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HomeMy WebLinkAbout*Other - BOCCq Grant County Health & Wellness Committee Dated thia day o..�. 35 C.St. NW or�� Coupt., ornmi sictneros PO Box 37 J f _ �i�����Gtat County via iEphrata, WA 98823 I.`M. ma x. b' _r i..� f. s,• t4 V AJ 3 mak. €'/71N 4J �V Abstai n D; I 4 a March 3,2021 �. .. Dist 2 _.� �.. Dist A 2 Dist � Diss Dist #�.�....� �3{ -^ Y.:J' 0.V�Ati3Cfi�. 'iAti81K'FSF'L1Tf4CGl L41fiNCC�/!��'TNC %I!1'�L%.. "'^"^ "�• .••••�y p �"] '� p / � � V The Grant County Health and Wellness Committee (HWC) would like to make a recommendation to increase the Grant County Wellness Program incentive from $ 50 to $ 500 for calendar year 2021. Wellness program details: • Program is open to Grant County employees only • To earn the incentive, the employee must complete 4 of the following G activities: 1 J Annul Physical Exam 2) Biometric Screening 3) Personal Health Assessment 4) Preventive vision exam 5) Preventive dental exam G) Tobacco Cessation Program —non -tobacco users fill out an affidavit stating they do not use, and tobacco users sign up for the cessation program • Incentive is $500.00 (less payroll taxes) for completion of 4 of the 6 activities. No pro -rating is allowed. • All activities must be completed by December 31St of the program year. Credit for activities already achieved in the 2021 year will be applied. • Incentive payment to be received in the first quarter of the following year. • Incentive payments to be funded by the Healthcare Reserve fund 525-000-000, which currently exceeds the amount required in reserve for self-funded health programs. The HWC recommends the larger incentive because: ® 2020 Kaiser Family Foundation Employer Health Benefits survey shows benchmark for wellness incentives is $ 500. ® Lindsay Steckler, Health & Performance Manager for HUB (Grant County's health broker) provided the following details that support investing in workplace wellness: o Employer spending on health -promotion and chronic disease prevention and management is a good financial investment when it succeeds in modifying the health of employees. Migration to a lower risk status is estimated to save $53 per employee, savings that recur each year that the employee remains in a low-risk tier. htt s: www.healthaffairs. or dai d 10.1377 hlthoff. x2.2.17 o Programs have achieved a rate of return on investment that ranges from $3 to $8 for each dollar invested, with savings realized within 12 to 18 months. htt s:l'ournals.saqepub.com/`­doi abs 10.4278` 0890-1171-15.5.,281 o Improved productivity: In Meta-analyses have shown a 28% average reduction in sick leave absenteeism, a 26% reduction in healthcare costs, and a 30% decrease in workers' compensation and disability management claims costs. 4>p; r I� 7 4J"thii � ,_Tr'SiII'!. yam.' rSfF1 "TO MEET CURRENT AND FUTURE NEEDS, SERVING TOGETHER WITH PUBLIC AND PRIVATE E , TITIES, WHILE FOSTERING A RESPECTFUL AND SUCCESSFUL WORK ENVIRONMENT. MAR 3 fj %r... r. 0 Thank you for considering the recommendation to increase the wellness program incentive. Please let me know if you have additional questions or would like additional details. Respectfully., Rebecca Martinez Chairperson Health and Wellness Committee CC: Kirk Eslinger, Laurissa Perez, Barbara Vasquez., Elisabeth Lauver., Ulises Infante IL 3� r�cCc��� "TO MEET CURRENT AND FUTURE NEEDS, SERVING TOGETHER WITH PUBLIC AND PRIVATE ENTITIES, WHILE FOSTERING A RESPECTFUL AND SUCCESSFUL WORK ENVIRONMENT."