Independent Banker - April 2019 - 72

CONNECTIONS
Kable and Carmack relax
at the Chambers' Wellness
Center salt cave.
insurance. The community bank participates in a selfinsured
consortium with other banks, and while it funds
upfront at the maximum level, each year F&M Trust is
reimbursed for the amount the bank did not spend in
healthcare claims. In 2018, the bank received a surplus of
around $922,000, which equated to about $77,000 a month
in savings. " Every year we've gotten back very healthy
surplus amounts, attributable to our wellness efforts, "
Carmack says.
Employees enrolled in the community bank's health
insurance plan receive an annual premium discount of
more than $1,000 if they participate in an annual biometric
screening and maintain a score within a healthy range,
Kable says.
However, if someone has a hereditary issue, such as high
cholesterol, that causes them to have a lower health score,
they can get an alternative solution. This sign-off from their
doctor will enable them to still receive a premium discount
if they follow their doctor's orders, such as keeping their
cholesterol level in check through medication. " They also
participate in the wellness program in some way, " Kable
says. " We have some activities that everyone can participate
in, such as a water-drinking challenge, so we're mindful of
these issues. "
She says employees complete a health interest survey every
year to gauge what they want to get out of the program,
72 Q ICBA Independent Banker Q April 2019
as well as things they may want to change. " The younger
generation coming into the bank might want to do things
differently than what we have done in the past, " says Kable.
How banks can reach their wellness goals
Any community bank hoping to replicate F&M Trust's successes
should make sure it first understands the needs of
its employees and its organizational objectives, Rauch says.
" Then they should strategically set goals and chose interventions
that will ensure success at achieving that value
story, " she says.
Companies considering implementing a wellness program
should work with their health insurance partner,
" so they don't have to reinvent the wheel, " Carmack says.
Secondly, they should get employees at all levels involved,
including getting buy-in from senior management and encouraging
more workers to participate.
Most importantly, companies should fully commit to
these initiatives. " Part of the reason we've been successful
and were awarded for it is that we've been consistent for the
past 18 years, " Carmack says. " This is not something you
put in place one year [and then] stop because you think
you're not going to get anything. It's very much a long-term
gain you get with health and wellness. "
Katie Kuehner-Hebert is a writer in California.

Independent Banker - April 2019

Table of Contents for the Digital Edition of Independent Banker - April 2019

Table of Contents
Independent Banker - April 2019 - Cover1
Independent Banker - April 2019 - Cover2
Independent Banker - April 2019 - Table of Contents
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