Office Location

4800 E Street Rd Trevose, PA 19053-6698
Phone: (800) 546-1350
Click on the banner to shop products!



Featured Videos

  • Made in the USA
  • Plush Mascots
  • Computer Accessories
  • Pocket Work Light
  • Paws N Claws
  • Venture Cap Light
  • 3 Day Shipping
  • Vision Work Light HD

Eat Your Greens

Consumers are becoming increasingly conscious of where their food comes from, whether they eat it at the dinner table or on a picnic blanket. To set their minds at ease, many people decide to join food cooperatives, which sell fresh food that’s locally made or grown.

Recently, one co-op wanted to spread the word in their community about healthy eating and the importance of supporting the local economy. They teamed up with a neighboring company that had recently implemented an employee health and wellness program, and distributed imprinted foodware to encourage the employees to bring healthy foods for their day-time meals. The co-op is located down the street from the company, and they encouraged their employees to shop at the co-op for fresh food before and after work.

One of the items employees received was the Salad/Snack Bowl Set which was decorated with the co-op’s logo. More than 275 bowls were distributed, and other decorated items were also given out as part of the campaign. The co-op’s distributor partner was able to tie the promotion to a specific health initiative, based on Affordable Care Act guidelines. 

3 Tips For A Healthier Workplace

Johnson & Johnson has one. So does Chick Fil-A. Indeed, practically every company in America has an employee wellness program in place, but how many actually measure the program’s effectiveness? Fewer than one quarter, according to a recent study by Buck Consultants. According to the study, 77% of employers in the U.S. offer at least one program to keep employees healthy (think free gym memberships and incentives to stop smoking), but only 23% actually measure the outcomes of those programs.

That’s a mistake, say health-care consultants. “By knowing what types of programs work best, you’ll be able to see how to move the needle in terms of health-care premiums and other benefits of corporate wellness, like reduced absenteeism and increased productivity,” says David Atkinson, vice president of corporate wellness for Cooper Corporate Solutions, a firm which helps companies design programs to keep employees healthy. Make no mistake: There are real benefits to be had by setting up an employee wellness program, and appropriately rewarding employees for their participation. Here are some tips to make sure you’re getting the most out of yours, and rewarding employees appropriately for participating.

Tip 1: Design a Program
Companies that are looking to wellness programs to reduce insurance premiums and absenteeism need to design programs that can be more specifically tied to those goals, Atkinson says.

As an example, when Redstone Presbyterian Care, a health-care facility with more than 400 employees, was hit with a 44% increase in health-insurance premiums, it realized it needed to do something – fast. “We weren’t paying attention to what was going on around us,” says Jim Hodge, vice president of human resources. Specifically, employee obesity, tobacco use, high blood pressure and other health risks were causing the company’s premiums to skyrocket.

Redstone initially responded with a variety of free fitness activities, like yoga and kickboxing classes, that employees could participate in. “We even offered ballroom dancing,” Hodge says. 

Employees received points for completing every activity, and those points were redeemable for cash or merchandise, like fitness equipment. “What we learned was that people didn’t necessarily equate the fact that they were doing these programs for wellness,” Hodge says. 

So Redstone adjusted its program; now, instead of simply participating in exercise classes, they also have to overcome several hurdles in order to participate in the company’s insurance program. Now, employees who want to be insured by Redstone must undergo a health-risk assessment, biometric screening and meet with a wellness coach three times annually. The result? “More of our employees are really paying attention to their wellness,” Hodge says. “Three employees have given up tobacco this year, and countless others have lost weight.” 

The upshot? The company has saved more than $440,000 in insurance premiums, and has managed to hold annual insurance-premium increases to single digits. “We found that really educating people about their health works much better than simply throwing a bunch of programs at them,” Hodge adds.

Tip 2: Offer Incentives
Most employees won’t be eager to stop smoking or lose weight without a little nudge, say wellness experts. Indeed, 56% of companies in the U.S. offer incentives like gifts, merchandise, or reduced insurance costs, for participating in wellness programs. How to find the right incentives for your group?

That depends on how big of a change you’re asking employees to make, says Rich Allen, vice president of group benefits and risk analysis for Cooper Corporate Solutions. “If you’re looking at wellness as a fun thing for employees to do, small incentives such as logoed pedometers, yoga mats, T-shirts and athletic gear will do the trick,” Allen says. “If your objective is to change costs and risk factors for employees, you have to be much more aggressive in the incentives you offer.” 

For example, companies covered by Cigna’s health plan can opt into a program that pays out bigger rewards, such as jewelry and electronics, for completing a series of health screenings or participating in a program to control their diabetes. Other companies reward employees for major lifestyle changes, such as a sustained drop in blood pressure, by reducing the amount they have to contribute to their health-care premiums. In a program Cooper created for NEI, a server company, employees who showed progress in health screenings would pay a discount on their health-care contributions. After participating in the program for four years, NEI had “almost completely eradicated high-risk blood pressure among its employees, and had a 50% reduction in employees with high-risk cholesterol,” Allen says. “That’s a pretty impressive result.”

Tip 3: Measure Results
Companies creating wellness programs to improve the work environment should be able to measure results by simply surveying the population. “Are employees having fun? Do they like what’s happening? Then good, you’re on the right track,” says Smytha Haley, a wellness consultant.

Those who want to track the effectiveness of the program on the bottom line should be prepared to wait about 18 months for a result, Haley says. For many firms, 18 months is the point at which workers’ bettering health begins to cancel out the cost of sponsoring and administering the corporate wellness program.

As a rule of thumb, the average cost to a business is about $3 to $5 per participating staff member per month. “Within three years of the launch you ought to be seeing meaningful savings,” Haley says.

Promo Items Help Raise Funds For Guide Dogs

Most charity runs and walks have a ‘no dogs allowed’ policy. Not so at the Southwestern Guide Dogs walkathons, a series of walking events in Florida that raise money for the organization.

“It’s wonderful to see people bringing their dogs to these events,” says Andy Kramer, the development director of the Palmetto, FL-based nonprofit that has trained hundreds of guide dogs. “You can’t help but see families with their dogs and not smile.”

At each of the nine events held during the summer, Kramer says, the organization’s guide dog trainers are also invited to bring their puppies and current trainee dogs to the event. The puppies, which Kramer calls “Goldadorables,” are a special cross breed of Labradors and Golden Retrievers. “This breed produces wonderful guide dogs that are able to form and nurture partnership with visually impaired individuals, facilitating their life’s journeys with mobility, independence and integrity,” he says.

Promotional items play a major part in the Southeastern Guide Dogs Walkathons, starting with fundraising awards. “For example, if someone raises $100 for an event, they get a monogrammed T-shirt,” Kramer says, “$250 gets you a branded tumbler. In addition, every attending dog gets a logoed bandana and we also bring lots of branded promotional items from our gift shop, including hats, shirts and leashes, for sale at our events.”

This year’s events raised a whopping $835,000 for the charity – a new record.

The Guide Dog Walkathons are expanding to two new locations next year. “We’ve been able to grow new events in markets where we are not as well-known via grass roots fundraising campaigns that net us more friends and sponsors and help us provide more dogs to the visually impaired,” Kramer says. “Recently, Publix and Subaru came on board, which shows that success breeds success.”

Also on tap for the 2016 season: Participants will be invited to design the logoed T-shirts that will be used as event giveaways. “We work really hard to build excitement for these events each year, and the promotional products we incorporate really help do that,” Kramer says.

© , The Advertising Specialty Institute®. All Rights Reserved. Privacy Policy