution is to provide economic and other incentives to those employees who show clear signs of improving their health via weight loss, maintaining a healthy weight, or participating in exercise programs.

Educating employees also plays a beneficial role in promoting healthy weight consciousness. This is especially important when you consider that individuals’ beliefs about the causes of obesity affect weight-loss success or failure.

Researchers found that whether a person believes obesity is caused by overeating or a lack of exercise can predict whether he or she will gain or lose weight. People who believe obesity is caused by diet will focus on consuming less food, while those who believe the cause is lack of exercise will work out more. The problem is that people tend to overestimate the number of calories burned during exercise and underestimate the number of calories in the food they eat.

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If you’re not enjoying the benefits of a wellness program at your company, join CBIA Healthy Connections at your company’s next renewal. It’s free as part of your participation in CBIA Health Connections!