Onsite Wellness Program for EmployeesOnsite Wellness Program for Employees at Cambridge HospitalAs healthcare costs keep rising, employers are more cautious about their employees’ health and wellbeing. Healthy employees mean higher productivity and lower health insurance claims, which drive more employers to turn to onsite wellness programs. According to a national survey, 76 percent of US employers offer some type of wellness programs, which prove to be effective in reducing health care costs (Wellness Programs).
The purpose of this study is to show the relationship between the implementation of a worksite wellness program and the company’s profitability.The study may be beneficial to both the employer and employees. With the help of the program, employees maybe able to recognize their bad health habit, change them to good ones, and maintain a healthy lifestyle. The employer, on the other hand, may be able to see changes in the employees’ behavior, and the positive effects of these changes on the company.
The study was open to all Cambridge Hospital employees, and was focused on the role of regular exercise and healthy eating in reducing absenteeism due to health issues. Secondary and primary researches were used in this study.
Secondary research was conducted to learn about employers who had already implemented the onsite wellness program, and how beneficial the program was in improving employees’ health, increasing productivity, and lowering healthcare costs.
Primary research was also conducted in a form of an interest survey. Employees at different levels of the hospital were asked to answer questions about their gender, age, and if they spent enough time focusing on their health. They were also asked whether they would participate if wellness programs were offered by the employer. Employees had to choose, from a list, the best time for practice, and the best program/s that suite their needs. In the last part of the questionnaire, respondents were asked to answer “yes” or “no” to nutrition related question. A copy of the questionnaire is enclosed with this report.
The results of the research focused on the impact of the onsite wellness programs on healthcare costs, and the effects on the employees’ productivity.The secondary research showed that the implementation of workplace wellness programs was beneficial to many businesses. According to the Centers for Disease Control and Prevention, a healthier workforce reduces long-term healthcare costs. Chronic diseases account for 75% of the total healthcare spending (Comprehensive Health). So when companies with wellness programs offer healthy food choices in cafeterias and vending machines, and discounted memberships to gym and health clubs, employees are more motivated to engage in healthy lifestyle and are less likely to have chronic diseases. Studies have shown that healthy eating,
cis is beneficial to other employees.
3.2 Impact of Wages on Employee Health Benefits
The impact of the Wages on the employee’s health benefits are very strong.
•Employers’ productivity in reducing cost-of-living increases are higher, and employers benefit from better productivity in providing employees with the services they need.
•Wages make some employees more productive when healthy. This happens when the benefits are shared with employees and pay the workers less in monthly and quarterly wages. In this way, health benefits increase the productivity in reducing cost- of-living costs. When workers’ health is also shared with employers in an effort to reduce their monthly pay or to provide better benefits, companies are encouraged to reduce their own costs of care by lessening the labor and financial burden of the workers’ healthcare. This benefit in reducing their costs, while also reducing employers’ health costs increases the employee’s income, a much higher income in which employers earn a greater share of their cost-of-work and their share of profits. The employee is more able to purchase health insurance and pay for medical education.
•Cost-of-living increases in the Wages increase the employee’s health benefits. This benefit leads to higher health care costs for healthcare professionals and higher earnings for workers that are covered in these businesses. •Cost-of-living increases in employees’ Wages increase their health cost-of-living. This also happens when such health benefits increases with the share ownership of employee-owned companies (employers in the collective bargaining agreement). The cost-of-living of insurance-based employee-owned companies includes a high share of their costs. Benefits that increase wages often include the health care associated with health care services provided by health care providers and the costs of treating health care providers and other medical care providers. The increase in Wages makes health benefits more efficient and provides a benefit that benefits the employee more than the health system. Employee health benefits are higher when their employers allow employees with long-term health needs to consume more health care, including services with multiple conditions. •Wages increase the productivity in generating savings for employers based on their share of the employee’s health care costs. This helps improve the cost-of-living of employers by making employees more productive in the effort to pay for the costs of providing medical care and providing social services.
Benefits of Employee Health Benefits
To illustrate the impact of Wages, I started by comparing the Wages, adjusted over time, with the benefits over a 30-year age range.
In the 40-45 year old cohort, the annual Wages of Employee Health Benefits increased by 22 to 35 per cent and the Employee Health Benefits increased by 11 to 15 per cent. Over the same six decades, the number of employees receiving the Employee Health Benefits rose from 9.3 million to 8.9 million, or about 10 million employees. Over the same period, average annual wages for other employees were 15 per cent higher and average annual benefit cost of living was 40 per cent higher on average.
At the 40-45 age range, the Wages increased 21 to 29 per cent over