The Ruan Plan
Ruan Transportation Management Systems has had a wellness program for at least 10 years but Human Resources Director Sharon Calkins says good health has always been a part of the company culture.
"We recognize that it's not always easy for drivers because the lifestyle doesn't always lend itself to wellness activities," she says, "But at our benefits presentations we really emphasize the importance of taking care of yourself and keeping fit. We reinforce that with mailing to employees' homes, posters, flyers and information on the intranet."
The company also encourages healthier lifestyles by reimbursing 50% of the cost for qualifying diet or stop-smoking programs or even memberships in fitness clubs.
"It's not just for drivers but their families as well," notes Calkins. "We have been pleased that quite a few drivers and their families have participated in the reimbursement program. It's available to all employees and initially we didn't think drivers would pay much attention to it, but they have."
Ruan employees can choose from several health care plans but the basic coverage, offered at no charge even for family coverage, has a variety of benefits aimed at health maintenance and claims prevention.
Although the deductible is high, annual physicals for employees and dependents are fully covered. So are immunizations and other preventive measures. At the other end of the wellness scale, employees or family members with serious illnesses are assigned a nurse who monitors their treatment and works with the patient and family to make sure they're getting the proper care.
The company subscribes to an Employee Assistance Program offering telephone counseling regarding financial or emotional concerns. If the problem is serious the EAP provides referrals to local resources for assistance or face-to-face counseling.
For employees who choose the high-deductible plan, optional Health Savings Accounts (HAS) enable them to set aside money for medical expenses. Contributions are tax deductible if they meet IRS rules and earnings are tax-deferred. These are not "use it or lose it" programs. HAS investments and earnings not used for medical expenses can be withdrawn, without penalty, after the employee reaches age 65.
Recently, Ruan introduced a "consumer driven health care" program designed to increase awareness of health care costs and, in doing so, encourage employees to take care of themselves. "We're trying to help people really think about what they can do to reduce not just their medical costs, but the company's costs," notes Calkins.
While monetary payback is hard to measure, Calkins notes that Ruan, which is self-insured, does enjoy significantly lower health care costs than others in the industry. But that's not the only benefit.
Wellness is a corporate philosophy, she explains. "It's not just that we're going to provide a medical benefit so we can be competitive and get drivers. We're saying "we want to help you take care of yourself. We want you to feel good. We want to help you be productive.' Our turnover rates are significantly lower than the industry and I would attribute at least part of that to this philosophy."
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