What is employee wellness? It encompasses injury prevention, battling obesity, disease prevention, how technology is affecting wellness (with online challenges and monitoring), using social media, employee engagement (do you need to use incentive/reward programs), biometric data, outsourcing vs. internal programs, ROI and more.

This introductory session will give you an overview of the Institute for Human Resources - Employee Wellness certification program.

The Institute was launched in September with the first two-day event and since its inception, almost 2,000 HR professionals have participated in the program. In a nutshell, the Institute has been designed to provide HR professionals responsible for their employees' health and well-being with the opportunity to gain certification in this particular field.

Topics covered to date include (and can be accessed from the archives on HR.com):

The 10 Essentials of Successful Worksite Wellness Programs
Creating Off-The-Charts Engagement Levels For Your Employee Wellness Programs
The Healthy Employee: How Injury Prevention Reduces Company Healthcare Costs and Boosts Worker Productivity
Wellness: RU Old-School or New-School?
Changing Employee Behavior … With Behavioral Health Strategies
Avoiding a ‘One-Size Fits All’ Wellness Program
Building A Successful Worksite Wellness Program from Scratch
Evidence to Practice: A Lean Business Approach to Measureable Chronic Disease Prevention
Making Wellness Work - Family Friendly Programs From Top Employers
The Ergonomic Bridge to Wellness
Elements of a Successful Activity Wellness Program: How to Be a Hero with Executives and Employees
Seven Strategies for a High Engagement Wellness Program
Reduce Stress and Heath Costs: A New e-Learning Intervention
Getting Strategic About Corporate Wellness: Developing a Comprehensive Health Management Strategy
Why the “Buy, Try, and Buy Again” Method Doesn’t Work: A Better System of Management for Repetitive Strain Disorders
Five Paths to Delivering Wellness ROI – And How To Look Beyond Health To Find Them
Metrics to Support the Well Being of the Workforce
Get the Most Impact out of Your Corporate Health & Wellness Programs
Modern Wellness Incentive Programs: Best Practices and Newest Trends
Wellness Is More Than Physical Health – How to Incorporate the Other Dimensions of Wellness
Successfully Implementing the Healthy Perspectives Wellness Ambassador Program
Harnessing the Super Powers of Wellness Champions

Learn about the overall program, what topics will be covered and how to make the best use of your time while attending the event.

This professional presentation will provide detailed information regarding currently available comprehensive wellness tools, as well as trends - and information regarding Healthcare Reform that are helping to shape today's wellness industry.

Speakers will then break these trends and tools down into specific implementation steps that can be used by companies of any size to create a wellness program that will deliver ROI.

Discussion will center on both the pros and cons of each step. The importances for attendees to realize that there are concerns among every employee group when it comes to implementing comprehensive wellness programs; will be stressed. Failure to recognize potential employee concerns can lead to poor participation and negativity.

Participation requirements and levels will be discussed as well. Participation remains a core element of true success. If participation levels are not high enough, then wellness programs, however nice; may not deliver a true ROI.

Additionally, ROI will be discussed at length so that HR Professionals are able to develop plans for measuring their expected ROI. Some examples of potential ROI measurements include – health factor measurements, sick days, claims per participant, and workers compensation claims. HR teams must consider what types of results they are looking to achieve prior to deciding on what steps to implement and what tools to utilize.

Lastly, we will speak with HR Manager, Julia Brulia concerning her implementation of a successful wellness program and the real ROI, as well as the real issues involved in her implementation.

Some trends and tools to be discussed include: creating a baseline for your company using screenings and clinical trends, accountability and tools that measure "true" participation, creating results based goals, providing alternative paths for employees, incentives tied to healthcare costs, and corporate culture and its impact on your wellness program.

The HR.com Wellness Advisory Council recently conducted a short survey of human resource professionals. The survey consisted of ten questions with the goal of finding out where there is opportunity to improve, how we can help strengthen wellness programs and what areas are causing us the greatest difficulties.

We found the results to be enlightening in several areas and are excited to share them with you. Don't miss finding out what participants say about:

1. What is your greatest challenge in getting results from your wellness program?
2. What is the highest priority and purpose in offering wellness programming?
3. What types of services are being offered with the highest prevalence? We compared over twenty
4. What incentive types do you find most effective in encouraging participation in your workplace wellness program?
5. Have you had any internal discussions around how the health care reform law will impact your business?
6. Health care reform is set to introduce health insurance exchanges in 2014. How do you anticipate this affecting your workforce?
7. How do you measure the effectiveness of your wellness program?
8. Where do you turn first for corporate wellness advice?
9. What do you see as the biggest hurdle for a corporate wellness program’s long-term sustainability?
10. Have you made any HR policy changes that support wellness?

And many more!

This webinar is designed for any organization looking to improve their wellness programming or for those who are just beginning a program this year.

The 2011 HR.COM Wellness Survey Results Webinar is designed to enlighten the wellness community on current trends and opportunities. We will go through the study results and highlight areas and ideas that will help strengthen your 2012 wellness program.

These results are from participants across international boundaries and represent over 10,000,000 employee lives.
If you have questions about this presentation or would like me to highlight an area please email me directly at rreasen@healthiestemployers.com.

Rod Reasen II
CEO
Healthiest Employers

How Reducing Stress Prevents Turnover and Keeps Employees Engaged.

Stress has reached a global breaking point. Everyone is stressed out and it has essentially become part of the norm. There’s even a stigma around not being stressed enough--it must mean you are not important or valuable enough.

However, stress is extremely costly to organizations. With so much convenience and connection inherent in technology, there is no break for employees. They carry their responsibilities around with them 24/7 and must be available at a moments notice. How can you, as an HR professional, help your organization reduce organizational stress and employee stress? How can you help increase your employees’, and therefore your organization’s, performance, productivity and profits?

In this workshop you will learn exactly why stress is so costly and how it can negatively impact your organization. Stress is often the cause of costly symptoms such as attrition, absenteeism, poor employee engagement and high health care costs.

You will learn tips and techniques for reducing stress in your company and you will see first hand, through the review of case studies, how other companies increased employee productivity and effectiveness as they reduced their employees' stress.

During this interactive workshop, you will learn:

~Why Stress is a Costly Issue
~The Effect of Stress on Turnover
~The Effect of Stress on Employee Engagement
~Tools and Takeaways to Help You Reduce Stress In Your Organization
~How a Company Reduced Attrition by 50% and Absenteeism by 80% With Their Wellness Initiative.

We'll also review case studies demonstrating how other companies have increased employee productivity and effectiveness.

Employees with poor health behaviors develop elevated health risks and eventually acquire common chronic diseases. Poor employee health causes low productivity, high health care costs, elevated disability, and worker’s compensation costs. Poor employee health has a direct impact on the financial bottom line.
Employee wellness programs are one solution to improving employee health. Published research studies show that these programs can improve health behaviors, lower health risks and reduce employee-related expenses. There is also compelling evidence that wellness programs can reduce absenteeism and presenteeism. You will review multiple case studies of how worksites that have implemented effective employee wellness programs have improved employee health and seen a positive ROI. You’ll also see how your own worksite can use the ROI studies to estimate the ROI for your own wellness efforts.
In this presentation Dr. Steven Aldana, CEO of WellSteps will share the evidence that shows that effective employee wellness programs improve the bottom line and should become a core business strategy. Dr. Aldana has published over 70 research articles and has written five books on the connections between healthy living and disease prevention. Harvard School of Public Health says his most recent book, The Culprit and The Cure “is better than the best medicines”. As one of the nation’s leading experts on worksite wellness Dr. Aldana will help you understand and be able to make the business case to start a wellness program.
No other HR offering can have a bigger impact on reducing employee related expenses and impact employee morale.

This presentation does not quality for HRCI or IHR credits as it does not fall within the time required by HRCI and IHR.

Did you know that baby boomers are making up more than 1/3 of the workforce? Although older Americans are approximately 12 percent of the population, they’re accounting for 1/3 of all hospital stays. The fact is, as our population ages, our workforce is aging very quickly as well. Workers aged 35-44 in upper management are down 19%, while workers aged 55-64 in upper management are over 50%! It’s critical that HR professionals and Executives are prepared to deal with the unique demands of the aging workforce.

One of the most pronounced challenges in dealing with an aging population is the increased risk for age related diseases such as Alzheimer’s and Dementia. Age related diseases attack our ability to know and think, which is our most important asset in the workplace.

In my presentation I will cover how the brain ages and what effect this has on our cognitive abilities, such as scheduling, planning, arithmetic and merely just paying attention. I will also talk about the role exercise and activities of daily living plays in preserving our cognitive ability. I will discuss the importance of a wellness program and the role it plays in having a successful organization and an effective workforce.

Lastly, I will cover step-by-step how you and your team can implement effective wellness programs to ensure the health and longevity of your most important assets. Anybody who is looking to preserve the cognitive health of their employees and avoid excess costs due to premature brain aging should participate in my presentation.

Healthcare costs continue to escalate while employee health and lifestyle behaviors contribute to poorer health, more incidents of chronic illness, increased medical claims and more frequent absences. Furthermore, employee productivity is waning as stress and lack of employee engagement takes its toll.

For organizations to be competitive, they must do all they can do reduce the costs of healthcare and maximize productivity. Wellness, EAP and WorkLife programs are proven solutions. Independently, they provide good results. When fully integrated, they can provide significantly better results and for less investment.

To maximize health and productivity, we must address the five essential elements of wellbeing, as described by Tom Rath (Gallup Press). These include: Career Wellbeing, Social Wellbeing, Financial Wellbeing, Physical Wellbeing, and Community Wellbeing (Wellbeing: 5 Essential Elements; Rath,Tom & Harter, Jim; 2010, Gallup Press).

Is this going to require investment in all new programs? Not really. The most promising solutions are already available. Wellness programs, EAP and WorkLife solutions have all demonstrated efficacy in reducing health costs and increasing productivity. So, why is workplace stress the highest every recorded? Why does employee health continue to deteriortate? Primarily because these solutions are under-utilized and don't address the total individual.

In this session we will discuss the benefits and potential outcomes of integrating these solutions and migrating from wellness to wellbeing as a total health and productivity solution. We will discuss how you can achieve this through separate vendors or a single integrated provider. We will address how to achieve greater employee engagement, since even the best wellbeing program is ineffective if not used.

The rising costs of health care in today’s society and the increased focus on staying healthy have moved Wellness Events to the forefront with organizations across the country.

In today’s world, a true “Win-Win” program can be rare. But as you may have read the growing number of Wellness Events hosted by organizations across the country truly represents a “WIN – WIN ” approach with direct benefits to the attendees and the organization. The attendees are introduced to programs, products, and services throughout the Wellness Fair that will help them lead a healthier, happier life that is not only beneficial to them but also meaningful to their family and friends. The organization itself benefits from having lower health care costs and at the same time healthier associates that are more productive.

A review of 32 corporate Wellness Programs has found...
...Claims costs reduced by 27.8%
... Physicians visits declined by 16.5%
... Hospital admissions declines by 62.5%
... Disability Costs reduced by 34.4%
... Incidence of injury declined by 24.8%

In summary, the benefits of participation in a Wellness Fair are far reaching and long lasting for the attendees and the organization hosting the event . If you are interested in employees that ..

... are More Productive
… have Higher Retention Rates
… have Lower Benefit Costs
… have Lower Absentee Rates
… are Happier
… Cost LESS

...then you are encouraged to pursue this opportunity to realize these benefits.

You will also learn the true benefits of having an outside organizer coordinate your event at no charge and with very little staff time on your end.

Attend the webcast and realize the true "Win - Win" approach of today's Wellness Fairs.

‘Biggest Loser’ challenges are a powerful, inexpensive, effective, and engaging wellness initiative. Our challenge participants lose 17 pounds each (9% of total body weight) on average, and many participants are able to continue their weight loss program after the challenge ends.

In this session we will show you the best practices for organizing and administering an inexpensive weight loss challenge that produces stunning results, while keeping the focus on safe and healthy weight loss practices.

This session will introduce you to the relevant research on the use of incentivized challenges to motivate behavior change. You’ll see how weight loss challenges fit into your larger wellness strategy. Then we’ll show you eight simple steps to launching an inexpensive, effective, and safe challenge for your staff.

Step 1: Structure and rules - How to create a comprehensive rule set that identifies healthy behaviors and keeps employees safe.

Step 2: Prizes - How to make sure your prizes are motivating without incentivizing unhealthy behaviors.

Step 3: Registration process - How to manage the registration process and what information to collect.

Step 4: Marketing the challenge - How to get the maximum employee engagement.

Step 5: Logistics - How to collect weight data, manage data, and calculate standings.

Step 6: Learning opportunities - How to incorporate the challenge into your other wellness offerings and your overall obesity strategy.

Step 7: Information flow - Information equals motivation. How to effectively communicate with participants without violating privacy.

Step 8: Leverage the enthusiasm - How to keep your employees on the healthy path after the challenge.

For more than thirty years companies have been trying to improve the health and wellness of employees, yet today we spend more than twice any other nation on sick care and we rank below number twenty on comparisons of international health status. Clearly, what we've been doing is not working. Yet, amongst the general failure there are pockets of success at companies and organizations that have rethought their approach to wellness. During this talk, we'll examine five of the key myths in wellness, explain how some common wellness tools do more harm than good and explore what the research and our experience in driving high levels of engagement has to say about what it really takes to change health habits.

We'll explode common myths by discussing why HRAs can be harmful, when and why incentives fail to drive useful participation with a positive ROI, why wellness education is not enough to inspire action, why motivation is not the key problem to solve and why too much rather than too little health insurance is limiting success in wellness programs.

These myths will be examined against the backdrop of a model for changing behavior that captures the reality of how people think about the world, look around them for clues and then take action, when trying to adopt new habits.

FInally, we'll share some insights from successes and failures in wellness that illustrate the technical points and that demonstrate the validity of our research findings.

You may not agree with everything you learn since almost everything you hear will challenge what you might be doing in wellness today. However, you will certainly see a very different point of view from the mainstream thinking in the wellness industry. Expect more than a few "aha" moments.

Companies are experiencing shifts in the demographics of the people applying to work for them. One shift often noted is an increase in the percent of older individuals. There are a number of myths about the capabilities of older applicants that may be influencing employment decisions in a negative way. This presentation will review some of those myths and discuss the facts of the matter.

Discussion will then turn to the important elements to consider when developing a physical ability testing program that will fairly and objectively assess the ability of all individuals to perform a given job, thereby potentially allowing a more diverse population to be hired. There will be in-depth consideration of how to analyze jobs to understand how older individuals could successfully perform the tasks. For example, it is important to study how successful older workers are performing the job currently. They may be adopting different pacing and techniques than younger workers. Also, they may have incorporated informal adaptations that could make the job accessible to a more diverse population than previously anticipated. Part-time positions may offer another way to promote a more diverse workforce.

Also included will be discussion about how to design tests and cutoff scores to best reflect the actual abilities of older applicants relative to the job requirements. For instance, it is important to provide older workers the opportunity to demonstrate the ability to perform work samples as similar to the actual tasks as possible since strength is retained very specifically to the task being performed. This retained strength ability may not be evident on generic work samples that do not closely replicate what is actually performed on the job.

Finally, benchmarks will be provided regarding potential program effectiveness in reducing injury rates, decreasing turnover and increasing productivity. For example, implementation of testing has been associated with 18% to 48% decreases in injury rates.

While a successful worksite wellness program consists of more than just running a series of activities or interventions, worksite wellness programming does constitute a significant portion of a worksite wellness coordinator’s time and energy. In terms of the programming, a constant challenge facing the worksite wellness coordinator is finding programming that accomplishes senior management’s goals and applies to employee interests while addressing the organizational needs and issues identified during your data collection and analysis processes. The worksite wellness coordinator must satisfy these competing interests while staying with in the allocated wellness program budget. A budget, which is more often than not, very limited in size.

In this session, attendees will be introduced to available low cost/no cost programming strategies for several different health related topics. For each of the programming resources identified, attendees will be challenged to identify ways each resource might be incorporated into the attendee’s worksite wellness program.

The benefits for the worksite wellness coordinator attending this session include:
• An introduction to several free or low cost interventions they can consider implementing in their own program
• Bering able to recognize the pros and cons of using no cost or low cost programming strategies

 This webinar will provide HR leaders at all levels with ten interrelated strategies for driving improved health and productivity outcomes. The first portion of the webinar will focus on key demographic changes that are shaping today's workforces and their impact on employee health and productivity indicators. In addition, major employee health risks that are responsible for the bulk of today's health care and lost productivity costs will be highlighted, followed by an overview of how to measure these costs in a particular worksite. Subsequently, the webinar will highlight the impact that a worksite's specific environment and culture have on employees' health, on-the-job behavior, and work performance. Strategies for transforming a typical worksite environment and culture into a pro-active landscape will be presented, including how specific policies can favorably impact employee health and productivity. Tips on aligning wellness programs and incentives (financial and non-financial) will be offered and supplemented with an action plan for creating and sustaining a succesful incentive campaign. Finally, the webinar will focus on the importance of, and how to, assess an organization's readiness to develop and adopt an integrated employee health and productivity management plan of action. Particular emphasis will be focused on how to strategically align wellness programs, health plans, policies, enviro-cultural norms, communications, and interdepartmental data into a comprehensive health and productivity management platform. Overall, webinar attendees will acquire a good understanding of how HR-driven wellness programs, policies, and incentives can be properly designed and effectively implemented in their respective worksite.

80% of diseases in the US today could be prevented – simply by making healthier lifestyle choices. If only it were that simple. Without a doubt, the million-dollar question in health promotion today is: “How do we get people to change?” Designed for HR Professionals who are initiating and implementing worksite wellness programming, this “train the trainer” session explores an alternative method to enacting behavior change that moves beyond the familiar “carrot and stick” approach.

Despite the fact that research indicates that incentives – positive and negative – do not lead to long-term behavior change, more and more companies continue attempting to lure their employees into making a change using a “carrot and stick” approach. According to a recent survey conducted by Mercer, one third of all employers with 500 employees or more use financial incentives, such as discounts on insurance rates, to encourage employee participation in worksite wellness programs. According to a recent Towers Watson survey, the rate of companies using a “stick” approach has increased even more rapidly. Currently, 19 percent of companies with 1000 or more employees impose financial penalties on employees with unhealthy habits, which is double the rate it was two years ago. This is expected to double once again over the next two years.

While this “carrot and stick” approach may help to spark initial engagement, all of the research indicates that these extrinsic motivators do not lead to long-term behavior change. Rather, sustainable change can only take place when participants are intrinsically motivated, or derive personal satisfaction from the activity itself. So, the question then becomes: “How can we get people to be intrinsically motivated to make a change?” Or, “How can we get people to want to make a change for personal reasons?”

Invoking best practices from the field of education, this session explores a methodology for change that moves away from behaviorism (rewards and punishments) to a so-called constructivist approach (co-creation of meaning). After clarifying the distinction between behaviorism and constructivism, participants are introduced to five guiding principles for engaging employees in a meaningful behavior change process. This includes a review of results from a recent wellness behavior change pilot implementing these guiding principles. The session concludes with a discussion about ways to apply this model in the workplace.

Bill Germanakos was one of 18 contestants and fourth season winner of the NBC hit reality weight loss show "The Biggest Loser", which through a process of re-educating its' contestants about diet and exercise, offers severely overweight participants the opportunity to undergo radical mental and physical makeovers in order to change their lives for the better. Bill's mantra on the show was "To become half the man, so that he could be twice the man", and standing a 5'8", Bill went from weighing in at 334 lbs to 170 lbs, losing a total of 164 lbs or 49.1% of his starting body weight. The twin brother of Jim, who was also cast on the show, Bill is 45 years old, from Lynbrook, New York.
At the age of 40, Bill was enticed to participate in a corporate wellness screen which was offered by his employer, the results from which sparked him to want to make some radical changes in his health and lifestyle. Shortly after that wellness screen, and during a consultation with his physician, Bill, who has been married to wife Stephanie for 19 years and has three children, ages 17, 14 and 11, was informed that he was not only classified as morbidly obese, but had seriously high blood pressure and several health factors including high cholesterol, which put him at risk for heart disease, diabetes, liver disease and a myriad of other diseases and conditions. These diagnoses, along with several other compelling factors such as the recent death of a close family friend and the fact that his father had died young, was motivation enough for Bill to decide to make important and necessary changes in his life, as it pertained to his diet and exercise habits.

At the live finale of the 4th season of show, Bill was declared the winner, and was awarded the first prize of $ 250,000. His brother Jim, who had been eliminated early in the competition, ended up competing as an "at-home" or "eliminated" contestant, and after losing 186 lbs, won first prize for the eliminated contestants, for which he was awarded $100,000.

Now that he has become "Half the Man", Bill strives every day to be "Twice the Man", for himself, in his career and especially for his family, and after having been re-educated about diet and exercise, his goal is to "pay it forward".

Today Bill is a full-time Motivational Speaker and Wellness Ambassador. He makes appaearances and performs key note speeches and presentations throughout the country, and also works promoting products and services in the health and wellness / fitness field.

Bill's presentations are meant to inspire and motivate others as he delivers his message of how being reeducated by a team of qualified healthcare professionals, and engaging in an intense regimen of diet and exercise, he was able to vastly improve his overall health, extend his life expectancy and ultimately be rewarded with a second chance at living the active and healthy life he always thought he could.

Bill has been seen by more than a hundred million viewers on such television shows as, Larry King Live; The Joy Behar Show; Dr Oz; Ellen Degeneres; The Today Show; Fox Morning Show; Weekend Today; Fox Business - Neil Cavuto; CNN; Extra TV among others. He has also been the National Spokesman and Wellness Ambassador for such organizations as Quest Diagnostics, the American Liver Foundation and Sensible Portions Foods.

He touches upon such factors as motivation, inspiration, dedication, education and perspiration as those which are pertinent in the battle against obesity. Goal-setting, creating a plan and perseverance were all paramount in his endeavor for which he was awarded the first prize and the title "The Biggest Loser". Bill not only won the title and the prizes on the show, he also gained a new insight into better health.

In this fast-paced presentation, you will discover the 3 most dominant market trends in 2012 and how to make well-informed decisions to ensure a higher measureable ROI from your Screening and Wellness initiatives.

BioIQ, the leader in screening and wellness will show you where wellness is going in 2012 and beyond. This presentation will teach you how to create a culture of healthy living that generates higher return-on-investment (ROI). It will also cover the best incentive strategies and structures that can be immediately applied to boost engagement in your screening and/or wellness program. Finally, you’ll learn how to measure wellness ROI the easy way.

The wellness industry is rapidly evolving, and it is more critical than ever for HR professionals and wellness executives to understand and harness the latest trends and strategies to optimize their wellness efforts. Wellness goals are shifting from building a “Culture of Health” in the workplace, to building a culture of “Healthy Living.” This shift has definite implications for who employers need to engage in a wellness program, how to communicate more effectively, and which tools to use.

Within wellness, the use of incentives has been rapidly increasing over the past several years, which has produced a growing set of data from which companies and organizations can learn. Engagement strategies are increasingly using penalties, basing incentives on validated health data, and leveraging applied concepts from the field of Behavioral Psychology.

As the wellness industry has matured, the measurement of return-on-investment (ROI) from wellness activities has become paramount. Despite the emphasis on this metric, surveys indicate that organizations are not satisfied with their past ROI calculation exercises. BioIQ will discuss how to measure wellness activities and how to calculate ROI the easy way.

BioIQ will combine these 3 dominant wellness market trends in 2012 to show you how to produce the Escalating ROI Feedback Loop, a structure that increases engagement, ease-of-implementation, and higher ROI over time.

Lastly, you’ll receive a timely update on Health Care Reform and how it will impact your company in 2012.

Healthcare and medical costs are escalating beyond control and now have significant impact on bottom line profits for many organizations. These costs are accumulating from several areas including: absenteeism, lost productivity, group insurance benefit premium and claim expenses, STD/LTD, safety and workplace injuries, mental health and stress issues, etc. Businesses that focus strategy and programs on “Prevention” rather than “Treatment” of health related costs will be in a much stronger position to control and reduce expenses. This webcast session will explore the rising costs associated with healthcare, trends in the industry, how health is impacting productivity and performance and what strategies are proving successful in dealing with the challenge. Presenters will examine how to assess employee needs, utilize group insurance information to better understand current challenges and also identify the core elements required to design effective corporate health care programs including: getting employees actively involved, establishing health program metrics to measure and track progress moving forward and how programs must be managed efficiently with the required information and expertise for successful efforts. Providing programs that can be customized to meet and align with employee’s personal needs are not only critical for success but will affect the employee’s ability to perform at their best in the workplace. In addition, having the proper tools and infrastructure in place to make quality decisions will enhance program success. Employer provided health care support is not only of high interest and desired by employees but can make good financial business sense. Organizations with effective plans are generating attractive ROI’s of 3:1 or higher. The ability to support employees with health concerns builds a stronger and more engaged workforce. Investing in health care makes sound business sense!