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Wellness Plans that Work! Wellness Programs That Really Work Rising health-care costs have made wellness programs a good deal for companies that invest in them, and now Uncle Sam has stepped in to make it easier to create and fund them. The new Health Care Reform Plan enables companies with fewer than 100 employees to receive federal assistance from a $200 billion grant to establish wellness programs, and in 2014, the wellness reward levels that all companies can offer to employees will increase by 50%. Wellness programs typically yield a 300% or greater return on investment, but you've got to incentivize employees to become involved. Here are three case studies of successful programs to help you get started. Case Study #1 - Meredith Corporation Des Moines, Iowa-based media and marketing company Meredith Corporation has had an award-winning wellness program since 2006. "We focus on metabolic disease; elevated blood pressure, cholesterol, glucose and triglyceride levels and waist circumference," says Program Manager Tim O'Neil. "These inequities can have catastrophic impacts on employee well-being and health claims." To tackle these issues, Meredith brought on board a third-party diagnostic group to screen employees. Results were given to employees, and the company received an aggregate no-names report that catalogued total company results. Once the data was collected, O'Neil says, "the challenge was how to use it to attack health concerns in each of Meredith's 22 state locations – each with its own culture." For incentives, it was obvious a one-size-fits-all approach wouldn't work. A variety of incentive plans were tailored to the needs of each Meredith office. "We formed teams to compete against each other in weight loss and physical activity categories for prizes that included branded apparel and keep-fit items like exercise bands, stability balls, fitness DVDs, healthy cookbooks and cash prizes," O'Neil says. Other Meredith plans offer wellness points worth up to a $500 annual discount on health plan contributions and reimbursements toward health club memberships, personal training, nutrition counseling and participation in sporting events. Points are accumulated and tracked via the company's website, Meredithwellness.com. Meredith's results were impressive. From 2004 to 2006 the company saw annual health cost increases of 18.5%. After introducing the wellness plan in 2006, O'Neil says, "We lowered this to an average 1% annual increase from 2006 to 2011, saving us approximately $10 million vs. an investment of $2.5 million – an impressive $4:$1 ROI." Meredith's wellness program continues to evolve. "We couldn't keep doing the same thing year after year," O'Neil says. "As we progressed, we went to a tobacco-free workplace, and in 2008, we added Wellness Bucks and reimbursements as incentives. We've also introduced group courses and individual instruction, and this year, we'll add spouses to our screening programs." Case Study #2 – Anderson Performance Improvement Company Louise Anderson, CEO of Minnesota-based incentive and recognition system provider Anderson Performance Improvement Company, was certain that the health benefits of increased employee activity would lead to an increase in per-client tracking hours and a corresponding surge in overall productivity. "We're not self-insured and we had a pretty healthy crew to start with," says Anderson, "so our company's main focus in setting up our Move It wellness program was productivity, not health insurance costs." Anderson gave all employees pedometers to track their walking. This was coupled with walking meetings and encouragement to park farther out in the company lot. "Our walking efforts were accompanied by tips on how to increase physical movement and an incentive award system where our employees could gain points for increased activity that are redeemable for over 4,000 catalog items including clothing, jewelry, electronics and kitchen equipment," Anderson says. Anderson's Sonic Boom wellness website is also a strong player in increasing employee participation in Move It. The website tracks both individual and team activity on a daily, weekly and monthly basis. Individuals are given private access to their own results, and everyone can view team results. Teams compete for points against other Sonic Boom teams on a national basis. Move It concentrates on healthy eating. "We no longer allow things like leftover holiday candy in the office," says Anderson. "If vendors want to bring in snacks, they're asked to furnish fruit or granola instead of doughnuts, and office celebrations substitute zucchini brownies and strawberry cakes for the store-bought varieties." The results show Move It has led to a more efficient workplace. "Over a two-year period, we've seen an 11% increase in measured productivity," Anderson says. "This means not only greater output, but that we can do more for our clients with the same workforce." Anderson offers a tip for those starting on the wellness track: "Think about the things you spend money on versus the health effects they produce. For example, holiday bonuses can be substituted for alcohol-consuming holiday parties. Efforts like these can lead to greater productivity and lower costs, and if you're self-insured, you'll save twice as much." Case Study #3 – Group & Pension Administrators, Inc. The goals for the BeWell wellness program aim to help employees stay healthy. "As an organization, we hope to improve productivity and control health-care costs by reducing health risks," says Kathy Enochs, COO of Group & Pension Administrators, Inc. (GPA), a Dallas-based third-party benefit administrator. Enochs started small with BeWell, offering free fruit for employees in the break room and discounting healthy items in company vending machines. "The fruit didn't go over big at first," she says, "but now it's gone before the next basket arrives." Confidential employee health assessments and biometric screenings were next, along with access to GPA's one-on-one health professionals, including telephonic coaching and on-site visits. BeWell doesn't just focus on physical activity and healthy eating; it incorporates financial education, spiritual awareness, stress management, blood pressure control, cholesterol management and educating participants living with multiple chronic conditions. "In order to encourage a high percentage of our employees to participate in BeWell activities, we use wellness incentives to propel the program," Enochs says. "Non-smokers get a 20% reduction in health-care costs, and employees who participate in wellness activities can accumulate incentive points toward gift cards and merchandise including bicycles, heart rate monitors and cookware. In addition, employees receive a paid day off for every year they participate in the program." BeWell and its incentives have greatly benefited the company. "In 2008, 34% of our employees had five or more high-risk health issues," says Enochs. "By 2011, we reduced that to 18%. We've also made significant reductions in stress and weight levels, and we've cut employee smoking by 50%, but it didn't happen overnight. Our results were achieved through comprehensive planning, effective communication and senior-level support." Enochs' advice to those starting their own wellness program is to not rush it. "Make sure you think your strategy through, and survey your employees to see what incentives and activities they might be interested in," she says. "Most importantly, make sure your program launch is well-planned because first impressions last." -From Promotions Trend Report

Tips for Working a Trade Show! 1)  Talk to each exhibitor about how to best utilize their products. 2)  Come prepared with a list of projects you are working on. 3) Avoid the crowd - don't follow others when the show opens so you have more one on one time with the exhibitor. 4)  Build business relationships during any networking events. 5)  Participate in as many education sessions as possible.  Go to all sessions which relate to your needs. 6)  Leave with new ideas and innovative tools to put to immediate use.

Upcoming Trade Shows We are continuously attending industry trade shows to stay abreast of new items and industry trends.  If you have any upcoming events that you want us to help keep an eye out for that special product, please let us know and we will add it to our list of “target” items.

D' Limers Race for the Cure in Miami Sixteen years ago, the Komen Miami/Ft. Lauderdale Race for the Cure started with a few hundred participants and a band of warriors who were determined to raise money to find a cure for breast cancer. On October 15, 2011 we celebrate the 16th anniversary of the Race in Miami/Ft. Lauderdale. Be a part of something special, and register today so we can break last year's record attendance by having over 21,000 participants at the 2010 Race. D' Limers Race/Walk Team is the largest Caribbean themed breast cancer awareness team in the Annual Race for the Cure. D' Limers is collaboration of Caribbean owned and inspired small business organizations, including, delancyhill, P.A., Bilmor with Advertising Specialties, Inc, Caribbean Riddims, Circle of One Marketing, Invizio, Glow Salon, Tammy Lynn's Aromatherapy, Foxx Creations Entertainment, JEWEL Miami, Oasis Cooler Fete, SixAxis Entertainment, Social Esquire, Tropical Smoothie Cafe, Visionz Marketing, Miss Miami Broward Carnival Pageant, Florida Caribbean Students Alumni Association, Caribbean Bar Association, Consulate of Jamaica, and the Consulate of the Republic of Trinidad & Tobago, among others. To join the Team: Step 1: Register yourself, family and friends ($27/person) at http://tinyurl.com/3br4maw Step 2: Forward your T-shirt size and confirmation of registration to raceforthecure@delancyhill.com Step 3: Spread the word about breast cancer awareness and ask friends to join our team. All women are asked to bring and wear any past headpieces from Carnival. IMPACT. Make One. Komen Race for the Cure

Season's Greetings It’s the most wonderful time of the year!  And, it’s not too late to order your Holiday Cards and 2012 Calendars! Calendars are one of our favorite products to use for promoting our own company.  They are continuously in front of our customers for the entire year, which is the main purpose of promotional products.  They have become so popular that our customers call us requesting the next year’s calendars for their desk.  If you ever wanted a cost effective promotional piece which has, at the very least, 365 impressions, this would be it.  (We all know how often we look at the calendar on a daily basis) Holiday Cards are a nice touch giving you a chance to thank the people who mean the most to you and your business.  A simple Thank You goes a long way! Season’s Greeting from Bilmor!  We wish you all the best in 2012!