Meat + Poultry - April 2005 - 30

to be healthier than one that doesn't,"
Gough adds.
P.S.F. began offering wellness benefits when a new wellness center opened in
Clinton, N.C., where one
of its two major packing
plants and farming operations is located. As a
corporate sponsor of the
wellness center, which is
part of a local hospital,
the company receives
corporate membership
rates for its employees.
The company reimburses employees $15,
one-third the cost of a
monthly membership, as
long as they use the facility three times per week.
The facility features a
computer-accessed entry
system, so the company
is able to use these logs
to ensure employees are
using the facility as required to participate in
the program.
The company offers the same incentive to employees at its corporate
headquarters in Kansas City, as well
as to workers at its other packaging
plant in Milan, Mo. However, these
employees are on an honor system to
do their workouts in order to receive
the monthly reimbursement, which
they can apply to any health club they
choose. To participate in the program,
employees are screened by a nurse,
who weighs them, takes measurements of their bodies and checks their
heart rate, blood pressure, etc. They
are then screened at later dates to determine the progress they are making.

employees and spouses covered by the
company's health insurance, which is
mandatory for employees unless they
can prove they have insurance through another
provider, can participate
in the wellness program.
About 60 percent participate, according to
Ivester. As part of the
wellness program, the
company pays for a variety of screenings, including a comprehensive cardiac profile. Results are
analyzed to determine
the employees' risk is
for suffering from a heart
attack or stroke. They are
then placed into one of
three categories.
Employees with normal laboratory values
and fewer than three
risk factors are offered
no further wellness benefits under this part of
the program. Fieldale is
more concerned about working with
those that are unhealthy, according to
Ivester. However, the company contracts with a local fitness center, and
healthy employees receive discounted
memberships.
Those with abnormal values and
fewer than three risk factors, or
normal laboratory values and three
or more risk factors, are eligible to
receive a free membership at a local
fitness center and participate in nutrition counseling classes.
Employees in the high-risk category, those likely to suffer a cardiac
event within the next five years - individuals who have abnormal laboratory
values plus three or more risk factors,
are currently experiencing chest pains
or have had a heart attack or stroke
in the past - are eligible for a stress
test/electrocardiogram. They also can
receive nutrition counseling from the
company's full-time registered nurse
and dietician, as well as cardiac reha-

"This is a
proactive
method of
detecting and
correcting
potential
health
problems."

For the heart
As Fieldale was developing its
wellness program, officials discovered that cardiovascular disease was
the most costly disease for workers.
Thus, it decided to focus the wellness
program on cardiovascular health. All

bilitation if the stress test is negative.
Fieldale is also focusing on diabetics and assisting employees with
weight control, and it offers free gym
memberships and nutritional counseling to these employees and their
spouses, if covered by the health plan.
Fit to win
Every employee participates daily
in "Flex and Stretch" and about 65
percent of Bar-S employees participate in the "Fit to Win" program,
which is offered to all workers. "Fit
to Win" focuses on several different
aspects of healthy living. The program
features a physical component, which
includes push-ups, chin-ups, running
and walking. Employees also undergo
a wellness assessment to determine
their heart rate, blood pressure, weight
and cholesterol. The final piece is
an annual activity tracking to trace
weight loss and workouts. Bar-S employees are eligible for partial reimbursement for gym memberships and
weight-loss programs.
The 2004 "Fit to Win" campaign
slogan was "Fit for Success" and included a challenge for salaried
workers, who were asked
to submit personal stories of how participation in the
program

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