A low-cost wellness program
Article Abstract:
Glendale, AZ, encourages its workforce to stay healthy by implementing a cost-effective wellness program that blends incentives with selected health promotion activities. The city waives health insurance deductions for employees who take part in the program to boost participation rate. Glendale employees are also given nutritional seminars, access to fitness facilities, mammograms, and copies of Vitality magazine, all for free. Surprisingly, the city's health promotion expenditures only amounted to $148,000 in 1991, considering that the health program covered Glendale's 1,400 employees and 800 insured spouses. The wellness program, the brainchild of risk manager Allen Iampaglia, has resulted in the reduction of absenteeism and on-the-job accidents among Glendale's employees.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1992
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The wellness payoff
Article Abstract:
The ten year old wellness program of Adolph Coors Co (Golden, CO) has saved the company an estimated $1.9 million annually by reducing its medical costs and sick leave and by increasing employee productivity. Coors' wellness program includes health risk assessments, stress management programs, individual and family counseling, and pre- and post-natal education programs. The program uses six steps to affect behavioral change: awareness, education, incentives, programs, self-action, and follow-up and support. The prerequisites for the success of a wellness program are: senior management support; an explicit statement by the company that wellness is a priority; and access to all programs being made available to all employees and their families.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1990
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TERA turtle wins the race for Coors
Article Abstract:
Adolph Coors Co boosted employee involvement in the company's sponsored 401 (k) program 12.1% by implementing an internal promotion using employee communications and participation incentives. The elements of the company's promotional effort in increasing participation in Coors' Tax Effective Retirement Account (TETRA) included developing a TERA mascot, the TERA Turtle; sending a letter to all of the nonparticipating employees inviting them to ask for a projection of their potential earnings through TERA (employees requesting a projection were given a TERA pin); and holding a weekly drawing for $100 to all employees wearing the pin.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1991
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