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Q&A with 2016 Silver WorkWell MA Award Winner, Cambridge Health Alliance

Posted By Melissa Matheson, Tuesday, November 1, 2016

Cambridge Health Alliance WorkWell Massachusetts Award Winner Q&A
Interviewee: Carolyn Ballard, Wellness Manager

Tell us about yourself and your organization. 
Cambridge Health Alliance (CHA) is a vibrant, innovative health system dedicated to providing essential services to all members of the community. With over 140,000 patients in Cambridge, Somerville, and Boston’s Metro North region, CHA is a local provider of choice for primary care, specialty care, emergency services, hospital care, maternity care and behavioral health. We are made up of more than 4,000 employees, all of whom are eligible to participate in the Wellness Program.

I have been with CHA since July of 2015. My background is in psychology and nutrition and I am a Registered Dietitian, so I have the ability to create much of our nutrition programming myself. My main responsibilities include project management, program development, marketing and communications, and outreach. I also manage our onsite yoga classes with the help of a part-time yoga program coordinator. 

Congratulations on being a WWCMA WorkWell Massachusetts awardee. What does this mean for team/you? 

We view an award from WWCMA as a message that we have developed an exemplary and comprehensive program. Because the WorkWell awards are based on both the HERO Scorecard and peer review, we feel that this award is especially meaningful.

Why are wellness programs important for your organization?

Having a wellness program is important for us as a healthcare system because we employ some of the most deeply passionate caretakers. We know from research that caretakers tend to neglect their own well-being in their drive to serve others, which is why we emphasize Self-Care as one of our four pillars of wellness at CHA. In addition, one of our strategic plan objectives is to be a great place to work, which we feel cannot be accomplished without a robust employee wellness program. Lastly, we see wellness as a pathway to employee engagement. While many organizations look to ROI as the primary measure of success, we prioritize measures of engagement when evaluating the impact of our program.

What wellness program(s) have you implemented? Any new initiatives planned?
The programs that we have implemented can be divided into four distinct categories, coinciding with our four pillars of wellness:

Self-Care

  • Key message: “Make time for you”
  • Offerings: Mindfulness courses, Ditch the Diet Club (video-based program promoting the principles of intuitive eating over strict dieting), tobacco cessation program, financial education seminars, depression and mental illness awareness

Recovery

  • Key message: “Rest and recharge”
  • Offerings: Onsite yoga classes, onsite chair massage, sleep education

Movement

  • Key message: “Find what moves you”
  • Offerings: Annual walking challenge, bikeshare and gym discounts 

Nutrition

  • Key message: “One size fits none”
  • Maintain Don’t Gain (holiday weight maintenance challenge), healthy vending options, pickup location for Farmer Dave’s CSA


In addition, we also use our weekly Wellness Wednesday Newsletter to spread the word about upcoming events, programs, and healthy tips. We are planning a recognition program for 2017 which will allow employees to be acknowledged for engaging in healthy habits at work. Next year is also when we plan to roll out incentives tied to our health plan.

What impact is/are they having on your organization and employees? 
Through our program evaluations we have learned that:

  • Walking challenge participants had more motivation to be physically active after our annual walking challenge, and they also reported feeling more connected to their coworkers as compared to the start of the program. Both results were statistically significant.
  • One in three Maintain Don’t Gain participants actually lost weight over the holiday season, while another 63% successfully maintained their weight.
  • A 2016 field assessment revealed that 93% of employees are aware of the wellness program, which tells us that the potential impact of the program is significant. 
  • We have demonstrated an 80% retention rate in our programs.
  • Employee engagement surveys revealed that “wellness” was used in an open-ended question about what CHA is doing well. Wellness was also mentioned in another open-ended question that asked about what recognition programs are offered at the organization.


Are there aspects of your wellness program that make it unique that you would like to share? 

Our program reflects the inclusive nature of our organization. We respect and appreciate diversity at CHA, and the Wellness program is no exception. We feature recipes from many parts of the world, including Brazil, Haiti, Portugal, and Latin America. In addition, we custom build nearly all of our programs to ensure their appeal. Finally, we have developed a logic model as the basis for measuring the effectiveness of our program. The logic model informs our individual program evaluations, which are developed to assess outcomes, satisfaction, and process measures. 

Who are your wellness champions? (CEO, division leader, HR leader, an employee, etc) 
We have two senior leaders on the Wellness team and three levels of champions. Joy Curtis, SVP of Human Resources and Chief HR Officer, and David Porell, Chief Administrative Officer, are the two senior leaders on the Wellness team. 

Additional executives/senior leaders make up our Executive Steering Committee (18 members including CEO), while mid-level managers and directors from various departments comprise our Wellness Advisory Committee (17 members). Finally, at the employee level we have over 40 Wellness Ambassadors across 11 sites.

Any words of wisdom for organizations starting a new program? 

Begin with the end in mind. Before creating a single program, policy, or initiative, a clear end goal should be established. From there, comprehensive information gathering should take place – including employee surveys, focus groups, and analysis of claims data. Organizations looking to start a new program should plan to spend a minimum of 6-12 months in the planning stages. This can be difficult, especially when leaders are enthusiastic about beginning, but it is crucial to ensuring the success and longevity of the program.

 

Tags:  Cambridge Health Alliance  CHA  Wellness champions  wellness programs  Worksite Wellness  Worksite Wellness Programs  Workwell Massachusetts  workwell massachusetts awards 

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Q&A with 2016 Bronze Level WorkWell MA Award Winner, Babson College

Posted By Melissa Matheson, Tuesday, November 1, 2016

2016 Workwell MA Bronze Award Winner, Babson College
Interview with Jennifer Forbes

Tell us about your yourself and your organization. 
At Babson, we make the health and wellness of our employees a priority, and are constantly working on creating new ways to educate, promote, and empower members of the community to make positive lifestyle choices. Wellness programs at Babson encompass physical, mental, emotional, financial, nutritional, spiritual, environmental, social, and intellectual topics in order to provide a holistic approach to health and wellness. Babson’s wellness programs help employees to be well not only while they’re at Babson, but throughout their lives.

Congratulations on being a WWCMA WorkWell Massachusetts awardee. What does this mean for your team/you?
Babson strives to create a culture of health and wellness unlike any other. We focus on providing our employees with a variety of programs that meet their needs. Our employees are constantly telling us how much they enjoy Babson’s wellness programs, and how they have been able to improve their own health as a result of their participation. We’re thrilled that WorkWell has recognized the work we’ve done, but we’re even more thrilled at the positive effect our wellness programs have had on the entire Babson community. Knowing that we are having a positive impact on employees’ mental, physical, and emotional health is very rewarding, and shows that our efforts are paying off for the entire community.

Why are wellness programs important for your organization?
Wellness programs allow us to show our employees that we care about them as individuals, and we value their health. Babson’s commitment to health and wellness is another way for us to invest in our employees and the Babson community, providing opportunities that make employees healthier, more engaged and productive, and more excited to come to work. Our wellness programs not only draw new employees, they help us provide something new and different to our current employees as we are constantly adding new programs. 

What wellness program(s) have you implemented? Any new initiatives planned?
Babson’s wellness programs include but are not limited to boot camp, Zumba, yoga, tai chi, meditation, walking and running clubs, yoga, and seminars with topics such as healthy eating, juicing, nutrition, stress management, elder care, and holiday eating. This past spring we implemented a wellness challenge called Spring Into a New You focused on six different dimensions of wellness using the BeWell name: Be Fit, Be Nourished, Be Sustainable, Be Intellectual, Be Mindful, and Be Social. Participants received a card each week and were required to complete one activity in as many of the six different wellness dimensions as possible. Once a participant had completed at least 4 dimensions on a card, they could turn it in for a new one. Each completed card served as one entry for the raffle prizes at the end of the challenge. We will be creating a similar challenge with a twist for spring 2017.

What impact is/are they having on your organization and employees? 
Wellness programs at Babson encompass physical, mental, emotional, financial, nutritional, spiritual, environmental, social, and intellectual topics in order to provide a holistic approach to health and wellness. Babson’s wellness programs help employees to be well all the time. Because of the wellness programs employees try new activities, meet new people across campus, implement healthier habits, and find themselves making wellness a greater priority in their lives.

Are there aspects of your wellness program that make it unique that you would like to share? 
Babson’s wellness programs are entirely free of cost for employees, and we constantly add new programs to provide variety. The programs are also only available to faculty and staff to ensure that employees feel comfortable working out at work.

Who are your wellness champions? (CEO, division leader, HR leader, an employee, etc) 
Babson is fortunate to have wellness champions at all levels and across all divisions of the college. From Cabinet members to administrative assistants, all employees have gotten behind the wellness program. While HR is the biggest driver of the program, we have a cabinet member teaching tai chi, multiple employees teaching classes such as yoga and weight training, and we constantly receive support from individuals in every area from faculty divisions to facilities.

Any words of wisdom for organizations starting a new program? 
Starting a new program is not easy, and it is best to have a set idea of the strategy before starting the program. Make sure to understand the cost implications in terms of paying for instructors, getting space for class, and ensuring that there is a direct payment method for any programs with a cost to participants. Try to get as much for free or at a discounted rate as possible, and let people know that if they work with you then you will continue to use them going forward. Find out what participants want to ensure that you are offering classes they will want to be a part of. Finally, enjoy the fact that you are doing something good for employees and ensuring that health and wellness are a priority for your organization.

 

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Tags:  Wellness Programs  Worksite Wellness  WorkWell Massachusetts  workwell massachusetts awards 

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What is Telemedicine?

Posted By Melissa Matheson, Tuesday, August 16, 2016
According to the Kaiser Family Foundation report of 2015 employer-sponsored health insurance covers over half of the non-elderly US population, for a total of 147 million people. A report published by the Institute for Healthcare Consumerism suggests that health care costs use up to 50% or more of a company’s corporate profits. Of these, the indirect costs of poor health that include absence of work and decreased productivity can be up to 2 to 3 times the amount spent on direct medical costs.  As companies become more engaged in their need to decrease costs associated with providing healthcare to their employees, emerging telemedicine platforms are rapidly evolving as a potential vital tool to control costs, improve access to care, and reduce absenteeism. 

By engaging telemedicine enabled care, employees avoid the disruption of having to take time off to receive care for conditions which can be generally managed via remote access. Telemedicine services can take several forms: real-time video or telephonic communication including text interaction between patient and physician, remote monitoring of patients such as those with chronic illnesses, medication adherence tools, and other remote web and mobile applications to assist with management. 

Approximately 74% of employers plan to offer telehealth services to their employees in states where telehealth is permitted. This represents an increase of approximately 48% from 2015.   37% of employers in 2015 expected to offer their employees telemedicine consultations to offset costly emergency room or physician office visits. By 2016 – 2017 an additional 34% expected to offer telemedicine consultations as a viable alternative. A potential $6 billion in savings could be achieved by employing telehealth services in the workplace.  

Telemedicine is certainly at the forefront of medicine, but several issues must be addressed and process redesign in the creation of new delivery care models including those in the workplace must take center stage:
  1. The declining number of primary care physicians as well as increasing wait times for physician visits and the demand for same day visits are helping drive telemedicine and telehealth to the forefront of innovative solutions to offset these problems. However, fragmentation of care continues to be a concern especially for consumers frequently using alternative sources of care other than their primary care physicians. Additionally, telehealth services pose a significant threat to disruption in the continuity of care for patients, especially those with chronic conditions such as diabetes.  

  2. Contracting directly with vendors such as Teladoc, MDLive or Doctor On-Demand permits corporate entities to establish preferential pricing solutions to help offset costs of providing care. Telehealth providers generally employ either proprietary or private Electronic Health Records (EHR’s) in the process of providing care. The patient data incorporated and integrated into the health record remains with the vendor’s EHR. It is important to understand how the employee have easy access to their medical history as well as have the tele-visit encounter transferred to their primary care physician. What will happen to data access if the vendor goes out of business? How are requests for the information gathered during the telehealth encounter dealt with by the vendor? Who owns the data of the encounter and what safeguards are in place to protect patient/employee confidentiality and monitor HIPAA privacy compliance? Undoubtedly, telehealth vendors like all providers have a need to not only obtain data, but also analyze, track, and interpret data to help achieve the performance goals. 

  3. Furthermore, what safeguards are in place in the event of misdiagnosis or delay of treatment? Are the vendors of telehealth services solely at risk or are employers also at risk in the event of malpractice litigation? 

  4. Accessing a provider through a web or mobile service may not be the preferred option for every employee population. How does the vendor plan to communicate the service, increase adoption, and drive engagement

Telemedicine offers a solution for employees to obtain care in the workplace and at home without disruption of normal activities. While telehealth can expand the reach of medicine and potentially reduce the cost of certain services for many, it is still an unstructured field with many different approaches to care. 

Article written by: Mario Moya MD
Mario Moya MD is a native of Del Rio, Texas and has been in private practice in the Philadelphia area since 1995. He currently works providing vascular services in the outpatient setting in multiple states and holds unrestricted licenses in 21 states.  Dr. Moya earned his undergraduate degree at the University of Texas at Austin and subsequently pursued his medical studies at the University of Nuevo Leon in Monterrey, Mexico on a scholarship program. He completed Surgical and Internal Medicine Internships as well as Radiology Residency at Mercy Catholic in 1994 followed by a Fellowship in Vascular and Interventional at MD Anderson Cancer Center in Houston Texas. Committed to lifelong learning, he is currently enrolled as a student in Brown University’s Executive Master of Healthcare Leadership. Dr. Moya became interested in population health management and the use of telemedicine as an adjunct in the proactive management of chronic conditions such as Diabetes.  As a physician, he is passionate about being at the forefront of new models of care that employ evolving virtual technologies with true medical home care services providing greater access to care for management of chronic conditions in underserved areas. 

 

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Tags:  Employee Benefits  Employee Engagement  HR  Human Resources  Telemedicine  Wellness Programs  Worksite Wellness  Worksite Wellness Programs 

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Appoint Wellness Champions To Promote Wellness Programs

Posted By Melissa Matheson, Tuesday, August 2, 2016

The first step to ensure employee participation in wellness initiatives is educating employees on program details and generating excitement about these offerings. Rather than have information about wellness programs come from the top down – like so many policies, programs, and procedures tend to in companies – it is important to have employees working on various levels to disseminate information, so the information is coming from peers.


These employees, dedicated to promoting and encouraging engagement in wellness programs, are typically called wellness champions. Wellness champions work in conjunction with a wellness committee to understand the offerings, determine which areas and programs need more participation, and provide feedback on program interest from their peers.


When searching for wellness champions for your wellness program, a few questions may arise.

  • How many wellness champions do we need to have to help make our program successful
  • A good goal is to have about 2% of the workplace population participating as wellness champions. This will allow exposure within the organization but won’t bring too many people into the mix where it is unmanageable for the wellness committee to keep everyone informed and updated.
  • Ideally, all levels within the organization will be represented. Seeing wellness champions  that encourage others and that each employee can relate to, can drastically improve interest in programs.
  • People who are not only passionate about health and wellness, but also outgoing and trustworthy. These are the people who are most likely to fully embrace their role as a wellness champion and promote the programs while also gaining traction and interest from their peers. Additionally, those who are exposed to a lot of different areas in the company are great wellness champions. The more connections they have within the organization, the more people they will be able to reach when disseminating information regarding wellness programs.
  • Since wellness champions likely aren’t involved in the regular planning of wellness initiatives, it is essential to ensure consistent communication. Updating wellness champions on any changes and setting clear expectations of their role to promote the wellness program is very important. There should also be established checkpoints to gain feedback from wellness champions and identify how the wellness champion role might shift during different stages of wellness programs or as new offerings arise.
  • What levels within the organization should participate as wellness champions?
  • What types of people should we be looking for as wellness champions?
  • How do we involve wellness champions in the wellness program?

Wellness champions will take on different roles depending on the programs and organizations they are representing. It is important to evaluate all aspects of wellness programs consistently, including wellness champions and their roles.

Tags:  employee engagement  wellness ambassadors  wellness champions  wellness programs 

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Q&A with Dan Witters, one of our Keynote Speakers for the 2016 WWCMA Annual Conference

Posted By Melissa Matheson, Tuesday, August 2, 2016

You’ll have to attend the Worksite Wellness Council of Massachusetts’ annual conference to find out what Dan Witters, research director of the Gallup-Healthways Well-Being Index, will have to say in his keynote speech.

But you can get a sense of this influential wellbeing industry figure in a video interview he did last week with Michael Prager, an author, speaker, and wellbeing coach who is also a friend of the Worksite Wellness Council. Among the topics Witters covers:


            * The economic rationale for wellbeing efforts.


            * What to do about work associates who just won’t join in.


            * The link between Bono and Arianna Huffington.

 

The conference — Employee Wellbeing: Shifting the Focus — is Sept. 20 at Gillette Stadium in Foxborough, Mass. For information on attending, click here. To sign up as an exhibitor or sponsor, please click here.

Tags:  Annual Conference  Gallup Well-being Index  Healthways  Keynote Speakers  WWCMA Annual Conference 

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Update on the Massachusetts Working on Wellness Program

Posted By Melissa Matheson, Tuesday, June 14, 2016

WWCMA has been actively promoting Working on Wellness, a comprehensive statewide worksite wellness initiative provided by the Massachusetts Department of Public Health. Working on Wellness provides financial support to launch a wellness program, and also offers expert training, technical assistance and an on-line learning community allows collaboration with similar organizations.

To date, over 80 Massachusetts organizations have applied and become part of this important movement. The application is short and simple so there is still time to take advantage of this opportunity and meet the June 20 deadline. Following are additional details you don’t want to miss!

How It Works
Frequently Asked Questions
Information Webinar Signup & Recordings

Plus there are some really great tips on the Working on Wellness blog and a resource toolbox to help you jump start your project.  

The Working on Wellness team is standing by to assist. Inquire today.

Tags:  MA WOW  Working on wellness  Worksite Wellness  Worksite Wellness Programs 

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WWCMA Employer Wellness Program Q&A with athenahealth

Posted By Melissa Matheson, Monday, June 13, 2016

WWCMA Massachusetts Employer Wellness Program Q&A with athenahealth

 

           

 


Date: June 8, 2016
Organization: athenahealth
Interviewee: Kate Farren, Benefits Project Manager

athenahealth is a 2015 WWCMA WorkWell Massachusetts Silver Award recipient. WWCMA members want to hear more about worksite wellness programs and the impact they have on organizations and employees. Thank you Kate for sharing insights on athenahealth’s worksite wellness!

Tell us about yourself and your organization.

athenahealth is a leading provider of network-enabled services for electronic health records (EHR), revenue cycle management and medical billingpatient engagementcare coordination, and population health management, as well as Epocrates and other point-of-care mobile apps. We connect care and drive meaningful, measurable results for more than 78,000 healthcare providers nationwide.

I have been with athena for 6 years, and a member of our benefits team for 3.5. In addition to coordinating and managing athena’s Wellness programming, I also help manage our employee leaves of absence and disability processes. I also support the other members of our (amazing!) benefits team by helping to answer day to day employee benefits questions and in planning our annual Open Enrollment and Benefit Fair events. athena is a wonderful organization to work for - fast paced and dynamic where no day is the same as the one before. Our employees are engaged and motivated and really have a passion for the work they do and the company they work for.

Why are wellness programs important for your organization?

With an average age of 33, our population is young, healthy, and has proven overall to be low health risk. However, that’s not to say we don’t need to focus on wellness efforts. Our goals are is to keep our healthy employees healthy and engaged in their own well-being, while providing programming that keeps them engaged in the company and culture as a whole. For those with higher levels of health risks, we partner with our medical plan vendor, Aetna, to provide education on their health conditions and coaching opportunities to better their health. With an employee population that spans the county, we recognize there is not a one size fits all solution for wellness. Programs that work in our Austin, TX office might be quite different from the programs that strike a chord with our Belfast, ME employees, so we work to tailor our programming accordingly. Onsite champions and advocates in each of our offices allow us to have a finger on the pulse of the needs and interests of our different populations. Additionally, we offer a wide range of wellness activities that resonate with different personalities. Some employees prefer the quiet midday break of an on-site Yoga or Meditation practice while others enjoy partnering with teammates for a little friendly competition on a company sponsored team or club. Still others seek more data on their current health status and choose to complete a health risk assessment and follow the recommended programs that align with their needs. As our population, and the idea of health promotion itself, grows and changes, we recognize we will need to grow and change right alongside in order to provide our employees with the best range of programming for their individual needs and interests.

What wellness program(s) have you implemented?

With the help of the benefits team, our larger HR division and in coordination with other departments and athenistas across the organization, athena has been able to implement some wonderful programs to provide variety and help keep our employees engaged. Every new hire has the opportunity to order a FREE fitbit device, or order an upgraded device at a heavily subsidized rate. Employees are offered the opportunity to compete in quarterly challenges alongside their family members and colleagues on the Aetna “Get Active” platform. Across our office locations, we provide healthy food options, sponsored sports teams and clubs, onsite Yoga, local gym discounts, back up day care and access to local CSA programs. Many of our offices offer access to local walking and biking trails and, as such, our facilities teams have provided campus bikes for daily use by our athenistas. We provide generous paid maternity, paternity, and adoption leave benefits and employees who have been with athena for 8 years or more are eligible to take Sabbatical Leave.

 

What impact is/are they having on your organization and employees?

While we’ve seen some tangible results in items like claims numbers, employee referrals, and increased pay-outs of fitness & wellness reimbursements, the impact is more than ROI or decreased claims costs. These wellness programs provide a way for our employees to come together and engage in their health and wellness while supporting the mission of athena as a whole. athena emphasizes employee engagement and encourages our employees to bring their “whole selves” to work each day. I believe that providing opportunities for employees to make healthy, informed decisions about their personal well-being is paramount in making employees feel like they can bring their whole selves and be their best selves at the office.

 

Who are your wellness champions? (CEO, division leader, HR leader, an employee, etc)

While have specific individuals in each of our offices that I call upon for assistance, advice, or help in communicating upcoming events, I believe that all of our employees who participate in our various wellness programs are our champions. They are our best form of marketing as many of our programs gain momentum and participation through word of mouth. You’ll also see members of our C-Suite participating in the Trek Across Maine each year alongside their colleagues from every cohort level and our CEO is passionate about our healthy café options and access to local agriculture. Our athenistas are passionate about both having fun and living well and it shows across all levels of the organization.

 

Any words of wisdom for organizations starting a new program?

Don’t get frustrated if you don’t have a large budget or employee resources to make sweeping changes.  Every program has to start somewhere, so even small changes can make a big impact on your employees. Not sure where to start? Ask your employees! They are your best resource, are eager to help and have wonderful ideas that you may never have even thought of! 

Tags:  athenahealth  Worksite Wellness  worksite wellness programs  Workwell Massachusetts 

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Pictures, Insights from the Population Health Event

Posted By Kelly Polinski, Thursday, February 25, 2016

We had a wonderful turn out for our first 2016 learning event on Employer-Driven Population Health Management: How to Move Beyond Traditional Wellness Programs. A sold-out crowd of worksite wellness and benefits professionals joined us for a lively discussion on the concept of population health from health systems to employers, addressing drivers of poor health with prevention and management, effectively partnering with high performing health systems and health plans, and engaging employees through plan design and education. Slides are available to WWCMA members here.

Thank you to our speakers!

- Alejandro Reti, MD, Chief Medical Officer at Optum Analytics
- Karen Handmaker, MPP, VP, Population Health Management Strategies at Phytel, an IBM Company


Our next learning program is March 31 on Become a Motivating Force in Workplace Wellness: Understanding and motivating the disengaged. There are a few seats left, register today!

Pictures from February 24 event!

 

Tags:  February  Population Health  WWCMA 

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Calling All Massachusetts Employers! Support for Wellness Initiatives

Posted By Mari Ryan, Friday, February 19, 2016

WWCMA is excited to share an opportunity for Massachusetts employers to engage in Working on Wellness, a comprehensive statewide worksite wellness initiative provided by the Massachusetts Department of Public Health. Working on Wellness provides a financial support launching a wellness program, while also offering expert training, technical assistance and an on-line learning community that allows you to collaborate with similar businesses.

 Working on Wellness is currently recruiting Massachusetts employers. To learn more, visit www.maWOW.org and attend an upcoming informational webinar. If you have been considering launching a wellness program or would like to enhance your existing wellness program, take advantage of this opportunity!

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Tags:  Massachusetts  Working On Wellness 

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WWCMA WorkWell Massachusetts Awards – Get Ready for 2016!

Posted By Archana Kansagra, Thursday, January 21, 2016

It’s hard to believe it 2016 already and two weeks into January. By this time, many Massachusetts worksite wellness program managers have set their goals and started to implement wellness strategies that will improve employee health and productivity, reduce healthcare costs, and achieve organizational goals.

In 2015, I had the privilege of creating and implementing the first WWCMA award program, WorkWell Massachusetts, and honoring our Gold, Silver, and Bronze winners at our Annual Conference at Gillette Stadium. We received many applications from organizations small and large - a great accomplishment for a first-time program and a wonderful testament to the great work happening in the state.

As we prepare to launch the 2016 application period in April, I want to recognize again the 2015 WorkWell Massachusetts winners who are committed to creating a healthier worksite. Take a few moments to page through this presentation and see the organizations and their leaders who are making a difference throughout the Commonwealth.

Our 2016 WorkWell Massachusetts Awards application will open on April 1. Stay tuned for more information on the application process and criteria.

 

Tags:  AwardsMassachusetts  Worksite Wellness  WorkWell Massachusetts 

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