This was employees, their spouses, and retirees. Four years previously, pressure, body fat, and fitness levels. The program included members information and recommendations on how to classroom instruction on fatigue and other health issues and improve their overall health. Follow-up contacts were made provided a manual containing information on exercise, diet, with high-risk employees to help in the behavior change stress, and fatigue. The program demonstrated very positive process.
As often hap- and safety issues. Every employee was provided a monthly pens, the individual who developed, implemented, and health newsletter published by the company. The wellness championed the program left the company for a position program was staffed with a wellness coordinator, a consult- elsewhere and, since the departure, the corporation reorgan- ant as needed, and five consultants for the health assessments ized the fleet safety function, placing it under control of risk and follow-ups.
All program activities at the time of the interview ments, and participation in the overall wellness program was were placed on hold. The company, which is self-insured, experienced Motor Carrier 6 was a Western-based trucking company a reduction in health care costs; employees also realized with approximately 3, truck drivers and to cor- health care savings.
Seven years passed with no increase in porate employees. The company was building a new facility for their drivers to include sleeping quarters, a cafeteria, a the- 2. In a desire to keep health care costs and Wellness Programs down, the company was giving high priority to employee health. The wellness program was initiated as a benefit for Davis said that the rising costs of health care today mirror the employees.
The program offered health fairs, weight those of the late s and early s, before managed care management programs, exercise incentive programs, and clamped down on health costs for a short time. Employees were estimated to pay an aver- Management Research Center and These are appraisal. Employees at high risk for poor health outcomes had individuals at highest risk for conditions such as diabetes, high significantly higher expenditures than did employees at lower cholesterol, and heart disease, and they are the least likely risk in seven of ten risk categories: those who reported them- employees to change unhealthful behaviors.
These same risk factors were found to participate in managing their health and well-being can be to be associated with a higher likelihood of having extremely a particularly challenging task. The authors concluded common often are allowed to live their lives with little or no apparent modifiable health risks are associated with short-term increases attention; and eventually they become susceptible to increas- in the likelihood of incurring health expenditures and in the ing risks without the proper attention to help them maintain magnitude of those expenditures.
The important metric and the gold standard for suc- Incentives for employees making healthful lifestyle changes cess is the percentage of the population at low-risk and the penalties for those engaging in high-risk behaviors, Edington. Health The Wellness Council of America WELCOA , a nonprofit Management Research Center pointed out that a variety of health promotion organization, is a leading provider of what factors associated with unhealthy employees can contribute it claims is a unique workplace wellness model—improving to corporate costs including: absenteeism, medical expenses, employee health and safety through deployment of its wellness distress to other employees during absences, and cost of coaches directly to the workplace.
One of the goals is to replacement personnel. In addition, the company determined its medical costs per employee were company can implement targeted wellness programs, which almost twice the national average. The In a brief examination of health and wellness programs in program, piloted in , had approximately 44, employ- other segments of the transportation industry, TCRP Report ees participate from to Daimler wellness programs in the transit industry.
The program includes a twice per year health fair, monthly massages, brown-bag health education classes, The Daimler Chrysler program employs the following monthly health promotion newsletters, and fitness incentives and techniques to increase and maintain employ- facilities at each location.
Workers in a 18, domestic wellness program participants from to manufacturing setting, who engaged in welding, assembly, Medical expenditures were evaluated for up to 5 years machine operation, maintenance, and painting, viewed the before and 4 years after the wellness program began.
As a worksite health climate less positively than did white-collar result of linking the program to health care benefits and finan- workers. Blue-collar workers had a higher norm on only one completed a health risk assessment and, if recommended, health behavior, that of an antismoking sentiment which was enrolled in a high-risk intervention program.
Employees par- higher than that of the white-collar workers. Weed out Asthma, diabetes, and cardiovascular disease are the three major illnesses most commonly addressed by DM programs. Employers their care, ensures proper treatment by physicians, and helps screen their workers and job applicants for drug use with the make sense of medical information.
Often a contracted expectation that such testing will deter worker drug use. It service, many DM programs focus not only on cutting health is a cause-and-effect relationship that many employers rely care costs, but also on improving employee attendance and on, and a belief that fuels a multibillion-dollar drug testing ability to contribute at work.
DM programs encourage industry. When researchers at the University of California, employees to sign up with a health care provider who Irvine UCI , examined alternative explanations to test the educates them about their diseases—how to manage them link between employee drug testing and lower rates of and the importance of proper medical care.
According to the UCI study, , DM programs are some- drug use. Because other policies and risk individuals who can get by with frequent mailings and workforce characteristics likely dampen drug use to some occasional telephone contact Atkinson Carpenter said that fail- They include information to budget-conscious personnel managers who are weighing the costs and benefits of establishing a drug- 1.
When the UCI study compiled data on 2. There was no contact by the employer or the insurer with marijuana screening at private, for-profit companies across the injured employee. There was overbearing or intrusive contact by the ing marijuana is the drug appearing most often in employee employer. Bills went unpaid, prescriptions were un-reimbursed, or The implications of such research and commentary by the the check was late.
UCI researchers to the commercial transportation industry 5. The advice of friends, family, or medical provider swayed testing for drugs in employees. There was a lack of a modified-duty plan or harassment 2. Health and Wellness Programs 8. Employee was dissatisfied. Employee had loss of health insurance or other benefits. The accident or injury should never have happened. Association for Fitness in Business and from them, 2.
Goetzel says HPM has been in the fore- — Monetary and personnel support front of advocating for integrated employee health, safety, — Philosophical support and productivity management programs. Parry et al. This included direct payments for health benefits and — Available fitness facilities indirect payments attributable to lost productivity. Workers in poor health, and those with behavioral Roberts and York provide extensive elaboration and expla- risk factors, may cost the organization more than can be nation of most of these program elements, and readers are measured by adding up medical expenses; the spillover effects referred to those descriptions in the overall report by Roberts on other areas such as safety, morale, and productivity may and York.
Many of the principles of Goetzel et al. Fragmented, department-spe- explain the most common health threats facing commercial cific strategies attempt to manage individual and organiza- drivers and to entice employers and drivers to take proactive tional risks although oftentimes these risks are common to action to participate in a personal wellness, health, and fitness several functions simultaneously within the organization and program. This program for and costs for workers, their families, and employers, and commercial drivers focuses on principles of general wellness, they foster a positive corporate climate of concern and health, and fitness for CMV drivers, for their employers, and for excellence.
Offers nutrition information on and Krueger ; Krueger, Brewster, and Alvarez Sam- for 1 year, the book presents the bus or truck driver with ple exercises drivers can do are described. The safety factors include weather our responses to the many stresses we face. Describes stress conditions, driving regulations, passenger safety, compli- alleviation techniques, and hints to avoid road rage. This interactive www. Partici- beginning to report positive results.
This approach warrants pants are to imagine themselves as athletes, their playing field further scrutiny and monitoring to determine success rates. Each work day the drivers 2. More details 12 months of games lessons designed for the truck driver about this OSHA initiative can be found in Appendix D.
The manager and driver sur- 3. In spring , the research team initiated a survey process to develop and refine two surveys. The first survey was 3.
The second survey focused on truck and bus Due to the focus on commercial driver health and wellness drivers who currently drive for companies with a formal or program structure, components, and effectiveness, efforts informal health and wellness program. The instruments were concentrated on distributing the surveys to motor carriers based on similar surveys conducted with transit drivers in a who currently had a driver health and wellness program.
The previous TCRP synthesis. Cognitive interviews with the carriers were con- ducted to ensure that the questions were interpreted as In addition, ABA and UMA distributed surveys to their intended and to explore challenges in completing the surveys.
This feedback was analyzed and incorporated into the final The number of returns of surveys for both managers and surveys. The instruments were finalized in May Discussions held with officials at After the instruments were finalized, online surveys were cre- each of the four commercial transportation trade associations ated to allow for easier completion by respondents.
The online i. A brief introduction and submission instruc- health and wellness programs, particularly ones that involve tions were included on both the online and the paper surveys. Companies Respondents were asked to describe the allocation of Fleet company Drivers 1, 33, resources within the company to health and wellness aware- Independent Contractors 5, ness, education, and behavior change.
If the health and wellness program is sustained by the challenges. Understanding those challenges is the first step in campaign efforts and focus of just one committed employee determining what a company health and wellness program e. However, Unhealthy diet 2. Stress 3. Man- Sleep disorders 3. The results are listed in order of priority for The impact of the various driver health risks on driver health, the respondents.
Sufficient financial support for the plan was safety, and productivity are all reasons for implementing a com- indicated as the leading choice for ensuring the continued pany health and wellness program. Respondents were asked to focus of the health and wellness program. Support for the Health and Wellness Program Percent Statement Responding Our President communicates the importance of employee health and wellness to all employees e. Organizational Environment Ensure all vehicles are maintained in ergonomically sound condition.
An employee health and wellness program is not intended The survey attempted to determine how company health to be a stand-alone initiative within an organization. To suc- and wellness programs are integrated into overall company ceed, a health and wellness program must be developed in operations. To do so, respondents were asked a series of state- and complement an organizational environment which takes ments regarding program integration and asked to check all a holistic approach to employee health, wellness, and lifestyle that apply.
The results are listed below. The linking of health issues. As part of the organizational environment in which a health and wellness program is introduced, company policies 3. The following company policies were also identi- the simplest of steps, such as asking drivers initially to com- fied by respondents as ways to foster an organizational com- plete a health risk appraisal.
The survey respondents were mitment to health and wellness. Most managers responding positively indicated achieving corporate goals. Health and Wellness Program Integration Health and wellness activities are coordinated with safety programs. Health and wellness activities are coordinated with the drug and alcohol testing program. Communicating with Drivers and Their Families Communicate changes in policy and benefit options.
Provide timely feedback to drivers on how their input is used. Respondents were asked to detail program components which driver health and wellness performance measures are offered and format or delivery method used. The The respondents were also asked whether these health and results are detailed below. Maintaining interest and involvement of drivers drivers and monitoring driver satisfaction with the program.
Respondents were asked to identify ways in which the company keeps driv- A total of 23 driver surveys were completed; 20 by truck ers informed. The results are listed in order of use. Drivers were asked to choose categories best describing their current employer 3.
For-Hire TL. Years of experience driving a commer- grams seem to point to the relative newness of company- cial vehicle ranged from 1 to 36 years, with a mean of 8. The purpose of the appraisal is to get the long the programs have been in existence. When carriers were trainers thinking about personal health issues and the impact approached to participate in the surveys for this synthesis, those issues have on job performance and lifestyle.
Likewise, many indicated a lack of a formalized health and wellness the trainers are encouraged to start their own driver training program. However, upon further discussion with them, it sessions by asking drivers to complete a personal health appears many carriers did indeed have a number of program appraisal form.
Overcoming the perception that a health and well- Have you ever completed a personal health risk appraisal form? Obviously the best programs in the world will not benefit The drivers were asked to rate the status of their overall drivers if there is not active participation in those programs. Current Health Status of Drivers How active are you in your company health and wellness program?
Interestingly, the two highest rank- ments on management support. The responses are detailed ing health risks as identified by the managers in their survey, at the top of page Conversely, the two highest concern health and wellness program resides in their respective com- risk factors on the driver survey, sleep disorders and panies. Sleep disorders 2. Drivers were asked whether the com- Obesity 3.
When asked how long the available at their company and to indicate their level of par- responding driver had participated in the company program, the ticipation in each. To help gauge the success of company programs, drivers The responses to questions concerning the length of time were asked whether individual participation in the program the various company health and wellness programs have been has changed over the past 2 years.
Given that the average length of ments in individual health. The real gauge of gated by the company. Individual Driver Participation in Program 3. To improve participation by other program components being offered by companies and drivers, respondents were asked an open-ended question used by drivers do address the concerns identified by both about program improvements designed to get participation groups.
In addition to the surveys and literature review presented, wellness programs and working together toward reducing this synthesis includes four trucking case studies and one bus any additional health-related costs for drivers. Some of the carriers conducted claims and programs.
All The four trucking industry case studies presented here the carriers discussed the importance of identifying the ben- include both large and small carriers from TL, LTL, short- efits to the corporate bottom line and overall reduced health haul carriers, and one very large nationwide short-haul care costs, and conveying those to management.
The carriers waste management company. Case study data were obtained emphasized the importance of educating all levels of the from a single intercity, interstate bus company: Greyhound organization about the importance of health and wellness Lines, Inc.
Some of the key points identified from the four programs. These initiatives include more extensive tractors. Schneider National believes that focusing for all drivers by means of early testing and diagnosis, and on driver health and wellness results in improvements across implementing more ergonomic cab settings such as seat the safety continuum from individual drivers, to their fami- adjustments. The carriers emphasized the importance of lies, to the motoring public who share the highway with educating drivers about the availability of the health and Schneider National drivers.
National has instituted a number of initiatives designed to Schneider National officials comment that while driver sat- mitigate the impact of the various wellness challenges long isfaction and comfort were the primary drivers of the seat sys- periods sitting, truck stop diet, shift work, being away from tem, there has been a demonstrated return-on-investment home for extended periods of time, etc. Schneider National ROI as a result of system implementation.
Disease Management and Health Coaches. Under the direction of and in conjunction with a full-time Occupational Sleep Apnea Initiative. In an effort to reduce the risks Health medical team and Benefit Administration, Schneider associated with sleep apnea, Schneider National initiated a National has several disease management and health coaches program to identify and treat drivers suffering from sleep who work with the drivers on a regular basis.
Areas of focus apnea. An initial cohort of drivers deemed positive for include cardiac health, diabetes, asthma, chronic obstructive sleep apnea were tested. The one-night study in a sleep pulmonary disease and congestive heart failure. Based on the success of this initial test, Schneider National Through July , Schneider National was able to hold now pays for all sleep malady testing and CPAP costs for claims costs to a single-digit percentage increase from the drivers at risk for and diagnosed with sleep apnea.
The driver previous year, which is relatively low compared with indus- is followed for 30 days post-CPAP intervention to trou- try norms. Quarterly follow-up with the driver various health and wellness initiatives the education and inte- is done to ensure long-term compliance with the sleep apnea gration of the programs across the organization from drivers intervention. Additionally, with its corporate focus on the health and wellness of drivers as a cornerstone of the com- Ergonomic Improvements in Seating.
Therefore, seat to the driver. Schneider National wanted to find a way to promote more in-cab comfort for their drivers, believing that it would promote driver satisfaction as well as safety. With the seat and steering wheel customized to each Personal Approach to Health and Wellness. Believing firmly claims. The medical exam includes cardiovascular testing, a thorough Company Officials Train in Health and Wellness. Trucks, Inc. Statistical analyses can be performed on all age other drivers to participate in the health and wellness data fields of the DOT exam and trend analyses are conducted activities.
Healthier lifestyle choices are often the focus of the regularly. These analyses allow JB Hunt to focus wellness education provided and specific topics covered have initiatives on specific health risks and allow for health and included instruction on nutrition, exercise, and smoking wellness programs to be more effective.
Health Coaching. Included in the health individual drivers. Drivers who are determined to have health and wellness program at Trucks, Inc. The coach who can assist in making lifestyle changes and create physical form used by Trucks, Inc. DOT physical requirements in a number of areas. Physical results from all Trucks, Inc. JB Hunt has seen driver training needs based on resulting diagnoses. Any drivers many significant results due to the use of health coaches and with borderline physical exam results are rechecked on a more the electronic tracking of DOT medical examination findings.
Company offi- Inc. Early diagnosis of health issues has saved Waste Management, Inc. The company has also been recognized by the an integrated human capital management data warehouse, Georgia Motor Trucking Association for its safety perform- WM established a human capital management HCM ance which Trucks, Inc. Based on tively new program and currently experiences some success analyses of employee health care data, priority health conditions in terms of cost control results.
WM Overall Strategy. WM actively steps into the breach began to examine total human capital data across all aspects between what employees need and what the health care sys- of the company. It incorporated those sources of data into an tem is geared to provide, especially in support of employees HCM information system that permitted an examination of for their chronic medical conditions. The analysis showed that just over help them better understand and improve their health.
For WM drivers, the average cost of this high risk 4. Amalgamated Transit minority about 1. Among the United States. Some of the programs available to the drivers, several HCM initiatives on health, WM partnered with a team spouses, and dependents enrolled in the medical plan include: of occupational health counselors to establish 19 field-based occupational health specialists as the primary points-of- Disease Management.
These programs are available for contact for supervisors to engage immediately on hearing of chronic conditions, such as asthma, diabetes, heart disease, an injury accident. The OHCs guided employees to the best low back pain, chronic obstructive pulmonary disease, and medical care resources and worked with employees, supervi- weight complications.
Participants are provided with access to a personal, duty time. Various Wellness Options. Participants are able to common conditions, review details of their contributing risk obtain discounts on fitness club memberships, weight man- factors, access recommended steps for improvement, inter- agement programs, massage therapy, chiropractic care, and active tools, and wellness information.
A hospital informa- two different smoking cessation options. In addition, there is tion tool allows them to compare hospitals for over 50 a program to show members the benefits of consistent shorter surgical and medical procedures. A prescription drug tool sessions of physical activity throughout the day. This pro- allows the member to research individual drugs or compare gram features a pedometer to measure walking distance and several drugs used to treat a specific condition.
An interactive an online tool to log daily steps, track progress, and receive library provides information on health conditions, everyday coaching tips.
Helpful health infor- Miscellaneous. If employees have purchased certain mation is available by phone from a trained registered nurse voluntary insurance, they could be eligible to receive cash or from an audiotape library of more than 1, health- back for obtaining certain preventive testing or routine related topics. All employees and their dependents are eligible Online Tools.
Participants can complete a health risk for an employee assistance program free of charge that cov- assessment that helps them assess and monitor their health ers counseling for issues that could relate to health and status, obtain a personal analysis of many preventable and wellness issues. In the the savings to show up, it is difficult to isolate the savings as experience of the research team, perhaps more than any other direct results of wellness programs, and the savings are diffi- corporate safety initiatives, employee wellness programs, no cult to track.
Most companies do not have a long-term view matter how well-intentioned, are plagued with obstacles. One employee may like but are gradually discarded in favor of other initiatives with walking on a treadmill while another may like to walk outside. Employee wellness programs are initially put Still others may enjoy organized sports. While the measure- in place with very well-intentioned goals in mind. These may ments of improvement can be consistent, how a person gets include a genuine concern for the health and well-being of there should contain a number of options.
To a large extent, higher health care costs stem from nutrition, smoking cessation, etc. Coupled with the fact that unhealthy living. Most organizations are Goetzel et al. Research shows that people who are looking for more immediate results.
Conservatively, most prone to these problems generally have much higher health industrial health professionals say the ROI for a good well- care costs than those who are not. Compa- neighborhood of or Many of these have already been described in — Corporate programs are used as a starting point for detail; they are included here in summary form.
This is an important point for any safety program. Priorities change, while values are for- — Structured, well-planned training ever. Must integrate wellness into the safety value.
Management personnel are — Management review and feedback on work performed not healthy either. Drivers need — Daily, monthly, and long-term planning support on home front to reinforce the message, change — Use of face-to-face meetings diet, reduce stress, etc. In general, wellness programs implemented in well- managed locations with strong leadership and empowered In contrast, the best practices of some of the safest facilities employees have a better chance of success. Programs them- can be applied to successfully implementing a wellness pro- selves should be guided by professionals, offer an abundance gram.
When companies study their best performing loca- of employee options, and be easily adaptable. Continued personal health and wellness are critically im- encompassing. What has not been so most pressing needs and then establishing a plan to address apparent until recently is just how important employee health those issues.
Surveyed drivers viewed sleep dis- health issues. Employers sity and an unhealthy diet as high risks for their drivers. Research findings on workplace health consequences; success. Each company may need to small, the survey of driver managers and commercial drivers tailor health and wellness programs to their particular needs. The findings gleaned from this synthesis include the following:.
The commercial bus and motorcoach companies e. Currently, there is a gap between what is act and to gain insights about how to do it.
Of special inter- known from health and wellness research and best practice est is learning how such health and wellness programs in other industries and what is being applied in the trans- relate to economic outcomes—a key concern of business. Then they can make the decision to imple- rates in employment? The information to those charged with updating the Physical, program should also include training and communication Medical, and Fitness Standards for Commercial Driving templates and provide a myriad of ideas for successful Qualifications, so as to be able to address not only transient implementation.
Public relations cessful programs involving commercial drivers can be inte- and media experts might assist in crafting the communi- grated to meet corporate organizational goals see Goetzel cation of such information so that it is presented in a Infusing and b determine how employers can involve health plan more current research results and practical applications providers as partners in health, safety, and productivity into both programs would be exceedingly helpful to the management efforts.
If possible the research should deter- commercial driving community. The communication mine what the ROI is for such efforts. Additional implementation should should be linked more closely to and participate in a coop- provide more course offerings countrywide. This coordination effort would ensure that the best motorcoach companies in such training. Aging and Transport. Organization for Economic Cooperation and Brewster, R. Tobacco Control. New York, NY, American Medical Association.
House of Delegates Resolution Brock, J. Chicago, IL, Cann, A. Ergonomics, Vol. Atkinson, W. HR Magazine, Vol. M, Dick, R. I will add it later on game jolt. New version out now! I reworked the game from the ground up. It plays differently but has the same story and characters you are familiar with. I hope you will enjoy the changes I made, the story does not exactly continue where we left off but very close. Hey, it's been a while. I made a demo for the next update.
I will upload the demo here too, so you can try it for yourself. The new updates improve the game exponentially. The character models look great, love the voice over, and love the new fairy! I can't wait to see all the updates to come! Iron Harvest Free Download. Comment by Repacklab. Honey Select 2. Repacklab have over Repacklab includes Sign up for Our Newsletter. These often seem to have less detail and more smudged textures than other in-game assets that can take the player out of the experience.
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In The Awakening, this is indeed the case. The control scheme is simple, the navigation between different areas is easy to grasp. The UI when entering dialogue or otherwise is great and at no point in time does it ever intrude on the core gameplay. This game, although a little farfetched and silly at times, really does have a lot going for it.
This game is a very serviceable adult title that tells a good story and delivers on a very fun concept. Browse games Game Portals. The Awakening. Install Game.
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