There are so many health conditions and diseases to worry about these days that the names can get lost in the shuffle. We want to point out one you may or may not have heard of. It’s called metabolic syndrome. This health condition is different than others because you absolutely have the power to rid yourself and your workplace of it.

So you might be asking, what exactly is metabolic syndrome?

The syndrome is basically a cluster of conditions that—when found together—greatly increase your risk for heart disease, stroke and diabetes. The conditions are increased blood pressure, high blood sugar levels, excess body fat around the waist and abnormal cholesterol levels.

So you’ve heard all the recent talk about cholesterol, but what does it really mean? Cholesterol can affect your health on a number of levels, but it’s important to learn what cholesterol is, how it affects your body, and what you can do about it. Cholesterol can help to predict the health of your employees, and is a signifier of a lot of potential health problems, so allow us to explain.

With the digital world slowly taking over our lives, it’s about time biometric screenings got on board. As with any event that deals with private health information, it’s important to make the necessary security measures, which puts us a little behind the times. But, watch out world—TotalWellness has tablets!

We’ve recently introduced the option of collecting data digitally at our onsite screening events. To ease any concern that might come with this new option, we’re here to lay out the details of tablet data collection at biometric screening events.

So you want to help your employees improve their health? Great. We do too!

Building a wellness program to improve the health of your workforce can be an excellent investment in your employees, and ultimately the productivity and bottom line of your company. In order to build a sustainable employee wellness program, you’re going to need to get a baseline level of where your company is at health-wise.

Part of loving yourself is respecting yourself enough to maintain your health. Sticking with the theme of love for the month, maintaining your overall health also means focusing on heart health. Many heart illnesses can be monitored as they progress, and hopefully changed with positive lifestyle choices.

Many people are jumping on the wearable wellness technology bandwagon, but not everyone knows how to make the most out of these devices.

This lack of understanding is even more pronounced in the context of employee wellness programs, where the potential benefits of wearables may not be fully realized.

February is the month of love in our culture. Love is a matter of the heart. It only makes sense then, that February is American Heart Month. American Heart Month is sponsored by the American Heart Association, and is meant to be a time set aside to focus on heart health. Heart Month is an excellent time to take a look into the effects of cardiovascular disease, and what you can do to maintain a healthy heart.

Do you extend your employee wellness program beyond your biometric screening? Odds are, you get aggregate results from your screening vendor. If you don’t analyze and act on those results, you aren’t taking steps to improve the health of your employees. If you aren’t trying to improve the health of your employees, your wellness program isn’t going to have the effect you’d like.

Last week we hosted the first webinar, “How to Use Positive Messages to Inspire + Motivate Employees,” of our new 2015 series. Our very own Kenton Hicks, National Account Executive, spent some time going over trends, truths and tips on positivity in the workplace. If you couldn’t make it, here’s what you missed!

Lately, there's been quite the buzz about employer-sponsored wellness programs, particularly in light of the EEOC's legal tussle with Honeywell. With various concerns floating around, we thought it'd be fun to give you a peek at both sides of the coin.

A Little Background

The Equal Employment Opportunity Commission (EEOC) filed a suit in October against large corporate employer Honeywell. The EEOC raised concerns in its suit regarding the wellness program and linked insurance incentives at Honeywell.