AWWs wellness program is a 52 week web-based interactive model, providing our members and
their families access to the AWW Interactive Personal Coach 24/7. Programs are tailored to the
workplace culture and customized to meet participants needs based on results obtained from:
Workplace Assessment
Employee Health Risk Assessments (HRA)
On-site Health Screenings include:
Cholesterol Test Blood Pressure Diabetes Test Vision Acuity
Body Mass Index (BMI) Metabolic Syndrome Measurement Weight
Unlimited employee & family participation & email communication Health Fairs & Corporate Challenges
Education tracks include: Behavioral changes, Smoking cessation, Hypertension and Weight Loss
Measurable Wellness
Through the AWW reporting system of health metrics & analytics, our clients are able to quantify HRAs and
program results through the use of our softwares data analyzing & reporting functions. AWW software provides
the ability to register users and track their progress in compliance with HIPPA standards. AWW generates initial
baseline percentages of employee screening results, quarterly program results & monthly updates including:
Participant program interaction Activity levels (steps, distance, climbing stairs, sleep cycles)
Member contacts Weight loss Participants family interaction
Medical costs fall about $3.27 for every dollar spent on wellness
programs, and absentee day costs fall by about
$2.73 for every dollar spent.
Harvard Business Review, http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1
Medcos 2009 national study (Medco 2009) on prescription benefit management trends shows
that nearly 60 percent of plan sponsors point to wellness programs as the single most important
influence on healthcare cost containment over the next 3 to 5 years.
Studies from 2010- 2012 indicate a 65% increase in the number of corporations and municipalities
who have reported implementing wellness programs in an effort to control skyrocketing health
costs. Results have shown that any investment in wellness yields benefits including
decreased absenteeism reduced medical costs and better morale.
Additionally, under the American Recovery and Reinvestment Act of 2009 (ARRA), $1 billion in
funding has been allocated to wellness and prevention programs, and Congress is considering
proposals to provide tax credits or other subsidies to employers who offer wellness programs that
meet federal criteria. Current tax law allows for wellness tax credits- the expense of an employer-
provided wellness program for employees is deductible by the employer as a business expense
under section 162.
www.advantageworkplacewellness.com
email: info@awwellness.com