& Johnson (Ozminkowski et al., 2002; www.24hourfitness.com/html/corp_well/savings/study). An examination of the long-term financial impact of the Health and Wellness program estimated an average savings of $224.66 per employee per year for a 4-year period following implementation of the program (Ozminkowski et al., 2002). These cost savings also reflect an increase in the health and productivity of employees.

Hughes Electronics began its WorkWell program in 1995, expanding the program over the next eight years into a comprehensive integrated health and productivity program. Senior leadership at Hughes, as at BankOne, recognized the value of helping employees maintain and improve their health status, and committed themselves to offering programs aimed at helping employees achieve their health goals.

The program at Hughes was integrated into existing medical and disability plans, thus ensuring its value as a benefit to employees. It offered employees a $200–$300 discount on health care premiums as an incentive to participate in a health risk appraisal and, if needed, lifestyle risk-reduction program. This program was considered part of its health plan and was aligned with the disease management programs offered in the Preferred Provider plan. Coordination with the disability management vendor, when appropriate, led to integration across programs for the company. Hughes’s wellness program was aimed at improving the health of employees, as well as reducing health plan claims costs and employee absence.

A study of Hughes’s WorkWell participants between 1995 and 1998 showed a savings of $374 per eligible employee in the medical claims expense for all employees in the medical plan and $567 per WorkWell participants (Hymel, 2002, 2003; presented to Washington Business Group on Health). A study in 2000 demonstrated improved health of the participants in WorkWell, as evidenced by 12 percent fewer instances of cardiovascular conditions and an 8 percent reduction in back conditions in participants versus nonparticipants. A later study of continuously enrolled participants from 1999 to 2002 showed a savings of $402 per employee in the medical plan and $163 per employee in the disability plan (Hymel, 2002, 2003; presented to Washington Business Group on Health). Studies also demonstrated a shorter average length of disability among WorkWell participants, and savings of over $2000 per disability claim among WorkWell participants. In 2002, the return on investment for the program, after program costs were subtracted, was 2.7:1 (Hymel, 2002, 2003; presented to Washington Business Group on Health).