JM & ArK , Inc. Reduced Stress & Nutrition Program Proposal

1. JM & ArK, Inc.Reduced Stress & Nutrition Program Proposal By: Jasmine Davey, Melissa Nall, Kevin Ark

2. Problem Identification Stress

3. Reduce Stress Goal • Reduce the number and average individual cost of hypertension, heart disease, alcohol abuse, smoking, and insomnia claims related to stress in the workplace by 20% within the first year of the program.

4. Environmental Assessment-Stress

5. Environmental Assessment

6. Worksite Strategies-Stress

7. Resource Assessment On-site Inventory Available & Necessary Resources • Available Resources: • Facility: Large Facility with additional space. • Promotional Materials: • Newsletter • Posters • Paycheck Stuffers • Budget: $5,500 per year is available in the Human Resource Department Discretionary Fund. • Needed Equipment: • Equipment: None. • Incentives: Quarterly Incentives (Sweepstakes, Prizes, etc.)

8. Proposed Program • Phase 1 (March)-Awareness & Publicity: • Each week during the month of March will be an awareness week on Hypertension, Heart Disease, Alcohol & Substance Abuse, Smoking, and Insomnia. • The monthly newsletter, posters, and paycheck stuffers will have tips to help resolve claims, explain the new wellness program, and share more information on next month’s phase. • Phase 2 (April)-Training & Health Assessments: • Occupational Health Nurse will be doing a meet and greet for all employees. • The nurse will go over problem topics like Hypertension, Heart Disease, Alcohol & Substance Abuse, Smoking, and Insomnia and ways to prevent these problems. • The nurse will also conduct individual health assessments for employees and take employee’s blood pressure for future monitoring.

9. Proposed Program • Phase 3 (May)-Incentives: • Worksite posters, newsletter, and paycheck stuffers will inform employees during this month of the incentives involved in the program • Employees without claims can compete for prizes and participate in contests. (Prizes: Spa Certificates, Gift Cards, additional time-off, etc.) • Phase 4 (June/July)-Implementation: • During the month reduce stress exercises, stretches, and proper breathing techniques will be practiced. • More opportunities for small breaks through out the day to help reduce stress in the workplace. • Healthy food options will also be made available. • Phase 5 (August)-Monitoring & Evaluation: • Occupational Health Nurse will review and evaluate data, conduct health risk assessment every 6 months to determine the impact of the program. • The nurse will recheck employee’s blood pressure, and continue to monitor individual health assessments for all employees.

10. Expected Costs Annual Operating Costs for Program Proposed • Personnel: • Occupational Health Nurse: (70 employees X $30 per person X 2/yr) = $4,200 • Facility: No additional cost (will be using existing space) • Equipment: • Newsletter ( 12/yr X $0.30/issue) = $3.60 • Posters (15 posters X $5.00/poster) = $75 • Paycheck Stuffers (70 employees X 0.50/check stuffer) = $35 • Incentives: $250 Quarterly = $1,000 Total Estimated Cost: $5,314

11. Expected Benefits Key benefits of our wellness program: • Reduced costs from worker’s compensation claims • Increased productivity • Lower tension between employees • Lower absenteeism • Improve morale and lower turnover rate

12. Overall Benefit-Cost Projection • Program Cost: $5,314 • Average Claim Cost: $2,700 • 20% drop in claims (11 claims)

13. Problem Identification Nutrition

14. Nutrition Goals • Reduce the number and average individual cost per claim by 10% by promoting healthy eating habits, physical activity to prevent and manage overweight, obesity, and other diseases like heart disease and diabetes. • Program would increase number of servings of Fruits and Vegetables, reduce fatty food intake, and incorporate physical activity for at least 30 to 90 minutes to help prevent claims and increase healthy nutrition.

15. Environmental Assessment- Nutrition

16. Environmental Assessment

17. Worksite Strategies-Nutrition

18. Resource Assessment On-site Inventory Available & Necessary Resources • Available Resources: • Facility: Large Facility with additional space. • Promotional Materials: • Newsletter • Posters • Paycheck Stuffers • Budget: $3,500 per year is available in the Human Resource Department Discretionary Fund. • Needed Equipment: • Equipment: Exercise/Yoga Mats, and Resistance Bands needed for exercise on-site. • Incentives: Quarterly Incentives (Sweepstakes, Prizes, etc.) • Online Resources: MyFitnessPal, Noom, Super Tracker, ChooseMyPlate.gov, etc.

19. Proposed Program • Phase 1 (March)-Awareness & Publicity: • Each week during the month of March will be an awareness week on Diabetes, High Cholesterol, Overweight & Obesity, and Lack Physical Activity. • The monthly newsletter, posters, and paycheck stuffers will have tips to help resolve claims, explain the new nutrition wellness program, and share more information on next month’s phase. • Phase 2 (April)- Introduction to On-site Nutritionist & Online Resources: • On-site Nutritionist will meet with employee’s for 2 hours during the month to do one-on-one council/coaching session. • The monthly newsletter, posters, and paycheck stuffers will introduce online resources available to employees starting this month. • Healthy food options will also available. • Team meetings at end month will promote physical activity.

20. Proposed Program • Phase 3 (May)-Incentives: • Worksite posters, newsletter, and paycheck stuffers will inform employees during this month of the incentives involved in the program • Employees who keep an updated tracking food & exercise log can compete for prizes and participate in contests. (Prizes: Spa Certificates, Gift Cards, additional time-off, etc.) • Phase 4 (June/July)-Implementation: • Managers will lead by example by taking a few minutes every day to do stretches, yoga, and resistance band exercises to promote physical activity. • Employees will start tracking their food intake and physical activity by keeping a journal or using online resources like MyFitnessPal. • Monthly Team Meetings to encourage, support, and help each other accomplish healthy lifestyle. • Phase 5 (August)-Monitoring & Evaluation: • On-site Nutritionist will review & evaluate data, and conduct health risk assessment to determine the impact of the program. • Employees will submit confidential progress reports to Nutritionist for extra incentives. • The Nutritionist will continue to monitor individual healthy habits for all employees and provide additional guidance, support and encouragement to employees.

21. Expected Costs Annual Operating Costs for Program Proposed • Personnel: • Nutritionist: ($125/session X 2 hours X 2/yr) = $500 • Facility: No additional cost (will be using existing space) • Equipment: • Newsletter (12/yr X $0.30/issue) = $3.60 • Posters (20 posters X $5.00/poster) = $100 • Paycheck Stuffers (70 employees X 0.50/check stuffer) = $35 • Floor Mats ($9 X 70 employees) = $630 • Resistance Bands ($8 X 70 employees) = $560 • Incentives: $350 Quarterly = $1,400 Total Estimated Cost: $3,229

22. Expected Benefits Key benefits of our wellness program: • Reduced costs from worker’s compensation claims • Increased productivity • Lower tension between employees • Lower absenteeism • Improve morale and lower turnover rate

23. Overall Benefit-Cost Projection • Program Cost: $3,229 • Average Claim Cost: $2,200 • 10% drop in claims (11 claims)