Wellness Book

Flu Shot Facts & Myths

Myth: The flu isn’t a serious disease.
Fact: Influenza (flu) is a serious disease of the nose, throat, and lungs, and it can lead to pneumonia. Annually about 200,000 individuals in the United States are hospitalized and about 36,000 individuals die because of the flu. Most who die are 65 years and older. But small children less than 2 years old are as likely as those over 65 to have to go to the hospital because of the flu.

Myth: The flu shot can cause the flu.
Fact: The flu shot cannot cause the flu. Some individuals get a little soreness or redness where they get the shot. It goes away in a day or two. Serious problems from the flu shot are very rare.

Myth: The flu shot does not work.
Fact: The majority of of the time the flu shot will prevent the flu. In scientific studies, the effectiveness of the flu shot has ranged from 70 percent to 90 percent when there is a good match between circulating viruses and those in the vaccine. Getting the vaccine is your best protection against this disease.

Myth: The side effects are worse than the flu.
Fact: The worst side effect you’re likely to get from a flu shot is a sore arm. The nasal mist flu vaccine might cause nasal congestion, runny nose, sore throat and cough. The risk of a severe allergic reaction is less than 1 in 4 million.

Myth: Only older individuals need a flu vaccine.
Fact: Children and adults with conditions like asthma, diabetes, heart disease, and kidney disease need to get a flu shot. Doctors also recommend children 6 months and older get a flu shot every year until their 5th birthday.

Myth: You must get the flu vaccine before December.
Fact: Flu vaccine can be given before or during the flu season. The best time to get vaccinated is October or November. But you can get vaccinated in December or later.

For more information, ask your medical provider or call 800-CDC-INFO (800-232-4636).  You can also get more information about flu vaccinations by visiting the following Website: www.cdc.gov/flu

Source: The Department of Health and Human ServicesCenters for Disease Control and Prevention

Advantages of Corporate Health Promotion Programs: Easy to Find

Employer’s are learning that Corporate Health Promotion Initiatives is an effective way to increase productivity, improve worker health, decrease medical costs and reduce rates of absence.

A report published in 2003 by the United States Department of Health and Human Services (HHS) highlighted how important it is for corporations to incorporate Corporate Health Promotion Initiatives as part of their company strategy. The report asserts that chronic diseases which are largely preventable place a heavy toll on employer, including lower productivity and higher health insurance costs.

The Department of Health and Human Services estimates that $1.66 trillion was spent on healthcare in 2003 and it attributes a majority of those costs to chronic diseases and conditions such as heart disease, diabetes, obesity and asthma. Sadly, the money allocated for preventing or controlling these conditions is negligible.

In a recent article, American Cancer Society CEO John Seffrin reported two thirds of cancer deaths in the United States could be prevented through lifestyle changes in diet, exercise, cancer testing and “especially” tobacco use. A well-designed Corporate Health Promotion Initiatives initiative serves the best interests of staff members and corporations alike.

Advantages of Wellness Progams: Return On Investment

Ron Goetzel, a nationally recognized expert in the field of health management, data analysis and applied research, said in a recent interview that with an investment of $100 to $150 per worker per year in Corporate Health Promotion Programs, an employer can expect an average ROI of approximately $3 for every $1
invested ($300 to $450 savings per worker per year).  Goetzel says, however, that these returns are not typically realized until two to three years into the Corporate Health Promotion Program.

Advantages of Wellness Progams: Tax Breaks

Sen. Tom Harkin (D-Iowa) has been an outspoken proponent in seeking legislative solutions for a strained medical system.

“As a nation, we have a ‘sick care’ system that is focused on helping individuals after they get sick, rather than a ‘health care’ system which focuses on keeping healthy individuals healthy,” he says.

Harkin introduced the Healthy Lifestyle and Prevention (HeLP) America Act of 2004. One of the initiatives under Title II – Healthier Communities and Workplaces, provides tax credits to corporations that offer broad-based programs to promote worker health and grants for small employer.

Advantages of Wellness Progams: Getting Started

Implementing a Corporate Health Promotion Initiatives can be accomplished with simple, low-cost strategies.

• Offer incentives for participation.
• Establish a wellness informational campaign.
• Schedule wellness seminars on diabetes, nutrition, exercise and cholesterol.
• Establish initiatives such as fitness, sleep diary, tobacco use cessation and injury prevention.
• Offer onsite chair massages or simple stretching exercises to do at the desk.
• Alter vending machine options to offer healthier, low-fat snacks and drinks.
• Actively promote worker participation in all Corporate Health Promotion Programs.

A successful Corporate Health Promotion Initiative can boost employer morale, enhance productivity, reduce organizational conflict, attract superior workers and decrease the rate of worker turnover. The case for beginning a Corporate Health Promotion Initiative is well worth the effort.

Technological and demographic transformations are changing the nature of work in our society. As these changes occur the broad-based model of Corporate Health Promotion Initiatives described above will evolve and continue to develop. If current trends continue, the workers of tomorrow will be older, more racially and ethically diverse, increasingly female, and will often be located off-site. In the later case, technological advances are making it possible for more and more consultants to conduct their work from their homes. Thus the very character of the worksite will change and so must our efforts to deliver Corporate Health Promotion Programs. As an example, in the future it is likely that a great deal of health education programming will be delivered through personalized interactive multimedia formats, conveniently supplied to any number of staff members through telecommunication systems.

As technological innovations increase in the worksite, Corporate Health Promotion Initiative consultants will face new health related challenges. In the past, some have assumed that technology would make workers more efficient, thereby allowing staff members to work less, while being more productive. In reality, increases in technological innovation have simply allowed more of us to take our work with us where ever we go and feel guilty for not being increasingly productive.

This trend may absorb greater amounts of leisure time that is normally devoted to relaxation and recreation. Subsequent increases in stress and fatigue will ensure the continued need for effective Corporate Health Promotion Programs.

When considering the scope of Corporate Health Promotion Initiatives described in this article, many will think of substantial investments made by large corporations. The reality is that 60 percent of individuals working in the United States work for a employer of less than 100 staff members (U. S. Bureau of Census, 1988). Due to economy of scale, it has been difficult and expensive for small employer owners to supply adequate medical insurance and prevention programming for workers.

Corporate Health Promotion Initiative consultants must understand this challenge and develop the way to overcome these obstacles. The proof is clear that much more could be done to advance the health of our society through the worksite. As change agents, health educators must work to empower corporations and staff members through education of the benefits of Corporate Health Promotion Programs.

Worksites do not exist in a vacuum. They are part and parcel of the community in which they are located. Successful corporate administrators are cognizant of the need for positive community relations and should do what is necessary to promote good will. What better way to bridge relationships than by utilizing existing community Corporate Health Promotion Initiative services and initiatives whenever possible (e.g., voluntary, private and public health agencies) and offering health related services back to the community. Since the community is also the home of the worker, an effective mode of health promotion is through programming directed at the larger community. Sponsorship of community related health fairs is one example more are listed below.

• Encourages worker/employer involvement in the community
Blood drives
Sponsorship of fund raising for community schools and social services
Community recycling initiatives
Youth league sports sponsorship
Job training initiatives
• Media and public relations initiatives advertising a healthy employer image
• employer newsletters and press releases on health issues to local media
• Environmentally sound use of community resources and waste disposal

At times Corporate Health Promotion Initiatives have been instituted as public relations vehicles intended to enhance the company image with little concern for improvements in worker health. Companies who are truly committed to enhancing worker health and wellness, are corporations who have worked to include Corporate Health Promotion Initiatives into the employer’s mission statement. With this commitment, policies and procedures can be written to address short and long term goals of increased worker health, productivity, and morale. These policies and procedures are critical to the establishment of supportive organizational cultures conducive to worker health and wellness.

• Active worker involvement in Corporate Health Promotion Initiative committees and employer decision making
• Availability of flextime work schedules
• No tobacco use policy
• Drug use policy and screening
• Motor vehicle seat restraints and the use of other protective/safety equipment
• Sexual harassment policy
• Family leave initiatives
• Consistent and frequent awards and recognition of worker work efforts

The environmental conditions of the worksite can be divided into both physical and psychosocial domains, both of which influence the culture and climate of a worksite. The cultural norms of a worksite have been identified as powerful determinants of worker health and behavior (Baum, 1995). Ultimately, workers benefit most from a healthy, supportive; eustressful worksite community was they feel valued and respected. Since adults spend approximately one third of their waking hours at work, one would hope that staff members view work as less of a necessity and more of an enjoyable experience.

The climate of a worksite is also more conducive to enhancing health and human performance when the environment is safe, clean, aesthetically pleasing and ergonomically engineered. While some occupations maybe inherently dangerous (e.g., fire fighter, military personnel) all broad-based Corporate Health Promotion Initiatives should control exposure to unhealthy conditions including: hazardous chemicals, noise, temperature, radiation and other risky conditions. Program examples include:

• Corporate Health Promotion Initiatives grounded in supportive cultural change strategies
• Environmental and safety compliance measures
Lighting
Ventilation
Heating
Control of toxic substances
Noise
Universal precautions
• Ergonomically designed workstations
• Sanitary, clean, well maintained worksite
• Recycling promoted initiatives
• worker & management training in emergency procedures

An worker’s psychological health can never be neglected in a broad-based model of Corporate Health Promotion Programs. Originating out of a need for alcohol abuse initiatives in the worksite, today’s employee assistance programs (EAP) encompass assessment and counseling for substance abuse and dependency, stress related disorders, family conflicts and other personal issues.

Evidence of the need for such initiatives is wide spread. In a national survey conducted by the Northwestern Life Insurance Company (1992) 46% of staff members reported that their job was very stressful, 34% thought about quitting their jobs because of worksite stress, and 14% did leave their job because of stress. Alcohol and substance abuse problems and issues of worksite violence and harassment are common areas of concern. For many the only viable treatment solution is the Corporate Health Promotion Program.  Exemplary Corporate Health Promotion Initiatives will include:

• Personalized assessment of worker concerns
• Assistance in treatment choice
• Emphasis on prevention and treatment
• Individual and family counseling initiatives
• Treatment for addictions:
Drugs
Alcohol
Gambling
• Crisis intervention initiatives
• Stress Management Programs
• Ongoing support groups
• Management and worker training to establish individuals at risk.
• After treatment care