The Valley's Healthiest Employers 2012

March 16, 2012 PHOENIX BUSINESS JOURNAL HEALTHIEST EMPLOYERS 19
phoenix.bizjournals.com j
Premier Sponsor:
Honoring companies
for their commitment
to creating healthy
workplaces
Associate Sponsor:
20 HEALTHIEST EMPLOYERS PHOENIX BUSINESS JOURNAL March 16, 2012
phoenix.bizjournals.com
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they can afford and were proud to have delivered 40 years of healthy, happy smiles to the state of Arizona.
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Don Smith
President & CEO,
SCF Arizona
C
ongratulations on being named one of the Healthiest Places to
Work!
Its widely recognized that healthy employees report greater
job satisfaction, have lower incidence of absenteeism, achieve higher
levels of productivity and make for enthusiastic ambassadors of their
companies.
Todays employers face escalating healthcare costs associated with
the signicant increase in health risk factors, such as obesity, chronic
disease and an aging work force. The impact these conditions have on a
companys insurance benets and on workers compensation costs are
generally left out of the equation.
But studies show workplace wellness programs can reduce signicantly
the frequency and severity of claims, as well as cut absenteeism and the
cost of healthcare benets.
SCF Arizona implemented a wellness program for our employees, and
we encourage our customers to promote health and wellness with their
workforces.
SCF Arizona is proud to sponsor this event because were committed
to helping Arizona businesses, large and small, maintain healthy and
injury free workplaces.
Congratulations again to you and your employees for your well
deserved recognition.
Sincerely,,
The Phoenix Business Journals
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C: Mike Mall
P: (602) 308-6525
E: mmall@bizjournals.com
H
ello! As the President and
General Manager for Cigna
HealthCare of Arizona, I am
delighted to support the Healthiest
Employers event.
This is a perfect occasion to re-
inforce Cignas commitment to im-
proving the health, well-being and
security of the individuals we serve.
We are proud of our strong presence
in Arizona and the 3,000 Cigna em-
ployees who work in our great state.
Cigna is taking bold steps to deliv-
er a dramatically improved customer
experience that is simple, easy and
helpful for everyone, every time.
Through our work and focus, were
shattering industry stereotypes,
changing customers perceptions of
who we are and delivering greater
value to them and the companies
where they work.
The team and I look forward to
talking with you about our focus
on individuality, wellness, or other
health care issues. Please contact
your Cigna sales representative or
your broker if you would like to learn
more about Cigna and our proven re-
sults. Go you!
Stephanie Gorman
President & General Manager,
Cigna HealthCare of Arizona
EDITORS NOTE
Dear readers,
This marks the second year of the Phoenix
Business Journals Valleys Healthiest
Employers awards program.
With these awards, we
recognize companies that are
committed to creating healthy
workplace environments
through a variety of wellness
program options. Benets
range from gym discounts, on-
site tness classes and Weight
Watchers programs to biometric screenings,
smoking cessation programs and on-site
nurse practitioners.
The winning companies, which are
proled in this special section, had to
apply for consideration. They had to ll
out an extensive 75-question assessment,
conducted by Indianapolis-based Healthiest
Employers LLC, covering six key categories:
Culture and leadership commitment
Foundational components
Strategic planning
Communications and marketing
Programming and interventions
Reporting and analysis
These categories and proprietary scoring
and benchmarking were formed with the
help of the academic, medical, wellness
and business communities. Companies
responses were given a point value ranging
from 0.25 to 3 per answer. The employer
index, or ranking, is generated through a
proprietary formula.
Randi Weinstein
Project Editor
Employees who smoke or are
overweight may face higher
insurance premiums as compa-
nies look for ways to cut costs
Arizona State Credit Unions
wellness plan helped it save
$348,000 last year
Q&A with leaders of the ve
healthiest employers in the
small-business category
SmartPractices workplace
wellness program offers
workers a variety of resources
to stay on track
midsize-business category
UnitedHealthcare offers workers
customized wellness scorecards
to track their improvement.
large-business category
Experts share strategies for
establishing and maintaining a
workplace wellness plan
Local businesspeople share
their tips for staying healthy
on the go
THE LISTS
Healthiest Employers:
Small companies

Midsize companies

Large companies
CREDITS
Project Editor: Randi Weinstein
Copy Editor: Kat Bryant
Graphic Designer: Perri Collins
Photo Editor: Jim Poulin
Reporters: Angela Gonzales, Mary Shinn
and David Sydiongco
22
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28
32
32
36
28
37
31
27
TABLE OF CONTENTS
35
BY ANGELA GONZALES
Phoenix Business Journal
S
ome employers are stepping into
the realm of charging higher
premiums for smokers in an effort
to get a handle on rising health
insurance premiums.
Last summer, Louisville, Ky.-based
Humana Inc. took an even stronger mea-
sure: It no longer hires smokers in Ari-
zona, and existing employees are offered
smoking cessation resources at no cost,
said Dr. Charles Cox, market medical of-
cer and vice president of Humanas West
region, which includes Arizona.
As a health benet enterprise, we
believe personal responsibility lifestyles
are critical components of solving our
countrys health care cost crisis and
improving workplace productivity, he
said. We decided to start with ourselves,
meaning Humana associates employed
effective July 1, 2011.
A similar pilot pro-
gram that Humana
implemented in Ohio in
2009 has shown positive
results: 78 percent of
Humana employees there
who were using tobacco
products are now tobacco-
free, Cox said.
Arizona and Ohio are
the only two states where Humana has
implemented this policy to date.
We are looking at doing it in other
states, he said, adding each state has
different laws and rules that need to be
taken into consideration when imple-
menting such a measure.
People hired under this policy agree to
abstain from tobacco use while employed
at Humana, Cox said. However, the policy
doesnt have much bite.
Noncompliance with this policy is
identied by self-disclosure, he said. If
they are noncompliant, Humana em-
ployees are required to actively partici-
pate in tobacco programs to maintain
employment.
Humana also offers a discount to
tobacco-free employees on their portion
of health insurance premiums: They
pay $25 less per pay period. Employees
qualify for the discount by not using to-
bacco for 12 months prior to enrollment,
or by participating in Humanas tobacco
cessation program.
It is too soon to discern any nancial
impact from these new policies, Cox said.
PICKING UP MOMENTUM
This approach is picking up momen-
tum in business, said John Balitis,
director of the Phoenix law ofce of Fen-
nemore Craig PC.
By making their workforce healthier,
employers have experienced a drop in
claims and a lower experience with
claims in that area, he said. These
types of programs are becoming more
popular.
Employers in many states will nd
these types of programs difcult to
implement because 30 states have laws
that protect smokers, he said. Arizona is
not one of them.
Some states dene smokers as a pro-
tected class, Balitis said, adding he does
not know whether insurance premiums
are higher in those states.
I would imagine the employers
health-related claims are probably
higher because there is a prohibition
against employers discriminating
against smokers in the workplace, he
said. The claims experiences in these
states would be worse than in states
where you can prohibit employees from
smoking.
But this new stance is not coming with-
out its share of lawsuits, he said.
An employee in Massachusetts, for
example, sued his employer after he was
red for testing positive for nicotine. The
lawsuit eventually was dismissed.
Its been a slow road toward a healthier
employed population, Balitis said.
It was only 24 years ago that U.S.
airlines started prohibiting smoking on
long ights. More recently, many busi-
nesses, especially hospitals, banned
smoking on their
campuses.
WHAT ABOUT
OVERWEIGHT EMPLOYEES?
While more employers are start-
ing to dabble in the area of penalizing
smokers, they are not so quick to do the
same to obese employees because of the
Americans With Disabilities Act.
If an employee says he or she cannot
lose weight because of a mental impair-
ment or psychological condition, an
employer might be accused of violating
ADA, Balitis said.
Hypothetically, this could cause a
problem for an employer, he said. If all
the planets align, that would be a valid
discrimination charge.
Instead, employers are looking at ways
to encourage employees to adopt health-
ier habits.
If employers can make the work-
force healthier, its proven it can
increase productivity, Balitis said.
David Lusk, a principal of Deloitte
Consulting LP, said more organiza-
tions are getting tougher and putting
more onus on employees for health
care costs.
Its all in how an employer markets
the changes, he said. An employer
can either have smokers pay a surcharge,
or offer a nancial incentive to nonsmok-
ers. Either way, smokers will pay more
than nonsmokers, he said.
The math is identical, but its how
youre describing it, said Lusk, a co-
author of an employee wellness strate-
gies study.
Theres really no wrong way to start,
he said. Its really about aligning it to
your broader talent and benet strategy.
Start slowly and build it up or evolve it.
And then measure success every chance
you get, because a lot of this is around
getting employees engaged and thinking
about the programs
and owning their
own health.
Humana recently
launched a wellness
program offered by
Discovery Holdings
Ltd., an incentive-based
health enhancement
program designed to
change employee behavior and decrease
the cost of chronic illness.
The HumanaVitality program
integrates rewards with health, said
Mark El-Tawil, CEO of Humanas West
region commercial market operations,
which includes Arizona.
For example, employees
can earn reward points for
losing weight, coaching
a childs sporting team
and other things that
demonstrate youre
leading a balanced life,
El-Tawil said. Prizes can
be a motivator to anybody,
regardless of where they are in their life
and whats important to them.
Mary Kyle, deputy human resources
director for the city of Phoenix, said
her staff had conversations about the
possibility of penalizing unhealthy
employees with higher premiums.
I dont think thats the direction we
want to take, she said. We want to
encourage our employees to be healthier.
If all the planets align,
that would be a valid
discrimination charge.
John Balitis
Fennemore Craig PC
CONTINUED ON PAGE 23
Companies encouraging personal responsibility
Employers grappling with charging higher premiums for smokers, overweight workers
El-Tawil
Lusk
We dont charge a higher premium if
youre a smoker. But what we do is offer
an incentive for our employees that en-
gage in wellness activities.
For example, employees who
participate in a biometric screening
with a health risk assessment get a
$20 reduction in health insurance
premiums each month. Those who
dont participate in that screening
pay $20 more in health
We believe personal responsibility
lifestyles are critical components
of solving our countrys health
care cost crisis.
Dr. Charles Cox
Humana
FROM PAGE 22
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insurance premiums each month.
Last year, 81 percent of the citys em-
ployees participated in that screening,
she said. The goal is to reduce the risk
burden of an unhealthy population.
That means we pay less for health
insurance as an employer, she said.
Connect with Angela Gonzales at agonzales@bizjournals.com
or on Twitter at @AngelaMGonzales.
BY DAVID SYDIONGCO
P
romoting long-term behavioral change through individualized incentives is the focus of Arizona State Credit Unions
Wellness for Life initiative.
Were providing the tools to our associates to really help change their behavior for the long haul, said Yvonne Ross,
the organizations vice president of human resources.
The program began in 2007 with a budget of $10,000 and a goal of improving the health and lifestyle of the credit unions
employees, known as associates.
The initiative has experienced steady growth and retention. Today, 244 employees participate in the program and the annual
budget is $140,000.
We try to focus on mind, spirit and body, not just tness and nutrition, said Thea Ammon, the credit unions senior human
resources generalist.
The company offers a wide variety of health-promoting programs and activities, including on-
site treadmill workstations, relaxation centers, yoga classes and occasional massages. It also
incorporates screenings for common long-term health issues, such as bone density and
cholesterol.
We have examples where we have literally saved employees lives from debilitating
conditions in their future, which will affect their claims, said Ammon.
However, the crux of the Wellness for Life initiative lies in the incentives pro-
vided to participating employees.
Arizona State Credit Union offers a Weight Watchers program, featuring a
representative who conducts weekly on-site meetings with participants. Employ-
ees are incentivized to meet certain weight-loss goals within the program.
If our associates lose a certain amount of weight and participate, theyll be
reimbursed 80 percent of their program cost, said Kim Skornik, a human
resources generalist.
This emphasis on personalized incentives also is found in the credit unions ap-
proach to employee tness.
Worksite tness centers and workout equipment are, at times, ideas of the
past, said Ross. Weve been told several times by our associates, although they
like to work out, they dont like to do it in their workplace.
Instead of robust on-site tness facilities, the organization encourages employ-
ees to seek out gyms of their own choosing. Those who show documentation of
their membership costs, as well as proof that they worked out three times a week
during a 30-day period, are reimbursed 80 percent of the costs.
This allows for a number of worker advantages, such as selecting a facility with
day care for employees with children, and greater exibility in when associates can
schedule their workouts.
That is something that allows more individuality than a corp-
orate gym, in our opinion, said Ross.
The benets of Arizona State Credit Unions individualized
approach are apparent in the numbers.
In a return-on-investment analysis of the credit
unions 2010 health insurance claims, our broker
was able to validate that we saved just over $348,000
in claims due to behavioral changes, preventive
measures and reduction in chronic conditions,
Ammon said.
The emphasis on the formation of long-
lasting, health-conscious habits continues
to be a successful route for the company.
As long as our focus is to help
change behavior, its eventually
going to change their lifestyle
and lead to a healthier way
of living not just for our
company, but for their
families, said Ross.
Wellness plan helped Ariz. State CU save $348K

Arizona State Credit Union
RANK: 1, small companies
DESCRIPTION: Financial institution
TOP LOCAL EXECUTIVE: Dave Doss,
president and CEO
FOUNDED: 1951
LOCAL OFFICE: Phoenix
LOCAL EMPLOYEES: 244
WELLNESS PLAN IMPLEMENTED: 2007
WEB: www.azstcu.org
When did you decide to implement a
workplace wellness plan, and how did you
decide what program was best for your
business? Arizona State Credit Union began
the development and implementation of a
workplace wellness program in 2006. This
idea came from Yvonne Ross, vice presi-
dent of human resources, who envisioned
improving the lives, health and morale of our
associates. An initial budget of $10,000 was
approved by the board of directors and execu-
tive team, allowing the wellness program to
ofcially launch in 2007.
In order to become wellness experts, the
HR team researched a variety of material.
The end in mind was to build an innovative,
successful program in which the results and
success of associates would truly be lasting
and effective. More important, the human
resources team wanted to offer effective
tools to help support associates in living a
healthy lifestyle. Being an associate-focused
organization, it was necessary to assess as-
sociates needs. To assist with this, a survey
was designed for associates utilizing the
ideas and data accumulated from research.
The feedback was extraordinary, and the
information obtained from the survey helped
to kick-start the program. With 98 percent
participation in the rst year, the program
quickly proved to be a great success.
How much has it cost you to run that well-
ness program on an annual basis, and what
kind of return on investment have you seen?
The Wellness for Life budget has grown
exponentially over the years. With more
than $100,000 set aside annually
for this program, there are
even more opportunities for
associates to make lasting
changes to their behavior and well-
being. There has been a signicant return
on investment. A claims analysis of the credit
unions 2010 data determined more than
$348,598 was saved in claim dollars due to
the changing behaviors of associates. Claims
related to poor lifestyle choices and behav-
iors, such as physical inactivity, poor nutri-
tion, tobacco use, and alcohol and drug abuse
decreased from 13 percent to 7 percent. The
cost associated with many conditions can
We try to focus on
mind, spirit and
body, not just tness
and nutrition.
Thea Ammon
employee Holly Skilton practices yoga.
JIM POULIN | PHOENIX BUSINESS JOURNAL
1
2012
HEALTHIEST
EMPLOYERS:
Small Companies
enrolled in one of
the banks medical
plans. In conjunction
with our health care
consultant, as well as
a team of employees,
we determined plan
objectives and de-
sired outcomes of our
wellness program,
then interviewed ven-
dors that we believe
could help us with
meeting our objec-
tives. Our objective
was to create a happy,
healthier workforce
that would have an
abundance of life tools at their disposal.
Annually the program costs between $98 and
$192 per employee, depending on whether
a participant elects to engage in coaching
with a nurse advocate. If an employee were
to buy in to the program on the open mar-
ket, it would be well over $300. In 2011, we
experienced fewer claim expenses than we
anticipated; while it is difcult to draw a di-
rect correlation between fewer claims and our
wellness program, we continue to believe that
over time, we are helping the not-as-healthy-
as-they-should-be to become healthier
and those who are healthy to stay healthy.
What are some of the best employee
success stories as a direct result of your
workplace wellness plan? We have heard a
lot of sustained weight-loss success stories.
So while we are always excited to hear about
weight loss, it is really exciting when we hear
a story about an employee who lost weight in
2010 and has continued to keep the weight
off. The other very exciting stories come from
employees who learned during the biometric
screenings that they had high blood pressure
or high blood sugar and are now working with
their primary care physician to actively man-
age their conditions.
We have also seen employees
utilize the smoking cessation
programs and health coaches to
make a lasting change. We
always encourage our em-
ployees to complete their
McCarthy Holdings Inc.
DESCRIPTION: General contracting, construc-
tion management, program management
and design-build
TOP LOCAL EXECUTIVE: Bo Calbert, president,
Southwest region
FOUNDED: 1864
LOCAL OFFICE: Tempe
WEB: www.mccarthy.com
business? In an industry where safety is
always the No. 1 priority, the health and
wellness of our employee-owners has always
been a top priority. However, in recent
years, we knew we needed to expand our
formal safety program to include a total
approach to health and wellness. With strong
support from our companys top executives,
the McCarthy Build for Life program was
launched. While the basic framework for the
program was developed by the company, the
key to our program is its grassroots approach.
As a community-based builder, getting true
buy-in from our people on the ground made
the difference.
We are still in the early stages of our wellness
program. The rst year was about introducing
Build for Life to our organization, and during
our second year we focused on encouraging
behavioral changes.
During the rst two
years, we had ap-
proximately $100 per
employee to spend
on communication,
biometric screenings,
company-sponsored
activities, etc. This
is in addition to the
$400/$800 per em-
ployee/spouse that
an employee could
earn in medical plan
premium reductions
by participating in our
incentive program.
We dont expect to
see a true ROI until this year although our
hopes are that weve invested adequate time,
resources and dollars in best-practice strate-
gies that will directly impact health manage-
ment for our employees.
workplace wellness plan? We have had early
detection of cancer based on our biometric
screenings and prevented a heart attack for
someone who had a stent put in after a blood
pressure reading. In addition, we have had
one division conduct a weight-loss challenge
that has been very successful. However, I
think the best story is just that employees are
talking about wellness. This awareness will
lead to future behavioral changes, so we be-
lieve we have had a great start to our program
and hope to see the changes continue.
What advice do you have for other busi-
nesses that are weighing the cost benets
of implementing a wellness program? First,
I think it is critical to have realistic expecta-
tions of the program. You have to understand
the culture of your organization and make
sure you design the program around that.
Second, engage employees of all levels of
tness and socioeconomic backgrounds to
champion the program. Employees try to
relate to the champion; if they are unable to
relate, they may not buy into the program.
Third, provide exibility; employees have to
nd something that works for them. Given the
diversity in the workforce, wellness cannot
be a one-size-ts-all type of program. The
design has to allow for exibility.
Bank of Arizona
DESCRIPTION: Bank
TOP LOCAL EXECUTIVE: Dave Ralston, chairman
FOUNDED: 2005
LOCAL OFFICE: Scottsdale
LOCAL EMPLOYEES: 91
WEB: www.bankofarizona.com
When did you decide to
implement a workplace
wellness plan, and how
did you decide what
program was best
for your business?
It was an initiative
that was discussed
beginning in 2008
and was rolled out in
2010 to employees
and spouses who are
screenings as recommended by medical
guidelines and to share the results of their
biometrics screenings with their primary
care physician. We know that early interven-
tion saves lives.
of implementing a wellness program? We
think our investment in wellness sends a
strong message that we want our employees
to enjoy good health now and during their
retirement.
Meritage Homes Corp.
DESCRIPTION: National home builder
TOP LOCAL EXECUTIVE: Steven Hilton, CEO
FOUNDED: 1985
LOCAL OFFICE: Scottsdale
WEB: www.meritagehomes.com
business? The decision was a corporate
initiative reached by the companys senior
leaders in 2007 based on the belief that it
was not only the right thing to do for our em-
ployees, but a long-range tool to control and
reduce the escalating costs of medical care.
How much has it cost you to run that
wellness program on an annual basis, and
what kind of return on investment have
you seen? Annual costs average $100,000.
A study completed for the 2010 plan year
showed ROI of 7.6-to-1.
workplace wellness plan? Several employ-
ees have reported that, as a direct result of
our encouragement to receive preventive
care exams, several breast cancers were
reported in the early and treatable stages; a
routine colonoscopy detected a precancer-
ous condition that was successfully treated;
and many spouses have called to thank me
for getting their husbands to the doctor for
the rst time in years.
BO CALBERT
I think it is
critical to
have realistic
expectations.
be improved with early detection, preventive
measures and disease management. In 2009,
21 percent of claims could have been better
managed; this gure reduced to 10 percent in
2010.
workplace wellness plan? There are many
wellness champions as a result of this
program. Numerous associates at Arizona
State Credit Union have achieved weight loss
exceeding 40 pounds and have sustained that
loss for one year or longer. Through annual
biometric screenings, unsuspected disease
has been detected and associates have been
diagnosed with high blood pressure, high cho-
lesterol and low bone density, among other
conditions. Many of these associates never
knew they had a medical condition before
the screening and might never have sought
medical attention. As a result, a signicant
number of associates credit the Wellness for
Life program for saving their lives.
2
3
4
STEVEN HILTON
Start slowly
with a rm
commitment.
Wellness programs can return
as much as
6
times their cost
to companies
that sponsor them.
Source: Whats the hard return on
employee wellness programs? published in the
Harvard Business Review, December 2010.
fast fact
FROM PAGE 24
Our objective
was to create
a happy,
healthier
workforce.
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What advice do you have for other
businesses that are weighing the cost
benets of implementing a wellness
program? Start slowly with a rm
commitment to long-term objectives.
Engage employees to participate in planning
and goal-setting, leverage your medical plan
to produce results, re-engage senior leaders
continuously, measure everything, and look
at creative methods to nance the program.
Naumann/Hobbs Material
Handling Corp. II Inc.
DESCRIPTION: Material handling equipment
sales, rentals, service and support
TOP LOCAL EXECUTIVE: Bryan Armstrong,
president and CEO
FOUNDED: 1949
WELLNESS PLAN IMPLEMENTED: July 2010
WEB: www.performancepeople.com
workplace wellness plan, and how did
you decide which program was best for
your business? We implemented our new
program in July 2010. We began looking
at a new strategy for our health plan in fall
2009. Our traditional health insurance
benet program included four carriers and
seven types of plans, and we were facing a
24 percent premium increase in 2010. As
the second-biggest
expense item on our
income statement,
health care costs
were impacting our
business on many
levels. It became
apparent that we
needed to approach
health care for our
associates just like
we do any other
part of our business:
with a long-term
strategy, goals and
benchmarks.
How much has it
cost you to run that
wellness program on
an annual basis, and what kind of return on
investment have you seen? Talking about
the cost of running a wellness program is a
little misleading, because if it is really part
of an integrated and comprehensive health
program, you are seeing gains, not costs:
gains in productivity and lowered absentee-
ism, as well as bottom-line savings on health
costs. To be effective, we believe it is vital
that health improvement and wellness
programs be integrated into the
companys total employee benet
program.
However, we could calculate
the cost of biometric screening
as $41 per employee per year,
bringing our costs to about
$50,000 a year. That com-
pares to an annual return
of $720,000 in savings, or
$2,724 per employee.
Part of our return on
investment is re-
vealed for our 2012
plan year. After no
change in associ-
ate contributions
and no reduction in
benets for the past
two years, this year
we are improving
benets, increas-
ing the health care
account deposits for
non-tobacco users,
and not changing as-
sociate contributions
for a third year.
What are some of
the best employee
success stories as
a direct result of your workplace wellness
plan? We asked how many of our associates
planned to make certain changes within
the next six months. The changes from
the rst year to the second year of our
program were signicant. We found a 23
percent increase in associates planning to
take action to improve health, an 11 percent
increase in those planning to lose weight, a
71 percent increase in those with a goal to
lower cholesterol and a 45 percent
increase in those with a goal to
lower blood pressure.
Comparing the percentage of
our associates with specic health
risks from the rst year to the
second year of our program
also had signicant results,
including a 46 percent
reduction in associates with
high cholesterol.
Our associates also have
5
become more open to talking about both
their risks and their actions.
John had a high blood-sugar reading
during our biometric screening. He
didnt believe the number, so he went
to his doctor. To his surprise, his doctor
conrmed the reading and told him that
if he didnt take action, he was at risk to
lose one or both legs within two years.
John immediately began taking diabetic
medication. He has lost 60 pounds so far
and is determined to improve his health
to the point where he will no longer need
diabetic medication.
program? Wellness works when it is part
of an entire long-term strategy to improve
health and control health care costs.
Wellness is much bigger than just eating
right, stopping smoking and getting enough
sleep. Employers need to run their health
and wellness plans the same as they do
other functions of their business.
42%
of people
who received a massage
in 2011
said they did so
for relaxation
and stress reduction.
Source: American Massage Therapy Association
fast fact
The changes from
the rst year
to the second
year of our
program were
signicant.
BRYAN ARMSTRONG
FROM PAGE 25
THE
LIST
HEALTHIEST EMPLOYERS SMALL FIRMS
1
Ranking: Calculated value
27
MARCH 16, 2012
PHOENIX BUSINESS JOURNAL
Compiled by
DALE BROWN
dbrown@bizjournals.com | 602-308-6511
Another look...
About this list
Health challenges: Obesity
SOURCE: Healthiest Employers LLC
NOTES: DND did not disclose NA not available
1 2 to 250 employees
2012 Phoenix Business Journal. All rights reserved
REPRINTS: Scoop ReprintSource at 800-767-3263 or
www.scoopreprintsource.com.
Rank
2012
Company name Telephone
Address Web
Employment:
Local
Total
Type of
business Unique aspects of program
Top local executive
Year established locally
1
2355 W. Pinnacle Peak Road 800-671-1098
Phoenix 85027 www.azstcu.org
244
348
credit union
Wellness for Life, implemented in 2007, offers
quarterly campaigns, onsite services, team
challenges, annual health risk assessments and
biometric screenings; athletic club promotes sports
David Doss,
president, CEO
1952
2
McCarthy Building Cos. Inc.
80 E. Rio Salado Pkwy., Ste. 310 480-449-4700
Tempe 85281 www.mccarthy.com
200
1,383
commercial
construction
Launched in 2010, McCarthy Build for Life focuses
on four key areas: awareness, prevention, activity
and lifestyle/stress; program includes rewards,
webinars, health screenings, activity challenge
Robert Bo Calbert,
president,
Southwest Region
1979
3
Bank of Arizona 602-808-5357
16767 N. Perimeter Drive, Ste. 200
Scottsdale 85260 www.bankofarizona.com
98
4,500
bank
wellness program provided for all employees and
healthy lifestyles are rewarded with lower medical
premiums; health coaching, online tools, prevention
scores are combined with group activities
Dave Ralston,
CEO
2005
4
Meritage Homes Corp.
17851 N. 85th St., Ste. 300 480-515-8100
Scottsdale 85255 www.meritagehomes.com
175
700
residential
development and
construction
Wellness Program rewards employees with
reduction in medical insurance premium for
completion of four wellness activities, such as
annual physical or educational program, per year
Steven Hilton,
chairman, CEO
1985
5
Naumann Hobbs Material Handling
4335 E. Wood St. 602-296-2050
Phoenix 85040 www.performancepeople.com
250
350
material handling
products,
services
company funds employee HRAs only upon
completion of biometric screening/health
assessment, with additional contributions for
non-smokers or those who quit
Bryan Armstrong,
CEO
1949
6
Phoenix Art Museum
1625 N. Central Ave. 602-257-1222
Phoenix 85004 www.phxart.org
74
74
art museum
started in 2009 with a health fair and two wellness
challenges, the program now allows employees to
bank wellness days as time off earned by
participation
James Ballinger,
CEO
1959
7
Ewing Irrigation Products Inc.
3441 E. Harbour Drive 602-437-9530
Phoenix 85034 www.ewing1.com
230
823
irrigation, golf
and industrial
products
wholesaler
wellness is promoted through internal communica-
tions, online wellness center and activities offered
by health provider partners; employees entries/
costs for marathon are paid by employer
Doug York, CEO
1994
8
The Mahoney Group
1835 S. Extension Road 480-730-4920
Mesa 85210 www.mahoneygroup.com
165
200
independent
insurance
agency
goal is to raise health awareness among employees
through health education, prevention activities,
self-responsibility/self-care; company offers bottled
water, fruit, vegetables, and free supplements
Glendon Nelson,
CEO
1915
9
Stinson Morrison Hecker LLP
1850 N. Central Ave., Ste. 2100 602-279-1600
Phoenix 85004 www.stinson.com
67
660
law rm
full-time wellness coordinator, incentive options to
motivate employees to make healthy choices,
onsite massage therapy and allowing work time to
be used for wellness activities
Michael Manning,
Phoenix managing partner
1989
10
Ryan LLC 602-955-1792
16220 N. Scottsdale Road, Ste. 650
Scottsdale 85254 www.ryan.com
34
915
tax services rm
myHealth program features educational
programs, team and individual challenges, wellness
activities and online tools and research; free annual
biometric screening for health risks
G. Brint Ryan, CEO,
managing partner
DND
11
Lovitt & Touch Inc. 602-956-2250
1050 W. Washington St., Ste. 233
Tempe 85281 www.lovitt-touche.com
95
215
independent
insurance agency
employee committee creates program, which
emphasizes walking as ideal exercise, with the
company partnering with the American Heart
Association and offering the Rockin Wellness Tour
Charlie Touch,
CEO
1998
12
CoBiz Financial 602-240-2775
2600 N. Central Ave., Ste. 2000
Phoenix 85004 www.bizbash.org/az
106
520
nancial services
provider
the companys revamped plan offered plenty of
incentives to enroll and 94% of employees did;
interest free loans available for home tness
equipment
Toby Day,
market president
2001
13
Goodmans Interior Structures
1400 E. Indian School Road 602-263-1110
Phoenix 85014 www.goodmans.info
80
145
ofce furniture
retailer
NA
Adam Goodman,
president
1954
14
Lewis and Roca LLP
40 N. Central Ave., Ste. 1900 602-262-5311
Phoenix 85004 www.lrlaw.com
233
409
law rm
last year Phoenix ofce employees participated in
Weight Watchers programs and lost 858 pounds;
the programs normally cost $120, but employees
only paid $24
Ken Van Winkle Jr.,
managing partner
1950
15
Integrate
7150 E. Camelback Road 866-478-0326
Scottsdale 85251 www.integrate.com
75
110
new technology
advertising
wellness program is integrated within the health
plan; online portal gives access to health
assessment tools, healthy living programs,
motivational exercise tips and articles
Hart Cunningham,
co-founder
2010
16
Atkins North America 480-538-1526
20860 N. Tatum Blvd., Ste. 300
Phoenix 85050 www.atkinsglobal.com
15
2,395
engineering and
design
consultancy
Atkins provides incentives - employees who get u
shots receive a $10 Starbucks gift card; the Phoenix
ofces participation rate has tripled since the rst
initiative
Ed Bruner,
ofce leader
1995
17
WorldatWork
14040 N. Northsight Blvd. 877-951-9191
Scottsdale 85260 www.worldatwork.org
128
134
nonprot
focused on
human resources
issues
programs and events are provided by benet
providers and include annual onsite biometric
health screening, onsite mammography, workshops
and webinars, and Spring Fling in local park
Anne Ruddy
president
1988
18
CrossFit Scottsdale
14885 N. 83rd Place, Ste. 102 480-922-3253
Scottsdale 85260 crosstscottsdale.com
7
7
strength and
conditioning
facility
staff and family members receive unlimited
CrossFit gym membership and coaches work with
them on setting and attaining goals; Bodymetrix
body fat scanning system is offered
Luke Kayyem,
Najia Kayyem,
owners
2008
19
Achen-Gardner Construction LLC
550 S. 79th St. 480-940-1300
Chandler 85226 www.achen.com
150
150
heavy civil
general
contractor
employees and dependents are eligible for
discounts at several tness clubs; employees are
encouraged to participate in annual wellness
exams and to use onsite workout facility
Dennis Troggio,
president, co-owner
1989
20
Mortenson Construction
3100 W. Ray Road, Ste. 101 480-839-5944
Chandler 85226 www.mortenson.com
45
1,400
commercial
construction rm
started in 2009, wellness program has achieved an
85% participation rate in wellness initiatives and a
rewards program is being established for
completion of wellness initiatives
Bob Hansen,
v.p., general manager
2000
21
Owens Harkey Advertising
3550 N. Central Ave., Ste. 1710 602-254-5159
Phoenix 85012 www.owensharkey.com
18
18
marketing,
advertising,
public relations
agency
company participates in charitable tness activities
such as Step Out for Diabetes Walk and March of
Dimes events, ongoing conversations about
personal health initiatives are encouraged
Scott Harkey,
Matthew Owens,
partners
1960
22
Devenney Group Ltd., Architects
201 W. Indian School Road 602-943-8950
Phoenix 85013 www.devenneygroup.com
55
55
architectural
rm, specializing
in health care
facilities
health and wellness program began in 2011 with 95
percent participation; program includes training
and education, events, guest speakers, overall
health awareness and healthy food options
Julie Barkenbush,
CEO
1962
2010 state obesity rates
State Pct. obese
Alabama 32.2%
Alaska 24.5%
Arizona 24.3%
Arkansas 30.1%
California 24.0%
Colorado 21.0%
Connecticut 22.5%
Delaware 28.0%
District of Columbia 22.2%
Florida 26.6%
Georgia 29.6%
Hawaii 22.7%
Idaho 26.5%
Illinois 28.2%
Indiana 29.6%
Iowa 28.4%
Kansas 29.4%
Kentucky 31.3%
Louisiana 31.0%
Maine 26.8%
Maryland 27.1%
Massachusetts 23.0%
Michigan 30.9%
Minnesota 24.8%
Mississippi 34.0%
Missouri 30.5%
Montana 23.0%
Nebraska 26.9%
Nevada 22.4%
New Hampshire 25.0%
New Jersey 23.8%
New Mexico 25.1%
New York 23.9%
North Carolina 27.8%
North Dakota 27.2%
Ohio 29.2%
Oklahoma 30.4%
Oregon 26.8%
Pennsylvania 28.6%
Rhode Island 25.5%
South Carolina 31.5%
South Dakota 27.3%
Tennessee 30.8%
Texas 31.0%
Utah 22.5%
Vermont 23.2%
Virginia 26.0%
Washington 25.5%
West Virginia 32.5%
Wisconsin 26.3%
Wyoming 25.1%
Source: U.S. Centers for Disease Control and Prevention
BY DAVID SYDIONGCO
A
ddressing poor health habits
before they lead to problems is the
focus of Phoenix-based Smart-
Practices approach to workplace
wellness.
Were big on prevention, said
Meg Mosher, vice president of human
resources at the organization, which
provides medical supplies and services to
Valley businesses.
The improvement of employee well-
being is a long-established priority at
SmartPractice, which
implemented its
rst workplace
wellness
program in 1992. President and CEO Dr.
Curtis Hamann was looking to address
inadequacies in the external health care
being provided to his employees.
I needed to create a preventive culture
about getting and staying well within the
context of the company, he said.
Hamann was dissatised with the level
of care being provided, seeing the general
approach more as crisis intervention
than prevention.
It is a minority of physicians that help
people stay and be well, said Hamann.
Back then, the companys wellness plan
was relatively simple, consisting of a
biometrics test and tness exam fol-
lowed by an optional six-month
health coaching program.
However, through the
years, SmartPractice
has made major
additions and
improvements
to this initial
approach, with
the benets
clearly dis-
played in its
health care
cost gures.
We are
way below the
national aver-
ages of what
we have to spend
per employee each
year. I think thats a very powerful indica-
tor of progress, said Hamann.
Mosher said premium health care
costs for each SmartPractice employee is
about $2,000 less than the national aver-
age, which is expected to surpass the
$10,000 mark in 2012.
Currently, the organization budgets
$60,000 a year for its workplace well-
ness program. It includes a variety of
amenities, including an on-site gym and
wellness coach; weekly Zumba, P90X and
Pilates courses; and numerous employee
contests and incentives.
In September, SmartPractice added a
family nurse practitioner, who is able
to see employees on-site who normally
would have had to take signicant time
off from work to visit a doctor.
Another unique feature of the com-
panys workplace wellness initiative is
the on-campus vegetable garden main-
tained by employees. Hamann describes
this feature as inspiring, as it helps
workers appreciate easily accessible,
fresh vegetables.
Given the nature of SmartPractices
business, Hamann sees the efforts to pro-
mote employee wellness as a no-brainer.
As a company that is focused on
customers in the health industry, if
we cannot practice what we model and
preach internally, we are hypocrites, he
said. We have got to be able to model the
behavior we are asking our customers to
accomplish.
SmartPractice
RANK: 1, midsize companies
DESCRIPTION: Provider of health care ofce
supplies
TOP LOCAL EXECUTIVE: Dr. Curtis Hamann,
owner and president
FOUNDED: 1969
LOCAL OPERATION: Phoenix
WEB: www.smartpractice.com
business? We started our wellness program,
Shape (SmartPractice Health and Aware-
ness Program for Employees), in 1992 with
an annual on-site physical and a six-month
coaching follow-up. With an emphasis on
preventive health, we felt it was important for
employees to know their numbers. We part-
nered with the employees, our health care
providers, wellness partner and community
resources to support employees health goals.
you seen? We allocate $60,000 annually to
our wellness program, services and incen-
tives. For 2011, the national average annual
premium cost of health care per employee
was $9,792. That gure is expected to grow
to $10,475 in 2012. SmartPractice ended 2011
with a cost of $7,750 thats $2,000 less per
employee. We feel this is a direct link to our
wellness program.
workplace wellness plan? Dave Castaneda,
an 11-year employee, credits our wellness
plan for his improved health. Once he under-
stood his biometric numbers, Dave chal-
lenged himself to beat his previous numbers
each year at our annual on-site physicals. He
participated in a six-week Eating Right class
and Biggest Loser contest that helped him
lose over 15 pounds. He completed a six-week
smoking cessation online class through Cigna
and continues as a nonsmoker today. For the
last three years, he has met each morning
with a peer to work out in our on-site gym.
Dave says he was always intimidated by
gyms, but today he would feel comfortable to
go to an off-site gym.
Harriet Marshall, a 20-year employee,
says she has learned the importance of exer-
cise and an active lifestyle through our
SmartPractice offers variety of benets
1
2012
HEALTHIEST
EMPLOYERS:
Midsize Companies
SmartPractice employee Harriet Marshall, right, leads a Zumba class for co-workers twice a week.
If we cannot
practice what we
model and preach
internally, we are
hypocrites.
Dr. Curtis Hamann
SmartPractice

Healthways Inc.
DESCRIPTION: Corporate wellness services
TOP LOCAL EXECUTIVE: Debbie James, vice
president
FOUNDED: 1981
LOCAL OFFICE: Chandler
LOCAL EMPLOYEES: About 300
WEB: www.healthways.com
business? We have always offered various
wellness benets to our employees. We cre-
ate tailored programs, communications and
health strategies that target our employees
specic needs, which we measure by offering
biometric screening and health risk assess-
ment surveys each year.
wellness program on an annual basis,
and what kind of return on investment
have you seen? The total cost for our Move
to Health program is approximately
$3.5 million (programs plus incentives),
which works out to be approximately $1,500
per employee per year. The ROI for our
programs is typically about 3-to-1.
What are some of
the best employee
success stories as a
direct result of your
workplace wellness
plan? Bill R. began
working with our
company back in
2009. He is also an
avid runner. He com-
pleted his rst half-
marathon in 2003
and has been hooked
ever since. Today
he stays in shape by
running 18 to 20 miles
each week.
Running hasnt
always been a regular
part of Bills life,
though. He used to struggle to nd time
for exercise, just like everyone else. While
visiting Healthways locations, he decided to
make a commitment to run a half-marathon
or better in each of the six cities he supports.
Hes run in Nashville and Phoenix so far, and
St. Louis is on his radar for Oct. 23.
program? With an ROI of 3-to-1, on average,
how can you afford not to have a wellness
program?
SCF Arizona
DESCRIPTION: Workers compensation
insurance provider
TOP LOCAL EXECUTIVE: Don Smith, president
and CEO
FOUNDED: 1925
WEB: www.scfaz.com
business? We worked with the Wellness
Council of Arizona to implement the program.
The program was introduced to emphasize
our employees health and wellness but
also because, like many companies, SCF
was seeing the cost of providing employees
health insurance skyrocket. Many of our
employees were diagnosed with health issues
such as diabetes, high blood pressure, hyper-
tension and poor cholesterol. Of course, the
medications to address these conditions also
were costing SCF more annually in employee
benets.
what kind of return on investment have you
seen? The cost of the program is running
about $522 per employee, which includes
employee wellness programs and two on-site
clinics. We believe programs that focus on
employees overall health and well-being are
consistent with good corporate values; they
offer signicant benets to the business and
a return on investment. Our partnership with
our employees is an essential part of helping
them maximize their health, wellness and
productivity, which also leads to a healthier
bottom line.
wellness program. Harriet attributes the
annual health screenings and coaching for
inspiring her to work toward improving her
biometric testing numbers.
As a result of our program and her efforts,
today Harriet has an excellent cholesterol
count, and her blood pressure has improved
dramatically. Harriet has seen many changes
in our wellness program over the years,
including the addition of optional tness
testing. She believes this testing has been
a signicant benet as it shows not only
how well she is doing, but many of the tests
compare her performance to others her age.
Her goal is to have a good quality of older
life. She leads a Zumba class twice a week
at SmartPractice, and her enthusiasm has
made the class very popular. .
businesses that are weighing the cost ben-
ets of implementing a wellness program?
Many companies feel the need to implement
a wellness program to drive down health care
costs in the short term. We feel its a long
journey. Once you focus on the employee
and their health goals, decreased health care
costs will be rewarding result for all.
What are some of
the best employee
workplace wellness
plan? In 2010, an SCF
employee was diag-
nosed with diabetes
and high cholesterol.
She wanted to al-
leviate these issues
through behavioral
change and sought
assistance from SCFs
on-site health coach.
The employee initially
was on four diabetes
medications, many of
them in large doses.
With the health
coachs assistance, she created a nutrition
plan to change her eating habits.
Since they have been meeting, the em-
ployee has lost more than 40 pounds, has
removed two medications from her regimen
and has cut the dosage of the other two by
half. She has lowered her cholesterol level
enough to keep her off medication for that
condition. She is feeling much better and
is extremely motivated to lose the last 10
pounds to meet her goal.
program? Dont be afraid to start small. You
dont have to jump into wellness with a huge
budget. Start with a survey and tailor your
programs to your employees interests, then
build from there. A wellness culture grows
with time, with employees supporting and en-
couraging each other to participate and make
healthy choices. A program designed to get
the highest return on investment has to have
health and productivity metrics, mandated
activities and be highly personalized; this is
where the greatest ROI can be found.

Blue Cross Blue Shield of Arizona
DESCRIPTION: Health insurance provider
TOP LOCAL EXECUTIVE: Rich Boals, president
and CEO
FOUNDED: 1939
LOCAL EMPLOYEES: 1,369
WEB: azblue.com
business? The company formalized the em-
ployee wellness program in 2001 to encour-
age employees to live healthier lifestyles. Our
decision to invest in our employees was for
both health improvement and for productivity
changes. Our mission is to engage, educate
and empower individual responsibility for
optimal health and well-being. The programs
development was based on the foundation
of helping employees lead healthier lives
through awareness and behavior change. The
goal is to help employees achieve the lowest
health risk status possible, increase produc-
tivity and provide a positive impact to health
care costs.
seen? BCBS has made a signicant invest-
ment in employee wellness over the past
10 years and continues to support work-
site health efforts. Our employee wellness
program is modeled after the health and
productivity framework. Research has shown
using this model yields a 3-to-1 return on
investment. We have seen a positive shift in
clinical and lifestyle indicators for employees
participating in the program. There was a
34 percent positive shift in risk factor distri-
bution. The programs we offer employees to
incorporate healthy behaviors shows that
45 percent increased their physical activity,
and the same number saw a decrease in body
mass index through these programs.
workplace wellness plan? Nicole Buckman,
an administrative coordinator for employee
development, is a great example of an
employee who took responsibility for her own
health.
The At Work Weight Watchers program
was the rst program that stood out to me,
because it was offered on-site and I could eat
regular food on the program, Buckman said.
And if I joined and attended all 10 sessions, I
would be reimbursed by BCBSAZ. What did I
have to lose?
After three 10-week sessions on the At
Work Weight Watchers program, I learned
proper portions, had healthier eating habits,
and knew how to lose weight; and now I can
maintain my weight on my own, she said.
Im now closing in on 77 pounds in weight
loss.
program? It is important to design a program
your employees would be eager to use.
Research shows people are most likely
to participate in activities such as sports
programs and discounted access to gyms.
Weight-loss programs, health screenings
and chronic disease drug discounts are also
popular, but those might not be quite right for
every organization.
Its important to note that younger
2
3
4
We create tailored
programs...
that
target our
employees
specic
needs.
DEBBIE JAMES
Dont be afraid
to start small.
A wellness
culture
grows with
time.
DON SMITH
Design a
program your
employees
would be
eager to
use.
RICH BOALS
Men
between the ages
of 18 and 44 are
70%
less likely
to seek medical attention
than their female counterparts.
Source: U.S. Department
of Health & Human Services
fast fact
FROM PAGE 28
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employees are
more likely to take
advantage of a
wellness offering.
Additionally, there
is an income gap
among people who
engage in wellness
programs, with
participation skewing
toward more afuent
individuals. To really
gauge what will
resonate with your
employees, you can
poll them.
Fennemore Craig PC
DESCRIPTION: Law rm
TOP LOCAL EXECUTIVE: Timothy Berg,
managing partner
FOUNDED: 1885
LOCAL EMPLOYEES: About 350
WEB: www.fclaw.com
business? Beginning in 2005, we saw the
need to step up efforts to educate our em-
ployees about the benets of healthy living
and create a culture that encouraged them
to improve their own well-being and qual-
ity of life. The program has evolved over the
past six years, with enhancements along the
way. It is now a robust and integral part of our
benets package.
Employee feedback and health plan
analytics have been key to determining the
focus of our efforts. These are now centered
on four main areas: exercise/tness, healthy
eating/nutrition, stress management, and
nancial well-being.
you seen? As the program has expanded,
costs have increased. A partnership with our
medical plan provider has helped subsidize a
portion of the expenses. The total cost of the
program in 2011 was a little over $12,000.
The return on investment is evolving and
reected primarily in
increased employee
morale, adherence
to recommended
screenings, and
medication compli-
ance for chronic con-
ditions. We expect
that additional quan-
tiable measures
also will increase in
coming years.
What are some of
the best employee
workplace wellness plan? Weve seen em-
ployees becoming more active through our
walking contests and eating more healthy
with fresh fruit delivery and on-site cooking
classes. The recent Biggest Loser competi-
tion resulted in nearly 50 employees losing a
total of 340 pounds. Employees are placing
greater emphasis on their own well-being
and self-care.
One particularly touching moment was
learning that one of our female employees
who took advantage of our on-site mam-
mography services last fall found out that
she had a cancerous tumor. She directly
attributes the detection of the cancer and
her optimism for successful treatment to
the rms wellness program.

of implementing a wellness program? First,
its important to recognize that wellness is
not only a scal issue, although that is clearly
important. It is also the right thing to do in
terms of overall social responsibility. As
in many other areas, employers should be
willing to take initiative and lead by example.
Second, it is necessary to understand your
particular group and learn what works with
them. Surveys, health plan analytics and
participation statistics are helpful. Nearly
as useful is studying your demographics
and considering what makes them tick.
34%
of Americans
age 20 and older
are overweight.
Source: National Health and Nutrition
Examination Survey,
U.S. Centers for Disease Control
fast fact
5
Wellness is
not only a
scal issue. It
is also the right
thing to do.
TIMOTHY BERG
FROM PAGE 29
THE
LIST
HEALTHIEST EMPLOYERS MIDSIZE FIRMS
1
31
MARCH 16, 2012
Compiled by
DALE BROWN
Another look...
About this list
Health challenges: Diabetes
SOURCE: Healthiest Employers LLC
NOTES: DND did not disclose NA not available
1 251 to 1,499 employees
2012 Phoenix Business Journal. All rights reserved
www.scoopreprintsource.com.
Rank
2012
Address Web
Employment:
Local
Total
Type of
Top local executive
1
SmartPractice
3400 E. McDowell Road 602-225-0595
Phoenix 85009 www.smartpractice.com
330
525
provider of
products and
services for
health care
practices
company sponsors a series of challenges for
individuals and teams, has partnered with
corporate wellness company Kronos to conduct
annual health screenings and provide coaching
Curtis Hamann M.D.,
CEO
1969
2
Healthways Inc. 800-295-4993
1445. S. Spectrum Blvd., Ste. 100
Chandler 85286 www.healthways.com
400
2,600
wellness, health
care consulting
company focuses on well-being improvement,
and when it cant directly provide a service, it
partners with other organizations such as a gym or
nutritionist
Debbie James,
v.p., general mgr.
1999
3
SCF Arizona
3030 N. Third St. 602-631-2300
Phoenix 85012 www.scfaz.com
450
480
workmans comp
insurance
provider
in consultation with the Arizona Wellness Council,
program began in 2005 with healthier food in the
cafeteria and employee exercise classes that are
now often full
Don Smith,
CEO
1925
4
Blue Cross Blue Shield of Arizona
8220 N. 23rd Ave. 602-864-4400
Phoenix 85021 www.azblue.com
1,383
1,383
health insurance
company
programs feature rewards and goals: health-orient-
ed activities generate rewards points, Performance
Plus Wellness goal links an annual health
assessment, behavioral changes to March payday
boost
Richard Boals,
president, CEO
1939
5
Fennemore Craig PC 602-916-5000
3003 N. Central Ave., Ste. 2600
Phoenix 85012 www.fennemorecraig.com
340
400
law rm
program builds wellness into daily activities with at
least three wellness-related activities each week,
with team and individual competitions focusing on
tness and healthy living
Timothy Berg,
managing partner
1885
6
Rio Salado College
2323 W. 14th St. 480-517-8000
Tempe 85281 www.riosalado.edu
510
510
community
college
programs purpose is to provide programming,
activities, classes, resources and growth
opportunities for employees, especially as the
district moves towards smoke-free, tobacco-free
policy
Chris Bustamante,
president
1978
7
TriWest Healthcare Alliance
16010 N. 28th Ave. 888-874-9378
Phoenix 85053 www.triwest.com
935
1,725
health care
provider for
military families
in western U.S.
subsidized healthy lunch options, reimbursed
tness fees, offers tobacco cessation education
and coaching, interactive tness and nutrition
programs, onsite Weight Watchers and onsite
organic produce delivery
David McIntyre Jr.,
president, CEO
1996
8
Midwestern University
19555 N. 59th Ave. 623-572-3200
Glendale 85308 www.midwestern.edu
570
1,040
graduate-level
health care
sciences
university
on-campus workout facility free for faculty, staff and
dependents; online pedometer allows employees to
earn health miles which turn into extra dollars for
being active
Kathleen Goeppinger,
president, CEO
1996
9
American Trafc Solutions
7681 E. Gray Road 480-443-7000
Scottsdale 85260 www.atsol.com
500
700
equipment
provider for
trafc speed
enforcement, toll
collection
beginning in 2011, company offered onsite screenings,
health coaching, promotional materials, free
mammograms, onsite tness classes, discounted
fresh fruit sales on Thursdays, free u shots
James Tuton,
CEO
1992
10
Kitchell Corp.
1707 E. Highland Ave. 602-264-4411
Phoenix 85016 www.kitchell.com
404
580
construction,
real estate
management
rm
launched in 2009, program now includes annual
risk assessments, biometric screenings, health fair,
fresh fruit basket deliveries to all ofce locations
and job sites every week
James Swanson,
CEO
1950
11
Scottsdale Insurance Co.
8877 N. Gainey Center Drive 480-365-4000
Scottsdale 85258 www.scottsdaleins.com
1,400
1,400
insurance
provider
a yearly health assessment that associates
complete has shown the company areas of health
to be targeted, and the aggregate information is
shared with employees
Mike Miller,
president
1982
12
Redex Trafc Systems Inc.
23751 N. 23rd Ave. 623-207-2000
Phoenix 85085 www.redex.com
386
386
road safety/
speed
enforcement
camera
equipment
provider
walking path at Redex headquarters snakes
between departments, up a ight of stairs, and
then around the building; walking is the corner-
stone of new wellness program
Karen Finley,
CEO
1999
13
Medicis Pharmaceutical Corp.
7720 N. Dobson Road 602-808-8800
Scottsdale 85256 www.medicis.com
425
643
independent
specialty
pharmaceutical
company
employee feedback regarding the tness center
expansion, nancial seminar and philanthropic
events, and company-sponsored yoga and pilates
classes four times weekly has been positive
Jonah Shacknai,
chairman, CEO
1995
14
Take Charge America
20620 N. 19th Ave. 623-266-6371
Phoenix 85027 www.takechargeamerica.com
317
337
nonprot
nancial
education, credit
and housing
counseling
$20 monthly discount on healthcare premium for
employees who complete a health risk assessment
by a medical provider and an 8-week health module
of their choice
John Fisher,
CEO
1987
15
Southwest Human Development
2850 N. 24th St., 602-266-5976
Phoenix 85008 www.swhd.org
693
724
nonprot
provider of early
childhood
education and
support services
rewards program offers points for participating in
health education, exercising, eating healthier,
completing wellness screenings, etc.; points may
be exchanged for movie tickets and other prizes
Ginger Ward,
CEO
1981
BY MARY SHINN
U
nitedHealthcare of Arizona re-
invented its workplace wellness
program through insurance dis-
counts and achieved a 76 percent
participation rate in three years.
The comprehensive program gives
employees nancial rewards based on
customized wellness scorecards to track
each persons improvement, said spokes-
man Will Shanley.
For the rst two years, employees
received points for participating in well-
ness assessments and taking preventive
health measures, said Cheyenne Au-
tumn, director of health and wellness
strategies at UnitedHealthcare.
For the rst year, participation was
worth up to $450 in the form of a
health insurance premium
discount or a deposit into
a personal health sav-
ings account.
As the program
grew in popular-
ity, the company
decided to offer up
to $600 in discounts
for employees and
their spouses, for
a possible total of
$1,200 in savings
per household.
The dollar
amount of the discount received de-
pends on the steps the employee takes to
reduce health risks.
The scorecards track indicators of
wellness, including body mass index,
blood pressure and cholesterol. The
program is voluntary, and
accommodations were made
for people unable to complete
certain tasks.
As a result of the program,
the company saw many more
employees across the nation
taking steps to protect spe-
cic aspects of their health.
For example, the number of
diabetic employees who got a
test that measures how their
treatment plan is working
increased from 53 percent
in 2009 to 80 percent in 2011.
Also during that period,
the number of employees
receiving annual
physicals jumped from 39 percent
to 73 percent.
To foster change, United-
Healthcare offers outlets of
support for employees with spe-
cic needs. It offers smoking
cessation and stress manage-
ment programs and is partner-
ing with Weight Watchers for
a weight-loss program.
To raise awareness about
stress, the company uses
Biodots, tiny skin thermometers that
stick to a persons hand and function like
mood rings. If an employees dot turns
black, it alerts that person to assess and
reduce his or her stress level.
For other companies interested in
implementing comprehen-
sive wellness programs, Au-
tumn said the best strategy
is to have senior leadership
support and develop a long-
term plan.
She works with other
employers to implement such
plans, and she noted that if
financial incentives are less
than $125, the company is un-
likely to achieve more than
50 percent participation.
Regardless of the incentive
level, Autumn said reach-
ing full participation
can be difficult because
some people simply
dont want to change.
Ive had people tell me: I
dont want to know how un-
healthy I am, she said.
Autumn said some people
dont participate because
they worry their privacy will
be invaded by the track-
ing program information,
although the data in such
wellness programs is kept
confidential.
UnitedHealthcare of Arizona
RANK: 1, large companies
DESCRIPTION: Provider of health benet
programs
TOP LOCAL EXECUTIVE: Jeri Jones, president and
CEO
FOUNDED: 1972
WEB: www.uhc.com
business? UnitedHealthcare has been of-
fering worksite wellness programs to its own
workforce, as well as employers in Arizona
and nationwide, for nearly a decade. We have
helped pioneer some of the key advances in
worksite wellness, including the use of on-site
and at-home biometric screenings, nancial
incentives to encourage participation, and
innovative coaching programs that help our
employees live healthier lives.
Our programs have evolved over time,
becoming more customized and effective.
UnitedHealthcares current program, called
Personal Rewards, provides employees with
scorecards featuring customized informa-
tion, nancial incentives, and ongoing sup-
port to drive behavior change and encourage
specic health actions.
seen? It is difcult to estimate the exact cost
of UnitedHealthcares wellness program, as
the costs are spread over the entire organiza-
tion. In regard to return on investment, we
have demonstrated a positive return as early
as the second year of the program.
workplace wellness plan? When United-
Healthcare conducted our
wellness program, one
employee decided why
not, since he would be
saving money on his
premiums.
His primary care
physician ran tests
and was still getting
ambiguous results,
so the physician
suggested the
employee see a
cardiologist. The
UnitedHealthcare rewards worker participation
UnitedHealthcare employees Jared Moen, left, and Michael Saavedra enjoy working out at the Golds Gym in the CityScape complex in
downtown Phoenix. They are among the many participants in the companys Personal Rewards wellness program.
2012
HEALTHIEST
EMPLOYERS:
Large Companies

Encourage
workers to
participate
in wellness
programs
by offering
incentives.
Jeri Jones
UnitedHealthcare
1
Cigna HealthCare of Arizona
DESCRIPTION: Health insurance provider
TOP LOCAL EXECUTIVE: Stephanie Gorman,
president and general manager
FOUNDED: 1972
WEB: www.cigna.com
business? Cigna has had health and well-
ness programs available for more than 30
years, but created a more robust enterprise
health and wellness strategy in 2006. Our
initial goals were to raise awareness about
risk factors, the importance of preventive
care, completing a health risk assessment,
and taking steps to live a healthy life through
physical activity, healthy eating, work-life
balance and other areas. Our strategy has
evolved over time to target top drivers of
poor health, offering incentives for healthy
behaviors, reaching beyond our employees
to include their children and family. We have
also expanded programs on-site, telephoni-
cally and virtually.
workplace wellness plan? Weve had great
local success through the annual enter-
prisewide Shape Up Cigna Healthy Life Team
Challenge, which
launched in 2010.
Through the pro-
gram, Cigna encour-
ages its employees
and their families
around the globe
to develop healthy
habits. Employees
take the challenge
by teaming up with
their families and co-
workers to run, walk,
bike and hike togeth-
er. Teams track their
total weight loss and
the total number of
minutes they engage
in healthy physi-
cal activity. In 2011,
more than 75 teams of Arizona employees
and their families rose to the challenge, with
a total of 714 pounds of weight loss and
901,357 minutes of activity.
of implementing a wellness program? The
effects of poor lifestyle choices can be a
burden for everyone, including employers. For
example, we know obesity and diabetes are
skyrocketing, and the price tag is in the bil-
lions for our nation. An investment in a well-
ness program will ultimately help to boost
productivity, employee health and morale,
and potentially lower health care costs.
American Express Co.
DESCRIPTION: Financial services
TOP LOCAL EXECUTIVE: Tammy Weinbaum,
senior vice president and general manager
FOUNDED: 1850
WEB: americanexpress.com
workplace wellness plan, and how did
you decide what program was best for
your business? American Express has
had wellness programs in place for several
years, but expanded them in 2009 to a
comprehensive and integrated program
following the development of a ve-year
health and productivity strategic plan. Our
strategy focused on member engagement
and comprehensive health management
coupled with ongoing measurement and
monitoring.
The foundation of our wellness program
was developed following a review of
American Express health and disability
claims data, completion of the Health
Enhancement
Research
Organization Best
Practice Scorecard
and a review of
previous health risk
assessment data.
How much has it
cost you to run that
wellness program on
an annual basis, and
what kind of return
on investment have
you seen? American
Express does not
disclose the nancials
related to the cost to
run the program and
return on investment
of our corporate wellness programs. However,
since introducing the program, we have seen
tremendous engagement among employees
and improvements in a variety of health risk
factors, including physical inactivity, obesity,
tobacco use and stress, but we believe the
investment pays signicant dividends in
many ways, including employee satisfaction.
workplace wellness plan? One employee
wrote: I began my journey in October 2010
by meeting with the health counselor, and
participating in Zumba and strength and
stability training on our Phoenix service
center campus. On days that I dont work
out at our activity center, I walk with a target
of 15,000 steps daily. Ive lost a total of 63
pounds and gained a healthier lifestyle. I no
longer believe in diets its called a lifestyle
change. Not only do I get compliments daily
from those I work with on how much better
I look, but I fall asleep each night feeling so
much healthier than I have in years.
Another wrote: I just wanted to tell you
how much I appreciate all the healthy living
activities that American Express sponsors.
Its really making a difference in what I eat,
how I live and my overall health. I can tell
already that my energy levels are improv-
ing and my stress levels are coming down.
I enjoy the organic veggies and the many
opportunities American Express is providing
to make our lives better. I have also gotten
my spouse involved in the changes, and it has
improved our lives.
businesses weighing the cost benets of
implementing a wellness program? Success
takes time. Businesses should be prepared
for a three- to ve-year time frame to begin to
see quantiable results. Set goals and mea-
sure progress regularly. Be prepared to make
programmatic shifts if necessary to remain on
course. Wellness should be viewed as a holis-
tic culture shift, not simply a program. Use ex-
ternal awards and industry benchmarking as
a method of continuous quality improvement.
Be aggressive and creative in the ways you
communicate your program. It helps drive
engagement and, ultimately, success.
Dignity Health Arizona
DESCRIPTION: Hospital system
TOP LOCAL EXECUTIVE: Linda Hunt,
senior vice president of operations
FOUNDED: 1895
LOCAL OFFICES: Chandler, Gilbert and Phoenix
LOCAL EMPLOYEES: More than 8,000
WEB: dignityhealth.org
business? Since the mid-1990s, Dignity
Health Arizonas leadership has been working
to implement and grow employee wellness
programs. The vision has been to establish
a work environment that promotes and
supports healthy lifestyles for all staff
members. We want to give our employees a
greater understanding of healthy living, an
opportunity to engage in healthy activities,
and support in making lasting improvements
to their well-being.
Because our business is good health, we
decided that our programs would focus on
the total person mind, body and spirit
(physical, mental and spiritual well-being).
Formal wellness programs were established
at Chandler Regional Medical Center in
1995, at Mercy Gilbert Medical Center when
it opened in 2006, and at St. Josephs Hospi-
tal and Medical Center in 2010.
seen? Wellness programs for our organiza-
tion are well worth the cost. The return on in-
vestment is priceless given the positive health
changes some of our employees have made
as a result of our offerings. Because of our
programs, several employees have developed
regular exercise routines and healthier eating
habits. Some have formed challenge groups,
which help them set tness goals and provide
them with support and encouragement.
Chandler Regional employee Charles
Hutchison is a great example of the power
of participating in these programs. From
a starting weight of 590 pounds, he has
lost 380 pounds through diet, exercise and
employee wellness encouragement. He
was Dignity Healths motivator for the P.F.
Changs Rock n Roll Arizona Marathon. His
story has served as a model for others in our
organization to get moving.
An investment
in a wellness
program will
ultimately
help to boost
productivity.
STEPHANIE GORMAN
An
in
pro
u
he
pro
Wellness should
be viewed
as a holistic
culture shift,
not simply a
program.
TAMMY WEINBAUM
employee and the cardiologist thought it
would be a quick visit, but the extra tests
showed the employee had three blocked
arteries; one was 100 percent blocked and
the other two were 80 to 90 percent blocked.
Two days later, the employee underwent a
life-saving triple-bypass operation. Twelve
weeks later, the employee was snorkeling in
the Caribbean.
In a letter to UnitedHealth Group CEO
Steve Hemsley, the employees wife wrote:
The programs you offer employees at
UnitedHealthcare saved my husbands life.
The convenience of the program on-site, and
the opportunities to earn points and reduce
health care premiums were instrumental
in his participation. The fact that United-
Healthcare invests in these programs is an
invaluable benet and a model for other
companies.
of implementing a wellness program? Here
are some best practice tips that employers
can follow to ensure their programs have the
greatest impact. Start by developing a de-
tailed plan that includes short- and long-term
objectives and outlines important factors,
such as budget restraints. Set up a wellness
committee and identify wellness champi-
ons who will help drive the programs scope
and implementation.
Encourage workers to participate in well-
ness programs by offering incentives such as
gift cards, lower health insurance premiums,
cash bonuses, discounts and contributions
to health savings accounts. Participation
rates in wellness programs more than double
when employers offer incentives.
2
3
4
Dont
hesitate.
Start
now.
LINDA HUNT
FROM PAGE 32
47%
of employers
provide voluntary
cost-effective health care
benets in the workplace
to ensure employee satisfaction.
Source: Prudentials Sixth Annual Study
of Employee Benets:
Today & Beyond
fast fact
Patients Come First
The next time you are seeking
a family practitioner, internist,
pediatrician, OB/GYN, cardiologist
or any other type of physician, use
the free Physician Search tool at
www.mcmsonline.com
or call 602-252-2844
for a free referral.
Maricopa County Medical Society physician
members: Keeping Arizona families healthy
for 120 years, and counting.
program? Dont hesitate. Start now. This is
a great investment in your employees and
in your company. A successful employee
wellness program improves your employees
health, increases employee satisfaction,
helps draw and retain talent, and can
indirectly impact your health care costs.
Freescale Semiconductor Inc.
DESCRIPTION: Semiconductor design and
manufacturing
TOP LOCAL EXECUTIVE: Jim Baillie,
vice president of global quality
FOUNDED: 2004
LOCAL OFFICES: Chandler and Tempe
WEB: www.freescale.com
business? Our wellness program began
prior to our 2004 spinoff from Motorola; it
has been a part of our culture for more than
25 years. It was important from the begin-
ning that our approach to wellness be com-
prehensive and supportive of all employees,
no matter where they were in their wellness
journey.
We have an on-site activity center that
is central to our wellness program, and we
were very purposeful in choosing to call it
an activity center instead of a gym, because
it is a place where employees can come to
gain benet about all aspects of wellness,
not just tness.
Our activity centers have degreed and
certied tness specialists who work one-
on-one with employees. All employees are
encouraged to attend a tness consultation
to assist in developing an exercise program
specic to their personal goals. Freescale
also offers a variety of free group exercise
classes, including Zumba, yoga, group
cycle and relaxation classes. Employees
also are invited to attend various seminars
and workshops on topics from gardening
to nancial planning to healthy cooking
classes to nutrition. In addition, each site
is equipped with personal trainers, mas-
sage therapists and reexologists to offer a
convenience and variety of services for all
employees.
seen? The cost is a fraction of what is paid for
in medical claims and is a good investment
in our employees health and well-being. Al-
though we have not formalized any ROI stud-
ies, we rely on data from research institutes
such as the University of Michigan, and we
know that the return on investment can vary
from 3-to-1 to 5-to-1 based on the comprehen-
siveness and results of the wellness.
success stories as a direct result of
your workplace wellness plan? One of our
most successful programs is our Biggest
Loser program. In 2011, we had 130
participants, and they lost a total of
516 pounds an average of 4.8 pounds
per person. The most weight lost by one
person during the eight-week program
was 32 pounds, by a male employee in
Tempe. Also, among our Biggest Loser
participants, 53.7 percent lowered their
blood pressure.
What advice do
you have for other
businesses that are
weighing the cost
benets of imple-
menting a wellness
program? What is
most important about
a wellness program is
that it is comprehen-
sive, well-supported
by senior leadership
and strongly commu-
nicated. With consis-
tent communication
and programming, it
becomes the drum-
beat and the culture
of the organization. Employees feel supported
when they walk in the doors and can sustain
JIM BAILLIE
The cost is
a fraction of
what is paid
for in medical
claims.
5
FROM PAGE 33
healthy behavior
changes that improve
their total well-being.
There are many
programs you can
implement that are
low- or no-cost. An
example of this is our
FitWalk program. We
have walking paths
on our campus that
are both indoors and
outdoors, and they
provide employees
with mileage markers
so they can track their
distance. This makes
getting up and moving
convenient and motivating. Whats important
is that you can start slow and build gradually.
Workers who report
they are stressed
incur health care costs that are
46%
higher than for nonstressed
employees.
Source: National Institute
for Occupational Safety and Health
fast fact
THE
LIST
HEALTHIEST EMPLOYERS LARGE FIRMS
1
35
MARCH 16, 2012
Compiled by
DALE BROWN
Another look...
About this list
Health challenges: Activity
SOURCE: Healthiest Employers LLC.
NOTES: DND did not disclose, NA not available
1 1,500 or more employees
2012 Phoenix Business Journal. All rights reserved.
www.scoopreprintsource.com
Rank
2012
Address Web
Employment:
Local
Total
Type of
Top local executive
1
UnitedHealthcare of Arizona Inc.
1 E. Washington St. 602-954-3302
Phoenix 85004 www.uhc.com
2,648
80,000
health insurance
provider
the Your Rewards for Health program uses
personalized scorecards to encourage healthy
behaviors; those who enroll can earn reductions in
their medical premiums by meeting goals
Jeri Jones,
president, CEO
1972
2
Cigna Healthcare of Arizona
25500 N. Norterra Drive 623-277-1000
Phoenix 85085 www.cigna.com
2,865
30,000
health insurance
provider
Healthy Life strategy focuses on increasing use of
preventative care, increase engagement into
maternity programs and health coaching, and uses
incentives to help meet health goals
Stephanie Gorman,
president, general mgr.,
Cigna Healthcare of
Arizona
1970
3
American Express Co.
20022 N. 31st Ave. 623-492-7474
Phoenix 85027 www.americanexpress.com
7,600
62,000
global travel
and nancial
services
company
wellness program features onsite medical and dental
care, onsite health coaches and dieticians,
subsidized or free onsite exercise classes, chair
massage, employee/family centered health
challenges
Tammy Weinbaum,
general manager
1961
4
Dignity Health 602-406-6939
222. W. Thomas Road, Ste. 212
Phoenix 85013 www.dignityhealth.org
8,380
45,000
health care
provider
wellness team makes sure the companys mission
is applied and the program goals are being
achieved; departments have come together to grow
a community garden
Linda Hunt,
senior vice president
of operations
1895
5
Freescale Semiconductor Inc.
1300 N. Alma School Road 800-521-6274
Chandler 85224 www.freescale.com
2,200
18,000
semiconductor
manufacturer
onsite activity centers offer employees a no-cost,
personalized tness assessment and a customized
exercise program designed to support wellness
goals; activity centers have exercise equipment
Rich Beyer,
CEO, president
2004
6
Shamrock Foods Co.
2926 W. Encanto Road 602-272-6721
Phoenix 85009 www.shamrockfoods.com
1,950
2,700
producer and
distributor of
food and dairy
products
program helps employees identify personal health
risks and provides motivation and support to help
employees make healthy choices, controlling health
care costs and improving company morale
Norman McClelland,
chairman, CEO
1922
7
Scottsdale Healthcare
7400 E. Osborn Road 480-882-4000
Scottsdale 85251 www.shc.org
5,400
5,400
health care
provider
Healthy Outcomes Program empowers staff
members to develop a lifestyle that includes health
promoting behaviors and regular preventative care;
associates have online access to aggregate
information
Tom Sadvary,
president, CEO
1962
8
City of Scottsdale
7575 E. Main St. 480-312-7906
Scottsdale 85251 www.scottsdaleaz.gov
2,179
2,179
municipal
government
employees have access to city tness facilities and
employee-only exercise classes; wellness classes
also cover nancial wellness, safety, nutrition, stress
management and medical self care
David Richert,
city manager
1951
9
Maricopa County
301 W. Jefferson St. 602-506-3011
Phoenix 85003 www.maricopa.gov
12,361
12,361
county
government
new onsite group tness studio program offered
12-week training course for volunteers who are now
group exercise class instructors in body condition-
ing and other classes
David Smith,
county manager
1871
10
Salt River Pima-Maricopa
Indian Community
10005 E. Osborn Road
Scottsdale 85256 480-362-7838
1,671
1,671
tribal
government
WellPath offers an incentive program with
participants earning time off, income or contribu-
tions to their health savings plan; incentives cover
physical activity and preventive medicine practices
Diane Enos,
president
2010
11
GoDaddy.com
14455 N. Hayden Road 480-505-8800
Scottsdale 85260 www.godaddy.com
2,802
3,363
Internet domain
name registrar,
website hosting
service provider
onsite u shots, biometric screening, health
coaching; subsidized, nutritious meals available for
$2 at all ofce locations; company-sponsored
running clubs, softball teams and bowling leagues
Warren Adelman,
CEO
1997
12
Hospice of the Valley
1510 E. Flower St. 602-530-6900
Phoenix 85014 www.hov.org
1,553
1,553
nonprot
hospice care
provider
premiums reduced for employees participating in
biometric screening and health risk assessment,
and/or do not smoke; employees have lost 3,174
pounds in ofce challenge
Susan Levine,
executive director
1977
13
City of Phoenix
135 N. Second Ave. 602-262-6608
Phoenix 85003 www.phoenix.gov
14,000
14,000
municipal
government
the city expanded its health program by offering
biometric screening and offered incentives to
employees who completed a condential health
risk assessment with biometric data included
David Cavazos,
city manager
1881
14
Apollo Group Inc.
4025 S. Riverpoint Pkwy. 602-254-0086
Phoenix 85040 www.apollogrp.edu
10,000
16,000
provider of
higher education
for working
adults
the Healthy Living Revolution has 250-plus trained
wellness volunteer leaders called the Revelers, and
they help promote new initiatives and host
challenges, healthy potlucks, etc.
Joseph DAmico,
president
1973
15
Kyrene School District
8700 S. Kyrene Road 480-541-1000
Tempe 85204 www.kyrene.org
2,000
2,000
elementary
school district
WOW (Win on Wellness) had 28 teams in its 2011
Biggest Loser challenge, with 654 employees
combining to lose 5, 888 pounds; 2012 version now
forming
David Schauer,
superintendent
1888
On the move
Calories used per hour in
common physical activities
Moderate exertion
Hiking 370
Light gardening/yard work 330
Dancing 330
Golf (walking and carrying clubs) 330
Bicycling (less than 10 mph) 290
Walking (3.5 mph) 280
Weight lifting (general light workout) 220
Stretching 180
Vigorous exertion
Running/jogging (5 mph) 590
Bicycling (more than 10 mph) 590
Swimming (slow freestyle laps) 510
Aerobics 480
Walking (4.5 mph) 460
Heavy yard work (chopping wood) 440
Weight lifting (vigorous effort) 440
Basketball (vigorous) 440
Leisure-time inactivity
2008 county-level estimates of adult
(20 years and older) physical inactivity
Apache County 28.9%
Cochise County 23.1%
Coconino County 17.1%
Gila County 24.1%
Graham County 27.0%
Greenlee County 26.9%
La Paz County 29.4%
Maricopa County 19.0%
Mohave County 26.7%
Navajo County 24.0%
Pima County 19.7%
Pinal County 23.0%
Santa Cruz County 17.0%
Yavapai County 20.2%
Yuma County 22.7%
Note: Figures based on a person weighing 154 pounds.
Calories burned per hour will be higher for persons
who weigh more and lower for persons who weigh less.
BY MELISSA KOSSLER DUTTON
Contributing Writer
C
reating a suc-
cessful well-
ness program
takes more
than inviting folks
from the local
hospital into the
conference
room to per-
form health
screenings.
Companies looking to run a worth-
while program need to have a well-
thought-out plan, said William Baun,
president of the National Wellness
Institute in Houston.
Successful wellness programs require
engaged leadership at all levels, employee
input and good communication, he said.
When it comes to meeting goals, a good
plan is more important than a lot of capi-
tal, he said.
It takes an organized effort, he said.
You want to start where its going
to work.
Wellness programs which run
the gamut from walking clubs to
company-operated tness cen-
ters to offering healthy food
choices in the cafeteria can
help businesses reduce their
health care costs and improve
productivity by creat-
ing a healthier, happier
workforce.
Health care costs at
companies that consis-
tently offer wellness
programs increase at
annual rates 15 percent
lower than others, ac-
cording to a 2011 study
by insurer Highmark
Inc. The study also found
the annual savings per
participant was $332.
Encouraging more busi-
nesses to offer comprehensive
workplace health programs is
one of the objectives of Healthy
People 2020, a federal initia-
tive designed to create a
healthier population.
Baylor University Pro-
fessor Ann Mirabito has
identied six factors that
contribute to quality work-
place wellness programs.
She published a study with
Baun and another expert on
the topic in 2010. The suc-
cessful companies the group
researched did not necessar-
ily incorporate all six factors,
but all took a comprehensive
approach to their programs,
she said.
Like Baun, Mirabito sees
company leadership as critical
to success.
The CEO must not be just
a supporter, but a cheerleader
for the wellness program, she
said.
The CEO also must choose
wisely when selecting an
employee to administer the
program. That person must be
passionate about the job and
full of integrity, she said.
Thats because health issues
are sensitive, and employ-
ees will not participate
if they dont trust the
person in charge, Mira-
bito said.
It also is useful to nd members
of the workforce to help promote
the programs value, Baun said.
You have to have people out
there who are enthusiastic
about the program, he said.
When wellness aligns with
the companys mission or busi-
ness plan, those programs have a
greater chance of success, Mira-
bito said. Companies that empha-
size worker safety or are in health
care-related industries, for example,
often have effective programs.
Employees must view the programs as
high-quality and relevant to their lives,
Mirabito said.
Wellness is dealing with a very
personal part of employees lives, she
said. If they dont feel the program is
high-quality, they are not going to get
engaged.
The best way to engage employees is to
get their input while planning the pro-
gram, Baun said. Find out what health,
diet or exercise issues are most impor-
tant to them and develop programs that
address those concerns, he said.
Employees need to be able to access the
program easily. If the company operates
around the clock, the programs, classes
and exercise facilities need to be available
during every work shift, he said.
Companies can make wellness more
convenient by providing on-site classes,
discussions and coaching opportuni-
ties, Mirabito said. Even small changes
such as offering healthier foods at the
cafeteria or in the vending machines
helps employees, she said. The programs
should include employees at every level,
from the cleaning crew to top managers,
Baun said.
Identifying community partners that
can help employees often contributes
to the success of a wellness program,
Mirabito said. Partnerships with other
organizations can help companies give
their employees access to health services
the company cannot provide, she said.
Partnerships with the YMCA,
for example, can provide a
way for employees to exer-
cise. Some companies work
with hospitals or medical
centers to provide a health
clinic at the ofce.
One challenge companies
may face is maintaining
communication with
employees. Often, the job
involves sharing complex
information that employees
are not interested in hearing,
she said.
Companies should look
at all the tools they have
available to convey the
information. Posters, email,
internal websites and
newsletters all should be considered.
The communications need to be
ongoing, and they need to be novel and
interesting to employees, Mirabito
said.
Once a wellness program is established,
company leaders need to do more
than nurture it, Mirabito said. She
recommends they set goals and measure
progress. Employers can track progress
by watching health care costs, employee
morale and productivity.
This is not a feel-good, nice-to-do
initiative, she said. Its one of the most
powerful initiatives a CEO can do.
Melissa Kossler Dutton is a freelance reporter for
Columbus Business First, a sister publication in Ohio.
Experts share strategies for implementing wellness plans
Potential benets
of workplace
wellness programs
to employers
Lower health care and
disability costs
Enhanced employee
productivity
Reduced employee
absenteeism
Decreased rates of illness
and injury
Enhanced corporate image
Improved employee morale
Improved employee
recruitment and retention
Increased organizational
commitment and creation
of a culture of health
Source: Centers for Disease Control
and Prevention
The CEO
must not
be just a
supporter,
but a
cheerleader
for the
wellness
program.
Ann Mirabito
Baylor University
WEB RESOURCES
www.nationalwellness.org
www.healthypeople.gov
John was recognized as the physician category,
Health Care Hero in 2005. He was awarded
this great honor for his good work in
founding Las Fuentes Health Clinic in
his hometown of Guadalupe. Because
of Johns efforts, free and low-cost
health care is provided to the
areas predominately poor and
uninsured population.
Dr. John Molina
The Phoenix Business Journals Health Care Heroes is a special
awards program to recognize the outstanding achievements of
individuals and organizations in the health care eld. Below are
the categories in which nominations will be accepted:
Community Outreach Dental Health Care Education
First Responder Lifetime Achievement Non-Physician
Nursing Physician Researcher/Innovator
Service Philanthropy Health Care Volunteer
For a description of each category or to submit a nomination, please visit
http://bizjournals.com/phoenix/nomination
For questions regarding the nomination process or the awards breakfast,
please contact Events Manager, Jo Pullen at 602-308-6531 or jpullen@bizjournals.com.
Finalists will be selected from each category. Winners will be
announced at an awards breakfast in August and will also appear
in a special section of the Phoenix Business Journal.
2 0 1 2
NOMINATIONS NOW OPEN!
Premier Sponsors: Presenting Sponsor: Associate Sponsor:
The Phoenix Business Journal talked to some
local businesspeople who set the bar for their
companys healthy workplace environment.
Here are just a few local business leaders and
their tips on staying well both at the ofce
and at home.
Pete Bolton
Executive vice president and
managing director
Grubb & Ellis
How do you stay t? Men-
tal tness is as important as
physical tness, so every day
I wake up with the attitude
that its going to be another good day. On the
physical front, I work out four days a week at
the gym and lift weights aggressively with a
trainer. People ask me all the time why I have
a trainer. Even in the days when I couldnt
afford a trainer, I had a trainer because if I
didnt, I knew I wouldnt show up. On the
weekends, I either climb Camelback Moun-
tain or I ride my mountain bike along the ca-
nal. Plus, I work around the house constantly.
Im always in motion.
How do you manage stress? The way I
manage stress is attitude, No. 1. If you have
that good, positive attitude, it almost doesnt
matter what happens in your life; you know
it will get better. It may take awhile, but it will
get better. The other part is, I blow out stress
at the gym. Thats one reason I use a trainer.
He pushes me harder than I push myself.
What is your healthy workplace strategy?
I dont think you can mandate health. There
are billions of dollars spent on workplace
wellness by big companies, but if manage-
ment isnt leading by example, it all goes by
the wayside. That being said, my healthy
workplace strategy is to lead by example.
Employees will notice. If one of the bosses
is in the gym, its pretty smart, from a career
standpoint, to be down there lifting with him
or working out on the Stairmaster.
Dr. Coral Quiet
Partner
Arizona Breast Cancer
Specialists
How do you stay t? Its a
struggle I try to hike two to
three times a week.
How do you manage stress? Yoga is an ac-
tivity that I nd to be very helpful, I also enjoy
meditating for ve to 10 minutes, right after
I get home. I hide in my bedroom as I change
clothes and just try to clear my mind. It helps
me transition from doctor to mom.
Try to keep my schedule realistic. When it is
overscheduled my stress levels soar. I like to
keep the noon hour unscheduled to allow for
phone calls or unexpected problems. I also
changed my desk chair to a ball chair. It has
helped my core strength and reduced back
and shoulder pains.
How do you spend your lunch hour? Its
our catch-up time or time for an emergency
patient to get seen. On those rare days that
its not busy, I love to listen to a relaxation
tape.
Tips for healthy lifestyles
What is one healthy eating tip? The small
bags of nuts almonds or cashews that
Trader Joes sells is a great snack, portion
controlled, easy to keep in my desk or purse
for those days when I am starving and the
cookies or donuts are in the break room.
Greg Lehmann
Managing director
Biltmore Bank of Arizona
How do you stay t? Try to
run about 12-15 miles a week
and chase after my two young
boys.
How do you manage stress? Exercise is a
great stress reliever, and talking through is-
sues and challenges with friends and family.
Avoid the candy bowls. They pop up around
the ofce during the holiday, but I try to stay
away.
How do you spend your lunch hour? Hope-
fully, Im out with clients or new prospects.
Share one healthy eating tip with read-
ers? My wife is a nutritionist, and her two
main points are dont skip breakfast and use
portion control.
Paul Mittman
President and CEO
Southwest College of
Naturopathic Medicine
How do you stay t? I ride
my bicycle about 120-150
miles per week. Usually I
ride early in the mornings.
I love the experience; its like a three-hour
meditation that helps me stay focused and
in the present. I also compete in bike races.
Recently, I did the Tour de Scottsdale in two
hours and 53 minutes, which was a huge ac-
complishment for me.
How do you manage stress? My No. 1
technique is to not keep things bottled up
inside. I am very open with the people I work
with, and I am married to someone who is an
excellent listener. I also make sure to follow a
regimented diet, exercise and avoid inam-
matory foods.
It is very important that all employees treat
each other respectfully. We also support a
health-promoting environment that offers
employee discounts at our clinics and
dispensaries. Our employees can also take
up to two classes at the school per year,
tuition free.
How do you spend your lunch hour? I live
close to the school, so I go home for lunch a
lot. It is a great stress reducer because its
quiet at home. I can also eat home-cooked
food, which is heathier than eating out at
restaurants.
What is one healthy eating tip you can
share with readers? When eating, try to eat
with as few distractions as possible such as
the TV, radio or even reading. Strive to enjoy
your food and the company around you to get
full nourishment.
Bolton Lehmann
Mittman
Quiet

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A healthy attitude
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Healthiest Employers 2012
At SCF Arizona, were excited to be recognized as an employer
that cares about workers health. SCF is big on safety and wellness
in the workplace because they positively impact morale and productivity.
Want to know more? Call us for a Quick Quote or visit scfaz.com
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