Aetna, Inc. is a premier provider of health and financial services with 33,000 employees and 13,000 retirees located nationwide. Aenhance, Aetna's employee wellness program, is part of the employee benefits plan and a partner within a total health management strategy. Aenhance strives to strengthen synergy between preventive health services available at the workplace, through the health plan and within the community. Program initiatives are designed to compliment health plan benefits and fully leverage, rather than duplicate, plan offerings.
Glaxo Wellcome is a research-based pharmaceutical company with approximately 8,900 U.S. employees who are committed to fighting disease by bringing innovative medicines to patients and their healthcare providers. Our employees are our most valuable asset. The company is committed to providing employees with high quality healthcare and benefits, safe working environments, entrepreneurial/independent work and management practices that support balance on and off the job.
Pfizer Inc (Pfizer) has an established reputation for valuing and investing in the health and well being of its employees, and Pfizer's leadership has set clear direction that Pfizer shall be a premier global employer. As the company celebrates its 150th year of operation, Pfizer is committed to integrating and aligning its Employee Health and Wellness strategy, goals, and incentives with the broader organization's mission: "Life is our life's work". Pfizer recognizes that the health, well being, and positive outlook of their employees are crucial to the company's continuing success.
This is a fine program which targets individual health improvement actions for firefighters, to reduce injuries, illness, and resultant costs, and to improve health knowledge. Fitness levels and performance toward the overall goal of improving quality of life is admirable. The addition of the personal trainer and the program inclusion of supporting clerical staff in the program is excellent. The internal studies of loss work days, hospitalization payments, medical payments, indemnity payments, and disability payments clearly demonstrate the financial impact of the wellness program. The graphic presentation is clear and compelling and participation rates are good, incentives are provided, and there are multiple year measurements over time in which participation increased from four percent to 70 percent. The program presents a model that can be emulated by other similar entities and some of these processes are going on.
As the leader in the disability insurance market, UNUM'S commitment to health and disability management within its own workforce is critical. UNUM not only leads with its products, but by example. In 1996 UNUM began to rethink its traditional, silo approach to the provision of health promotion (health education, fitness facilities, prevention and Employee Assistance Program), occupational health and safety, workers compensation and disability management programs. UNUM recognized that prevention programs help employees productively stay at work and prevent disabilities. And, return to work efforts (disability management) are a vital part of this continuum of care.