Workplace Wellness in Flux – Nicolaas Pronk
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Workplace Wellness in Flux – Nicolaas Pronk at Modern Healthcare's 8th annual Workplace of the Future Conference on Wednesday, October 14, 2015 at the Omni Hotel in Nashville Tennessee.
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Workplace Wellness in Flux – Nicolaas Pronk
- 1. Workplace Wellness in Flux Making Wellness Work Workplace of the Future Conference Nashville, Tennessee October 14, 2015 Nico Pronk, Ph.D. VP and Chief Science Officer HealthPartners Adj. Professor, Social and Behavioral Sciences Harvard T.H. Chan School of Public Health
- 2. Agenda •Workplace health program design matters Best Practices Principles of Program Design •Compliance matters •Perspectives on EEOC guidance for employers
- 3. What Works in Workplace Health?• Systematic reviews of the evidence • Effectiveness reviews • Economic reviews • Expert reviews and guidance documents • Best practices • Intentional application of current knowledge • Evidence-based • Evidence-informed
- 4. Workplace Wellness Best Practices• What best practices are associated with highly successful programs? • Review of literature • 44 Best Practices identified, e.g. • Commitment to healthy culture • Adequate resourcing • Human-centered culture • Participatory practices • Program branding • Analysis and reporting • Wellness champion network • Categorized into overarching principles of design
- 5. 1. Leadership: Multi-level 2. Relevance: do choices matter for employees? 3. Partnership: integrate and work together 4. Comprehensiveness: multi-level, multi-component 5. Implementation: execution matters 6. Engagement: experience is key 7. Communications: ongoing and engaging 8. Data Driven: Best data available, CQI, evaluation 9. Compliance: Legal and ethical 9 Program Design Dimensions
- 6. • “Say”: 87% is committed to company purpose and values • “Stay”: 89% intends and would like to stay at TURCK for a year or longer • “Strive”: 93% gives “best effort” each day • 69% reduction in behavioral health visits • Sustained decreased workers’ compensation and FMLA claims since 2003 • Reduction in external medical visits; increase in onsite clinic and pharmacy use • <1% turnover (compared to 13% industry average) • LifeWorks@TURCK is associated with 7% to 8% income from operations • Compared to health plan trend, $4.7 M averted (2008-2013) Program Design Matters TURCK Case Study
- 7. Perspectives on Compliance• Lots of regulations to consider… • ACA, HIPAA, GINA, ADA, Public Health Service Act, ERISA, OSHA, applicable State Law, Internal Revenue Code,… • Equal Employment Opportunity Commission (EEOC) proposed guidance for employers who sponsor wellness programs • Guidance related to ADA and GINA • Proposed rule applies to wellness programs that include disability-related inquiries or medical examinations (not such programs as education or general health information services/practices)
- 8. EEOC Proposed Rules • Programs must be voluntary • Incentives cannot exceed 30% of total cost of employee-only coverage • Employer is required to give notice related to medical information protection and use • Programs must be “reasonably designed” to promote health or prevent disease • Program must be non-discriminatory
- 9. “Reasonably Designed” • A health-contingent program complies if it: 1. Has a reasonable chance of improving the health of, or preventing disease in, participating individuals 2. Is not overly burdensome 3. Is not a subterfuge for discrimination based on a health factor 4. Is not highly suspect in the method chosen to promote or prevent disease • Programs are not required to be accredited or based on specific evidence-based guidelines. However, it is encouraged to increase the likelihood for success by considering practices recommended by the CPSTF and USPSTF • Evidence-informed vs. evidence-based; leaving room for innovation
- 10. Questions Remain • Employers and employees should be well-informed about these rules and ensure programs are in compliance • Furthermore, from an ethical perspective, transparency into data practices, participatory practices, and the overall mission and vision of the program will go a long way in creating a culture of respect and trust • Without trust, a culture of health will be unattainable
- 11. “Change moves at the speed of trust” --Gary Gunderson Wake Forest University Baptist Medical
Editor's Notes
- All principles work together to create a culture of health and well-being at the workplace
- ADA restricts the types of medical information employers may obtain form job applicants and employees Makes it illegal for an employer to discriminate against individuals based on a disability Generally prohibits employers from obtaining medical information form employees through disability-related inquiries or medical examinations However, ADA includes a limited exception that permits employers to conduct voluntary medical examinations with are part of a wellness program.