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Butler Snow Health & Wellness MASI Annual Fall Conference September 26, 2013 Lance A. Bonner

Butler Snow Health & Wellness MASI Annual Fall Conference September 26, 2013 Lance A. Bonner. Workplace Wellness. Is there a return for the investment? How do we measure it? What is the duty of the organization vs. the duty of the individual?

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Butler Snow Health & Wellness MASI Annual Fall Conference September 26, 2013 Lance A. Bonner

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  1. Butler Snow Health & Wellness MASI Annual Fall Conference September 26, 2013 Lance A. Bonner

  2. Workplace Wellness • Is there a return for the investment? How do we measure it? • What is the duty of the organization vs. the duty of the individual? • What motivates our employees to change behavior and adopt more healthy lifestyles? • How will PPACA change the role of wellness in the workplace?

  3. About Butler Snow • General corporate defense law firm • Approximately 525 employees and partners in 15 offices across the US and UK • Growing significantly from 200 people 10 years ago • Many highly-paid professionals who are not significantly motivated by small financial incentive • Very hectic, stressful workplace • Traditionally, a strong “family” feel, but difficult to maintain as we grow

  4. A bit of history…

  5. WHY…….? • Because our employees are critical to us in a professional service business, and we see both a moral obligation and a financial benefit to doing so. • Medical inflation was spiraling out of control at 8-14% per year • Opportunities for more camaraderie, improved teamwork, better sense of belonging and increased productivity • Ultimately, the only hope of maintaining affordable health care cost, after shopping reinsurance, adjusting co-pays, and pricing alternate networks

  6. What’s Worked • Branding the Program • Promoting the Program • Keep SOMETHING about wellness in front of the employees constantly – digital signage, OnePlace, emails, flyers, etc. Constant reminders. • Recognizing that “Wellness” was more than just physical • Emphasizing Balance between Work and Personal life

  7. What’s Worked • Onsite Clinic • Incentive Program – Easy to Understand and promote • Involvement in Community Events (walks, races, etc.) • Offer healthy food options through “Power Snacks” • Focus on stress management

  8. On-site Clinic • Began in August, 2011 • Staffed partly by MD and partly by NP • Primarily wellness, prevention and disease management focused, but do acute care • 13% reduction in medical claims cost during first full calendar year of operation • No charge for those on medical plan • More widely adopted by staff than higher-income professionals • Expanding in 2014 to larger space and will accept spouses and dependents 14 and up

  9. Promotion through a Variety of Activities • Health Fairs • Health Education • Medical Screenings • Health Coaching • Weight Management Programs • Wellness Newsletters • On-site Fitness Programs and Facilities • On-site healthy cooking/eating classes and demos • Allow flex time for exercise • Stress relieving activities and resources

  10. Health & Wellness in the Workplace: It is Easier to Be Active When.. • We know what to do and have the confidence, skills and opportunity to do it. • It’s fun. “Working out” at the gym does not appeal to everyone. Activities need to reflect what individuals enjoy. • Our friends, family or co-workers are active with us (or at least support us). • We feel safe, thanks to well-lit streets or stairwells.

  11. Health & Wellness in the Workplace: • It is Easier to Be Active When.. • Sidewalks, walking/biking trails, parks and gyms are nearby. • We have money to pay for equipment, instruction or memberships. • Active choices such as taking the stairs, having stretch breaks during meetings and going outside during lunch are “normal” in the worksite. • Managers support and recognize employee efforts. Better yet, they take part. • We can juggle our work hours to fit in physical activity.

  12. Some Lessons Learned • Begin with ‘Buy-in” from Senior Level Leadership. Discover wellness champions at the top of the organization. • Communicate, communicate, communicate • Don’t rely on 3rd party resources that don’t have real experience • Keep it simple

  13. 9 Lessons Learned • Start small and build on prior years • Keep employee expectations high through active communication • Money not always the best motivator • Offer creative ways for employees to exercise during the day • Ensure data access

  14. Final thoughts • Top management “champions” are key • It has to be relatively easy and enjoyable to “get started”, and a bit of positive peer pressure is helpful • Everyone’s issues and needs are a bit different, so providing a variety of ways to improve health, and allowing for a “safe” coach to talk with pays big dividends

  15. Questions?

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