Minnesota Worksite Wellness Survey
2012
WYSAC Technical Report No. SRC-1212
April, 2013
WYSAC, University of Wyoming
2
Minnesota Worksite Wellness, 2012
Minnesota Worksite Wellness Survey, 2012
By
Michael Dorssom, M.A., Associate Research Scientist
David Simmons, MPH, Epidemiologist
With the assistance of
Bistra Anatchkova, Ph.D., Manager, Survey Research Center
Brian Harnisch, M.B.A, Assistant Research Scientist
Tyler Hopkins, Assistant Research Scientist
Jenna McConnell, Research Aid
Wyoming Survey & Analysis Center
University of Wyoming • Dept. 3925
1000 East University Avenue • Laramie, WY 82071
[email protected] • http://wysac.uwyo.edu
307 766-2189 • Fax: 307 766-2759
Under contract to
The Minnesota Department of Health
Citation for this document: WYSAC. 2012. Minnesota Worksite Wellness Survey,
2012, by Dorssom, M. WYSAC Technical Report No. SRC-1212. Laramie, WY:
Wyoming Survey & Analysis Center, University of Wyoming.
Short reference: WYSAC 2012, Minnesota Worksite Wellness 2012.
© Wyoming Survey & Analysis Center, 2013.
WYSAC, University of Wyoming
3
Minnesota Worksite Wellness, 2012
Table of Contents
1.
2.
3.
4.
5.
6.
Introduction.................................................................................................................................. 7
Methods ........................................................................................................................................ 7
2.1. Questionnaire Development ...................................................................................................... 7
2.2. Sample Design and Size .............................................................................................................. 7
2.3. Survey Administration ................................................................................................................ 8
2.4. Response Rate and Margin of error .......................................................................................... 8
2.5. Data Compilation and Analysis ................................................................................................. 9
Sample Demographics ..............................................................................................................10
Summary Findings .....................................................................................................................13
4.1. Worksite Wellness Climate and Acceptance ..........................................................................13
4.2. Written Policy Summary ...........................................................................................................17
4.3. Health Insurance ........................................................................................................................18
4.4. Health Education .......................................................................................................................19
4.5. Nutrition .....................................................................................................................................19
4.6. Breast Feeding ............................................................................................................................23
4.7. Alcohol ........................................................................................................................................25
4.8. Tobacco .......................................................................................................................................25
4.9. Physical Activity .........................................................................................................................28
Complete Survey Results ..........................................................................................................29
Appendix .....................................................................................................................................69
Appendix A.1. Survey Questionnaire .................................................................................................69
Appendix A.2. Policy Responses by Industry Sector .......................................................................77
Appendix A.3. Open-ended Comments.............................................................................................78
List of Figures
Figure 1. Company receptive to policy development/change. .................................................................13
Figure 2. Health-related messages or plans for action regarding worksite wellness. .............................14
Figure 3. Employment practices or programs offered to employees. ......................................................15
Figure 4. Employee assistance programs......................................................................................................16
Figure 5. Written policies supporting worksite wellness. ...........................................................................17
Figure 6. Food availability...............................................................................................................................21
Figure 7. Healthy food options. .....................................................................................................................22
Figure 8. Specific healthy food availability. ..................................................................................................23
Figure 9. Breastfeeding policies in place. ......................................................................................................24
Figure 10. Places that smoking is allowed at the worksite. ........................................................................26
Figure 11. Policies, programming, services in place regarding tobacco use. ...........................................27
List of Tables
Table 1. Distribution of completions by worksite size sampling estimate*. ............................................. 9
Table 2. Population estimate of worksite size distribution. ......................................................................... 9
Table 3. Additional worksites. ........................................................................................................................10
Table 4. Time company has been in operation. ..........................................................................................10
Table 5. Time worksite has been in operation.............................................................................................11
WYSAC, University of Wyoming
4
Minnesota Worksite Wellness, 2012
Table 6. Percentage of worker type at worksite. .........................................................................................11
Table 7. Sector of economy company is in. .................................................................................................12
Table 8. Crosstab – Worksite size by Receptiveness to policy change ....................................................14
Table 9. Crosstab – Worksite size by Wellness program in place ............................................................15
Table 10. Q19. Health insurance coverage provided to employees. ........................................................18
Table 11. Q19A. Health insurance coverage offered to families of employees......................................18
Table 12. Q24. Health messages provided to employees...........................................................................19
Table 13. Q26. Written policy to make healthy food options available to employees. .........................20
Table 14. Worksite size by written policy for healthy food options. .......................................................20
Table 15. Worksite size by food available at worksite. ...............................................................................20
Table 16. Worksite size by written breastfeeding policy. ...........................................................................24
Table 17. Q36. Written policy about workplace alcohol use. ....................................................................25
Table 18. Q37. Written policy about alcohol use at organizational functions. .......................................25
Table 19. Q38. Written policy about alcohol use in company-owned vehicles. .....................................25
Table 20. Worksite size by written tobacco policy......................................................................................26
Table 21. Worksite size by written physical activity policy. .......................................................................28
Table 22. Q1. Number of employees employed at worksite. ....................................................................29
Table 23. Q2. Additional worksites. ..............................................................................................................29
Table 24. Q2A. Number of employees employed by company. ...............................................................30
Table 25. Q3. Time company has been in operation..................................................................................30
Table 26. Q4. Time worksite has been in operation. ..................................................................................31
Table 27. Q5. Type of worksite. ....................................................................................................................31
Table 28. Q7A. Number of female employees at worksite. ......................................................................32
Table 29. Q7B. Number of full-time 35+ hours per week employees at worksite. ...............................33
Table 30. Q7C. Number of employees under age 40 at worksite. ............................................................33
Table 31. Q7D. Number of production line employees at worksite. .......................................................33
Table 32. Q7E. Number of employees on 2nd or 3rd shift at worksite. .................................................34
Table 33. Q8. Sector of economy company is in. .......................................................................................34
Table 34. Q9. Company’s management receptive to policy development or change of employee
health and wellness. .........................................................................................................................................35
Table 35. Q10. Company’s programs in place to facilitate promotion of worksite wellness. ..............35
Table 36. Q11. Worksite wellness program available at company. ..........................................................36
Table 37. Q11A. Incentives for workers associated with program. .........................................................36
Table 38. Q12. Plan to initiate worksite wellness program. ......................................................................37
Table 39. Q13. Wellness committee in company. .......................................................................................37
Table 40. Q14. Paid staff responsible for health promotion or wellness program delivery. ................37
Table 41. Q15. Policies or procedures in place to evaluate effectiveness of worksite wellness
program. ............................................................................................................................................................38
Table 42. Q15A. Policies or procedures to act upon evaluations to modify wellness program. .........38
Table 43. Q16. Company’s employment practices or programs offered. ................................................39
Table 44. Q17. Employee assistance programs offered by company. .....................................................39
Table 45. Q18. Consulting or technical assistance received. .....................................................................40
Table 46. Q18A. Primary source for consulting and technical assistance received. ..............................40
Table 47. Q19. Health insurance coverage provided to employees. ........................................................41
Table 48. Q19A. Health insurance coverage offered to families of employees......................................41
Table 49. Q20. Percentage of employees with current health insurance coverage. ...............................41
Table 50. Q21. Health risk assessments provided in past 12 months. .....................................................42
Table 51. Q21A. Procedures for following up on health risk assessment...............................................42
WYSAC, University of Wyoming
5
Minnesota Worksite Wellness, 2012
Table 52. Q22. On-site medical service available at worksite. ..................................................................42
Table 53. Q22A. On-site medical services available. ..................................................................................43
Table 54. Q23A. On-site health services offered to employees................................................................43
Table 55. Q23B. On-site health services offered to families of employees. ...........................................44
Table 56. Q24. Health messages provided to employees...........................................................................45
Table 57. Q25A. Employee classes, workshops, or lectures on alcohol abuse. .....................................46
Table 58. Q25B. Employee classes, workshops, or lectures on depression / mental health. ..............46
Table 59. Q25C. Employee classes, workshops, or lectures on diabetes. ...............................................46
Table 60. Q25D. Employee classes, workshops, or lectures on drug abuse. ..........................................47
Table 61. Q25E. Employee classes, workshops, or lectures on high blood pressure hypertension....47
Table 62. Q25F. Employee classes, workshops, or lectures on high cholesterol. ..................................47
Table 63. Q25G. Employee classes, workshops, or lectures on injury prevention e.g. proper lifting
technique. ..........................................................................................................................................................48
Table 64. Q25H. Employee classes, workshops, or lectures on nutrition...............................................48
Table 65. Q25I. Employee classes, workshops, or lectures on physical fitness / exercise. ..................48
Table 66. Q25J. Employee classes, workshops, or lectures on prenatal health. .....................................49
Table 67. Q25K. Employee classes, workshops, or lectures on stress management. ............................49
Table 68. Q25L. Employee classes, workshops, or lectures on tobacco use cessation. ........................49
Table 69. Q25M. Employee classes, workshops, or lectures on weight management. .........................50
Table 70. Q25N. Employee classes, workshops, or lectures on worksite safety. ...................................50
Table 71. Q25O. Employee classes, workshops, or lectures on worksite safety. ...................................50
Table 72. Q26. Written policy to make healthy food options available to employees. .........................51
Table 73. Q27. Food sources available to employees at worksite. ...........................................................51
Table 74. Q28A Skim milk / low fat milk....................................................................................................53
Table 75. Q28B Water / no calorie flavored water. ...................................................................................53
Table 76. Q28C 100% fruit juice. ..................................................................................................................54
Table 77. Q20D Low fat items. .....................................................................................................................54
Table 78. Q28E Fresh vegetables. .................................................................................................................55
Table 79. Q28F Fresh fruit. ............................................................................................................................55
Table 80. Q29. Health food options available at worksite.........................................................................56
Table 81. Q30. Frequency of health entrée options offered to employees. ............................................56
Table 82. Q31. Other practices to promote healthy food choices at worksite. ......................................57
Table 83. Q32. Written policy supporting breastfeeding. ..........................................................................57
Table 84. Q33. Resources available to help prepare women to balance breastfeeding requirements
with job responsibilities...................................................................................................................................57
Table 85. Q34. Flexible work options available for breastfeeding employees during work day. .........58
Table 86. Q35. Private on-site lactation room available for breastfeeding employees. .........................58
Table 87. Q35A. Resources available in lactation room. ...........................................................................58
Table 88. Q36. Written policy about workplace alcohol use. ....................................................................59
Table 89. Q37. Written policy about alcohol use at organizational functions. .......................................59
Table 90. Q38. Written policy about alcohol use in company-owned vehicles. .....................................59
Table 91. Q39. Written policy to support exercise or physical activity during work days. ...................60
Table 92. Q40. Active commuting methods to which company provides resources. ...........................60
Table 93. Q41. Methods available to support exercise or physical activity during work time. ............61
Table 94. Q42. Physical activity-oriented programs offered during 12 months. ....................................61
Table 95. Q43. Agreement with health clubs or gyms. ..............................................................................62
Table 96. Q44. Indoor or outdoor worksite areas designated for physical activity. ..............................62
Table 97. Q45. Worksite promote use of stairs. ..........................................................................................62
WYSAC, University of Wyoming
6
Minnesota Worksite Wellness, 2012
Table 98. Q46. On-site exercise or fitness facility available to employees at worksite. .........................63
Table 99. Q46A. On-site exercise or fitness facility available to families of employees. ......................63
Table 100. Q47A. Facility available to employees at worksite - Showers. ...............................................63
Table 101. Q47B. Facility available to employees at worksite – Changing areas. ..................................64
Table 102. Q47C. Facility available to employees at worksite – Lockers. ...............................................64
Table 103. Q47D. Facility available to employees at worksite – Indoor gym. .......................................64
Table 104. Q47E. Facility available to employees at worksite – Indoor or outdoor courts. ................65
Table 105. Q47F. Facility available to employees at worksite – Bicycle parking. ..................................65
Table 106. Q48. Written policy about tobacco use at worksite. ...............................................................65
Table 107. Q49. Places where smoking is allowed at worksite. ................................................................66
Table 108. Q50. Written policy about disciplinary measures for tobacco policy use violations. .........66
Table 109. Q51. Access to cessation medications through company-provided health insurance. ......67
Table 110. Q52. Company promote Minnesota QUITPLAN services or similar tobacco cessation
resources. ...........................................................................................................................................................67
Table 111. Q53. Company’s written policy to support participation in smoking cessation activities
during work time. .............................................................................................................................................67
Table 112. Q54. Counseling program provided by company. ..................................................................68
Table 113. Written policies responses by Industry Sector .........................................................................77
WYSAC, University of Wyoming
7
Minnesota Worksite Wellness, 2012
1. Introduction
The Office of State Health Improvement Initiatives (OSHII) at the Minnesota Department of
Health (MDH) contracted with the Wyoming Survey & Analysis Center (WYSAC) to conduct a
state-wide survey of worksite wellness practices and policies.
The dual mode mail/web survey was sent to a sample of all Minnesota worksites, at which 10 or
more employees were known to be working. Survey administration began in February, 2012. A
comprehensive follow-up and reminder process − including web-based invitations to complete an
online survey, and paper copy mailings with reminder calls − resulted in responses representing 772
Minnesota worksites and 749 companies by the close of survey administration in May of 2012.
2. Methods
2.1. Questionnaire Development
Data collection for the Minnesota Worksite Wellness Survey (MWWS) used web-based and mail
administration modes. Two versions of the survey were created − one formatted for paper and
pencil completion and the other for web-based completion.
Content for both instruments was created in collaboration with the Minnesota Department of
Health. The content focused on elements of worksite wellness programming and policies of interest
to the MDH. Content areas included company and worksite demographics and worksite wellness
policies and programs. Of particular interest to the MDH were policies and programs aligning with
worksite wellness initiatives promoted by the Minnesota Statewide Health Improvement Program
(SHIP) such as nutrition, breastfeeding, physical activity, and tobacco use.
Careful consideration was given to communicating the distinction between questions asking about
the worksite (the actual facility to which the survey was sent) and the company overall. Visual cues
were used in both the paper and web instruments to clearly indicate to the respondent the context in
which they should be responding as a way to minimize measurement error. Appendix A1 presents
the paper and pencil version of the questionnaire in its entirety.
The web questionnaire was pilot tested with a total of 26 completions obtained, exported, and
analyzed. Pilot test data were collected from a panel of Human Resources professionals, and used to
check for logic errors and item non-response issues. Respondent comment fields were analyzed as a
way to gather important input regarding individual questions and the survey as a whole. Feedback
gained through the pilot test was used to finalize the questionnaire content for both versions. The
paper instrument totaled eight pages in length and was finalized and formatted in Cardiff Teleform,
software used for high speed optical mark recognition (OMR) scanning. All efforts were made to
ensure consistency in both content and design between the paper/pencil and web-based version of
the questionnaire in order to reduce any mode-effect measurement error.
2.2. Sample Design and Size
The population of interest for this study was all worksites within the state of Minnesota with at least
10 employees. An important distinction was made during the sampling stage between worksites and
companies. At the time of sampling, Marketing Systems Group listed a total of 40,695 worksites
WYSAC, University of Wyoming
8
Minnesota Worksite Wellness, 2012
with at least 10 employees. Sample was drawn and stratified such that comparisons could be made
between categories of worksite size, with a goal of a total of 650 completions. Information received
included the number of employees at the worksite, number of employees company-wide, mailing
address, phone and fax number, and when available, the name, title and email address of a contact at
the worksite.
2.3. Survey Administration
The administration of the survey used multiple mailing and included a pre-notification letter signed
by Edward Ehlinger, the Minnesota Commissioner of Health. The letter was sent to all worksites in
the sample with the purpose of introducing the respondent to the project and preparing them for
the upcoming questionnaire. A follow-up email invitation was sent where valid email addresses were
available to get as many web completions as possible before paper surveys were mailed. A week after
the series of email invitations were sent, the first mailing of questionnaires were sent using United
States Postal Service First Class mail. This mailing included a cover letter authored by WYSAC
containing the login information for the web version, the questionnaire instrument, and a postagepaid return envelope. The mailing envelope was labeled with the MDH logo to avoid confusion
regarding an out-of-state return address. About three weeks later, a reminder postcard was sent to
those who had not yet responded with a completed questionnaire. Fifteen days later, the second
questionnaire was mailed to non-responders. After the second questionnaire was mailed, fax
numbers for the remaining non-respondents were used when possible to send a cover letter and
questionnaire to valid numbers by way of fax.
2.4. Response Rate and Margin of error
Of the 2750 total worksites in the sampling frame, 200 were deemed invalid addresses or out of
business, leaving a total of 2550 valid records. Completions were obtained from 772 worksites, for a
response rate of 30%. Random samples of this size yield margins of error of about ±3.49 percentage
points with 95% confidence at the state level.
It is important to note the difficulty in receiving completions from worksites that do not have a
worksite wellness program of any kind. While attempts were made in communication with the
businesses to obtain responses from all worksites regardless of wellness programming, lack of
programming or policy is a factor to consider regarding response rate and might lead to slight over
representation of worksites and companies that have worksite wellness policies.
WYSAC, University of Wyoming
9
Minnesota Worksite Wellness, 2012
The table below provides a detailed breakdown of the responses including frequency based on
response method and valid response percentage by workforce size shown in the cluster categories
selected for the survey.
Table 1. Distribution of completions by worksite size sampling estimate*.
Frequency
Mail
Valid Percent
Web
10 to 24
171
112
36.7%
25 to 99
119
94
27.6%
40
59
12.8%
35
61
12.4%
33
48
10.5%
398
374
100%
772
100%
100 to 249
250 to 499
500 or more
Sub-total
Total
*The worksite size categories used for this distribution is that which was given by the sampling company.
2.5. Data Compilation and Analysis
Once the data collection was complete, the data from the web-based surveys and mailed surveys
were compiled and imported into the Statistical Package for the Social Sciences (SPSS). The data
were then cleaned and properly coded for analysis.
A weighting variable was created for analysis. As noted previously, the sample was stratified in order
to draw comparisons between worksites of varying size. The weighting variable was created such
that the sample could be representative of the estimated distribution of worksites throughout the
state of Minnesota. The population estimate of worksite size was as follows:
Table 2. Population estimate of worksite size distribution.
Population Estimate
Frequency
Sample Actual
Valid Percent
Frequency
Valid Percent
10 to 24
23,597
58.0%
283
36.7%
25 to 99
13,272
32.6%
213
27.6%
100 to 249
2,799
6.9%
99
12.8%
250 to 499
666
1.6%
96
12.4%
500 or more
361
0.9%
81
10.5%
40,695
100%
772
100%
Total
Over-sampling of large worksites was necessary to obtain enough responses for between-category
comparisons. As a result worksites with 100 or more employees were down-weighted with resulting
up-weighting of the 10 to 24 employee category in order to match the population distribution. For
much of the analysis presented in Section 4, a dichotomous category was created in order to draw
comparisons between “small” and “large” worksites. Since definitions of “small business” based on
number of employees can differ depending on the industry sector and source of the definition, the
decision to use the 100 employee cutoff point was made based mostly on the sample distribution.
WYSAC, University of Wyoming
10
Minnesota Worksite Wellness, 2012
The 100 employee point marks a logical difference in possible physical size of worksite while
allowing enough “large” worksites to be included in the comparisons for statistical comparability.
Weighted data are presented where results represent the population of Minnesota businesses. When
describing data from the survey sample itself, unweighted data are presented.
3. Sample Demographics
The following section describes in detail the characteristics of the worksites and companies that
make up the sample.
Just under half 45.9% of the worksites in the sample are one of multiple worksites for the same
company within the state.
Table 3. Additional worksites.
Frequency
Valid Percent
Yes
354
45.9%
No
418
54.1%
Total valid
772
100%
Total
772
The majority of worksites within the sample are a part of companies who have been in business for
more than five years. Considering that the survey sample was drawn from a registry of businesses,
survey results could under-represent start-up companies that may not have been in existence long
enough to appear on this register at the time the sample was selected.
Table 4. Time company has been in operation.
Frequency
Less than 1 year
Valid Percent
3
0.4%
1 to 2 years
7
0.9%
3 to 5 years
12
1.6%
Over 5 years
744
97.1%
Total valid
765
100.0%
No answer
6
Total missing
6
Total
772
WYSAC, University of Wyoming
11
Minnesota Worksite Wellness, 2012
At the physical worksite where the survey was completed, fewer worksites have been in existence for
over five years than were companies, but the majority was still in existence for more than five years
as shown in Table 5 below.
Table 5. Time worksite has been in operation.
Frequency
Valid Percent
Less than 1 year
10
1.3%
1 to 2 years
12
1.6%
3 to 5 years
30
3.9%
Over 5 years
711
93.2%
Total valid
766
100.0%
No answer
6
Total missing
6
772
Total
Table 6 shows the percentages employees at worksites with demographic characteristics that may
have needs related to specific wellness policies and programs:
Table 6. Percentage of worker type at worksite.
Women
3.0%
Less
than 1/3
22.7%
Full-time 35+ hours per week
3.1%
Under age 40
5.0%
None
Production line workers
Workers on
2nd
or
3rd
shift
37.8%
More
than 2/3
36.6%
14.0%
23.0%
59.9%
32.5%
50.3%
12.2%
1/3 to 2/3
78.2%
3.9%
9.4%
8.4%
58.7%
23.7%
15.6%
2.0%
WYSAC, University of Wyoming
12
Minnesota Worksite Wellness, 2012
Respondents were also asked to choose the sector of the economy that best describes their company
as presented in the table below.
Table 7. Sector of economy company is in.
Frequency
Valid Percent
Health care
124
16.2%
Manufacturing
101
13.2%
Education
83
10.8%
Service industry
76
9.9%
Food industry
67
8.7%
Retail
63
8.2%
Government
56
7.3%
Construction
43
5.6%
Transportation
14
1.8%
2
0.3%
Mining
Other please specify
137
17.9%
Total valid
766
100.0%
No answer
6
Total missing
6
Total
772
Due to space limitations and in an effort to reduce respondent burden, the list of sectors available to
respondents on the survey instrument was not exhaustive. Effort was made post data collection to
assign “other” values to an existing category, but when no other sector was an obvious choice,
records remained as “other.”
WYSAC, University of Wyoming
13
Minnesota Worksite Wellness, 2012
4. Summary Findings
This section of the report summarizes findings from the survey that address:
1.
2.
3.
4.
5.
6.
7.
8.
9.
Worksite Wellness Climate and Acceptance
Written Policy summary
Health Insurance
Health Education
Nutrition
Breast Feeding
Alcohol
Tobacco
Physical Activity
Within each section, weighted overall distributions will be presented when appropriate, along with
comparisons between worksites of less than 100 employees to those with 100 or more employees.
See Section 2.5 for a detailed explanation of why this breakpoint was selected.
4.1. Worksite Wellness Climate and Acceptance
Respondents at each worksite were asked whether or not their company is receptive to policy
development or policy change regarding employee health and wellness. The majority of worksites
responded that their company was indeed receptive to this sort of policy development or change. As
seen in Figure 1 below, 87% of worksites answered in the affirmative.
Figure 1. Company receptive to policy development/change.
0%
25%
Yes
No
50%
75%
100%
87%
13%
WYSAC, University of Wyoming
14
Minnesota Worksite Wellness, 2012
There was no significant difference between small companies and large companies in their
receptiveness, with worksites of less than 100 employees responding yes 85% of the time and those
with more than 100 employees responding yes 97% of the time (Table 8).
Table 8. Crosstab – Worksite size by Receptiveness to policy change
Worksite Size
< 100 employees
Q9. Would you say that the management of
your COMPANY is receptive to policy
development or policy change regarding
employee health and wellness?
100+ employees
Yes
85.4%
96.5%
No
14.6%
3.5%
However, the percentage of worksites reporting that their company has in place specific healthrelated messages or plans for action regarding worksite wellness was less – ranging from 13 to 44%:
Figure 2. Health-related messages or plans for action regarding worksite wellness.
0%
25%
25%
Annual, or periodic, healthrelated messages from the CEO*
40%
24%
Written organizational objectives
for workplace wellness or health*
44%
26%
Policy statement that specifically
mentions workforce wellness
Strategic plan for workforce
wellness*
< 100 employees
50%
36%
13%
29%
100+ employees
*Significant chi-square test for independence p<.05
As shown above in Figure 2, about one quarter of small worksites with less than 100 employees
have annual, or periodic health-related messages for the CEO, written organizational objectives for
workplace wellness or health, a policy statement that specifically mentions workforce wellness, or a
strategic plan for workforce wellness. Note however, that larger worksites with 100 or more
employees report the existence of such messages or plans for action at a statistically significant
higher rate.
The questionnaire asks the respondent directly if there is a worksite wellness program at their
company. The raw sample data show that 35% of responding worksites state that there is a worksite
wellness program in place at their company. As mentioned earlier in this report under Data
Compilation and Analysis of the Methods Section, very large worksites were over-sampled in order
WYSAC, University of Wyoming
15
Minnesota Worksite Wellness, 2012
to get sufficient responses for analysis, and thus raw sample data skew toward the tendencies of
large companies. When looking at the sample data after being weighted to match the estimated true
distribution of worksite sizes, the percentage of worksites reporting a wellness program drops to
23%. More detail can be seen in Table 9 below, which breaks down the distribution of worksites
between the two categories of size:
Table 9. Crosstab – Worksite size by Wellness program in place
Worksite Size*
< 100 employees
Q11 Is there a worksite wellness program at
your COMPANY?
100+ employees
Yes
18.9%
55.3%
No
81.1%
44.7%
*Significant chi-square test for independence p<.05.
Larger worksites are much more likely to report having a worksite wellness program in place at their
company. Of those worksites that do, 68% use incentives for workers as a part of the program.
While many Minnesota companies do not have in place formal worksite wellness programs and
policies, there are indications of other employment practices and programs in place that are
important to wellness in the workplace, see Figure 3.
Figure 3. Employment practices or programs offered to employees.
0%
25%
50%
Organized social events open to
all employees (not including
mealtimes)
< 100 employees
100%
64%
A formal employee grievance
procedure*
Management training on stressrelated issues (performance
review, communications skills)
75%
83%
40%
49%
63%
70%
100+ employees
*Significant chi-square test for independence p<.05.
Again we see that those worksites with more employees have a greater likelihood of having in place
a formal employee grievance procedure or management training on stress-related issues. Only in
having “a formal employee grievance procedure” do we see a statistically significant difference
between worksites with less than 100 employees and those with more.
WYSAC, University of Wyoming
16
Minnesota Worksite Wellness, 2012
Respondents were also asked about the existence at their company of a set of employee assistance
programs. Results are shown below in Figure 4 for both worksites with less than 100 employees and
those with 100 or more. Again we see larger worksites being more likely to report that they have
employee assistance programs in place. The one assistance program common to worksites of both
sizes with no statistically significant difference in percentage reported is “retirement planning,”
which is also the program most commonly listed, marked 69.4% of the time when looking at the
overall distribution of all worksites.
Figure 4. Employee assistance programs.
0%
25%
50%
75%
68%
Retirement planning
78%
41%
Substance abuse treatment*
63%
41%
Personal counseling
66%
38%
Financial counseling*
63%
30%
Family counseling
Child care*
Elder care*
60%
16%
35%
13%
< 100 employees
*Significant chi-square test for independence p<.05
100%
34%
100+ employees
WYSAC, University of Wyoming
17
Minnesota Worksite Wellness, 2012
4.2. Written Policy Summary
Following is a graph that presents a stream-lined look at the questions from the survey instrument
specifically addressing written policy. The statewide distribution of all worksites is presented first,
along with data broken down by company size. A table showing a cross-tabulation of the same
survey items by industry sector is provided in Appendix A.2.
Figure 5. Written policies supporting worksite wellness.
0%
25%
50%
75%
19%
Q11. Is there a worksite wellness program
at your COMPANY?*
55%
23%
81%
Q19. Does your COMPANY provide health
insurance coverage to the employees?*
Q21. During the past 12 months did your
COMPANY provide a health risk
assessment (HRA) ‐ a general health
screening questionnaire ‐ for its…
Q26. Does your COMPANY have a written
policy to make healthy food options
available to the employees?
Q32. Does your COMPANY have a written
policy supporting onsite breastfeeding?*
97%
82%
12%
32%
15%
6%
9%
6%
10%
33%
13%
Q36. Does your COMPANY have a written
policy for alcohol, specifically addressing
employee use of alcohol at the worksite or
on the job?*
Q39. Does your COMPANY have a written
policy to support exercise or physical
activity of employees during work days?
73%
92%
75%
6%
8%
6%
65%
Q48. Does your COMPANY have a written
policy about tobacco use in the worksite?*
< 100 employees
*Significant chi-square test for independence p<.05.
100%
89%
68%
100+ employees
All worksites
WYSAC, University of Wyoming
18
Minnesota Worksite Wellness, 2012
4.3. Health Insurance
Most of the employers responding to the survey provided health insurance to employees.
Table 10. Q19. Health insurance coverage provided to employees.
Frequency
Valid Percent
Yes
631
No
134
17.5%
Total valid
765
100.0%
No answer
7
Total missing
7
Total
82.5%
772
The percentage of employers offering health insurance did not vary greatly by number of employees.
Employer-provided health insurance ranged from 82.2 percent for employers with 10-24 employees
to 98.6 percent for employers with 500 or more employees, although only 68.1 percent employers
with 1-9 employees offered health coverage.
Table 11. Q19A. Health insurance coverage offered to families of employees.
Frequency
Valid Percent
Yes
556
89.0%
No
69
11.0%
625
100.0%
Total valid
No answer
12
Skipped
134
Total missing
147
Total
772
Of employers offering health insurance, most offered coverage to family members. This was the
case for all employers who responded to the survey. There was no measureable difference between
worksites by number of employees.
WYSAC, University of Wyoming
19
Minnesota Worksite Wellness, 2012
4.4. Health Education
Health messages favored by employers were those related to injury prevention and worksite safety
(Table 12). Prevention-oriented messages were provided in the following order of frequency:
Physical fitness / exercise, Nutrition, Stress management, Weight management and Tobacco use
cessation. Following them were messages about Depression, Alcohol abuse, High blood pressure,
Diabetes, and High cholesterol.
Table 12. Q24. Health messages provided to employees.
Frequency
Valid Percent*
Worksite safety
276
67.1%
Injury prevention such as
proper lifting/bending
technique
219
53.1%
Physical fitness / exercise
170
41.4%
Nutrition
134
32.4%
Stress management
116
28.1%
Weight management
93
22.6%
Tobacco use cessation
84
20.4%
Depression / Mental health
76
18.5%
Alcohol abuse
74
17.9%
High blood pressure
hypertension
74
17.9%
Diabetes
69
16.7%
High cholesterol
69
16.7%
Drug abuse
53
13.0%
Other please describe
AIDS education / HIV
prevention
Prenatal health
36
8.7%
28
6.8%
20
4.8%
Total valid
412
100.0%
No answer
360
Total missing
360
Total
772
4.5. Nutrition
As stated in SHIP Worksite Initiatives, one comprehensive worksite wellness strategy includes
“providing or improving access to health foods in cafeteria and catering, as well as establishing
workplace policies and programs that promote and support breastfeeding for working mothers”
(April, 2012).
WYSAC, University of Wyoming
20
Minnesota Worksite Wellness, 2012
Survey question 26 asked if the respondent’s company has a written policy to make healthy food
options available to employees (Table 13).
Table 13. Q26. Written policy to make healthy food options available to employees.
Frequency
Valid Percent
Yes
47
6.1%
No
721
93.9%
Total valid
768
100.0%
No answer
4
Total missing
4
Total
772
As the statewide distribution shows, most companies do not have a written policy regarding healthy
food options. When broken down by company size (Table 14), there is no statistically significant
difference based on the number of employees at a worksite.
Table 14. Worksite size by written policy for healthy food options.
Worksite Size
< 100 employees
Q26 Does your COMPANY have a written
policy to make healthy food options available to
the employees?
100+ employees
Yes
5.7%
9.4%
No
94.3%
90.6%
Many worksites surveyed reported not having any employer-provided sources of food at the
worksite (Table 15). There are significant differences between smaller and larger worksites.
Table 15. Worksite size by food available at worksite.
Worksite Size*
< 100 employees
Q27 Not including the food brought to work from
home, from which of the following sources is the
food employees eat at this worksite available? –
N/A, food not available.
100+ employees
Not Available
43.7%
15.3%
Available
56.3%
84.7%
*Significant chi-square test for independence p<.05
When food sources are provided at the worksite, Figure 6, on the next page, displays where such
food is available for those worksites reporting that food sources exist.
WYSAC, University of Wyoming
21
Minnesota Worksite Wellness, 2012
Vending machines are the most commonly reported worksite food source. There are statistically
significant differences between the two employee number categories for each of the food sources
listed except on-site coffee shops and the “other” category.
Figure 6. Food availability.
0%
25%
75%
12%
An on-site cafeteria*
35%
27%
Vending machines*
An on-site coffee shop
50%
65%
5%
9%
Employee meetings*
Any other source
16%
29%
19%
18%
< 100 employees
*Significant chi-square test for independence p<.05
100+ employees
100%
WYSAC, University of Wyoming
22
Minnesota Worksite Wellness, 2012
When asked specifically about “healthy food options” available where worksites make food
available, responses were similar to those in the previous question (Figure 7) with the exception of
employee meetings.
Figure 7. Healthy food options.
0%
25%
75%
12%
At the cafeteria*
35%
19%
In vending machines*
In the coffee shop
50%
58%
3%
6%
During employee meetings
Any other source
11%
12%
17%
15%
< 100 employees
*Significant chi-square test for independence p<.05
100+ employees
100%
WYSAC, University of Wyoming
23
Minnesota Worksite Wellness, 2012
A list of healthy food choices was provided for Question 28, and respondents indicated whether or
not that food choice was available (Figure 8).
Figure 8. Specific healthy food availability.
0%
25%
50%
75%
31%
Skim milk / low-fat milk*
74%
79%
Water / no calorie flavored
water*
95%
33%
100% Fruit juice*
80%
41%
Low fat items (pretzels, granola
bars, etc.)*
81%
25%
Fresh vegetables*
54%
27%
Fresh fruit*
Other
100%
63%
12%
< 100 employees
20%
100+ employees
*Significant chi-square test for independence p<.05.
“Water / no calorie flavored water” is the healthy food option most commonly indicated as available
at the worksite, regardless of worksite size. The least available healthy food option is “fresh
vegetables,” listed as available by just over half of the 100+ employee worksites 54% and by one
quarter of those worksites with less than 100 employees.
4.6. Breast Feeding
In response to recognition of breast feeding for mothers returning to the workforces as an
important component of worksite wellness, a section of the survey focused on promotion and
support of working mothers who are breastfeeding. When asked if their company has a written
policy supporting onsite breastfeeding, only 12.5% of worksites statewide responded that they do
WYSAC, University of Wyoming
24
Minnesota Worksite Wellness, 2012
(Table 16). Worksites with 100 or more employees were significantly more likely to have such a
written policy in place.
Table 16. Worksite size by written breastfeeding policy.
Worksite Size*
< 100 employees
Q32 Does your COMPANY have a written
policy supporting onsite breastfeeding?
100+ employees
Yes
10.0%
32.9%
No
90.0%
67.1%
*Significant chi-square test for independence p<.05
Relatively few worksites report that their company provides information and resources to help
prepare women to balance the requirements for breastfeeding with their job responsibilities (Figure
9), with 10.4% of worksites statewide responding that they provide this information (9% of
worksites with less than 100 employees and 25% of those with more than 100 employees). But
worksites do provide flexible breaks and work options for breastfeeding employees to express breast
milk during the work day.
Figure 9. Breastfeeding policies in place.
0%
Company provides information
and resources to help prepare
women to balance the
requirements for breastfeeding
with their job responsibilities*
25%
50%
75%
100%
9%
25%
Worksite provides flexible breaks
and work options for
breastfeeding employees to
express breast milk*
Worksite provides a private onsite lactation room*
< 100 employees
52%
84%
30%
66%
100+ employees
*Significant chi-square test for independence p<.05.
Worksites with 100 employees or more are more likely to report offering flexible breaks for the
purpose of expressing milk and providing a private on-site lactation room.
WYSAC, University of Wyoming
25
Minnesota Worksite Wellness, 2012
4.7. Alcohol
Most companies responding had a written policy regarding alcohol use at work (Table 17).
Table 17. Q36. Written policy about workplace alcohol use.
Frequency
Valid Percent
Yes
570
No
188
24.8%
Total valid
758
100.0%
No answer
14
Total missing
14
Total
75.2%
772
In contrast, only about 50 percent of employers had a no-Alcohol policy that applies to work
functions (Table 18).
Table 18. Q37. Written policy about alcohol use at organizational functions.
Frequency
Valid Percent
No alcohol use allowed
356
53.7%
Yes, cash bar
213
32.2%
93
14.0%
Total valid
662
100.0%
No answer
110
Total missing
110
Total
772
Yes, open bar
Regarding alcohol consumption and operation of company vehicles, most employers reported
having a policy in place.
Table 19. Q38. Written policy about alcohol use in company-owned vehicles.
Frequency
Valid Percent
Yes
517
69.5%
No
226
30.5%
Total valid
743
100.0%
No answer
29
Total missing
29
Total
772
4.8. Tobacco
Tobacco free policies are a vital part of worksite wellness and include health plan coverage of
tobacco cessation treatment, onsite support for and promotion of tobacco cessation treatment, and
tobacco-free policies. Based on Minnesota legislation prohibiting smoking in the workplace, it seems
likely that Minnesota companies will have a written policy about tobacco use in the worksite.
WYSAC, University of Wyoming
26
Minnesota Worksite Wellness, 2012
Statewide 67.6% of all worksites have a written policy about tobacco use (Table 20). However, there
is a statistically significant difference between large and small worksites.
Table 20. Worksite size by written tobacco policy.
Worksite Size*
< 100 employees
Q48 Does your COMPANY have a written
policy about tobacco use in the worksite?
100+ employees
Yes
64.9%
89.4%
No
35.1%
10.6%
*Significant chi-square test for independence p<.05
Regarding where smoking is allowed at the worksite, there is no significant differences between large
and small worksites (Figure 9).
Figure 10. Places that smoking is allowed at the worksite.
0%
25%
50%
75%
100%
37%
Smoking is not allowed anywhere
35%
On the grounds of the
organization, for example, in an
outdoor smoking area
In vehicles owned by the
organization
Other places
61%
62%
4%
5%
4%
2%
< 100 employees
100+ employees
In terms of the statewide distribution, 37% of all worksites do not allow smoking anywhere at the
worksite. 61% allow smoking on the grounds, while only 5% allow smoking in vehicles owned by
the organization (Table 107, page 66).
WYSAC, University of Wyoming
27
Minnesota Worksite Wellness, 2012
The following figure shows responses to questions addressing policies, programming, and services at
the respondent worksite’s company.
Figure 11. Policies, programming, services in place regarding tobacco use.
0%
25%
50%
Written policy about disciplinary
measures (warnings, fines) for any
tobacco use policy violations*
Provide counseling through an
individual, group, or telephone
counseling program on-site or
through a health plan*
< 100 employees
100%
43.7%
60.5%
Provide access to cessation
medications through health
insurance at low cost or no cost*
Promotes the Minnesota
QUITPLAN Services or similar
tobacco cessation resources*
75%
36.3%
66.7%
22.6%
51.2%
29.6%
61.9%
100+ employees
*Significant chi-square test for independence p<.05
More than 50 percent of worksites with 100 or more employees report that their companies have
written policy about disciplinary measures tied to tobacco violations, provide access to cessation
medications through health insurance, promote tobacco cessation resources, or provide counseling.
These types of programs and services are important in promoting a comprehensive tobacco-free
worksite, but exist in much smaller numbers for worksites with less than 100 employees.
WYSAC, University of Wyoming
28
Minnesota Worksite Wellness, 2012
4.9. Physical Activity
Important to worksite wellness is implementation of policies and practices that create active
worksites by increasing opportunities for walking and biking and access to worksite recreation
facilities. Statewide, among worksites of all sizes, very few worksites report that their company has a
written policy to support exercise or physical activity of employees during work (Table 21).
Table 21. Worksite size by written physical activity policy.
Worksite Size
< 100 employees
Q39 Does your COMPANY have a written
policy to support exercise or physical activity of
employees during work days?
100+ employees
Yes
5.8%
8.2%
No
94.2%
91.8%
WYSAC, University of Wyoming
29
Minnesota Worksite Wellness, 2012
5. Complete Survey Results
Responses to all survey questions are presented in this section. Responses are reported in the order
the questions were asked on the survey with the text for each question provided.
Frequency counts and valid percentages represent the weighted distribution. Response percentages
for questions that allow multiple response may total more than 100%. Missing values are excluded
from percentage calculations. Appendix A-_ contains the full text responses to all open-ended
questions.
Q1. How many employees work at this particular worksite?
Table 22. Q1. Number of employees employed at worksite.
Frequency
Valid Percent
1-4
52
6.7%
5-9
87
11.2%
10 - 24
311
40.3%
25 - 99
238
30.8%
100 - 249
57
7.4%
250 - 499
14
1.8%
500 - 999
9
1.2%
100 or more
5
0.7%
Total valid
772
100%
Total
772
Q2. Does your COMPANY have more than one worksite in Minnesota?
Table 23. Q2. Additional worksites.
Frequency
Valid Percent
Yes
296
38.4%
No
476
61.6%
Total valid
772
100%
Total
772
WYSAC, University of Wyoming
30
Minnesota Worksite Wellness, 2012
Q2A. If your COMPANY has additional worksites in Minnesota, about how many
employees, IN TOTAL, work for your COMPANY in Minnesota including those at this
worksite?
Table 24. Q2A. Number of employees employed by company.
Frequency
Valid Percent
10 to 24
246
37.1%
25 to 99
195
29.4%
100 to 249
115
17.3%
250 to 500
16
2.5%
500 or more
92
13.8%
Total valid
663
100%
Skipped
109
Total
772
Q2B. What is the name and address of your PARENT COMPANY?
►For complete text listings, see Appendix A.3.
Q3. How long has your COMPANY been in operation?
Table 25. Q3. Time company has been in operation.
Frequency
Valid Percent
Less than 1 year
4
0.5%
1 to 2 years
8
1.0%
3 to 5 years
15
1.9%
Over 5 years
739
96.6%
Total valid
765
100.0%
No answer
7
Total missing
7
Total
772
WYSAC, University of Wyoming
31
Minnesota Worksite Wellness, 2012
Q4. How long has this this particular worksite been in operation?
Table 26. Q4. Time worksite has been in operation.
Frequency
Valid Percent
Less than 1 year
11
1.4%
1 to 2 years
15
1.9%
3 to 5 years
35
4.6%
Over 5 years
701
92.0%
Total valid
762
100.0%
No answer
10
Total missing
10
Total
772
Q5. At what type of worksite are you located?
Table 27. Q5. Type of worksite.
Frequency
Valid Percent
546
72.0%
43
5.6%
Non‐headquarters worksite
170
22.4%
Total valid
759
100.0%
No answer
13
Total missing
13
Company main headquarters
Company division
headquarters
Total
772
Q6. What is your job title? Please write it in.
►For complete text listings, see Appendix A.3.
WYSAC, University of Wyoming
32
Minnesota Worksite Wellness, 2012
Q7. About how many employees at this worksite are:
Q7A. Women.
Table 28. Q7A. Number of female employees at worksite.
Frequency
Valid Percent
33
4.4%
Less than 1/3rd
201
26.7%
Between 1/3rd - 2/3rds
245
32.5%
More than 2/3rds
274
36.4%
Total valid
754
100.0%
None
Don't know
5
No answer
13
Total missing
18
Total
772
WYSAC, University of Wyoming
33
Minnesota Worksite Wellness, 2012
7B. Full‐time 35+ hours per week.
Table 29. Q7B. Number of full-time 35+ hours per week employees at worksite.
Frequency
Valid Percent
35
4.8%
Less than 1/3rd
124
16.8%
Between 1/3rd - 2/3rds
153
20.7%
More than 2/3rds
426
57.7%
Total valid
738
100.0%
None
Don't know
5
No answer
29
Total missing
34
Total
772
7C. Under age 40.
Table 30. Q7C. Number of employees under age 40 at worksite.
Frequency
Valid Percent
48
6.8%
Less than 1/3rd
233
32.4%
Between 1/3rd - 2/3rds
338
47.1%
None
99
13.7%
Total valid
717
100.0%
Don't know
36
No answer
18
More than 2/3rds
Total missing
Total
55
772
7D. Production line workers.
Table 31. Q7D. Number of production line employees at worksite.
Frequency
Valid Percent
603
81.6%
Less than 1/3rd
25
3.4%
Between 1/3rd - 2/3rds
60
8.2%
More than 2/3rds
51
6.8%
740
100.0%
None
Total valid
Don't know
9
No answer
24
Total missing
32
Total
772
WYSAC, University of Wyoming
34
Minnesota Worksite Wellness, 2012
7E. Workers on 2nd or 3rd shift.
Table 32. Q7E. Number of employees on 2nd or 3rd shift at worksite.
Frequency
Valid Percent
None
527
71.3%
Less than 1/3rd
117
15.8%
79
10.7%
Between 1/3rd - 2/3rds
16
2.1%
Total valid
739
100.0%
Don't know
11
No answer
22
More than 2/3rds
33
Total missing
Total
772
Q8. Which ONE of the following is CLOSEST to the sector of the economy your
COMPANY is in?
Table 33. Q8. Sector of economy company is in.
Frequency
Valid Percent
Manufacturing
84
10.9%
Construction
52
6.8%
Health care
98
12.8%
2
0.2%
Food industry
77
10.0%
Transportation
15
2.0%
Government
49
6.4%
Retail
73
9.6%
Education
76
9.9%
Mining
96
12.5%
Other please specify
145
18.9%
Total valid
767
100.0%
No answer
5
Service industry
Total missing
Total
5
772
►For complete text listings, see Appendix A.3.
WYSAC, University of Wyoming
35
Minnesota Worksite Wellness, 2012
Q9. Would you say that the management of your COMPANY is receptive to policy
development or policy change regarding employee health and wellness?
Table 34. Q9. Company’s management receptive to policy development or change of employee health and wellness.
Frequency
Valid Percent
Yes
656
86.7%
No
101
13.3%
Total valid
757
100.0%
No answer
15
Total missing
15
Total
772
Q10. Does your COMPANY have any of the following in place to facilitate the promotion of
worksite wellness? Mark all that apply.
Table 35. Q10. Company’s programs in place to facilitate promotion of worksite wellness.
Frequency
Annual, or periodic, health‐
related messages from the
CEO
Written organizational
objectives for workplace
wellness or health
Policy statement that
specifically mentions workforce
wellness
Strategic plan for workforce
wellness
Other please specify
Valid Percent*
168
26.9%
164
26.4%
169
27.1%
94
15.1%
96
15.3%
Total valid
624
100.0%
No answer
148
Total missing
148
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than100%.
►For complete text listings, see Appendix A.3.
WYSAC, University of Wyoming
36
Minnesota Worksite Wellness, 2012
Q11. Is there a worksite wellness program at your COMPANY?
Table 36. Q11. Worksite wellness program available at company.
Frequency
Valid Percent
Yes
176
No
590
77.0%
Total valid
765
100.0%
No answer
7
Total missing
7
Total
23.0%
772
Q11A. If there is a worksite wellness program, are there incentives for the workers associated
with it? Examples would include gift cards or gym memberships given to those who
participate in the wellness program.
Table 37. Q11A. Incentives for workers associated with program.
Frequency
Valid Percent
Yes
119
68.7%
No
54
31.3%
173
100.0%
Total valid
No answer
10
Skipped
590
Total missing
599
Total
772
Q11b. If there are incentives, what are they?
►For complete text listings, see Appendix A.3.
Q11c. What must employees do to receive these incentives?
►For complete text listings, see Appendix A.3.
WYSAC, University of Wyoming
37
Minnesota Worksite Wellness, 2012
Q12. If there is not currently a worksite wellness program at your COMPANY, to the best of
your knowledge, is there a plan to initiate such a program?
Table 38. Q12. Plan to initiate worksite wellness program.
Frequency
Valid Percent
Yes
57
9.9%
No
525
90.1%
Total valid
582
100.0%
No answer
14
Skipped
176
Total missing
190
Total
772
Q13. Does your COMPANY have a wellness committee?
Table 39. Q13. Wellness committee in company.
Frequency
Valid Percent
Yes
128
No
635
83.3%
Total valid
763
100.0%
No answer
9
Total missing
9
Total
16.7%
772
Q14. Does your COMPANY have a paid staff person responsible for providing, supervising
or coordinating health promotion or wellness program delivery?
Table 40. Q14. Paid staff responsible for health promotion or wellness program delivery.
Frequency
Valid Percent
Yes
129
17.1%
No
626
82.9%
Total valid
755
100.0%
No answer
17
Total missing
17
Total
772
WYSAC, University of Wyoming
38
Minnesota Worksite Wellness, 2012
Q15. Does your COMPANY have policies or procedures in place to evaluate the
effectiveness of its worksite wellness program?
Table 41. Q15. Policies or procedures in place to evaluate effectiveness of worksite wellness program.
Frequency
Valid Percent
Yes
77
22.8%
No
261
77.2%
Total valid
338
100.0%
N/A, no wellness program in
place
201
No answer
233
Total missing
434
Total
772
Q15A. If yes, are there policies or procedures to act upon such evaluations to modify the
wellness program?
Table 42. Q15A. Policies or procedures to act upon evaluations to modify wellness program.
Frequency
Valid Percent
Yes
67
90.4%
No
7
9.6%
74
100.0%
Total valid
N/A, no evaluations in place
No answer
693
5
Total missing
698
Total
772
WYSAC, University of Wyoming
39
Minnesota Worksite Wellness, 2012
Q16. Does your COMPANY offer any of the following employment practices or programs to
the employees? Mark all that apply.
Table 43. Q16. Company’s employment practices or programs offered.
Frequency
Valid Percent*
A formal employee grievance
procedure
377
66.3%
Management training on
stress‐related issues
performance review,
communications skills
236
41.5%
Organized social events open
to all employees not including
mealtimes
365
64.3%
41
7.1%
Total valid
568
100.0%
No answer
204
Total missing
204
Total
772
Any other please specify
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
►For complete text listings of ‘Other’ responses to Q16, see Appendix A.3.
Q17. Does your COMPANY offer any of the following employee assistance programs? Mark
all that apply.
Table 44. Q17. Employee assistance programs offered by company.
Frequency
Valid Percent*
Financial counseling
161
41.9%
Substance abuse treatment
173
44.9%
Elder care
64
16.5%
Child care
72
18.8%
Retirement planning
267
69.4%
Personal counseling
175
45.5%
Family counseling
136
35.3%
51
13.3%
Total valid
385
100.0%
No answer
387
Total missing
387
Total
772
Other please describe
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
►For complete text listings of ‘Other’ responses to Q17, see Appendix A.3.
WYSAC, University of Wyoming
40
Minnesota Worksite Wellness, 2012
Q18. Has your COMPANY used consulting services or received technical assistance in the
area of worksite wellness?
Table 45. Q18. Consulting or technical assistance received.
Frequency
Valid Percent
Yes
182
24.2%
No
571
75.8%
Total valid
753
100.0%
No answer
19
Total missing
19
Total
772
Q18A. If YES, what was the primary source for the consulting/technical assistance your
COMPANY has received?
Table 46. Q18A. Primary source for consulting and technical assistance received.
Frequency
Valid Percent
Insurance company
88
49.3%
Insurance broker
21
11.9%
Benefits/Human resources
consulting firm
30
17.0%
Professional association for
Human Resources managers
10
5.5%
3
1.9%
26
14.4%
Total valid
178
100.0%
No answer
24
Trade association
Any other please describe
Skipped
571
Total missing
594
Total
772
►For complete text listings of ‘Other’ responses to Q18A, see Appendix A.3.
WYSAC, University of Wyoming
41
Minnesota Worksite Wellness, 2012
Q19. Does your COMPANY provide health insurance coverage to the employees?
Table 47. Q19. Health insurance coverage provided to employees.
Frequency
Valid Percent
Yes
631
82.5%
No
134
17.5%
Total valid
765
100.0%
No answer
7
7
Total missing
Total
772
Q19A. If Yes, does your COMPANY offer health insurance coverage to the families of the
employees?
Table 48. Q19A. Health insurance coverage offered to families of employees.
Frequency
Valid Percent
Yes
556
89.0%
No
69
11.0%
Total valid
625
100.0%
No answer
12
Skipped
134
Total missing
147
Total
772
Q20. To the best of your knowledge what percentage of the employees at this worksite
currently have health insurance coverage through your company or otherwise?
Table 49. Q20. Percentage of employees with current health insurance coverage.
Frequency
Valid Percent
Less than 25%
109
14.4%
25 to 50%
129
17.1%
51 to 75%
112
14.8%
Over 75%
245
32.4%
All employees have health
insurance coverage
162
21.4%
Total valid
757
100.0%
No answer
15
Total missing
15
Total
772
WYSAC, University of Wyoming
42
Minnesota Worksite Wellness, 2012
Q21. During the past 12 months did your COMPANY provide a health risk assessment HRA
‐ a general health screening questionnaire ‐ for its employees?
Table 50. Q21. Health risk assessments provided in past 12 months.
Frequency
Valid Percent
Yes
112
14.6%
No
656
85.4%
Total valid
768
100.0%
No answer
4
Total missing
4
Total
772
Q21A. Does your COMPANY have procedures for following up on the results from the HRA
employees fill out?
Table 51. Q21A. Procedures for following up on health risk assessment.
Frequency
Valid Percent
Yes
71
64.5%
39
35.5%
Total valid
111
100.0%
No answer
5
No
Skipped
656
Total missing
661
Total
772
Q22. Does this worksite have on‐site medical service?
Table 52. Q22. On-site medical service available at worksite.
Frequency
Valid Percent
Yes
60
No
710
92.2%
Total valid
770
100.0%
No answer
2
Total missing
2
Total
772
7.8%
WYSAC, University of Wyoming
43
Minnesota Worksite Wellness, 2012
Q22A. If yes, what on‐site medical services are available at this worksite?
Table 53. Q22A. On-site medical services available.
Frequency
Valid Percent*
Clinic
15
27.4%
Nurse or other health
practitioner
33
58.7%
Other kinds please specify
18
31.5%
Total valid
56
100.0%
No answer
6
Skipped
710
Total missing
716
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
►For complete text listings of ‘Other’ responses to Q22A, see Appendix A.3.
Q23. During the past 12 months, did this worksite offer any of the following health services
on‐site? Mark all that apply.
Q23A. To employees.
Table 54. Q23A. On-site health services offered to employees.
Frequency
Valid Percent*
306
49.2%
Blood pressure screening
85
13.7%
Body fat or body weight
screening
49
7.9%
Breast cancer screening
4
0.6%
49
7.8%
Depression / Mental health
8
1.2%
Diet or nutrition evaluation
27
4.3%
Fasting glucose test diabetes
test
34
5.5%
Not applicable / None provided
Cholesterol levels screening
Fecal occult blood test
Flu vaccination
5
0.8%
166
26.7%
Physical exams
22
3.6%
Worksite safety
229
36.9%
5
0.8%
Total valid
622
100.0%
No answer
150
Total missing
150
Total
722
If other please describe
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
WYSAC, University of Wyoming
44
Minnesota Worksite Wellness, 2012
Q23B. To families of employees.
Table 55. Q23B. On-site health services offered to families of employees.
Frequency
Valid Percent*
297
82.5%
Blood pressure screening
20
5.6%
Body fat or body weight
screening
15
4.3%
Breast cancer screening
3
0.8%
18
5.1%
Depression / Mental health
6
1.7%
Diet or nutrition evaluation
6
1.6%
11
3.0%
Not applicable / None provided
Cholesterol levels screening
Fasting glucose test diabetes
test
4
1.1%
Flu vaccination
56
15.6%
Physical exams
1
0.4%
Worksite safety
5
1.3%
Fecal occult blood test
2
0.6%
Total valid
360
100.0%
No answer
412
Total missing
412
Total
772
If other please describe
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
►For complete text listings of ‘Other’ responses to Q23, see Appendix A.3.
WYSAC, University of Wyoming
45
Minnesota Worksite Wellness, 2012
Q24. During the past 12 months did your COMPANY provide health messages to
employees on any of the following topics? Mark all that apply.
Table 56. Q24. Health messages provided to employees.
Frequency
Valid Percent*
Alcohol abuse
74
17.9%
Depression / Mental health
76
18.5%
Diabetes
69
16.7%
Drug abuse
53
13.0%
High blood pressure
hypertension
74
17.9%
High cholesterol
69
16.7%
Injury prevention such as
proper lifting/bending
technique
219
53.1%
Nutrition
134
32.4%
Physical fitness / exercise
170
41.4%
20
4.8%
116
28.1%
Tobacco use cessation
84
20.4%
Weight management
93
22.6%
Worksite safety
AIDS education / HIV
prevention
Other please describe
276
67.1%
28
6.8%
36
8.7%
Total valid
412
100.0%
No answer
360
Total missing
360
Total
772
Prenatal health
Stress management
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
►For complete text listings of ‘Other’ responses to Q24, see Appendix A.3.
WYSAC, University of Wyoming
46
Minnesota Worksite Wellness, 2012
Q25. During the past 12 months did your COMPANY offer employee CLASSES,
WORKSHOPS or LECTURES for employees on any of the following health related topics?
Mark one response for each topic.
Q25A. Alcohol abuse.
Table 57. Q25A. Employee classes, workshops, or lectures on alcohol abuse.
Frequency
No
Valid Percent
601
95.3%
22
3.5%
Yes, voluntary
8
1.2%
Total valid
631
100.0%
No answer
141
Total missing
141
Total
772
Yes, mandatory
Q25B. Depression / Mental health.
Table 58. Q25B. Employee classes, workshops, or lectures on depression / mental health.
Frequency
No
Yes, voluntary
Valid Percent
590
94.5%
31
5.0%
3
0.5%
Total valid
624
100.0%
No answer
148
Total missing
148
Total
772
Yes, mandatory
Q25C. Diabetes.
Table 59. Q25C. Employee classes, workshops, or lectures on diabetes.
Frequency
Valid Percent
596
95.2%
24
3.8%
6
1.0%
Total valid
626
100.0%
No answer
146
Total missing
146
Total
772
No
Yes, voluntary
Yes, mandatory
WYSAC, University of Wyoming
47
Minnesota Worksite Wellness, 2012
Q25D. Drug abuse.
Table 60. Q25D. Employee classes, workshops, or lectures on drug abuse.
Frequency
Valid Percent
595
95.2%
Yes, voluntary
20
3.3%
Yes, mandatory
10
1.6%
Total valid
625
100.0%
No answer
147
Total missing
147
Total
772
No
Q25E. High blood pressure hypertension.
Table 61. Q25E. Employee classes, workshops, or lectures on high blood pressure hypertension.
Frequency
Valid Percent
592
95.0%
26
4.2%
5
0.8%
Total valid
623
100.0%
No answer
149
Total missing
149
Total
772
No
Yes, voluntary
Yes, mandatory
Q25F. High cholesterol.
Table 62. Q25F. Employee classes, workshops, or lectures on high cholesterol.
Frequency
Valid Percent
591
95.2%
25
4.0%
5
0.8%
Total valid
621
100.0%
No answer
151
Total missing
151
Total
772
No
Yes, voluntary
Yes, mandatory
WYSAC, University of Wyoming
48
Minnesota Worksite Wellness, 2012
Q25G. Injury prevention e.g. proper lifting technique.
Table 63. Q25G. Employee classes, workshops, or lectures on injury prevention e.g. proper lifting technique.
Frequency
Valid Percent
448
69.4%
59
9.1%
Yes, mandatory
139
21.5%
Total valid
646
100.0%
No answer
126
Total missing
126
Total
772
No
Yes, voluntary
Q25H. Nutrition.
Table 64. Q25H. Employee classes, workshops, or lectures on nutrition.
Frequency
Valid Percent
550
87.7%
Yes, voluntary
65
10.3%
Yes, mandatory
12
2.0%
Total valid
627
100.0%
No answer
145
Total missing
145
Total
772
No
Q25I. Physical fitness / exercise.
Table 65. Q25I. Employee classes, workshops, or lectures on physical fitness / exercise.
Frequency
Valid Percent
556
88.8%
64
10.3%
6
0.9%
Total valid
625
100.0%
No answer
147
Total missing
147
Total
772
No
Yes, voluntary
Yes, mandatory
WYSAC, University of Wyoming
49
Minnesota Worksite Wellness, 2012
Q25J. Prenatal health.
Table 66. Q25J. Employee classes, workshops, or lectures on prenatal health.
Frequency
Valid Percent
608
97.9%
13
2.1%
0
0.0%
Total valid
621
100.0%
No answer
151
Total missing
151
Total
772
No
Yes, voluntary
Yes, mandatory
Q25K. Stress management.
Table 67. Q25K. Employee classes, workshops, or lectures on stress management.
Frequency
Valid Percent
558
88.8%
Yes, voluntary
60
9.5%
Yes, mandatory
11
1.8%
Total valid
629
100.0%
No answer
143
Total missing
143
Total
772
No
Q25L. Tobacco use cessation.
Table 68. Q25L. Employee classes, workshops, or lectures on tobacco use cessation.
Frequency
Valid Percent
578
92.8%
43
6.9%
2
0.3%
Total valid
623
100.0%
No answer
149
Total missing
149
Total
772
No
Yes, voluntary
Yes, mandatory
WYSAC, University of Wyoming
50
Minnesota Worksite Wellness, 2012
Q25M. Weight management.
Table 69. Q25M. Employee classes, workshops, or lectures on weight management.
Frequency
Valid Percent
569
91.5%
50
8.1%
2
0.4%
Total valid
621
100.0%
No answer
151
Total missing
151
Total
772
No
Yes, voluntary
Yes, mandatory
Q25N. Worksite safety.
Table 70. Q25N. Employee classes, workshops, or lectures on worksite safety.
Frequency
Valid Percent
374
57.1%
75
11.5%
Yes, mandatory
206
31.4%
Total valid
654
100.0%
No answer
118
Total missing
118
Total
772
No
Yes, voluntary
Q25O. AIDS education / HIV prevention.
Table 71. Q25O. Employee classes, workshops, or lectures on worksite safety.
Frequency
Valid Percent
586
95.1%
Yes, voluntary
12
1.9%
Yes, mandatory
19
3.0%
Total valid
617
100.0%
No answer
155
Total missing
155
Total
772
No
WYSAC, University of Wyoming
51
Minnesota Worksite Wellness, 2012
Q25P. If other, please describe:
►For complete text listings of ‘Other’ responses to Q25P, see Appendix A.3.
Q26. Does your COMPANY have a written policy to make healthy food options available to
the employees?
Table 72. Q26. Written policy to make healthy food options available to employees.
Frequency
Valid Percent
Yes
47
6.1%
No
721
93.9%
Total valid
768
100.0%
No answer
4
Total missing
4
Total
772
Q27. Not including the food brought to work from home, from which of the following
sources is the food employees eat at this worksite available? Mark all that apply.
Table 73. Q27. Food sources available to employees at worksite.
Frequency
Valid Percent*
N/A, food not available
302
40.4%
An on‐site cafeteria
107
14.3%
Vending machines
237
31.7%
41
5.5%
Employee meetings
133
17.8%
Any other please specify
138
18.4%
Total valid
748
100.0%
No answer
24
Total missing
24
An on‐site coffee shop
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
►For complete text listings of ‘Other’ responses to Q27, see Appendix A.3.
WYSAC, University of Wyoming
52
Minnesota Worksite Wellness, 2012
Q28. Which of the following healthy food choices are available to the employees at this worksite? Mark all that apply for each
food category.
Vending
Machines
Skim milk / low-fat milk
Water / no calorie
flavored water
100% Fruit juice
Low fat items pretzels,
granola bars, etc.
Fresh vegetables
Fresh fruit
57
7.9%
186
25.2%
130
18.3%
203
27.7%
11
1.5%
25
3.6%
Cafeteria
109
15.3%
126
17.0%
79
11.1%
66
9.0%
103
14.2%
100
14.0%
Other
105
14.8%
369
49.9%
92
12.9%
101
13.9%
95
13.1%
105
14.6%
Not Available
458
64.1%
142
19.2%
439
61.6%
396
54.2%
522
71.9%
491
68.7%
Total Valid
714
100.0%
740
100.0%
713
100.0%
730
100.0%
727
100.0%
715
100.0%
No Answer
Total Missing
Total
58
58
772
32
32
772
59
59
772
42
42
772
45
45
772
57
57
772
Q28A. Skim milk / low fat milk
Table 74. Q28A Skim milk / low fat milk.
Frequency
Valid Percent*
57
7.9%
Cafeteria
109
15.3%
Other
105
14.8%
Not Available
458
64.1%
Total valid
714
100.0%
No answer
58
Total missing
58
Vending Machines
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
Q28B. Water / no calorie flavored water
Table 75. Q28B Water / no calorie flavored water.
Frequency
Valid Percent*
Vending Machines
186
25.2%
Cafeteria
126
17.0%
Other
369
49.9%
Not Available
142
19.2%
Total valid
740
100.0%
No answer
32
Total missing
32
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
University of Wyoming, WYSAC
54
Minnesota Worksite Wellness, 2012
Q28C. 100% Fruit juice
Table 76. Q28C 100% fruit juice.
Frequency
Valid Percent*
130
18.3%
Cafeteria
79
11.1%
Other
92
12.9%
Not Available
439
61.6%
Total valid
713
100.0%
No answer
59
Vending Machines
59
Total missing
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
Q28D. Low fat items pretzels, granola bars, etc.
Table 77. Q20D Low fat items.
Frequency
Valid Percent*
203
27.7%
66
9.0%
Other
101
13.9%
Not Available
396
54.2%
Total valid
730
100.0%
No answer
42
Vending Machines
Cafeteria
Total missing
Total
42
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
University of Wyoming, WYSAC
55
Minnesota Worksite Wellness, 2012
Q28E. Fresh vegetables
Table 78. Q28E Fresh vegetables.
Frequency
Valid Percent*
11
1.5%
103
14.2%
95
13.1%
Not Available
522
71.9%
Total valid
727
100.0%
No answer
45
Vending Machines
Cafeteria
Other
45
Total missing
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
Q28F. Fresh fruit
Table 79. Q28F Fresh fruit.
Frequency
Valid Percent*
25
3.6%
Cafeteria
100
14.0%
Other
105
14.6%
Not Available
491
68.7%
Total valid
715
100.0%
No answer
57
Vending Machines
Total missing
Total
57
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
University of Wyoming, WYSAC
56
Minnesota Worksite Wellness, 2012
Q29. Where are healthy food options available at this worksite? Mark all that apply..
Table 80. Q29. Health food options available at worksite.
Frequency
Valid Percent*
NA, no healthy food options
available
346
47.0%
In vending machines
175
23.7%
At the cafeteria
108
14.6%
In the coffee shop
21
2.9%
During employee meetings
89
12.1%
Any other please specify
126
17.0%
Total valid
737
100.0%
No answer
35
Total missing
35
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
►For complete text listings of ‘Other’ responses to Q29, see Appendix A.3.
Q30. How often does the cafeteria at this worksite feature healthy entrée choices for
employees, such as low‐fat or low‐salt?
Table 81. Q30. Frequency of health entrée options offered to employees.
Frequency
Valid Percent
Every day
69
43.4%
Almost every day
49
30.5%
Infrequently
14
8.6%
Never
28
17.4%
Total valid
160
100.0%
N/A, no cafeteria
309
No answer
304
Total missing
612
Total
772
University of Wyoming, WYSAC
57
Minnesota Worksite Wellness, 2012
Q31. Are there any other practices at this worksite to promote healthy food choices for
employees?
Table 82. Q31. Other practices to promote healthy food choices at worksite.
Frequency
Valid Percent
Yes
66
8.9%
No
678
91.1%
Total valid
744
100.0%
No answer
28
Total missing
28
Total
772
Q31A. If yes, please describe:
►For complete text listings of ‘Other’ responses to Q31A, see Appendix A.3.
Q32. Does your COMPANY have a written policy supporting onsite breastfeeding?
Table 83. Q32. Written policy supporting breastfeeding.
Frequency
Valid Percent
Yes
95
12.6%
No
663
87.4%
Total valid
758
100.0%
No answer
14
Total missing
14
Total
772
Q33. Does your COMPANY provide information and resources to help prepare women to
balance the requirements for breastfeeding with their job responsibilities?
Table 84. Q33. Resources available to help prepare women to balance breastfeeding requirements with job
responsibilities.
Frequency
Valid Percent
Yes
78
No
676
89.6%
Total valid
754
100.0%
No answer
18
Total missing
18
Total
772
10.4%
University of Wyoming, WYSAC
58
Minnesota Worksite Wellness, 2012
Q34. Does this worksite provide flexible breaks and work options for breastfeeding
employees to express breast milk during the work day?
Table 85. Q34. Flexible work options available for breastfeeding employees during work day.
Frequency
Valid Percent
Yes
409
55.2%
No
332
44.8%
Total valid
742
100.0%
No answer
30
Total missing
Total
30
772
Q35. Does this worksite provide a private on‐site lactation room where breastfeeding
employees can express breast milk during the work period?
Table 86. Q35. Private on-site lactation room available for breastfeeding employees.
Frequency
Valid Percent
Yes
259
34.4%
No
494
65.6%
Total valid
753
100.0%
No answer
19
Total missing
19
Total
772
Q35A. If yes, does the room have… Mark all that apply.
Table 87. Q35A. Resources available in lactation room.
Frequency
Valid Percent*
an electrical outlet?
243
98.4%
a sink?
111
44.9%
82
33.3%
Total valid
247
100.0%
No answer
32
a refrigerator?
Skipped
494
Total missing
525
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
University of Wyoming, WYSAC
59
Minnesota Worksite Wellness, 2012
Q36. Does your COMPANY have a written policy for alcohol, specifically addressing
employee use of alcohol at the worksite or on the job?
Table 88. Q36. Written policy about workplace alcohol use.
Frequency
Valid Percent
Yes
570
75.2%
No
188
24.8%
Total valid
758
100.0%
No answer
14
Total missing
14
Total
772
Q37. Does your COMPANY have a written policy about alcohol use at organizational
functions such as holiday parties?
Table 89. Q37. Written policy about alcohol use at organizational functions.
Frequency
Valid Percent
No alcohol use allowed
356
53.7%
Yes, cash bar
213
32.2%
Yes, open bar
93
14.0%
Total valid
662
100.0%
No answer
110
Total missing
110
Total
772
Q38. Does your COMPANY have a written policy about alcohol use while operating
vehicles owned by the company?.
Table 90. Q38. Written policy about alcohol use in company-owned vehicles.
Frequency
Valid Percent
Yes
517
69.5%
No
226
30.5%
Total valid
743
100.0%
No answer
29
Total missing
29
Total
772
University of Wyoming, WYSAC
60
Minnesota Worksite Wellness, 2012
Q39. Does your COMPANY have a written policy to support exercise or physical activity of
employees during work days?
Table 91. Q39. Written policy to support exercise or physical activity during work days.
Frequency
Valid Percent
Yes
46
6.0%
No
716
94.0%
Total valid
762
100.0%
No answer
10
Total missing
10
Total
772
Q40. Does your COMPANY provide resources to encourage active commuting such as…
Mark all that apply.
Table 92. Q40. Active commuting methods to which company provides resources.
Frequency
Valid Percent*
684
91.6%
Walking to work
39
5.2%
Biking to work
54
7.3%
N/A, no policy in place
42
5.7%
Total valid
747
100.0%
No answer
25
Total missing
25
Taking public transportation
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
University of Wyoming, WYSAC
61
Minnesota Worksite Wellness, 2012
Q41. Does your COMPANY support exercise or physical activity of employees during work
time in any of the following ways? Mark all that apply.
Table 93. Q41. Methods available to support exercise or physical activity during work time.
Frequency
Valid Percent*
N/A, no policy in place
494
67.2%
Through flexible work
schedules
97
13.2%
During breaks
155
21.1%
During lunch
171
23.3%
35
4.8%
Total valid
735
100.0%
No answer
37
Total missing
37
Other times please specify
Total
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
►For complete text listings of ‘Other’ responses to Q41, see Appendix A.3.
Q42. During the past 12 months did your COMPANY offer physical activity‐oriented
programs for example yoga, walking club, stretching or aerobics to the employees?
Table 94. Q42. Physical activity-oriented programs offered during 12 months.
Frequency
Valid Percent
Yes
120
15.7%
No
640
84.3%
Total valid
760
100.0%
No answer
12
Total missing
12
Total
772
University of Wyoming, WYSAC
62
Minnesota Worksite Wellness, 2012
Q43. Does your COMPANY have an agreement with health clubs and/or gyms to offer
employees memberships at reduced cost?
Table 95. Q43. Agreement with health clubs or gyms.
Frequency
Valid Percent
Yes
191
25.1%
No
569
74.9%
Total valid
761
100.0%
No answer
11
Total missing
11
772
Total
Q44. Do the employees at this worksite have an indoor or outdoor area designated for
physical activity such as a basketball court, walking trail or volleyball court?
Table 96. Q44. Indoor or outdoor worksite areas designated for physical activity.
Frequency
Valid Percent
Yes
141
18.5%
No
624
81.5%
Total valid
766
100.0%
No answer
6
Total missing
6
772
Total
Q45. Does this worksite promote or encourage the use of stairs?
Table 97. Q45. Worksite promote use of stairs.
Frequency
Valid Percent
Yes
227
52.5%
No
205
47.5%
Total valid
432
100.0%
N/A, no stairs
329
No answer
11
Total missing
340
Total
772
University of Wyoming, WYSAC
63
Minnesota Worksite Wellness, 2012
Q46. Is there an on‐site exercise or fitness facility available to the EMPLOYEES at this
worksite?
Table 98. Q46. On-site exercise or fitness facility available to employees at worksite.
Frequency
Valid Percent
Yes, free of charge
74
9.6%
Yes, for a fee
20
2.6%
No, no fitness facility available
673
87.8%
Total valid
766
100.0%
No answer
6
Total missing
6
Total
772
Q46A. If yes, is the exercise or fitness facility available to the FAMILIES of the employees?
Table 99. Q46A. On-site exercise or fitness facility available to families of employees.
Frequency
Valid Percent
Yes, free of charge
22
24.0%
Yes, for a fee
20
21.9%
No, no fitness facility available
49
54.1%
Total valid
91
100.0%
No answer
8
Skipped
673
Total missing
681
Total
772
Q47. Please indicate if the following facilities are available to employees at this worksite.
Q47A. Showers.
Table 100. Q47A. Facility available to employees at worksite - Showers.
Frequency
Valid Percent
Yes
182
24.9%
No
548
75.1%
Total valid
730
100.0%
No answer
42
Total missing
42
Total
772
University of Wyoming, WYSAC
64
Minnesota Worksite Wellness, 2012
Q47B. Changing areas.
Table 101. Q47B. Facility available to employees at worksite – Changing areas.
Frequency
Valid Percent
Yes
316
43.6%
No
408
56.4%
Total valid
724
100.0%
No answer
48
48
Total missing
Total
772
Q47C. Lockers.
Table 102. Q47C. Facility available to employees at worksite – Lockers.
Frequency
Valid Percent
Yes
217
29.9%
No
508
70.1%
Total valid
725
100.0%
No answer
47
Total missing
Total
47
772
Q47D. Indoor gym.
Table 103. Q47D. Facility available to employees at worksite – Indoor gym.
Frequency
Valid Percent
Yes
81
No
646
88.9%
Total valid
727
100.0%
No answer
45
Total missing
45
Total
772
11.1%
University of Wyoming, WYSAC
65
Minnesota Worksite Wellness, 2012
Q47E. Indoor or outdoor courts.
Table 104. Q47E. Facility available to employees at worksite – Indoor or outdoor courts.
Frequency
Valid Percent
Yes
59
8.2%
No
660
91.8%
Total valid
720
100.0%
No answer
52
Total missing
52
Total
772
Q47F. Bicycle parking.
Table 105. Q47F. Facility available to employees at worksite – Bicycle parking.
Frequency
Valid Percent
Yes
345
46.7%
No
393
53.3%
Total valid
739
100.0%
No answer
33
Total missing
33
Total
772
Q48. Does your COMPANY have a written policy about tobacco use in the worksite?
Table 106. Q48. Written policy about tobacco use at worksite.
Frequency
Valid Percent
Yes
518
67.6%
No
248
32.4%
Total valid
766
100.0%
No answer
6
Total missing
6
Total
772
University of Wyoming, WYSAC
66
Minnesota Worksite Wellness, 2012
Q49. Is smoking allowed at this worksite in any of the following places? Mark all that apply.
Table 107. Q49. Places where smoking is allowed at worksite.
Frequency
Valid Percent*
Smoking is not allowed
anywhere
280
36.8%
On the grounds of the
organization, for example, in
an outdoor smoking area
464
61.0%
In vehicles owned by the
organization
35
4.5%
Other places please specify
27
3.6%
Total valid
761
100.0%
No answer
11
Total missing
Total
11
772
*Percentages for ‘Mark All That Apply’ items may total more than 100%.
►For complete text listings of ‘Other’ responses to Q49, see Appendix A.3.
Q50. Does your COMPANY have a written policy about disciplinary measures warnings,
fines for any tobacco use policy violations?
Table 108. Q50. Written policy about disciplinary measures for tobacco policy use violations.
Frequency
Valid Percent
Yes
271
No
320
54.1%
Total valid
590
100.0%
N/A, no written tobacco use
policies at all
74
No answer
108
Total missing
182
Total
772
45.9%
University of Wyoming, WYSAC
67
Minnesota Worksite Wellness, 2012
Q51. Does your COMPANY provide access to cessation medications through health
insurance at low cost or no cost?
Table 109. Q51. Access to cessation medications through company-provided health insurance.
Frequency
Valid Percent
Yes
298
39.8%
No
451
60.2%
Total valid
748
100.0%
No answer
24
Total missing
24
Total
772
Q52. Does your COMPANY promote the Minnesota QUITPLAN Services 1‐888‐354‐PLAN
7526 or similar tobacco cessation resources?
Table 110. Q52. Company promote Minnesota QUITPLAN services or similar tobacco cessation resources.
Frequency
Valid Percent
Yes
195
25.7%
No
561
74.3%
Total valid
756
100.0%
No answer
16
Total missing
16
Total
772
Q53. Does your COMPANY have a written policy to support participation in smoking
cessation activities during work time?
Table 111. Q53. Company’s written policy to support participation in smoking cessation activities during work time.
Frequency
Valid Percent
Yes
40
No
716
94.8%
Total valid
756
100.0%
No answer
16
Total missing
16
Total
772
5.2%
University of Wyoming, WYSAC
68
Minnesota Worksite Wellness, 2012
Q54. Does your COMPANY provide counseling through an individual, group, or telephone
counseling program on‐site or through a health plan?
Table 112. Q54. Counseling program provided by company.
Frequency
Valid Percent
Yes
250
33.2%
No
503
66.8%
Total valid
753
100.0%
No answer
19
Total missing
19
Total
772
Q55. Does your company have any worksite wellness programs or procedures that were not
addressed? If so, please describe:
►For complete text listings see Appendix A.3.
Q56. Do you have any comments you would like to make about employee health or worksite
wellness?
►For complete text listings see Appendix A.3.
University of Wyoming, WYSAC
6. Appendix
Appendix A.1. Survey Questionnaire
69
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC
70
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC
71
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC
72
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC
73
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC
74
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC
75
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC
76
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC
77
Minnesota Worksite Wellness, 2012
Appendix A.2. Policy Responses by Industry Sector
Table 113. Written policies responses by Industry Sector
Q11. Is there a worksite wellness program at your
COMPANY?
Q19. Does your COMPANY provide health insurance
coverage to the employees?
Q21. During the past 12 months did your COMPANY
provide a health risk assessment (HRA) ‐ a general
health screening questionnaire ‐ for its employees?
Q26. Does your COMPANY have a written policy to
make healthy food options available to the
employees?
Q32. Does your COMPANY have a written policy
supporting onsite breastfeeding?
Q36. Does your COMPANY have a written policy for
alcohol, specifically addressing employee use of
alcohol at the worksite or on the job?
Q39. Does your COMPANY have a written policy to
support exercise or physical activity of employees
during work days?
Q48. Does your COMPANY have a written policy about
tobacco use in the worksite?
Mfg.
Const.
Health
care
Food
Govt.
Retail
Edu.
Service
Other
Yes
24.1%
19.6%
24.5%
15.8%
42.9%
9.6%
57.1%
11.5%
17.0%
No
75.9%
80.4%
75.5%
84.2%
57.1%
90.4%
42.9%
88.5%
83.0%
Yes
97.6%
92.3%
84.4%
50.6%
91.8%
80.3%
86.8%
75.8%
85.1%
No
2.4%
7.7%
15.6%
49.4%
8.2%
19.7%
13.2%
24.2%
14.9%
Yes
17.1%
7.7%
17.5%
5.3%
40.8%
6.8%
23.7%
5.2%
15.0%
No
82.9%
92.3%
82.5%
94.7%
59.2%
93.2%
76.3%
94.8%
85.0%
Yes
3.6%
.0%
4.1%
6.5%
8.2%
1.4%
23.0%
8.2%
3.1%
No
96.4%
100.0%
95.9%
93.5%
91.8%
98.6%
77.0%
91.8%
96.9%
Yes
14.5%
1.9%
27.6%
3.9%
12.5%
9.7%
18.9%
6.4%
11.0%
No
85.5%
98.1%
72.4%
96.1%
87.5%
90.3%
81.1%
93.6%
89.0%
Yes
85.7%
72.5%
82.1%
68.9%
93.8%
63.0%
89.3%
65.3%
68.6%
No
14.3%
27.5%
17.9%
31.1%
6.3%
37.0%
10.7%
34.7%
31.4%
Yes
7.2%
5.8%
5.2%
2.7%
14.3%
4.1%
16.0%
2.1%
2.5%
No
92.8%
94.2%
94.8%
97.3%
85.7%
95.9%
84.0%
97.9%
97.5%
Yes
86.7%
42.3%
70.4%
52.6%
72.9%
61.1%
96.1%
64.6%
60.6%
No
13.3%
57.7%
29.6%
47.4%
27.1%
38.9%
3.9%
35.4%
39.4%
Presented in the table above are questions from the survey instrument specifically addressing written policy, cross-tabulated with industry sector.
Highlighted are the industry sectors with the highest percentage of “yes” and “no” responses to each question regarding the presence of written worksite
wellness policies. It should be noted that while differences between industry sector certainly exist, the small number of worksites present in some industry
sectors prevent valid statistical statements regarding those differences.
University of Wyoming, WYSAC
78
Minnesota Worksite Wellness, 2012
Appendix A.3. Open-ended Comments
Open-ended comments are listed in the following section with sub-section headers indicating the
survey question for which the comment was left.
Question 6. What is your job title? Please write it in.
































Academic Dean.
Account and Office Manager.
Accountant. 5
Accounting controller.
Accounting Manager. 3
Administration Director.
Administrative Assistant. 7
Administrative Clerk.
Administrative Manager.
Administrator. 10
Administrator/CEO.
Air Traffic Manager.
Architect/Principal.
Assistant Director of Operations and Maintenance. 2
Assistant Manager. 2
Assistant Office Manager.
Assistant Principal.
Assistant Store Director.
Assistant Store Manager. 2
Assistant to President.
Assistant Vice President.
Associate Principal.
Attorney.
AVP Human Resources.
Banquet Manager.
Benefit Specialist.
Benefits Administrator. 4
Benefits and Compensation Coordinator.
Benefits Manager. 6
Benefits Project Consultant.
Benefits Specialist. 2
Benefits Supervisor.
University of Wyoming, WYSAC





































79
Bookkeeper. 4
Bookkeeper/Human Resources.
Bookkeeper/Manager.
Bookkeeping.
Business Manager. 8
Business Support.
C Store Manager.
C.O.O.
Campus Administrator.
Center Director.
CEO. 13
CEO/Owner.
CFO. 6
CFO/Owner.
Chairman.
Chief Human Resources Officer. 3
Chief Operating Officer.
Chief Operating Officer/Co-Owner.
Chief People Resources Officer.
City Administrator. 2
Clerical.
Client Care Coordinator.
Clinic Director.
Clinic Manager. 2
Clinical Director, Acute Care. 2
Commander.
Commissioner of Health.
Communications Specialist.
Compensation Analyst.
Compensation/Benefits Manager.
Controller. 14
Coordinator of Food & Nutrition Services.
Coordinator.
Co-owner. 5
Co-Owner/Vice President.
Co-Principal.
Corporate Accountant.
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC





































80
Corporate Counsel.
Corporate Secretary.
Cromwell Fire Chief.
Customer Service Manager.
Dentist.
Dentist/Owner.
Deputy Clerk.
Deputy Clerk/Treasurer.
Director Benefits and Internal Communications.
Director Employee Health & Safety.
Director of Adult Day Services.
Director of Benefits.
Director of Business Services.
Director of Community Education.
Director of Human Resources & Finance.
Director of Human Resources and Marketing.
Director of Human Resources. 19
Director of Human Resources/Education.
Director of Manufacturing.
Director of Nursing.
Director of Operations. 2
Director of Social Services.
Director Programs and Services.
Director, Employee Relations & Diversity.
Director, Human Resources & Safety.
Director. 10
Director-Human Resources.
Distribution Superintendent.
District Nurse.
Division Director.
DON/RN.
EHS and Security Manager.
EHS Manager. 2
Elementary Principal. 2
Employee Benefits Administrator.
Employee Health Services Coordinator.
Employee Services Coordinator.
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC





































81
Minnesota Worksite Wellness, 2012
Employee Wellness Program Chair/Health Educator.
Employee.
ESH/Human Resources Coordinator.
Executive Assistant. 3
Executive Director. 14
Facility Manager.
Finance and Administration Manager.
Finance Assistant.
Fire Chief. 3
Fiscal Officer.
General Manager, Operations.
General Manager. 24
Grant-Funded Source.
Hair Dresser—Owner.
Health and Safety Coordinator.
Health and Wellness Specialist.
Health Promotion Coordinator.
Health Promotion Specialist.
Health Services Manager.
High School Principal.
Historic Site Manager.
HRSA/MSC.
Human Resource Supervisor.
Human Resource/Safety Manager Food Defense Coordinator.
Human Resources Administrative Assistant.
Human Resources Administrator. 2
Human Resources Analyst.
Human Resources and Administrative Manager.
Human Resources and Purchasing Manager.
Human Resources Assistant. 4
Human Resources Associate.
Human Resources Business Specialist.
Human Resources Coordinator. 3
Human Resources Director. 18
Human Resources Generalist. 10
Human Resources Manager from headquarters completing form for White Bear Lake Office.
Human Resources Manager, Occupational Health.
University of Wyoming, WYSAC





































82
Human Resources Manager. 38
Human Resources Representative.
Human Resources Service Partner.
Human Resources Specialist. 5
Human Resources Systems Manager.
Human Resources. 8
Human Resources/IT Director.
Human Resources-Technician.
Inventory—Accounts Payable.
IT Director.
Jail Commander.
Kitchen Manager.
Laborer.
Lead Pastor.
Lead Teacher.
Leader, Benefits.
Licensed School Nurse. 2
Machinist.
Maintenance supervisor.
Manager of Community Engagement.
Manager, Community Engagements Wellness.
Manager, Employee Benefits.
Manager, Global Benefits.
Manager. 18
Manager/Owner. 2
Manager/Partner.
Managing Director.
Municipal Garage Supervisor.
Nurse Manager of South Central Surgical Center.
Nurse Practitioner.
Occupational Health Nurse.
Occupational Health Specialist.
Occupational Health Specialist.
Office Administrator.
Office Administrator/Human Resources Administrator.
Office Benefits Manager.
Office Manager. 42
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC





































Office Manager/Human Resources.
Office.
Operations Manager. 5
Operator.
OTS - Operations Training Specialist.
Owner of Adult Foster Care Home.
Owner. 32
Owner/Administrator.
Owner/Cook.
Owner/Manager. 3
Owner/Operator. 5
Owner/President. 6
Owner/Trainer.
Owner/Vice President.
Owner-Bakery.
Park Manager/Assistant.
Partner.
Partner/Vice President.
Pastor. 2
Patient Coordinator.
Payroll and Human Resources Manager.
Payroll/Business Office Assistant.
Personal Aid SR.
Personnel Manager.
Personnel Officer Sr.
Personnel.
Pharmacist. 2
Pharmacy Tech.
Planning Director.
Plant Manager. 6
Plant Supervisor.
Police Captain.
Police Chief.
Postmaster.
Practice Administrator.
President. 51
President/CEO. 7
83
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC





































84
Price Manager.
Principal. 13
Production Manager.
Program Coordinator.
Program Director 3
Program Manager. 2
Project Manager. 2
Property Manager.
Public Health Division Director.
QPL Supt.
Quality Coordinator.
Quality Services Director.
R.N. Manager.
Realtor/Administrative Assistant/Office Manager.
Recreation Program Supervisor.
Regional Director. 2
Regional Manager, Benefits, Employee Experience.
Registered Nurse, Education Coordinator.
Restaurant General Manager.
Retail Store Manager.
Risk Manager with Wellness Responsibility.
RN – Employee Occupational Health.
RN – President.
Safety and Wellness Coordinator.
Safety Director.
Sales Manager.
School Nurse.
School Social Worker.
Secretary/Treasurer. 2
Security Officer.
Senior Administrative Assistant.
Senior Human Resources Generalist. 3
Senior Human Resources Representative.
Senior Manager of Quality Assurance and Food Safety.
Senior Manager, Comp. and Benefits.
Senior Vice President. 4
Senior Wellness Specialist.
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC



































85
Service Center Manager.
Service Coordinator.
Shared Services Specialist.
Site director.
Staff Accountant II.
Store Director.
Store Manager. 8
Superintendent of Schools. 4
Superintendent. 4
Supervisor Health Management.
Supervisor.
Supervisory Committee Chair.
Talent Operations Generalist.
Teacher. 2
Team Leader.
Teller.
Terminal Manager.
Treasurer.
Vice President and General Manager. 2
Vice President and Operations Manager.
Vice President Director of Human Resources.
Vice President Finance.
Vice President of Operation. 4
Vice President, ABI Human Resources.
Vice President, HAB, Inc.
Vice President, Human Resources. 7
Vice President. 8
Vice President/CFO.
Wellness and Safety Manager.
Wellness Center Manager/Safety Director.
Wellness Coordinator.
Wellness Program Analyst.
Wellness Program Manager.
Wellness Specialist.
Workforce Development Manager.
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC
86
Minnesota Worksite Wellness, 2012
Question 8. Which ONE of the following is CLOSEST to the sector of the economy your
COMPANY is in?



































Administrative housing, education, and healthcare.
Adoption and early childhood learning.
Advertising.
Agriculture. 3
American Legion.
Architecture/Design.
Architecture/Engineering.
Art museum.
Attorney.
Auditing and financial firm.
Auto body collision repair.
Auto body repair and refinishing.
Auto parts wholesale.
Automotive sales and repair.
Baker, manufacturing and retail.
Banking.
Banking/Financial.
Bar. 2
Broadcasting communications.
Business association.
Catholic Church.
Church, with nursery school and daycare.
Collections.
Communications/Broadcasting.
Community rehabilitation provider.
Community theatre.
Computer sales and service.
Consulting engineering.
Consulting. 4
Correctional facility.
Corrections.
Distribution. 5
Distributor for hydraulic valves and joysticks.
DT&H.
Elderly care.
University of Wyoming, WYSAC





































87
Electric utility.
Engineering and construction management.
Entertainment/Hospitality.
Farm.
Finance. 5
Financial industry.
Financial services.
Financial. 5
Graphic design.
Homecare.
Hotel/Restaurant.
Housing.
Information technology.
Insurance agency.
Insurance. 3
IT services.
Landscape maintenance.
Legal office.
Legal.
Lodging.
Manufacturers' Rep.
Marketing.
Marketing/Advertising.
Media.
Medical device.
Nonprofit arts.
Nonprofit association.
Nonprofit civic.
Nonprofit human service.
Nonprofit real estate.
Nonprofit rehabilitation for people with disabilities.
Nonprofit religious.
Non-profit social services.
Nonprofit. 6
Performing arts.
Pipeline.
Plumbing company.
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC



























88
Minnesota Worksite Wellness, 2012
Poultry processing.
Printing.
Promotional packaging.
Property management. 3
Real Estate.
Recreation.
Religious and education.
Repair station.
Restaurant/Hospitality.
Sales.
Senior Care.
Servicing financial.
Social science agency.
Social Services. 2
Software.
Sports training.
Subsidized housing.
Technology capital equipment.
Telecommunications. 3
Travel.
Truck stop.
Utility. 5
Volunteer Fire & Ambulance Service.
We sell/distribute small hand tools screwdrivers, etc..
Wholesale distribution.
Wholesale.
Wholesaler.
Question 9. Would you say that the management of your COMPANY is receptive to policy
development or policy change regarding employee health and wellness?

Employee receptiveness is the issue.
Question 10. Does your COMPANY have any of the following in place to facilitate the
promotion of worksite wellness? Mark all that apply.



Actively promoting wellness plan.
3M Health & Wellness Initiative.
Activity program available for all staff.
University of Wyoming, WYSAC





































89
Minnesota Worksite Wellness, 2012
Always offer shape up challenge and promote good general well-being.
Annual hearing and pulmonary function testing.
Annual HRA's.
Annual wellness activities.
Annual wellness initiatives.
Committee.
Committee.
Co-paid exercise plan with the YMCA.
Do not work while feeling sick.
Employee handbook.
Employee wellness activities.
Fitness membership and step challenges.
Fitness reimbursement program, employees reimbursed 40% of the cost of their program.
Flexible hours to stay healthy.
Formal wellness program.
Gym discounts.
Health care plans i.e., medical.
Health information from local hospital.
Health insurance with wellness center benefit.
Hold annual wellness clinic at work.
In process of further program development.
Infection control plan and pandemic preparedness plan.
Infection control procedures.
Initiated Virgin Health Miles as of 2012.
Insurance covering portion of fitness club membership.
Insurance that offers discounts to gyms.
JourneyWell through health partners.
Many safety issues but not health and wellness.
Medica, our health insurance provider offers wellness programs on-line.
Medical premium incentives.
Membership to gym, awareness newsletter from Insurance providers, etc.
Mentioned in mission statement and present in culture.
Minimal objectives.
Much focus on body mechanics.
Newsletter from Corporate Health Systems.
No Smoking.
Notices from Medica.
University of Wyoming, WYSAC



































90
Minnesota Worksite Wellness, 2012
Nutrition classes.
Objectives and incentives through medical plan.
Offer flu shots and reimbursement for health club membership dues.
Onsite fitness center.
Onsite fitness center.
Onsite medical department.
Onsite wellness center.
Onsite yoga classes.
Organize community wide wellness events.
Pass along health insurance pamphlets.
Periodic messages from committee.
Periodic messages from healthcare provider.
Prayer ministry, pan church.
Programs and incentives.
Programs at various times.
Rebate for wellness facilities and contests.
Safety and training department.
Safety committee.
Safety programs that relate to wellness.
Self-directed, lots of walking.
Smoking cessation reimbursement program.
Time set aside to go to gym, support groups, and member offer yoga classes.
Total wellness program.
We are an athletic club and most sell wellness and believe and actively participate in personal
wellness.
We have budgeted dollars for wellness initiatives.
We offer employee assistance program.
Wellness center with exercise equipment.
Wellness committee and allocated resources.
Wellness committee, wellness website, and wellness activities.
Wellness committee. 3
Wellness committee. 6
Wellness incentive programs for insurance premium discounts.
Wellness incentive programs.
Wellness initiatives. 2
Wellness program promoting using stairways, path clean up, and healthy eating
communication.
University of Wyoming, WYSAC





91
Minnesota Worksite Wellness, 2012
Wellness program. 4
Wellness programs offered through health insurance if you do the health assessment.
Work out rooms with equipment at most places.
Workplace wellness and workplace safety committees.
Yearly physicals.
Question 11. Is there a worksite wellness program at your COMPANY?

We are a gym.
Question 11b. If there are incentives, what are they?






















$60.00
$10 and $50 gift cards.
$20/month to health membership.
$260 incentives.
$35 Target gift card, 50% reimbursement on the program cost of Weight Watchers, and $20
reimbursement on health club membership.
$40.00 cash for completion of health assessment.
$5 off monthly health premium.
A monetary amount is added to the employees’ Health Savings Account HSA or Flexible
Savings Account FSA.
Additional money put into your HRA account or cash if not enrolled in the HRA.
Awards, gift cards, etc.
Baseball tickets, t-shirts, gift baskets, etc.
Benefits, health care coverage, and fitness coverage.
Cash and prizes.
Cash awards for either participation and/or winning events.
Cash incentives for reaching certain levels on a pedometer program, incentives for employee
health insurance premium costs, HSA and VEBA plans, and small minimal incentives a pair
of socks, fruit & veggie trays, water bottles, etc..
Cash.
Company contributions to HAS, FSA, HRA, prizes, and gift cards.
Contests with gifts and break on benefits.
Copay reduction.
Depending on outcome of HRA, they can be put into health plan with lower copays,
deductibles, and out of pocket max
Depends on the activity.
Depends on the situation. Sometimes it is gift cards, we have given out a Wii/Wii Fit, and an
iPod Touch are some examples.
University of Wyoming, WYSAC



































92
Minnesota Worksite Wellness, 2012
Discount gym memberships. 2
Discount health insurance. Free membership to onsite wellness program.
Discount membership from health insurance for attending gym.
Discount on health club fees and lower health insurance premiums.
Discount on health insurance costs.
Discount on health insurance premiums.
Discount on health insurance.
Discount on medical benefits and various contests/challenges.
Discount on medical premium, cash redeemable as gift cards or direct deposit, or the
purchase of a polar heart rate monitor.
Discount premiums.
Discounts and cash.
Discounts for programs. They qualify for prizes and giveaways
Discounts on cost for exercise groups or programs and chiropractors.
Discounts on insurance premiums for meeting set health guidelines.
Discounts on medical insurance premiums and prizes.
Discounts to gyms, personal health sustainability program.
District insurance provides assistance with fitness programs/fitness centers.
Dollars in wellness spending accounts.
Earn up to $500 a year.
Employees can earn up to two days of vacation.
Employees can save up to $300 annually on their insurance premiums.
Fitness and weight loss program reimbursement.
Fitness equipment reimbursement, weight loss class reimbursement, and fitness club
reimbursement.
Fitness use access.
Free education & wellness monitoring.
Free membership to employee.
Free pedometers and enrollment in walking program.
Gift Card drawings.
Gift cards and $500 medical credit.
Gift cards and a reduced rate on a gym membership.
Gift cards and days off.
Gift cards and group activities.
Gift cards and gym membership discounts.
Gift cards and insurance premium reductions.
Gift cards and lower premiums.
University of Wyoming, WYSAC






























93
Minnesota Worksite Wellness, 2012
Gift cards and money toward health club/YMCA membership use/visits.
Gift cards and prizes.
Gift cards and promotional items.
Gift cards during March Wellness Campaign and healthy snack prizes.
Gift cards from insurance for completing questionnaires.
Gift cards, cash prizes, and reduced cost on gym membership.
Gift cards, gym deductions, and contests.
Gift cards, prizes, free biometrics, free online nurse and doctor, free onsite flu shots,
medication therapy management, monthly gym discount, free personal trainer program, free
onsite wellness education classes, company 5K fitness event, free health fairs and events, $50
incentive to take part in a maternity nurse support program, quitting smoking program
reimbursement, and weight loss program reimbursement.
Gift cards, reduced health club membership, and free smoking cessation groups.
Gift cards. 2
Gift certificates and exercise equipment.
Gift certificates and reduced premiums.
Gift certificates, all terrain bicycles, and extra vacation days.
Gift Certificates. 4
Gift incentives for participation in wellness events.
Gifts and monthly wellness snacks.
Gym discounts and gifts.
Gym fitness annual reimbursement, gift cards, and corporation global challenge steps
program competition.
Gym membership discounts. 3
Gym membership, various wellness based contests onsite, and onsite fitness room at one
location.
Gym membership. 2
Gym memberships--$20 a month, $30 participation in wellness plan.
Health club discount.
Health club discounts, on-site health screening, additional contributions to HRA to those
who participated in health screen, lunch & learn activities, and lunch time walks.
Health credits on their deductible.
Health fairs and a health reimbursement program.
Health foods, gift certificates, and public recognition.
Health insurance discount for non-tobacco users and for those enrolled in tobacco cessation
programs, and prizes for fitness challenges.
Health insurance premium contribution discounts and non-cash incentives.
Health premium reductions.
University of Wyoming, WYSAC


































94
Minnesota Worksite Wellness, 2012
Health related prizes.
Health savings contribution.
Health screenings and exercise subsidies.
Health shack packets and drawing for free Subway sandwiches.
Health unit incentive.
Healthy foods, pool admission, and gift cards.
HSA contributions, discounted gym memberships, discounted fitness products, and door
prizes for activity participation.
HSA contributions.
HSA/HRA contribution.
If you visit 12 times to health club, $50 a month, if you visit 6-11, you get $30 a month back.
Improved health, lower costs for non-tobacco users, and money/prizes.
Incentive, prizes, and recognition.
Incentives are only given to those that participate in a wellness program.
Increased health savings account contribution by employer.
Insurance benefits, weekly drawings, and monthly activities.
Insurance breaks, gym membership, PTO, and focus on work-light balance.
Insurance premium reductions.
It’s something different for each activity.
Lower deductible for the health plan.
Lower health insurance premiums for completion.
Lower health insurance premiums.
Lower medical rates.
Meal certificates, fitness passes, and prizes.
Medical insurance discounts, cash prizes, and t-shirts.
Monetary and benefit cost reduction.
Monetary incentives for ongoing participation and food incentives.
Monetary.
Monetary. 3
Money for filling out health assessment via insurance, money for participating in programs
to improve health quit smoking, weight loss, manage health conditions, and prizes for
participation in worksite healthy activity challenges.
Money incentives.
Money off their health premium, local certificates to shop, etc.
Money.
Movie tickets and gift baskets.
No cost participation in new Fit For Life exercise program.
University of Wyoming, WYSAC


































95
Minnesota Worksite Wellness, 2012
No increase in deductibles for 2012.
Non-tobacco user, Walk This Way, onsite health screening event, managing chronic
conditions, personal coach, Health Risk Assessment online questionnaire, and annual
physicals.
Our medical plan Medica includes gift card rewards for completing online wellness activities.
Paid time off or HRA money.
Partial gym membership.
Partial payment for YMCA.
Pay fitness club dues.
Per trimester; up to four additional leave hours or $125 deposit into our HRA.
Preferred benefit.
Premium discounts and also have challenges for small gifts.
Premium pay rate is given to health and safety coordinator.
Prize drawings for participants, gift cards or cash, and health insurance discounts.
Prizes for participating in certain activities.
Prizes, health club, parks, bikes, etc.
Prizes, healthy food, etc.
PTO and Taxable Gift Cards.
Quarterly rewards for regular physical activity and participating in a weight management
program, annual incentive for participating in tobacco cessation, non-tobacco user discount
on medical plan, and random drawings.
Quit smoking reimbursements of all purchases to kick habit.
Rebates of premiums.
Recognitions, earned awards for participation.
Reduce fee to gym upon eight visits to gym.
Reduced health club membership and reduced copay/out of pocket max.
Reduced insurance cost and YMCA membership.
Reduced insurance premium rates.
Reduced insurance rates.
Reduced membership and rebates for gym memberships.
Reduced premium plus gift cards.
Reduction in premium and $25 cash drawing.
Reduction of premium or contribution to HRA/HAS.
Reimbursements for buying fitness equipment, etc.
Rewards for doing risk assessments and results, prizes and rewards for wellness programs.
Roseau Dough certificates for merchandise at local businesses and other "trinkets".
Safety Dollars are awarded for safety procedures followed.
Safety incentive, money if you work safe.
University of Wyoming, WYSAC






















96
Minnesota Worksite Wellness, 2012
Small gift packages for the weekly winners.
Small merchandise prizes.
Small prizes, gift cards, massages, free biometric testing, and free healthy lunches.
Small prizes.
Small rewards, gift cards, etc.
Smokers and nonsmokers may participate at no cost. If they pass they will receive $10.00 a
month.
Staff who exercise in the wellness center are eligible for full reimbursement of their
membership dues.
Subway certificates, exercise or nutrition trinkets, fruit baskets, etc.
Tips and gym membership discounts.
Trade time for fitness, health club refund, and health insurance copay discount.
Trinkets and entries into prize drawings.
Trophies.
T-shirts and drawings for larger prizes like iPods.
Up to $500 annually.
Varies but can be gift certificates, items such as pedometers, etc.
Varies on the programs offered. Usually door prizes such as free subs.
Various items, i.e., gift cards, health club reimbursement, and pedometers.
Various prizes.
Virgin Wellness Miles tabulation – cash.
Water bottles, healthy home books, and gift cards.
We do periodic events with rewards for all who participate.
Wellness credits; reduction of their insurance premiums.
Question 11c. What must employees do to receive these incentives?









Accomplish goals and take self-assessment.
Achieve higher levels in activity based program. $25 for level 1, $125 for level 3, $175 for
levels 4 and another $175 for level 5.
Act.
Adequately complete worksite wellness objectives.
Annual exam for gift cards.
Annual health screenings and meet minimum requirements.
Annual physical and annual health assessment.
Annual physical/biometric screenings and tobacco cessation.
Annual survey and physical.
University of Wyoming, WYSAC


































97
Minnesota Worksite Wellness, 2012
Apply.
Attain higher levels in an activity program Virgin Health Miles.
Attempt participation in the activities.
Attend fitness centers for a specific time period.
Attend gym three times a week.
Attend so many workshops, get checkups, etc.
Attend the exercise program at least eight times a year.
Attend wellness fair, participate in wellness activities, and team events, etc.
Attend wellness meetings.
Be full time and apply for them.
Be on the health insurance policy.
Be salaried?
Cash awards for either participation and/or winning weight loss/exercise events.
Complete a chosen wellness program "track".
Complete a health assessment, set eight goals, and complete a biometric screening.
Complete a health assessment.
Complete a specific number of health related activities. Each activity is worth X number of
points. Based on total number of points in a year employees are entered into a drawing for
the incentives.
Complete a wellness physical.
Complete a wellness survey and health screening.
Complete age and gender preventative screens.
Complete an online health risk questionnaire and complete an online program.
Complete annual health assessment and participate on lifestyle coaching.
Complete annual health assessment.
Complete biometric testing annually, meet set guidelines, sign tobacco use affidavit , and
discount on insurance.
Complete health and wellness activities throughout the month.
Complete health risk assessment and participate in wellness challenges.
Complete online questionnaires.
Complete program, attend workshop, and complete heath risk appraisal.
Complete required procedures.
Complete required, preventative health, fitness and nutrition, health challenges, and health
lifestyle activities.
Complete specific levels of our Work on Wellness program.
Complete specified activities.
Complete the annual risk assessment and participate in our programs.
Complete various activities.
University of Wyoming, WYSAC

































98
Minnesota Worksite Wellness, 2012
Complete various wellness programs.
Complete wellness activities or classes.
Complete wellness activities.
Completing all actions on “scorecard”.
Completion of a health risk assessment and two wellness activities, such as attending an
onsite wellness class or meeting with a health coach onsite.
Control risk factors, do prevention/non-tobacco use, and meet with wellness nurse.
Depending on the activity; eat right, exercise, drink water, etc.
Depending on the item. Usually it is required that they participate in that specific activity that
the incentive is tied to.
Depends; health screenings, biometric screenings, attend a lunch and learn on various topics,
etc.
Different wellness challenges for gifts, nothing for snacks.
Do not have a preventable accident/incident.
Document personal wellness plan.
Earn points by participating in various program activities.
Earn points on our wellness site by completing activities or challenges.
Eat healthy, on-line classes, etc., health screenings, and tobacco cessation classes.
Eight visits to gym.
Employees must participate in a personal health assessment.
Engage in wellness activities.
Enroll in the sponsored activity, record participation, and turn in a document verifying
participation.
Enroll.
Exercise a minimum of eight times a month.
Exercise and no tobacco use.
Exercise five times per week.
Exercise programs, school employee, and weight loss programs.
Fill out wellness survey, bio markers, and participate in 5k.
First complete an online health profile, then explore health topics and set goals.
Full time gym membership-active.
Get a physical.
Given to all employees.
Go at least six times per month.
Go to gym eight or more times a month, participate in health screen, attend lunch and learn,
and attend walk.
Go to gym three times per week.
Go to the health club 12 times in a month.
University of Wyoming, WYSAC































99
Minnesota Worksite Wellness, 2012
Gym—visit eight plus times/month. Wellness plan—complete HA, flu shots, and wellness
program.
H and S coordinator trains all employees on health issues as well as follows company
checklist to ensure policies and procedures are followed.
Have a physical for discounts and complete wellness programs for prizes.
Have biometric results in a certain range BMI, BP, cholesterol, tobacco free.
Have yearly physical.
Health assessment, screening, and optional quarterly activities.
Health BMI and nicotine free.
Health coaching and screening.
Health questionnaire and if results require; completion of smoking cessation or weight
management program.
Join and turn in receipts by year end.
Join/participate in event planned.
Log most exercise minutes.
Meet certain criteria; lose five pounds, walk 4 days per week, etc.
Meet wellness program goals and then entered into drawing.
Minimum level of participation. 2
Must not smoke and pass four out of five tests. We also offer a one-time incentive of $100
to stop smoking.
Nonsmoker insurance discount, drawing for cash prizes for participants, and participation in
exercise program for t-shirts.
Nontobacco use or be enrolled in tobacco cessation program.
Nontobacco users receive $60 premium credit. Taking the health assessment also provides a
$60 premium credit.
One would be to lose and maintain healthy weight.
Online surveys and participate in health assessment.
Participant in the activity. 2
Participate and maintain wellness grade or improve.
Participate and show improvement.
Participate at a certain level; attend 10 or more fitness classes.
Participate fully in activities.
Participate in a biometric screening one time per year and complete an online health
assessment.
Participate in a challenge, attend wellness events, etc.
Participate in a six week fitness challenge.
Participate in a walking program.
Participate in activities by the wellness committee.
University of Wyoming, WYSAC


































100
Minnesota Worksite Wellness, 2012
Participate in activity stated.
Participate in annual wellness profile assessment and lipid profile.
Participate in biomarker program and visit the gym so many times.
Participate in biomarker screening.
Participate in company wellness programs, exercise regularly, and refrain from using tobacco
or complete cessation program.
Participate in events and receive credit for each of the incentives they successfully complete.
Participate in group programs and/or be a nontobacco user.
Participate in health plan or participate in contests.
Participate in health plan.
Participate in health screenings, work out at a club or work out on their own, and take
annual health survey.
Participate in our program. 3
Participate in physical activity, health screening, health screening results, and phone
coaching. You reach a certain level of points by participating in these activities.
Participate in preventative health and wellness activities.
Participate in the formal wellness program.
Participate in weigh-ins, health assessments, log exercise, walking programs, etc.
Participate in wellness activities.
Participate in wellness challenges.
Participate in wellness program and make progress.
Participate in wellness programs.
Participate in wellness.
Participate. 7
Participated in several different "challenges" throughout the year.
Participation in an organized wellness activity.
Pass preset health markers on HRA.
Pay then use twelve times per month then you are reimbursed the fee.
Practice wellness and hit objectives.
Prevention screening and twelve uses per month of gym for reduced rate.
Provided to all employees.
Purchase fitness equipment, attend weight loss classes, and belong to a fitness club.
Put in a certain amount of time each month in use.
Quit smoking.
Reach specific activity levels in reaching levels of incentives.
Report wellness activities.
Request participation.
University of Wyoming, WYSAC




























101
Minnesota Worksite Wellness, 2012
Request.
Screenings.
Sign up for our “Ways to Wellness” program.
Sign up with a health club.
Sign up.
Six times a month attend the gym.
Stop smoking and participate in health risk questionnaire.
Tabulate and post wellness miles on the wellness site.
Take a health assessment.
Take a health screening each year at annual enrollment.
Take an online health assessment and complete certain wellness activities. Participate in
either onsite or offsite Weight Watchers program. Visit a health club at least 12 times per
month.
Take health risk assessment.
Take HRA and participate in activities on medical website.
The YMCA twelve times a month.
They are all part of our benefits.
They evaluate the job site on PDA's and receive safety dollars when they identify a hazard
and take precautions to avoid hazards.
They must complete a biometric screening and a personal health assessment. They then
must also take action by participating in wellness programs through our wellness provider or
through the company.
Use company health club for discount, health assessment for cash, weight loss competition
for cash, and club discount.
Use the gym.
Varies on the program.
Various activities.
Visit the health club a minimum of 12 times a month. Fill out health assessment evaluation
then complete a wellness program.
Voluntarily participate in screenings, wellness events, and wellness program.
Walk a certain number of steps to reach various levels, take an on-line health risk
assessment, and participate in wellness challenges.
We had health assessments and the employees received monetary compensation for signing
up for the event and also received additional compensation for having passing numbers for
the screening.
Wear a pedometer, sign up for fitness program, or show membership in fitness club.
Weight loss, steps counting, etc.
Wellness check-up with doctor, smoking cessation, and counseling website member.
University of Wyoming, WYSAC



102
Minnesota Worksite Wellness, 2012
Win competition or just participate.
Work all year as an employee.
Work out three to four times a week.
Question 13. Does your COMPANY have a wellness committee?

There might be one at the corporate level in Phoenix, AZ.
Question 14. Does your COMPANY have a paid staff person responsible for providing,
supervising or coordinating health promotion or wellness program delivery?


Human resources runs the program.
No, human resources fills in when they can.
Question 15. Does your COMPANY have policies or procedures in place to evaluate the
effectiveness of its worksite wellness program?

Program is evaluated through the use of a survey.
Question 16. Does your COMPANY offer any of the following employment practices or
programs to the employees? Mark all that apply.

















As a municipality we are not authorized to offer social events. Our support for training at
any level is mediocre.
Company paid EAP.
Counseling on diet/nutrition.
EAP plan.
EAP program and health screenings onsite.
EAP.
Employee Assistance Program. 8
Employee assistance program/newsletters.
Employee relations committee.
Free health screenings.
Golf outings.
Health training by a licensed AT trainer.
HRA/Biometric testing.
Leadership training and continuing education.
Management training, product training, and vendor and supplier events.
Online classes and training.
Onsite yoga classes, fitness club reimbursement, and other wellness initiatives through
medical provider Medica.
University of Wyoming, WYSAC













103
Minnesota Worksite Wellness, 2012
Open door for all issues.
Open door policy.
Parish nursing training and free annual blood screening.
Programs on nontraditional health programs and we make an exercise area available.
Quarterly all employee meetings.
Recognition program and safety program.
Service award program.
Spontaneous and self-directed.
Staff meeting first Monday of each month.
Suggest retreats.
Training and classes on nutrition.
Training and professional development.
Weight loss incentives Biggest Loser.
Question 17. Does your COMPANY offer any of the following employee assistance
programs? Mark all that apply.



















3rd party EAP.
401K and profit sharing meeting.
All of the above through our EAP program.
All of these topics offered through EAP.
All-encompassing Employee Assistance Program.
Available through our health insurance provider Medica, and through our 401k company,
Principal Financial.
Chemical dependency/addiction assessment and referral services.
Company paid EAP.
Contract employee assistance hot line.
Counseling and referral resources available through employee assistance plans, in addition to
medical coverage.
Critical incident stress management.
District human resources and school nurse.
EAP. 10
EAP and health plan.
EAP available.
EAP benefit for employees.
EAP covers all the above.
EAP from a hired source.
EAP offered through health insurance.
University of Wyoming, WYSAC



104
Minnesota Worksite Wellness, 2012
EAP offers four counseling visits.
EAP through Medica.
EAP, some legal time.
Question 18a. If YES, what was the primary source of the consulting/technical assistance
your COMPANY has received?


















Anoka County SHIP Program.
Attorney, CPA firm.
Cass County Health Department.
Countryside Health.
Countryside Public Health.
County wellness programs.
Denominational health and welfare staff.
Employee assistance program through St. Luke’s Hospital.
Employee assistance program.
Employee wellness firm.
Healthcare provider. 3
Independent wellness consulting company.
Insurance company and insurance broker.
Local consultant.
Local pharmacy.
Mayo Health Systems.
MDH.
Medica.
Question 19. Does your COMPANY provide health insurance coverage to the employees?



Employees pay a high percentage. 2
Provide a stipend of $4,000 for health insurance.
We pay 25% of it.
Question 21. During the past 12 months did your COMPANY provide a health risk
assessment HRA – a general health screening questionnaire for it’s employees?





Available on insurance company website.
Company nurse.
Did it for insurance quotes. All information confidential.
Don’t know, US Foods Inc. corporate may be doing so for all of the divisions.
HPA conducted through health partners. Health partners then follows up.
University of Wyoming, WYSAC


105
Minnesota Worksite Wellness, 2012
Required.
We do every two years.
Question 22a. If yes, what on-site medical services are available at this worksite?


























Code Blue.
Emergency room five minutes away.
ER/Hospital.
Eyewash stations and medical emergency kits.
First aid kits. 3
First Aid Kits/CPR Personal.
First aid only.
Full service hospital.
Health aid.
Health assistant.
Medical director.
Medical emergency response team.
Nurse online services.
Occupational Health Services.
Onsite screenings.
Physical therapist.
Public school nurse and red team for crisis
Registered dietitian.
Safety, physical therapist, and wellness staff.
School health center, nurses and PA on-site, and doctor occasionally.
Student health services will see staff and faculty members.
Trained CPR for all management.
We are a hospital/clinic.
We are all EMTs.
Wellness director.
Workplace is medical clinic.
Question 23. During the past 12 months, did this worksite offer any of the following health
services onsite? Mark all that apply.




Biometric screening.
BMI.
EAP.
Exercise options.
University of Wyoming, WYSAC


















106
Minnesota Worksite Wellness, 2012
Flu shots.
Flu shots, TB screening, and Hepatitis B series of vaccinations.
Hearing and pulmonary function testing.
Hearing conservation.
Hearing test and flu shots.
Hearing/vision testing.
Hydration.
Members.
Provide a 25 blood panel lab test to employees that participate in wellness program.
PT training.
Safety wellness fair.
Strep tests, antibiotics, and pneumonia vaccinations.
Students have hearing and eye screening.
TB testing. 2
Training.
Weight Watchers.
Wellness activities.
Wellness coaching.
Question 24. During the past 12 months did your COMPANY provide health messages to
employees on any of the following topics? Mark all that apply.















401k Strategies.
Arthritis and complementary/alternative medicine approaches.
Blood borne pathogens.
Communication and harassment.
Corporate health newsletter may provide these topics.
CPR and seizure response training.
Eating disorders and reducing cancer risk.
Environmental health.
Flu prevention.
General health.
I have done some of this in the past, but not in the last 12 months.
If you complete the health assessment there are all types of programs for people to take
advantage of.
Information is available on our group health insurance company website.
Keeping your heart healthy.
Lots on work safety.
University of Wyoming, WYSAC














107
Minnesota Worksite Wellness, 2012
Medica brochures on various health issues.
Monthly health and safety information mailed with paychecks.
Monthly health brochure.
Motor vehicle safety.
Newsletters from EAP provider covering wide range of topics.
Offered classes on stress management and ergonomics but they were not mandatory.
Oral cancer.
Printed materials from Midwest EAP.
Provides MAYO health letter.
Quarterly info through insurance company on variety of topics.
Relaxation and value of recreation.
Skin cancer and healthy eating.
Through EAP.
We forward WELCOA health bulletins to employees on a regular basis which covers many
of these topics.
Question 25. During the past 12 months did your COMPANY offer employee CLASSES,
WORKSHOPS or LECTURES for employees on any of the following health related topics?
Mark one response for each topic.


















Arthritis/alternative therapies.
Blood borne pathogens safety.
Blood borne pathogens.
Blood borne pathogens and Right to Know.
Blood borne pathogens training.
CPR.
CPR/AED Training-voluntary.
Diversity.
Financial Planning MNDCP.
Hand washing, blood borne illness, and lifting.
Health fair.
Health fair, directed to students but available to employees.
Health related newsletters and web message are sent or offered.
How to keep your heart healthy.
Identity theft.
Medical emergency response team.
Motor vehicle safety.
OSHA right to know.
University of Wyoming, WYSAC





108
Minnesota Worksite Wellness, 2012
Preventative medicine.
Sexual boundaries.
Some of the above options available through 3rd party provider.
These classes are offered through our wellness vendor.
Wise health consumer, care taken information.
Question 27. Not including the food brought to work from home, from which of the
following sources is the food employees eat at this worksite available? Mark all that apply.




























50% discount on one meal/shift.
Any of our food.
At site local restaurants/delivery.
Business is c-store.
Caterer. 2
Coffee bar with limited freshly prepared foods.
Coffee machine.
Company food available.
Company lunches.
Company stocks water, fruit, snacks, etc.
Company store with frozen meals.
Deli within office building.
Deli. 2
Donated goodies.
Eatery.
Employees have full menu available to them at all work times.
Employees may purchase meals from the main kitchen, the same meals that are provided for
residents.
Employees may purchase same meal residents are enjoying.
Fast food, Dairy Queen and Subway.
Food courts throughout mall.
Food for sale available to employees.
Food half price.
Food supplier—New Horizon.
Frozen pizza, deep fryer, and hall caters.
Full grocery store.
Full menu.
Full service restaurant. 2
Grocery store in mall.
University of Wyoming, WYSAC




































109
Minnesota Worksite Wellness, 2012
Group home family style.
Home cooked food group home.
Honor box/snacks.
Honor system in the fridge.
Hot dogs and soda.
jail food service
Kitchen to cook meals.
Kitchen.
Local fast food.
Local restaurant choices.
Lunch/break rooms have healthy choices and snacks using honor system.
Meals are made by staff for staff and clients to eat.
Occasional outside caterer.
Onsite deli food sales.
Our food, baked and healthy.
Our kitchen.
Our whole restaurant menu.
Popcorn and soda.
Purchase food made at worksite.
Restaurant sandwiches.
Same as catering clients menu.
Sandwiches, soup, pastries, and beverages.
School cafeteria.
School lunch.
Senior care, kitchen, can purchase.
Skyway restaurants.
Snacks that are available to the children.
Soda machine.
Subway and Wal-Mart deli.
The main office does not supply food. However the respite care program upstairs does
provide meals to staff while on duty.
They buy what we sell in the truck stop.
This site is a grocery store.
Vending truck stops.
Vending/lunch truck daily.
Vendor comes in during lunch.
We are a grocery store.
University of Wyoming, WYSAC






110
Minnesota Worksite Wellness, 2012
We are a restaurant. They love discounted food.
We are a small grocery store.
We are an ice cream/fast food restaurant.
We are Subway.
We provide coffee, etc.
We provide food lunch every day for them.
Question 28. Which of the folloing healthy food choices are available to the employees at
this worksite? Mark all that apply for each food category.




























Bottled water dispenser.
Bring your own food.
Café.
Canned fruit.
Catered lunch meetings.
Coffee.
Coffee bar offers freshly prepared food brought in daily from deli.
Company refrigerator.
Daily snack.
Diet pop.
Don't have to pay for these items.
Drink container.
Employee meetings or appreciation events i.e.: “Fresh fruit Fridays.”
Filtered water available to employees.
Food at the group home.
Food purchased for the home.
For sale in retail store.
Free fresh fruit offered daily.
Free to employees.
Fresh bread.
Fresh fruit and vegetable portions delivered daily and available for sale.
Fridge, food brought from home.
Gatorade.
Group home food, people work in a home.
Healthy sandwiches.
In the store.
Jail food service.
Left over prepared food.
University of Wyoming, WYSAC































111
Minnesota Worksite Wellness, 2012
Low fat milk & whole grain sandwiches in vending machine.
Low fat snacks.
Low fat snacks in office.
Many available in our restaurant.
Meals are provided to respite care staff on shift.
Meals may be purchased by employees from the main kitchen.
Nearby stores and restaurants.
New healthy fridge and snacks.
Occasional fruit offered.
Onsite shop.
People bring their own.
Pop.
Provided at no cost.
Restaurant. 3
Retail grocery store.
Salad bar.
Same as catering menus selected by clients.
Sandwiches, salads, and veggie tray in machine.
School cafeteria provides lunch if employees want it.
Skyway restaurants.
Some healthier vending.
Staff meetings.
This facility is a grocery store that offers all of these items on its store shelves.
This facility is a grocery store. 2
Under 400 calorie meals.
Water available in kitchen.
Water cooler and bottled water.
Water filtration system.
We sell at truck stop.
Yogurt, cottage cheese, and frozen yogurt.
Yogurt and salads.
Question 29. Where are healthy food options available at this worksite? Mark all that apply.




At store. 2
At the coffee bar.
Break room. 3
Brought in for morning snacks.
University of Wyoming, WYSAC





































112
Company lunches.
Company refrigerator.
Company store.
Concession Stand.
Corner store.
Daily classroom snacks of fresh fruit/veggie.
Deli within office building.
Deli, produce.
Eatery.
Employee events.
Food cooked and served to children.
Food vendor.
Food we sell.
Free in break room.
Fresh fruit is available in the lunch room at no charge.
From facility kitchen.
Fruit brought in once a month.
Fruit brought in once a week.
Fruit in break room.
Full menu.
General store.
Gift shop.
Grill. 2
Grocery store at mall we are in a mall.
Grocery store. 2
In lunch room.
In our deli.
In residential kitchen.
In the company fridge and freezer.
In the homes where they work shifts.
In the restaurant.
In the store.
In work area.
Jail food service.
Kitchen. 6
Kitchen has options for employees.
Left over prepared food.
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC





































113
Local restaurants.
Lunch/break room.
Market pantry.
Menu. 5
Must bring yourself.
Nearby restaurants.
New healthy corner in kitchen.
No sugar pop.
Occasionally brought in and available in our kitchen area.
occasionally outside caterer.
On location offers salad bar.
Onsite deli.
Onsite restaurant.
Our restaurant's kitchen.
Own a restaurant!
Provided at no cost.
Provided.
Purchase.
Refrigerator.
Residents dining areas.
Respite care meals.
Restaurant. 7
Retail store.
Retail these items.
Retail to all customers and employees.
Salad bar.
School store.
Skyway restaurants. 2
Small grocery store. 2
Staff area kitchen.
Staff kitchen.
Stocked by company.
Store restaurant.
Store shelf. 2
Subway.
The orchard.
This is the individual’s homes.
Minnesota Worksite Wellness, 2012
University of Wyoming, WYSAC












114
Minnesota Worksite Wellness, 2012
Vending/lunch truck.
Water coolers at various locations throughout building.
Water faucets.
Water from sink.
We are a grocery store.
We are a grocery store, healthy options everywhere!
We are a restaurant. 6
We have a kitchen.
We offer many healthy options to employees and the public.
We pack our own lunches.
When employee wants to take their breaks.
With snack time for the children.
Question 31a. If yes, please describe:




















6 Healthy choice items in the vending machines are subsidized by the company.
A monthly "Work Well" newsletter is sent to employees with tips and recipes.
Always have a healthy eating option.
At meetings when food is provided, healthy meal options are considered.
At work Weight Watchers.
Balance option listed in cafeteria and vending.
Banned using processed sugar, bleached floor, high-fructose corn syrup, artificial flavors,
colors and dies from all ingredients as well as no hormones, antibiotics, or steroids for meat
served.
Biggest loser contest.
Brochures, etc.
Close dated product made available for employee consumption, must be healthy.
Coaching from our wellness director and his assistant.
Company store offers at least twelve lean cuisine options at all times.
Contests.
Continual education and leadership support.
Currently working on reducing the size of pastries made by the cafeteria.
Dietician offer healthy food classes, also feature a healthy meal choice each day in cafeteria.
Education/ newsletter.
Employee lunches consist of low fat meats turkey, chicken brats, or ground fruit, and baked
chips.
Employee may bring in any foods of their own; cooler—freezer and microwave and oven
available for their use.
Employees are not supposed to share food/snacks that do not meet nutrition guidelines.
University of Wyoming, WYSAC
































115
Minnesota Worksite Wellness, 2012
Sponsored events are catered with foods that meet nutrition guidelines. Company paid
lunches must meet nutrition guidelines.
Encouragement from wellness committee.
Everyone is encouraged to eat healthy foods and educated on what they are.
Farmer's market.
Follow school meal program prescribed by the Department of Agriculture.
Food service director promotes and advises.
Fresh fruit options.
Fresh soup and sandwiches on our own fresh bread.
Full kitchen, ability to cook food fresh.
Head cook enjoys preparing healthy choices.
Health coaching and onsite classes about nutrition.
Healthy choices are highlighted in blue in cafeteria menu.
Healthy choices for training sessions.
Healthy choices reward program; eat two servings of fruit and/or veggies at lunch or eat
dinner based on MyPlate to earn card punched. A filled cards earn rewards.
Healthy food option for all campus paid for meetings and events soon.
Healthy food potlucks, various nutrition programs, and encourage employees to visit our
farmer's market.
Heart healthy items are identified on the daily menu and vending machines were revamped a
couple years ago to have more healthy snacks available.
HR with bi-weekly handouts.
If we do offer food at meetings, it is fruit or health power bar or something like that.
Incentive programs promoting eating fruit and veggies every day.
Informal groups.
Information on website flyers and farmers market Saturdays only in summer.
It is all we offer.
Meeting and catering offerings.
Meetings.
Menu choices.
Menu items are labeled as heart smart
Monthly newsletters with recipes.
Most unhealthy food options have been eliminated from the menu.
Newsletter and article provided monthly on healthy food choices.
Newsletter information nutrition site page on our wellness website.
Nutrition coaching available and promote community supported agriculture programs.
University of Wyoming, WYSAC





























116
Minnesota Worksite Wellness, 2012
Nutrition information displayed at point of decision. “Wellness icons” to show healthier
choices vending and cafeteria and intranet menu shows nutrition information and WW
points.
Nutritional kiosk.
Offer fruit and low calorie snack options for meetings, etc.
Onsite OHN provides information.
Onsite Weight Watchers meetings weekly.
Our menus are written by a registered dietitian.
Our quick associate recognition rewards are healthier options.
Owners of company provide healthy soups, fruits, and vegetables for lunch and snacks at
least once a week.
Part of some of the wellness activities.
Partner with USDA food program CACFP.
Periodic newsletters with recipes and success stories.
Policy states any food provided by employer for meetings must be healthy.
Pop machine with no sugar pop.
Post nutritional information for the menu items each day at the cafeteria. 2
Posters in employee areas.
Posters, email newsletters, nutrition seminars, and Subway onsite.
Posters, e-mails, choices for employee recognition events, and healthy living initiatives prizes
for participation.
Promotion of under 400 calorie meals.
Provide literature in the cafeteria on healthy food choices.
Safety day nutrition class and stretching.
Salad bar and healthy snacks and meal options in coffee shop
Salad bar.
Salad bars and fresh fruit bars are available.
Salad lunches available for meetings.
Sometimes healthy foods are brought as part of a wellness activity.
Staff choose healthy diets for the individuals and are given the opportunity and material to
choose a healthy diet for themselves.
Steps challenge, walking trails, flexible hours, YMCA next door, and fitness memberships.
Summer program that promotes eating more fruits and vegetables. Engaging employees
through weekly contests and challenges.
Vending machine items note the more heart healthy options. Starting a community garden
which will give employees the opportunity to help tend it and will give the harvest free to
employees. Occasionally offer lunch and learns on nutrition and send out other nutrition
related communications.
University of Wyoming, WYSAC


























117
Minnesota Worksite Wellness, 2012
Vending machines identify good choices. The wellness website gives recommendations to
healthy choices when having lunch at nearby restaurants.
We are a fitness center.
We are all having a Biggest Loser contest to help promote healthy eating amongst each
other.
We bring bagels in on Friday. The first Friday of every month, we provide fruit instead of
bagels. We also have monthly potlucks and have health food themes.
We do encourage each other to eat healthy.
We encourage staff to bring healthy treats for other staff.
We generally eat and promote good health style living together as a team.
We grow apples and strawberries.
We have a refrigerator.
We have a wellness committee. When we have lunch and learn we provide healthy foods.
We have an onsite organic cafeteria, serving healthy entrees, vegetarian and vegan options.
We have promotions available for employees and members.
We offer Crystal Light and tea instead of soda.
We order healthy food for new hire orientation.
We provide fresh fruit daily at no cost to employees.
Weekly emails to promote healthy eating.
Weight loss contest.
Wellness committee meetings.
Wellness committee provides information and occasionally a healthy snack.
Wellness newsletter.
Wellness newsletters and BBQs for all employees with healthy food options.
Wellness program discussion topics weekly.
Wellness program.
wellness programs such as 10,000 steps.
Wellness/exercise room.
Whenever we have events or office parties and gatherings we always offer a healthy
alternative.
Question 41. Does your COMPANY support exercise or physical activity of employees
during work time in any of the following ways? Mark all that apply.





After and before work hours classes.
After hours. 2
All day activities with enrolled students.
At the start of shift.
Before or after work.
University of Wyoming, WYSAC




























118
Minnesota Worksite Wellness, 2012
Before or after lunch.
Before or after hours summers.
Built into every employee’s daily schedule.
During wellness challenges.
Fitness club available.
Free golf.
Group stretch time AM & PM.
Has full gym and pool.
Have an onsite, fully equipped workout room which is always open.
Non-work hours.
Onsite fitness centers at two main locations.
Onsite yoga offered twice weekly.
Only for the full time fire department.
Onsite fitness center for non-work time.
Onsite lunch time yoga classes.
Physical fitness room and gym available.
Pilot treadmill workstation. Just completed pilot of an office ergonomics program that
incorporated movement throughout the day.
Reduced rates at fitness centers.
Scheduled classes with wellness center.
Support outside of work sports teams.
Taking classes on walks.
Varies depending on manager/department and work setting clinical vs. non-clinical.
We have a fitness room available in our building.
We provide a free membership to our club for all employees.
We take turns walking the office dog.
Wellness workshops.
With the children.
Yoga classes onsite.
Question 49. Is smoking allowed at this worksite in any of the following places? Mark all
that apply.





Allowed only in employee owned vehicle.
Anywhere outside of the building.
Block away.
Cars of employees/volunteers.
In employee's vehicle.
University of Wyoming, WYSAC















119
Minnesota Worksite Wellness, 2012
In the parking structure.
In vehicles owned by employees.
Indoor.
On breaks outside.
On grounds inside personal vehicle.
Only allowed inside personal vehicles, nowhere else on our property.
Outdoor undesignated.
Outside only.
Outside the building, but 20 feet of any entry or doorway.
Outside.
Outside/back of building.
Outside, smoking banned in restaurants!!
Own car.
Personal owned vehicles only.
Within their own personal vehicles only.
Question 55. Does your company have any worksite wellness programs or procedures that
were not addressed? If so, please describe:













It is an important component of our worksite's culture, which we are trying to energize our
parent company about.
We also offer onsite blood pressure machines and manual blood pressure checks by our
registered dietitian.
We offer onsite exercise classes and online exercise classes.
We expose our employees to many opportunities at our annual health fair.
We have a nutrition and weight loss program.
We partner with a wellness company to encourage wellness activities, exercise, nutrition,
recommended health screenings, health assessments, and health advocate services in addition
to employee assistance programs.
We pay 1/2 of monthly memberships to health clubs.
We pride ourselves on being a wellness company and take a moment of wellness at the start
of every meeting.
Wellness fair
“Ways to Wellness” offered through Woodwinds Health Care for both clients and staff and
a six month intense wellness training volunteer.
12 week Weight loss program.
2012 will have initiatives taking place.
8 week weight maintenance during holidays of 2011, program materials supplied by
insurance broker.
University of Wyoming, WYSAC
















120
Minnesota Worksite Wellness, 2012
As employees of the City of Saint Paul, we are required as part of our contract with the
insurance carrier to participate in a health assessment annually and complete a program ex.
10,000 steps in order to avoid an increase in the deductible and out of pocket max. In
addition, we recently formed a wellness committee that offers an annual wellness challenge
and provides health information through an intranet website. We are also considering
biometric testing through the insurance carrier.
At our worksite, we have implemented a wellness initiative. We started with a speaker from
the Minneapolis Heart Institute, Brainerd Lakes, who talked about heart health and knowing
your numbers. We hosted a wellness fair for our employees, residents, and guests of the
facility. We had vendors from throughout the surrounding communities come in and
provide our staff with information on various health topics. The staff was very receptive and
we will be offering smoking cessation classes for those who are interested. We are also
hosting a healthy breakfast for all staff on 2/24. This will give them an opportunity to try
different healthy options that they may not try at home for themselves.
Blue Cross 800 nurse line available.
Community Memorial Home at Osakis, MN INC. dba Galeon is a leader in fitness
programming for older adults within 35 miles of our community. 1n 2008, we opened a
world-class wellness center that includes land and water based equipment and programming.
Currently no smokers among 38 employees at the work site!
Daily 10-minute stretching period at 8 AM.
Daily stretching for reduction of repetitive motion injuries.
Dancers conduct thorough warm-up every day to avoid injury during rehearsal. A physical
therapist available free of charge once a week.
Employee Incentive Program Wellness.
Employee Wellness month initiatives included fresh fruit all month long in break rooms,
massage sessions, weekly emails regarding nutrition, exercise, and wellness, monthly activity
challenge, and healthy food options at staff meetings.
FIT program; employees receive a gym membership to our own gym at 20% off or
something to that effect.
Fitness reimbursement, discounted rates/coverage for Jenny Craig, and Opt fast programs.
I recently attended a worksite wellness training session with ND BCBS and Dakota Medical
Foundation. No current wellness program for our campuses yet, but we are considering our
options moving forward in to the next fiscal year.
I, the owner, encourage employees to stop smoking six so far, walk to work as I do, one so
far and reduce weight-a touchy subject.
In 2011-2012 and 2012-2013, the School will be implementing a worksite wellness program
sponsored by its H & H carrier. Year one will be online health risk assessment. Year two will
be online health risk assessment and biometric screening.
In January the city established a wellness program "Virgin Health Miles" through the
insurance broker, resource training and solutions. Through this program an employee can
University of Wyoming, WYSAC






















121
Minnesota Worksite Wellness, 2012
earn up to $145 per year. However, you have to be VERY active to achieve up to
$145.Typically half this amount is achievable for the average employee.
LSS has a wellness initiative to encourage employees at all programs to document exercise
they do in a six week period. Employees that participate are recognized and put in a drawing
for nice prizes.
Many of these questions were hard to answer specifically due to the type of business we
have. This is a child care center so health, safety, nutrition, and exercise are continuous
trainings for staff as well as role modeled for the children.
Massage therapist, personal trainer, monthly blood pressure checks, and standing desks.
Occasional speakers with medical backgrounds i.e., dietician, physical therapists, M.D.'s.
Our health insurance provider health partners offers many programs which are
communicated to the employees through email, or postal service. I do believe they do a
good job of educating employees.
Our smoker cessation and workout facility discount is only for people who elect health plan.
Our worksite has an onsite fitness center, including fitness classes, massage opportunities,
and personal nutritional counseling.
Root River Hardwood’s has a safety and health policy manual.
Small groups of employees meet for exercise classes and walking.
Some are available through our medical insurance provider.
The company participates in the YMCA employee wellness program.
The Freeman office building has another fitness room called the Fit Pit that is designated for
all MDH/BOAH/MDA/DHR employees to use free of charge for their own stretching and
fitness classes/needs.
This school has a wellness policy in place for students but not employees.
This survey is too time consuming for our size.
This year, we started a monthly wellness newsletter that is distributed to all employees.
We all support each other in healthy eating and life styles. There are only eleven of us.
We also have a trade time for fitness program that allows employees to cash out their paid
time off and use it for the purchase of fitness equipment or gym membership fees.
We are a decentralized organization with stores all over the United States/World. We try to
offer health and wellness information primarily through our intranet for all us to access.
We are a full service pub and restaurant and our employees get a lot of exercise just doing
their job.
We are a group home for TBI people.
We are a nutrition company, so all of our employees can attend classes and counseling for
free and their families get a discount.
We are a very small company with only two self-employed staff.
University of Wyoming, WYSAC
















122
Minnesota Worksite Wellness, 2012
We are an athletic club. We offer a complimentary membership to all associate and family
memberships to full time associates. We sell wellness to the public, so most of our associates
live wellness.
We are currently working on revitalizing our wellness program.
We are in the early planning stages of a program.
We have 14 wellness programs scheduled throughout 2012 that are targeted to address the
primary health risks of employees: weight, heart, etc., based on previous year's medical
claims; employees and their families are encouraged to participate; programs,
educational/awareness--mostly reading--as well as physical activity biking, walking and all
include physical activity tracking. Our company sponsors multiple run/walk events and
reimburses employees that participate in nonsponsored events.
We have a health and safety committee, but that addresses more OSHA and ergonomic type
issues, not so much wellness.
We have a health facility with exercise equipment in our company owned building next door.
Membership is $10 a month, so nearly free. Yoga lessons available for minimal fee. Health
and wellness fair once a year.
We have a part-time wellness coach provided by our health insurance carrier. She conducts
seminars, exercise classes, and meets with individuals regarding health goals.
We have a walking program that our employees participate in and compete by teams.
We have fitness equipment onsite dumbbells, yoga mats, hula hoops, bicycles and helmets
for check out, hand weights, leg weights for walking, walking videos, and a Wellness lending
library where people can check items out of the library. We also offer walking program as
well as volunteering opportunities. We tailor our programs based on feedback that we
receive from surveys as well as addressing areas that our health plan turn up as high risk
areas.
We have Fred, the food Nazi.
We have walking, running groups, 5k training, mental health, and work/life balance
education.
We have wellness programs set up for our members through our corporate company,
Curves.
We offer a 25% reimbursement for health club membership each month.
We offer challenges like Biggest Loser and step to it. We have a health fair annually. We put
on a 5K fun run/walk annually. Our wellness policy addressed students more than
employees. Offer a resource library of fitness videos and equipment.
We offer onsite Weight Watchers at work and a reimbursement program for participating.
We offer reimbursement for weight management programs e.g. Weight Watchers, health
club reimbursement for going 12 times/month, onsite seated massage, onsite farmers'
markets and many locations are CSA drop sites, wellness committees and a wellness
ambassador network across locations.
University of Wyoming, WYSAC











123
Minnesota Worksite Wellness, 2012
We participate in wellness programs and activities provided by the county.
We promote physical fitness to reduce injuries when providing fire and/or ambulance
service to our district.
We sponsor fitness/wellness challenges periodically such as weight challenges and fitness
challenges.
Weekly yoga and meditation groups.
Wellness committee comprised of employees.
Wellness fair.
Wellness website discounts on premiums to meet certain biometrics BP, cholesterol, BMI,
tobacco.
Woodwinds, ways to wellness program.
Worksite wellness through Northwest Service Cooperative.
Written policy regarding mandatory seatbelt usage, no cell phone usage in vehicle, no
alcohol, and no tobacco.
Yes, better health through weight management. Promotion of a strong prevention program.
Provide prescriptions at great rates.
Question 56. Do you have any comments you would like to make about employee health or
worksite wellness?











A wellness program is something we would like to put in place. We have employees that
work shift work, which can be very stressful. We would appreciate any resources you could
provide. Thank You.
Again, the questions in this survey did not seem pertinent to a school.
All of our employees are very physically active in their jobs. I am the only woman that works
here and I am well beyond the breastfeeding stage of my life. Our employees work outdoors
most of the time.
Almost all employees are part time working two to four days per week most are four to six
hour shifts.
At best it is difficult to measure the benefit of a wellness program, especially if the employee
family members do not participate.
At this site no one needs to workout. They are all very active.
Churches are working hard to improve our health and wellness offerings.
Company wellness benefits employees/spouses and the company in better health and lower
cost. Wellness programs need to support and encourage dependents as well.
Disagree with the definition of healthy foods.
Does not really apply to our business. Small with very few employees and some independent
contractors.
Employee engagement has increased. We’ve seen an improvement in our employees’ health
care costs. Lastly, the health of our employees has improved.
University of Wyoming, WYSAC
















124
Minnesota Worksite Wellness, 2012
Employee smoking is a serious problem. Many, if not most, of our direct service employees
are females who are obese and smoke.
Employee wellness and safety is a priority at our workplace and is addressed by supervisory
personnel on a weekly basis.
Fresh fruit and vegetables sound great! Why don’t we eat more of them? Is it because we
don’t like them or is it because they are expensive to buy? Maybe it is time to start
refocusing from what it is above and make food prices more affordable. Start increasing
production! Thank you.
I am unsure of many of the health or worksite wellness programs in place—and they may or
may not be different at each site and how they are promoted.
I attended an employment law seminar last year about the "Perils and Pitfalls" of employee
wellness programs, which discussed the risks and liabilities that may arise from employee
wellness programs and initiatives. One such barrier to our company's increased participation
in employee wellness initiatives is concerns regarding compliance with the Americans with
Disabilities Act.
I hope wellness programs aren't going to be made mandatory in the workplace. Government
is involved in our lives enough as it is. With access to the internet, all employees can find out
all they desire about health issues.
I would like the city to be MORE involved with wellness. We have kicked off the Virgin
Health Miles program that enables employees to earn credits toward receiving cash rewards
of up to $165 per year. There is more to be done on a consistent basis i.e.; weight control,
stress management, blood pressure control, diabetes, etc. From what I read, many
companies have save large sums of money by having good programs; I believe municipal
government can do the same.
If there is something offered through Blue Cross Blue Shield Insurance plans 325 then our
employees are covered, but we have eight full-time and three part-time employees. This
survey is over bearing for us.
In this company, everyone is basically responsible for their own health and nutrition exercise
program, etc.
It doesn’t fit an elementary school well.
It has come a long way, we offer a lot more than we used to. We still have issues with
administrative support.
It should not be my job to monitor my employee’s health and wellness issues. I have enough
to do just to make sure they show up and do their work and that they have a job.
It's much needed!
It's very important, but health care providers and employers can't do it all.
Keep it up, good idea!
LSS supports healthy living and life styles. All Employees are given opportunities to
participate and to make healthy choices. This worksite is a home for mentally and physically
University of Wyoming, WYSAC















125
Minnesota Worksite Wellness, 2012
challenged individuals and employees and individuals benefit from good choices in food
preparation and exercise.
Many of the items in the questionnaire are beyond the financial capability of small
companies.
Many of these questions do not apply to a two person shop.
March 2012, 0 smoking policy anywhere, ways to wellness programs, entire organization is
moving toward a culture of wellness.
More needs to be done to reduce our experience rating and thus the insurance costs. While
our smoking cessation program has had positive effects, more needs to be done. Also, a
healthy weight program should be developed. This would assist with blood pressures,
cholesterol, etc.
More resources from our health insurance provider would be helpful if wellness really saves
on health care costs. Using HSA money for health club memberships would be a big help.
Much of the worksite wellness program is supported by or provided through 3rd party
vendors such as our health insurance provider. This makes the programs change on a
relatively frequent basis. We are subject to changes by the 3rd party provider, changes in
health insurers, etc. It would be a much better system if these services were internal to the
county. This would help maintain consistency and encourage participation. Additionally, I
would like to see the county negotiate a discount with weight reduction service providers like
Weight Watchers, etc. I know of a number of employees who would like to participate but
simply cannot afford to do so at this time because of the economy.
My employees are here to work 40 hours. There are 168 hours in a week an employee has
plenty of time on their own time to exercise. My job is produce tax money to pay for these
stupid surveys!
Nielsen Drywall is a small drywall construction firm. We work at many different job sites
over the course of the year. Mostly residential homes. That's why I answered so many
questions about the worksite as no or not applicable
Our agency offered onsite yoga classes in 2009 and 2010. We will offer yoga classes again in
the spring of 2012. Employees are responsible for the full cost of the classes.
Our company is a construction company. The majority of the employees are involved in this
process and need to be physically fit to do the work.
Our employees are professional white collar. They are very aware of the benefits of staying
healthy through proper nutrition, exercise, and avoidance of using tobacco products.
Our source for wellness programs is almost entirely from our Medica health insurance plan.
We do not know how much it is utilized by our employees/families.
Please stress dangers of distracted driving company vehicles.
Questions illuminate what we don’t have! Thanks for making me think about this!
Your question regarding alcohol policy is poorly structured. You ask if we have a policy a
yes/no question but the choices for answering are a selection of actual policies. In our case
University of Wyoming, WYSAC

















126
Minnesota Worksite Wellness, 2012
none of which really relate. I picked the closest answer due to the survey form's insistence
on having an answer, but it is not strictly accurate.
Small company of non-drinkers and non-smokers.
Some answers applied to corporate headquarters but not worksite.
Some items you noted, like smoking cessation and weight counseling, are covered under an
employee's insurance plan/provider and are not sponsored or endorsed by the employer.
Sounds like a big company thing, how can a small company struggling to survive take time to
butt into personal business.
Strongly support taking steps to reduce stress. Each individual employee is unique. We
support and encourage each regularly. We are a good team.
That in order for a program to succeed, the top management needs to believe in it and
support it.
The cost is difficult to our company due to low reimbursement from state federal county
funding for our programs. We have had cuts to our funding in the last ten years.
The employees are health conscious and support each other in many ways described in this
survey. We bring our own lunches or have nearby, offsite options, altering healthy choices.
The thought of government-mandated but company-provided in other words: companypaid-for wellness activities/programs/policies disturbs me! This is a small company and it
seems that a lot of the information provided is fodder for government intervention without
compensation. Please stay out of my company and allow me to allow my employees to
decide how to live their own life. I will support just about everything they do, but I am not
their decision maker and do not want to be.
There need to be more options for small/mid-size organizations to allow us to compete with
the large corporations.
These were good questions to consider for the care of employees.
This does not pertain to our service, three part time employees.
This is a cattle sales barn where employees work one day a week for a few hours. There are
no benefits offered. There are portable bathrooms and a small fridge for the cattle
medications. This is not a full time job for any employee. The laborer is working with the
cattle getting them in and out of the arena.
This is a restaurant, which requires employees to be on their feet and moving most of the
time. Employees who are high school students are encouraged to participate in sports. Great
effort is taken to work around their schooling and sports.
This is a small town bank.
This is something we are looking into and working towards!
This questionnaire is more geared toward large companies. Small companies are doing more
than their share just to provide basic health insurance without tacking on any added
responsibilities that the employee should do for themselves.
University of Wyoming, WYSAC



















127
Minnesota Worksite Wellness, 2012
This seems so inappropriate. I am the only full time employee. The others work 20 hours per
week and 6 hours per week. No one here smokes.
This survey was a waste of my time!
Very small company and we don’t have access to come of the facilities other companies
have.
Very small company.
We are a childcare enter and staff get exercise outside on walks with kids, playing games, etc.
Babies are taken for walks in buggy, so staff gets some exercise then also. Have to eat with
kids so get all components daily.
We are a non-profit community theatre.
We are a small business of 50 plus aged employees we discuss most of the issue in this
survey but no formal written policies. We are very flexible on any and all health issues.
We are a small business, all non-smokers, healthy people who exercise. There is a gym and
walking paths within a few blocks, healthy eating choices nearby, and we are near public
transportation 2 blocks from LRT and offer bike storage onsite.
We are a small grocery store where everyone gets lots of physical exercise work, and are
exposed to healthy food choices. We are owner/operators and are in closer supervision and
interaction with all the employees.
We are a small non-profit of one employee, not a big company, so most of these questions
don’t really apply.
We are a small organization which makes areas of onsite fitness centers, cafeterias, etc. Not
cost effective. Many staff through the health insurance participate in getting reduced
wellness center memberships.
We are a temporary employment company with a very transient population other than six
staff people.
We are a very small business, mostly family employees so not much of this survey pertains to
us.
We are a very small office. Most of the employees are part-time.
We are actively reviewing various wellness plans to implement effective January 1, 2013.
We are in the beginning stages of changing our wellness plan strategic planning and hope to
finalize it this year. The new wellness initiative will include measurement tools to report on
ROI.
We are just getting started on offering wellness programs to employees.
We are such a small business that all of our employees are like family and are very close. We
talk openly about all of these issues if any need to be addressed. We are constantly trying to
help each other stay as healthy as possible by going on diets and healthy eating procedures
together. The only male employees we have at this time are our delivery drivers and another
man at our other location.
We believe in it.
University of Wyoming, WYSAC














128
Minnesota Worksite Wellness, 2012
We continue to evaluate the needs of our employees and programs that will encourage their
participation that will help them to reach their health goals and lead a healthy lifestyle.
We focus on preventive care and encourage our employees to take accountability for their
own health to reduce health care costs, reduce lost work days, and improve production and
performance.
We have a remote workforce. Most employees go from home directly to the job site. This
challenge makes it difficult to provide food or programs.
We have a very supportive management/City Council. We have had a very extensive
wellness program for fifteen plus years. We provide various activities, seminars,
opportunities for employees on all subjects, for them to choose those things that are most
important to them. They can participate on some things during work time, or have the
opportunity to do wellness activities on their own time and with their families.
We have had a very good safety program and are currently working to add more wellness
programs to enhance our culture of safety while promoting health.
We have had some sporadic wellness initiatives including walking teams and weight
management; along with healthy eating choices we have also had employee weight watcher
on-site programs.
We have no smokers and the majority of our employees are out on construction sites getting
adequate exercise.
We have not had a whole lot of wellness related interventions.
We need to work on providing more options and policies.
Wellness Programs are positive steps towards health cost containment, and our employees
like having many options to select from. We send out a schedule to employee homes so that
spouses and family members have a greater opportunity to see the schedule and participate.
Our wellness committee and site coordinator members are paid to attend monthly meetings,
and we provide site coordinators with a company clothing item for volunteering for these
positions. We have a designated wellness coordinator on staff, as well as utilize a wellness
consulting company.
While I encourage a healthy lifestyle for everyone, our company is primarily focused on the
economy right now and in getting work in place that will keep our field guys employed.
Nothing is more stressful than being out of work. When business is profitable we will devote
time to implementing a worksite wellness program. Also, I do believe the insurance
providers do a good job of promoting good health and a healthy lifestyle.
While we have no wellness programs in place at this time, our agents tend to lean towards
the active lifestyle leisure time, and nutrition for healthy eating.
Worksite wellness is something we could improve on.
Yes. We are a small company. Many of these questions are on written policies, which we may
not have, but the owner is very helpful and understanding whenever someone has a personal
crisis or situation. On breast feeding - there should be a Not Applicable choice, as since I
have been here that has not been an issue.
University of Wyoming, WYSAC

129
Minnesota Worksite Wellness, 2012
Your survey does not seem to apply to a company of our size and nature of business.