4 Questions with Steve Tourek

Position: Senior Vice President General Counsel, Marvin Windows and Doors, Inc.

Role: Oversees responsibility for ethics, internal audit, legal and regulatory compliance, corporate governance, risk management and legal affairs.

What are the different components of the wellness plan at Marvin Windows and Doors?
Our plan took root in 2000 when our leadership observed the ever-increasing cost of health care and resolved to become proactive in positively affecting, if not reversing, the direction of the trend. We collaborated with Blue Cross Blue Shield of North Dakota (BCBSND) in creating a value-based incentive plan for our employees and their spouses.

To help our employees understand their health risks, we provide on-site biometric medical screenings. They include height, weight (BMI), blood pressure, blood sugar, and lipid/cholesterol measurements, and are performed every two years across the entire organization. We also offer five advanced medical screens (cervical, breast, and colorectal cancer screens, lipid test and glucose test) for employees and spouses based on medically recommended criteria for age and gender. Knowledge fuels the participant’s motivation and resolve to make positive change.

We offer several programs for the treatment of chronic and rare conditions. Our employees also have access to a comprehensive Disease Management program, which focuses on total treatment if someone is diagnosed with a complex or rare condition. In addition, we encourage healthy lifestyles through numerous initiatives like reimbursement for exercise memberships, on-site programs focusing on healthy behaviors, cessation of tobacco use and lifestyle classes. We are currently working with BCBSND to secure an on-site wellness consultant as part of the Marvin team.

What value does the wellness plan bring to Marvin Windows and Doors and its employees?
Our healthcare costs continue to run well below the national averages. There are numerous examples at each location of individuals who discovered life-threatening conditions during a screening exam, which enabled them to receive early treatment. They are either fully recovered or under continued treatment, and are very thankful that we provided the screenings. Others have changed their lifestyles, resulting in dramatic improvements in their health, and better quality of life for them and their families. Outcomes like these reinforce our commitment to the wellbeing of our employees and that the Marvin companies care, which contributes to higher employee satisfaction, better employee retention and greater productivity.

What challenges should companies expect when starting a wellness plan or program?
The initial challenge most companies are likely to face is securing the commitment from the senior leadership team. We were extremely fortunate to have immediate and visible support from senior leadership from day one, and we continue to enjoy strong support to this day. That support is critical to the success of any wellness initiative and acceptance by the vast majority of eligible participants. We continually strive to encourage and support those individuals who have yet to fully engage. They all know it makes sense, but the challenge is securing their individual commitment to make a change in a lifestyle, and to stick with that change.

What advice would you give to manufacturers when it comes to building and maintaining a culture of wellness?
Don’t try to implement everything you hear or read about wellness immediately. Start small and build support and momentum. If you try to do too much right out of the chute, you might overwhelm your audience. Focus on little changes which are relatively easy to adopt by employees, and which can add up to big results. Take the first step and make something happen. Do what fits your people and your organizational culture. Finally, don’t be overwhelmed. Start where you are, use what you have, do what you can.

To learn more about Marvin Windows and Doors, visit www.marvin.com