Look Around HR

…So says work done by a number of researchers who looked at eleven studies that were published between 1994 and 2006. The report is featured on WebMD.

The programs varied in that some offered one-on-one counseling, while some offered a health assessment, and others may have featured an on-site exercise program. Still, others may have featured a combination of those benefits while some may have offered something completely different.

The programs that seemed to work the best were ones that included face-to-face meetings at least once a month. Something to consider if you are starting up a wellness program or are looking to tweak yours.

The studies showed that those who participated in these programs lost an average of 2-14 pounds. Not bad, although the effects on the bottom line is still not known. Separate research shows that “about” 6 percent of health care costs is associated with excess body weight.

As I have said before, I am a fan of wellness programs and think they are a win-win for both the employer and employee.

I have talked about wellness plans, and the need to implement them, but it looks like some state legislators think that businesses are moving to slow and are trying to mandate the programs.

From Workforce Management:

While most of the measures gently encourage employers to promote wellness by offering financial incentives, at least two states are now considering taking a harder line: A California Assembly committee passed a bill this month that would require employers contracting with the state to offer one or more wellness programs to their employees. A bill introduced in Michigan would require that the state give preference to employers that offer wellness programs in awarding contracts.

Read the rest of the article, with details on the plans, here.

I am always cautious on mandates especially when an initiative is rather new and there are details we do not know (like how much it will cost and what the return on investment is). If it is financially beneficial, the companies will take the lead in implementing wellness programs (trust me).

A recent PriceWaterhouseCoopers survey says that employer healthcare costs are set to rise 9.9 percent this year, and 9.6 percent in 2009; both rates are nearly double inflation, and will leave employers who sponsor health insurance plans with more hard choices.

Ways to combat the increased employer cost include raising the deductible, lowering the percentage the plan pays (co-insurance), raising the prescription drug co-pay or office co-pay. Employers will probably also have to raise the employee costs as well. None of these sound like very good, or very fun, ideas to me. But HR isn’t always fun and the easy decision isn’t always the best or right decision.

I think it may be years away before wellness programs are near universal, but that does not mean your company shouldn’t join the growing number of companies who take pro-active measures to keep their employees healthy and medical costs lower. Gym memberships, allowing employees to go for a walk on company time, staffing a nutritionist that can help employees eat healthier are just a couple of examples that companies should look at sooner than later.

Last week, I wrote about a recent study linking higher gas prices to lower employee productivity. According to the study, the high prices were taken a burden on the employee and their family, causing stress, and other factors that affected work performance.

Some companies are being pro-active about the rising prices, and trying to ease the pain at the pump. This CareerJournal story has details into some of those plans:

Earlier this month, employees at Miller Grossbard & Associates in Houston found an extra $50 in their paychecks. The small accounting firm added the money- and plans to continue doing so on an interim basis- to help its 28 workers cope with rising gasoline prices.

Companies are launching a variety of relief initiatives such as providing alternate ways to get to work- including purchasing buses and vans to give employees free rides- and changing corporate policies to accommodate workers who travel for their jobs.

Some companies are increasing mileage rates, providing gas-related cost-of-living raises or even supplementing employees’ paychecks to relieve the burden. Others are reconfiguring sales professionals’ territories so they are more compact- leaving fewer miles to drive.

Many of these ides are all pretty costly to the company. As the economy continues to slow, I know a lot of companies may not have room in their budget for a company van or an extra stipend for gas. Look for ways that will not be pricey to your company that also shows the employee you are concerned for them and are trying to help (hint to Congress: if you followed this strategy your approval rating might get out of the teens).

As I talked about last time, there are many things you can do that are not to expensive if you get a little creative and promote it to your staff.

Yes, according to one researcher.

According to Wayne Hochwarter, a professor at Florida State University’s College of Business, a new study shows that rising gas princes cause employees to be less excited about going to work; and therefore their quality of work decreases.

“People concerned with the effects of gas prices were significantly less attentive on the job, less excited about going to work, less passionate and conscientious, and more tense,” Hochwarter says. “These people also reported more ‘blues’ on the job. Employees were simply unable to detach themselves from the stress caused by escalating gas prices as they walked through the doors at work.”

More…

“Several employees said they simply could not escape the media onslaught of bad news regarding the future of gas prices, and many reported their financial futures were looking bleaker and bleaker,” say Hochwarter.

One respondent said that rising gas prices have left him distracted at work.

“I spend more time at work trying to figure out what I need to give up to keep gas in my tank than thinking about how to do my job,” said the factory worker.

To show that your company understands the problem employees face, you may want to offer alternative programs to the traditional 8-5 such as 4-10 hour days or telecommuting if at all possible. You might also want to organize a car pool system employees can participate in.

I would also argue that the stress isn’t because of gas prices alone. It could be from any prices rapidly increasing, resulting in a financial hardship for that worker and their family. You may want to think about an employee assistant program offering financial advice that workers can speak with confidentially.

P.S. Remember when $2.00 a gallon seemed expensive?

Have you ever had to say that at your place of work? I am guessing probably not. But if a new idea
catches on, you may find yourself uttering those words (or something like that). According to USA Today, a small (but growing) number of companies are now allowing you to bring your child to work- and not just for a one day promotional event, but for as long as they would like.

At the T3 advertising firm in Austin, employees have a saying: It takes an agency to raise a child.

The $261 million company, whose clients include Marriott International, Microsoft and J.C. Penney, lets a new parent bring his or her baby to work — every day — until the child is old enough to crawl.

Almost 50 babies have spent their infancy in the office beside their mothers or fathers, who generally tote in baby swings and playpens to set up makeshift nurseries. Some parents even take infants to meetings in BabyBjörn strap-on carriers.

Honestly, I don’t know what to make of this. I thought having an on-site day care was pretty progressive, but this is a step further than that.

I will say I tend to sympathize with this employee:

Mike Prencipe, 48, managing partner of HR Staffing Solutions in Springfield, Va., had a colleague who brought an infant to work three days a week.

“You’d have a client calling and you had a screaming baby in the background,” Prencipe says. “First off, it’s a distraction. Everyone wants to ooh and aah over the baby. And it’s a distraction to the parent, because they have to tend to the baby first, as well they should. I don’t think it’s a good idea.”

But from an HR standpoint, I think this would be a great selling point to those young mothers or fathers worried about the cost of daycare or work-life balance. I would imagine the lines at work are drawn between those who bring their children to work and those who don’t.