Wellness in the Workplace

As of mid July 2009 small employers in Washington State will be able to seek a discount in their health care insurance of up to 20% if they can demonstrate a robust company wellness program. Wow! This is a terrific opportunity for those companies that already have a great wellness program to get some financial relief and it is also that needed "push" to get one started. I was talking with the folks over at Worksite Wellness and they kindly forwarded me the information regarding "what it takes" to demonstrate a robust wellness program. Here is the information they provided me:

Qualifications needed for wellness programs to be included in the Health Care Reform.

From the information that I've seen, here is what I know is being proposed:
Programs must be consistent with research and best practices
Must consist of any 3 of the following wellness program components

Health awareness component.—A health awareness component which provides for the following:

• Health education.—The dissemination of health information which addresses the specific needs and health risks of employees.
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  Health screenings.—The opportunity for periodic screenings for health problems and referrals for appropriate follow up measures.

Employee engagement component.—An employee engagement component which provides for—

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  The establishment of a committee to actively engage employees in worksite wellness programs through worksite assessments and program planning, delivery, evaluation, and improvement efforts, and
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  the tracking of employee participation.

Behavioral change component.—A behavioral change component which provides for altering employee lifestyles to encourage healthy living through counseling, seminars, on-line programs, or self-help materials which provide technical assistance and problem solving skills. Such component may include programs relating to—
tobacco use, obesity, stress management, physical fitness, nutrition, substance abuse, depression, and mental health promotion (including anxiety).

Supportive environment component.—A supportive environment component which includes the following:
On-site policies.—Policies and services at the worksite which promote a healthy lifestyle, including policies relating to—
tobacco use at the worksite,
the nutrition of food available at the worksite through cafeterias and vending options,
minimizing stress and promoting positive mental health in the workplace,
where applicable, accessible and attractive stairs, and
the encouragement of physical activity before, during, and after work hours.

Participation incentives.— Either,
Qualified incentive benefits for each employee who participates in the health screenings described above
Behaviorial programs as described above

Must be certified by the Secretary of Health and Human Services, in coordination with the Director of the Center for Disease Control and Prevention as a qualified wellness program under the above terms.
The program will only be certified if it is consistent with evidence-based research and best practices, as identified by persons with expertise in employer health promotion and wellness programs,
It must include multiple, evidence-based strategies which are based on the existing and emerging research and careful scientific reviews, including the Guide to Community Preventive Services, the Guide to Clinical Preventive Services, and the National Registry for Effective Programs, and
It must include strategies which focus on employee populations with a disproportionate burden of health problems
Programs will be reviewed periodically by The Secretary of Health and Human Services to ensure compliance