When it comes to health benefits, the politically correct thing among many employers is wellness, which is defined in many ways. Among the most popular are health risk assessments and screenings. Employers spend a lot of money on such programs.
Employers provide financial incentives and penalties for participation in the programs notwithstanding the fact that documenting real measurable savings is virtually impossible, although vendors of such programs have no trouble trying to make the case for ROI.
Although there are some areas of controversy, there is plenty of evidence associating obesity with many illnesses and related costs and with productivity and accidents on the job. You would think employers would be creative and put a heavy (no pun intended) emphasis on weight management. Some do, but most rely on the basics which probably do very little in changing habits and may actually increase costs, at least in the short-term.
Following is an example of the activities used by one employer and for which incentives are provided. Don’t you wonder how any of these have a direct impact on costs?
Once somebody is out there selling an idea it becomes the in thing to do. Years ago it was cash balance pension plans, and HMOs. Today it’s high deductible health plans, wellness, defined contribution health benefits and private health insurance exchanges. All these great ideas have one thing in common … lower benefits, more restrictions and greater cost for workers.
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