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State to Tax Your Fat ...Are You Kidding Me!

2009-01-15T20:32:00Z

In the news, beginning in January 2009, Alabama state employees will be required to receive medical screenings for several conditions, including body mass index (BMI). Those who are considered obese -- along with exhibiting other negative health factors -- will have a year to get in shape. Failure to meet the requirements will raise the employee's premium $25 per month.

Are you Kidding me! No, I'm not and the state of our health is no joke. The motto today is "play or you pay." Critics will say that this is cruel and unusual punishment and discriminates against employees who are overweight or have a genetic disposition for obesity. Or, is this new policy an incentive to create a workforce of employees who are fit for duty, lowering the cost to insure them? According to the CDC, Alabama ranks as the second most obese state - is this title one to wear with admiration, and how does the state of their health tax state services for disability benefits, unemployment, and medical care?

How Much Does It Cost?

Research shows how much more obese employees, in comparison to healthy employees, cost employers to provide health insurance benefits, or worker's compensation claims associated with injuries on the job. In a study conducted by Duke University, overweight workers were more likely to have claims involving injuries to the back, wrist, arm, neck, shoulder, hip, knee and foot than other employees.

Common Ground: Employees and Employers

A recent survey conducted by the National Opinion Research Center (NORC) at the University of Chicago, partnered on the research with the George Washington University School of Public Health and Health Services , showed that:

80% of employees, regardless of weight, believe healthy lifestyles/weight management programs belong in the workplace.
67% of employers are concerned about obesity's effect on medical claims expenses.
93% of employers see obesity as a preventable condition and due to poor lifestyle choices.
Fewer than half of employers believe their company has given enough attention to the problem of obesity.

Where Do You Stand?

As uncomfortable as this issue is to discuss, it is one that will be the focus of health and prevention as they play a greater, integral part of our lifestyles. More companies and organizations are exercising their authority and taking advantage of federal rules that allow them to increase the insurance payments of employees according to their lifestyle.

Question: Given the cost of healthcare and what employers pay to offer this benefit, what kind of incentives/penalties are fair and equal for employees who are obese?

About the author
Renzie Richardson, Independent Health and Wellness Consultant, Be Healthy for Life, LLC. For more information, call (404) 819-9549 or email at renzier@be-healthy-for-life.com

Managing Your Career - Being Healthy in a Weak Economy

2009-01-11T14:04:00Z

Reading the paper is no fun these days. We are spending more of our time being on pins and needles about the status of our employment, how to manage our expenses, and how to manage the overload of assignments at work. We are bombarded by news of the unstable stock market, the expense of food and energy and the constant threat of losing a job, people have a lot on their minds.

The good news is that more people are conscious of their health and how stress affects energy,brain power, and being at risk for illness. People are proactive in taking steps now to sustain their health and improve their lifestyle. But as the economy continues to shift, there are good things coming out of this change.

In a recent survey conducted by Cigna Healthcare, some people are changing their health behaviors in the down economy, and most say they will make a change in the next 12 months. Here are some results from the survey.

31 percent say their health behavior has changed due to the financial crunch.
75 percent say they will eat at home more to save money.
66 percent say they will eat better and exercise to handle economy-related stress.
78 percent believe exercise and eating right can save money in the long run.
54 percent say healthy living will lead to earning more in the future.

Unparallel Market Demands

Some of the hottest trends implies that more people have lifestyle goals this year to look and feel better, and the fitness trends show a growing movement towards better health, higher quality of life, weight loss, and more mind/body exercise. Here are some of the hottest trends for this year:

Group Personal Training
Most of us socialize with our pack, so why not exercise with our pack? Small-group training is a more affordable option for those who'd like to try personal training along with friends and family. In this type of training, you can work with two or more people in a group setting at a discounted price. It's best to work with people who have similar goals and fitness levels to get the most out of group training. This is a great option for people on a budget who'd like the added motivation of sweating through workouts with a buddy.

In-home Personal Training
In-home training is the second fastest growing trend that offers convenience and privacy. Having a trainer come to you helps you fit exercise into your schedule and reach your goals in a comfortable and private setting. In-home training can be more expensive, and don't need much equipment to get started. Most trainers have "portable" equipment such as free weights and resistant bands. This type of training offers a no-hassle way to make your workouts a part of your schedule.

Health and Wellness Coaching
A Health and Wellness Coach assesses your current health status and work with the client to achieve wellness goals. A growing number of employers are offering health and wellness coaching as part of an overall movement in the industry toward consumer-driven healthcare. A new study by United Benefit Advisors found that of the employers that offer wellness programs, more than a third (39.1%) include on-site coaching or coaching by telephone for high-risk employees.

Typically, they will complete or evaluate your health risk assessment for the current status of your wellness in these five areas: health risks, physical activity, stress management, nutrition, and weight loss. The Coach will advise and assist you in reaching your goals through sustainable behavioral changes. A program will be customized to suit the needs of the client, not a one-size-fits-all approach. Additionally, working with a Health and Wellness Coach will provide structure and accountability. Sessions are held over the phone and Internet, and visual monitors if desired. This creates a completely confidential and convenient environment for each client.

Exercise in the Workplace
Giving the rise in the cost of health insurance, more employers are starting to realize the value of healthy employees--corporations can save money and get more out of their employees if they're fit and feeling good. Many corporations are more receptive to embracing wellness and trying new ideas for getting employees to exercise from installing fitness centers to offering wellness programs that cover exercise, nutrition and stress relief.

Micro-nutrients and Supplementation
Instead of high caloric carbohydrates, employers as well as consumers are embracing whole foods such as fresh fruits, nuts and veggies, and supplements in the workplace. These foods and supplements sustain energy level much more than simple carbs and help improve heart, bone and brain health. Supplement such as glucosimine/conjointin for bone nutrient and joint health reduces inflammation and injury, which benefit savings for worker's comp.

PLEASE HELP US GROW AND SHARE THIS BLOG WITH YOUR NETWORK - THANK YOU!

About the author
Renzie Richardson, Independent Health and Wellness Consultant, Be Healthy for Life, LLC. For more information, call (404) 819-9549 or email at renzier@be-healthy-for-life.com

Managing Your Human Capital - 2009 Trends and Predictions

2009-01-09T19:06:00Z

Contact Information:
Renzie L. Richardson, CEO
Health & Wellness Consultant
Be Healthy for Life, LLC

http://www.be-healthy-for-life.com
Mobile: (404) 819-9549
Fax: (404) 418-6968

2009 Health and Wellness Trends

US employers will continue to experience a downturn, but for some markets, the shift will create new opportunities. Small is the "new big" and businesses on Main Street will drive the economy.

In 2008, employers spent, on national health expenditures, a total of 6.9 percent - two times the rate of inflation. In 2009, the rate of increase is expected to between 9 and 10.5 percent for employers, and more than the rate of inflation and what employees can expect in salary increases. Employers will apply more authority to shift and share this cost.

Because of these trends, employers of all sizes are exploring ways to manage this cost while balancing doing "more with less", reducing the healthcare burden toll and maximizing employee performance to achieve business objectives. In this economy, HR professionals and benefit administrators will be expected to drive costs down and offer tangible solutions that can deliver evidence.

Health and Wellness - Play or You Pay

In today's workplace, employees expect employers to offer wellness options, in tandem with health insurance, such as yoga, stress management, health education and nutrition. More employers and insurance companies will offer lower premiums to employees who participate in a wellness program, and employers will add more options that will provide evident-based results. Holistic alternatives to manage stress and to improve life and workstyles will be embraced by more companies.

Fit for Duty

This slogan is more than a term used by the Marines - your health quotient is just as important as your intelligent quotient. Talent for hire will find that employers will exercise more authority and policy to contain healthcare costs. More employers will less likely to hire you if you are obese, use drugs or smoke, and will guard the gate to select who comes on board. "Fit for Duty" is the new talent search. More job interviews will include basic activity to measure how job candidates respond to physical stress.

If you are on board, you will also feel the pinch. Employees who are high risk, unhealthy and refuse to participate in the company's wellness program, it is more likely that you will be at risk to be fired, fined, earned less pay, pay a higher premium for health insurance, be denied participation, or be required to participate in the company's health and wellness program as a condition of employment. With the exception of conditions that are applicable to ADA, Americans with Disabilities Act, there are very few federal and state laws that prohibits the employer from setting these types of policies. More employers will exercise their authority to contain healthcare and injury related costs.

Disease Management and Absenteeism

Doing "more with less" will still be the trend while US companies take measures to ride out the "melt down." Companies will no longer consider unscheduled leave as negligible, and will spend more time tracking and measuring the impact of unscheduled sick days and absences on productivity. In a recent Mercer survey, the total cost of absence can equal as much as 36% of payroll, which can be as much as $1 million for a mid-size business. The actual cost is much more, coupled with scheduled leave that can cost a mid-size employer as much as $4.5 million per year, and the increased cost of health care.

More employers will turn to wellness programs, supplementation, and health education to control costs and contain plan utilization. Strategies will be evaluated to integrate health and wellness, HR policy design, worker's compensation, and health insurance to reduce loss time work. Health Coaches and Personal Trainers will provide more ancillary services, coupled with online technology resources.

Health Provider Wellness Plans

In the last year, health insurance wellness plans experienced significant growth, but most employers have not seen a significant decrease in health premiums. In 2009, premiums are forecast to increase between 6 to 9 percent. With the growth of participation in health insurance plans, employers will continue to receive marginal savings - sickness is profitable for the health insurance and pharmaceutical industries.

Current market conditions will create opportunity for independent advocates for health and wellness, who will partner with employers and consumers to manage their health risk data. While there are no laws that prohibits insurance companies from using consenting data collected from health risk assessments and health fairs, benefit administrators and HR professionals have to be more astute in disclosing information and forming relationships that do not serve the best interest of the employer.

In 2009 and beyond, employers will rely on health and wellness, disease management and prevention programs to pivot costs. HSAs and personal wellness plans will become increasingly popular in the workplace and for consumers who want to benefit from the savings of a healthy lifestyle.

PLEASE HELP US GROW AND SHARE THIS BLOG WITH YOUR NETWORK - THANK YOU!

About the author
Renzie Richardson, Independent Health and Wellness Consultant, Be Healthy for Life, LLC. For more information, call (404) 819-9549 or email at renzier@be-healthy-for-life.com