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August 25, 2011

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AWM

Simple fix..take out the scooters at the "super center". If you had to walk around to pick up all of that food wouldn't that count for a few calories burned? Just sayin'!

Harris Reynolds

A better idea would be to buy foods with less *sugar*. Just sayin.

Shannon

Last time I checked, they also sold cheap exercise equipment and gear.

Jason

The idea that someone else outside of ourselves is to blame for any of our issues is so lame. Don't people feel weak and useless blaming all their ills on someone else? I blame myself for not slimming like I should. I know it's my fault and the solution is mine as well. These blame game articles are so self defeating.

Tom Abshire

I enjoyed your post, “Your Employees are Fat – Blame the Wal-Mart Supercenter.” But I disagree with your assertion that legislation is stacking the deck against businesses incentivizing employees to get healthier – and that these attempts to drive sustained behavior change are failing.

While HIPAA, PPACA and GINA regulations may seem in flux, in actuality now and in the future there’s even more latitude for employers to promote healthy lifestyles among their workforces. For instance, the final HIPAA nondiscrimination regulations issued at the end of 2006 give employers additional room to offset healthcare premiums by as much as 20 percent for those employees who participate in bonafide wellness programs; the new 2010 PPACA expands that amount to 30 percent. And with regard to GINA regulations, the Equal Employment Opportunity Commission recently stated that employers and other entities “may use the genetic information voluntarily provided by an individual to guide that individual into an appropriate disease management program,” including ones that offer financial incentives for participation and/or achieving certain health outcomes. http://www.dcemploymentlawupdate.com/uploads/file/EEOC%20GINA%20Wellness%20letter.pdf

Employers today are effectively designing incentives for participation in programs designed to drive healthy behaviors and their outcomes, think “good driver discount” for good health. Many are using trusted third-parties with strong privacy policies so employees know any health information collected will not be used illegally by their employer or insurer.

Employers who are taking this approach are staying within the laws and seeing a big impact. For example Oschner Health System has used premium discount plan design to drive 85% participation in their health and wellness program and they’re seeing near term cost savings. http://us.virginhealthmiles.com/theproof/Pages/TheProof.aspx

Wellnesssucks

You know where I stand on all this. I think we should have Annie launch her own nutritional supplements brand at every Wal-Mart super center. For reals:

http://youtu.be/Ds-PEI-q8fs

XO

T

buy lasix

Of course, I don't believe that, but it's interesting to consider the blame game that always seems to land at the front steps of Wal-Mart. From research entitled Supersizing Supercenters? The Impact of Wal-Mart Supercenters on Body Mass Index and...

Joseph

In addition, you should factor in the empoyees. First they lose a few pounds from starving half to death, then there food stamp app is approved and they gain it all back plus some. I remember feeling like a full fledged employee for the first time when I used my empoyee discount card and foodstamp card together to buy my kids a birthday cake. Ive been anti-union my whole life but I'm feeling a little confused about the subject now.

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