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(12) INTERNATIONAL APPLICATION PUBLISHED UNDER THE PATENT COOPERATION TREATY (PCT) 



(19) World Intellectual Property Organization 

International Bureau 

(43) International Publication Date 
27 March 2008 (27.03.2008) 




PCT 



(10) International Publication Number 

WO 2008/035280 A2 



(51) International Patent Classification: 
A61B 5/00 (2006.01) 

(21) International Application Number: 

PCT7IB2007/053760 

(22) International Filing Date: 

18 September 2007 (18.09.2007) 



(25) Filing Language: 

(26) Publication Language: 



English 
English 



(30) Priority Data: 

2006/07789 18 September 2006 (18.09.2006) ZA 

(71) Applicant (for all designated States except US): DISCOV- 
ERY HOLDINGS LIMITED [ZA/ZA]; 155 West Street, 
2196 Sandton (ZA). 

(72) Inventors; and 

(75) Inventors/Applicants (for US only): POLLARD, Alan 

[ZA/ZA]; 11 Central Park, 39 1st Avenue, 2196 Illovo 
(ZA). NOSSEL, Craig [ZA/ZA]; 16 Craighall Road, Vic- 
tory Park, 2195 Johannesburg (ZA). 



(74) Agents: SPOOR & FISHER et al.; PO Box 454, 0001 
Pretoria (ZA). 

(81) Designated States (unless otherwise indicated, for every 
kind of national protection available): AE, AG, AL, AM, 
AT, AU, AZ, BA, BB, BG, BH, BR, BW, BY, BZ, CA, CH, 
CN, CO, CR, CU, CZ, DE, DK, DM, DO, DZ, EC, EE, EG, 
ES, Fl, GB, GD, GE, GH, GM, GT, HN, HR, HU, ID, IL, 
IN, IS, JP, KE, KG, KM, KN, KP, KR, KZ, LA, LC, LK, 
LR, LS, LT, LU, LY, MA, MD, ME, MG, MK, MN, MW, 
MX, MY, MZ, NA, NG, NI, NO, NZ, OM, PG, PH, PL, 
PT, RO, RS, RU, SC, SD, SE, SG, SK, SL, SM, SV, SY, 
TJ, TM, TN, TR, TT, TZ, UA, UG, US, UZ, VC, VN, ZA, 
ZM, ZW. 

(84) Designated States (unless otherwise indicated, for every 
kind of regional protection available): ARIPO (BW, GH, 
GM, KE, LS, MW, MZ, NA, SD, SL, SZ, TZ, UG, ZM, 
ZW), Eurasian (AM, AZ, BY, KG, KZ, MD, RU, TJ, TM), 
European (AT, BE, BG, CH, CY, CZ, DE, DK, EE, ES, FI, 
FR, GB, GR, HU, IE, IS, IT, LT, LU, LV, MC, MT, NL, PL, 
PT, RO, SE, SI, SK, TR), OAPI (BF, BJ, CF, CG, CI, CM, 
GA, GN, GQ, GW, ML, MR, NE, SN, TD, TG). 

Published: 

— without international search report and to be republished 
upon receipt of that report 



(54) Title: A METHOD OF MANAGING THE WELLNESS OF AN ORGANISATION AND A SYSTEM THEREFOR 



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(57) Abstract: A method of managing the wellness of an organisation includes providing members of the organisation with access 
to a plurality of wellness related facilities and/or services and monitoring a plurality of wellness related criteria of the organisation. 
In addition, awarding the organisation with an award depending on the results of the monitoring of the plurality of wellness related 
criteria and awarding members of the organisation with an award depending on the results of the monitoring of the plurality of 
wellness related criteria. 



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A METHOD OF MANAGING THE WELLNESS OF AN ORGANISATION 

AND A SYSTEM THEREFOR 



BACKGROUND OF THE INVENTION 

The present invention relates to a method of managing the wellness of an 
organisation and a system therefor. An example of an organisation could 
be a corporate employer. 

The present invention is predicated on an understanding that the wellness 
of an organisation is dependent on the wellness of the members of that 
organisation. 

The present invention seeks to address this. 



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SUMMARY 

According to one example embodiment there is provided a method of 
managing the wellness of an organisation, the method including: 

providing members of the organisation with access to a plurality of 
wellness related facilities and/or services; 

monitoring a plurality of wellness related criteria of the organisation; 

awarding the organisation with an award depending on the results 
of the monitoring of the plurality of wellness related criteria; and 

awarding members of the organisation with an award depending on 
the results of the monitoring of the plurality of wellness related 
criteria. 

The plurality of wellness related facilities and/or services that the member is 
provided access to may include at least one of; 

an infectious disease management programme; 

an emergency medical response while located at premises 
of the organisation; and 

a preventative care management programme. 

The infectious disease management programme may include a human 
immunodeficiency virus (HIV) management programme which may include 
at least one of: 

advice on organising an HIV policy; 

assistance with legislative compliance; 



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assistance in developing an HIV/AIDS committee; 

voluntary counseling and testing on site for members; 

medical advice and counselling; 

peer educator training; 

support and debriefing for peer educators; 

encourage enrolment of HIV positive members onto the HIV 
programme; and 

access to antiretroviral drugs. 

The emergency medical response may include a response by emergency 
medical services. 

The preventative care management programme may include medical check 
ups for members of the organisation. 

The plurality of wellness related facilities and/or services that the member is 
provided access to may also include counselling which may take the form 
of telephonic or face-to-face counselling. 

The plurality of wellness related facilities and/or services that the member is 
provided access to may include life management skills including legal 
advice, financial advice and social services assistance. 

The plurality of wellness related criteria may include at least one of: 

medical claims information pertaining to members of the 
organisation; 



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absenteeism information pertaining to absenteeism of 
members of the organisation from the business of the 
organisation; and 

occupational wellness information pertaining to the 
occupational wellness of members of the organisation. 

According to another example embodiment there is further provided an 
electronic system for managing the wellness of an organisation, the system 
including: 

a monitoring module to monitor a plurality of wellness related 
criteria of the organisation; 

an awards module to calculate an award for the organisation 
depending on the results of the monitoring of the plurality of 
wellness related criteria and to calculate an award for the 
members of the organisation depending on the results of the 
monitoring of the plurality of wellness related criteria; and 

a database for storing data relating to the use of the plurality 
of wellness related criteria of the organisation and for storing 
data relating to the awards for the organisation and the 
member. 



BRIEF DESCRIPTION OF THE DRAWINGS 



Figure 1 is a flow chart illustrating the methodology of an example 
embodiment; and 



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Figure 2 is a block diagram illustrating an example system to 
implement the methodologies described herein. 

DESCRIPTION OF EMBODIMENTS 

The invention finds application in the field of managing an organisation's 
health and wellness. The organisation may be a company for example. 

According to one example embodiment the method includes providing 
members of the organisation with access to a plurality of wellness related 
facilities and/or services. 

A plurality of wellness related criteria of the organisation are monitored. 

In an example embodiment these include at least one of medical health 
insurance policy information pertaining to members of the organisation; 
absenteeism information pertaining to absenteeism of members of the 
organisation from the business of the organisation; and occupational 
wellness information pertaining to the occupational wellness of members of 
the organisation. 

The plurality of wellness related facilities and/or services that the member is 
provided access to includes at least one of infectious disease management 
programme, emergency medical response and preventative care 
management programme. 

The infectious disease management programme may include a human 
immunodeficiency virus (HIV) management programme. 

The programme could take many forms but will typically include at least 
one of: 

advice on organisation HIV policy; 



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assistance with legislative compliance; 

assistance in developing an HIV/ AIDS committee; 

voluntary counselling and testing on site for members; 

medical advice and counselling; 

peer educator training; 

support and debriefing for peer educators; 

encourage enrolment of HIV positive members onto the HIV 
programme; and 

access to antiretroviral drugs. 

The emergency medical response includes at least one of a response by 
rapid emergency medical services, response by trauma support vehicles, 
response by critical incident management and first aid training. 

The preventative care management programme includes medical check 
ups for members of the organisation. 

In one example embodiment the plurality of wellness related facilities 
and/or services that the member is provided access includes counselling 
which may take the form of telephonic or face-to-face counselling. The 
counselling could be to help a member through any issue that they are 
struggling with whether related to the organisation or not. 

In another example embodiment, the plurality of wellness related facilities 
and/or services that the member is provided access to also includes life 



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managernent skills including legal advice, financial advice and social 
services assistance. 

To manage absenteeism the method may include an absenteeism policy 
development support; managerial training and support; referral health 
insurance policy; employee assistance and an advice line. 

7h e method may also include awarding the organisation with an award 
depending on the results of the monitoring of the plurality of wellness 
related criteria. 

The basis for awards will be described below in more detail. 

In order to implement the above methodologies, a system as described in 
Figure 2 is implemented which will be described below in more detail. 

In one example embodiment, the wellness related facilities and/or services 
may include the following modules: 

Module 1: Wellpoint (Core) 

• Corporate Health Profile 

• Health Screening 

• Executive Medicals 

• Health Promotion 

• Health and Wellness Policy Development 

• Medical Advice Line 

• Emergency Care 

Module 2: Discovery EAP 

• Employee Assistance Programme (Counseling and Life 
Management Services) 

Module 3: Discovery HIVCare 



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* HIV/AIDS Management Programme 

The modules can be implemented individually or in combination. 
Each of the above will now be described in more detail. 

1- Corporate Health Profile Health Risk Assessment (HRA) 

* The HRA is aimed at providing an understanding of the healthy risks 
that exist in the organisation through self-reported questionnaires 

* The questionnaires will be available to all employees in either paper 
based or electronic format. For electronic, this could include: 

o Touch-screens available at the organisation all year round or 

at predetermined times; 
o fnternet-based; and 
o Intranet. 

The type of question could include the following: 



o 


Age and gender profile 


0 


Chronic disease prevalence 


0 


Overweight and obesity prevalence 


0 


Smoking prevalence 


o 


Physical activity status 


0 


Nutrition status 


o 


Alcohol consumption (abuse) 


0 


Resilience 


0 


Stage of change 


o 


Health perceptions and 'Healthy Days' 



The above parameters will be used to generate a report for the organisation 
based on the following distributions (included in the HRA): 

o Age and gender 

o Staff level 

o Work type 



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o Business unit 

o Geographical location 

The reports will typically be automated and the frequency of reporting will 
need to be defined based on response rates and roll-out of the programme. 

2. Health Screening Benefit 

Health screenings are provided to all members of the organisation on-site 
at the organisations premises. 

The screening will typically include the following tests: 

□ Blood pressure 

□ Cholesterol 

□ Glucose 

□ BMI and waist circumference 

The tests will be carried out by a network of nurses who are trained and 
accredited. 

Members undergoing the checks will be referred to the appropriate 
healthcare services based on access and risk Eg. A patient with high blood 
pressure not on medical aid and not on medication may be referred to the 
local clinic or the occupational health nurse (if available). Alternatively 
medical aid members will be referred to their general practitioner for further 
assessment and treatment. 

It will be appreciated that the checks are a convenient health screening and 
education service. It is not intended to provide treatment for members. 

3. Executive Medicals 

The programme will provide on-site annual executive health check-ups to at 
least some of the executives of the organisation. 



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If the programme only offers this to some of the executives and the 
organisation wants to provide this service to other executives, this will be 
charged on a fee-for-service basis. 

The executive medicals will be provided by a network of doctors who will be 
trained and accredited. 

The report received by the executives will be professionally presented with 
healthy lifestyle guidelines relevant to the individual and specifically tailored 
to executive lifestyles. 

The doctor who performs the assessment will do a follow-up call or visit and 
will liaise with the executive's healthcare practitioner should the need arise. 

The executive medicals will typically incorporate the following: 



0 


Health profile 


o 


Medical history 


0 


Medical examination 


0 


Blood pressure 


0 


Cholesterol 


0 


Glucose 


o 


BMI and waist circumference 


0 


Stress ECG 


o 


Lung function assessment 


0 


Visual assessment 


0 


Urine analysis 


o 


Liver function tests 


0 


Additional blood tests based on medical assessment and 



health risk 

The executive medical examinations create a good opportunity to engage 
with senior people in the companies and showcase the health and wellness 
message. 



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4. Health Promotion 

To create a culture of wellness within the organisation, to increase 
awareness, and to ensure a wellness presence, the programme will include 
general health promotion. 

This could include the following on line information: 





Medical dictionary 


ii. 


Self-care guide 


iii. 


Health and wellness articles 


iv. 


Physical activity guide 


v. 


Nutrition guide 


vi. 


Stress guide 


vii. 


Smoking cessation guide 


viii. 


Assessments / Quizzes 


ix. 


Logbooks 


X. 


Electronic lifestyle / health tips 



An electronic newsletter and wellness posters could also be used. 
A wellness calendar will focus on the following topics: 

i. Physical wellbeing including physical activity and nutrition. 

ii. Mental wellbeing and resilience 

iii. Preventative care 

iv. Safety including drinking responsibly, sun protection, road safety 
and HIV/AIDS 

Healthdays can also be provided to companies on the core programme. 

Companies not on the programme will still have access to healthdays, but 
at an additional market related cost 



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5. Policy Development 

This includes advice on Company wellness policies, assistance with 
legislative compliance and the providing of assistance in developing a 
wellness committee. 

6. Medical advice and Counselling 

□ Medical advice and counselling will be provided to all employees 

□ The service will be provided through Smart Health Choices 

□ The service will include: 

□ 24 hour access to a nurse advice line 

□ Emergency medical information 

□ Poison centre 

□ Health and wellness advice 

7. Employee Assistance Programme (EAP) 

The purpose of the EAP is to support and improve the performance of 
organisations by helping its members to deal with their personal and work- 
related problems and challenges earlier and more effectively. 

It also provides training and education support and guidance for managers 
and supervisors to assist them with monitoring performance within the 
organisation and where necessary, to take appropriate action. 

All members of the organisation will have access to the employee 
assistance programme. The service will not be available to family 
members. 

Psychologists located in a call centre provide direct, confidential and 
unlimited access to a 24 hour personal support service with all calls 
answered by fully qualified counsellors. 



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The programme may also offer up to 4 personal counselling sessions per 
person per year (per condition) close to his or her residence or place of 
work, for each person entitled to use the scheme, for those for whom short- 
term psychological counselling is appropriate, and with a further 2 sessions 
at the discretion of the counselling manager. As mentioned above, all 
counselling is provided by fully qualified and registered clinicians. 

The programme may also offer direct, confidential and unlimited access to 
a 24 hour LifeManagement Service. The LifeManagement Service is 
comprised of Legal, Financial and FamilyCare services. The legal service 
includes telephonic legal advice, the provision of precedents and pro- 
formas as well as referrals to appropriate legal services and bodies; the 
financial service is intended to help those employees who require 
assistance with the management of debt and financial concerns; and the 
FamilyCare service supports employees to cope with the pressures of 
caring for their family members (including children with special educational 
needs and older or disabled relatives) by providing information and 
guidance on a wide range of welfare issues. 

Although the legal service includes information and assistance on a range 
of legal matters, legal information on Labour Law issues is excluded. 

A critical incident service offering prompt and professional trauma 
debriefing and counselling services to employees exposed to incidents of 
trauma, for example, for a member involved in an armed robbery. 

8, Absenteeism Management 

The absenteeism management programme provides the infrastructure for 
organisations to really manage absence well (turning policy into practice). 

It provides the data and analysis to drive effective change and helps reduce 
overall health related costs by managing short frequent absences and mid- 
to-longer term absences. 



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The absenteeism management is the enabling too! to help drive change in 
the organisation. 

In addition, line managers will be given guidelines and training and how to 
manage absent staff: 
o Abuse 

o Medical related absenteeism 
o Disability related absenteeism 

Absenteeism data will be provided to HR managers to assist in empowering 
them. The absenteeism data will be linked to other data points 
(HRA/HIV/Health Screenings/EAP) to ensure a proactive approach in 
absence management. 

9. Emergency Care 

Members of the organisation are given access to emergency services for 
any onsite emergencies. 

In addition, First Aid training will be provided to companies to meet health 
and safety legislative requirements. 

10. HIVCare 

This comprehensive programme includes surveys, HIV education and 
awareness, voluntary counselling and testing, medical advice and 
counselling, HIV policy development as well as the HIVCare Management 
Programme. The programme includes the following for example: 

Annual surveys to determine knowledge, attitude and practice are 
conducted to guide the appropriate HIV strategy in the workplace. 



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Advice on internal organisation HIV policy. Assistance with legislative 
compliance is provided. Assistance in developing an HIV/AIDS committee 
is provided. 

Development of a calendar of activities throughout the year, including the 
scheduling of voluntary counselling and testing. 

Provision of HIV articles and poster campaigns. 

A peer educator programme and support and debriefing for peer educators 
is provided. 

On-site voluntary counselling and testing for all employees. 

HIV-positive members will be encouraged to join the HIV Management 
Programme. 

24-hour access to nurse-based medical advice and counselling phone-line. 
Additional support through the Employee Assistance Programme (if taken). 

Access to antiretro viral medication, doctor consultations and pathology to 
coordinate and manage treatment. Clinical management and support for 
employees with HIV. 

1 1 . Data Reporting 

Data from all sources will be integrated to ensure a comprehensive 
understanding of the existing health and wellness status of each 
organisation. 

The reports will assist in understanding level and engagement as well as 
outcome based measures. 



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The methodology described above could be operated in conjunction with an 
incentive program operated by a health insurer or third party administrator 
of a health insurance plan. 

An example of such an incentive program is presently managed by the 
applicant which manages a traditional indemnity health insurance plan 
together with their so-called Vitality™ program disclosed in the applicant's 
co-pending US patent publication number 09/982,274, the contents of 
which are incorporated herein by reference. 

in any event, the plurality of wellness related criteria of the organisation are 
monitored and the organisation is awarded a wellness status. 

For example, the organisation could be awarded points according to a 
predetermined criteria and the wellness status of the organisation will then 
be determined by the number of points collected. In one example 
embodiment the number of points collected could calculated as follows: 
The following three categories are included in clinical wellness of the 
organisation 

Members at goal weight 



Bands Points 
0% - 20% 

21% -40% 25 

41 % - 50% 50 

51%-70% 80 

71% -80% 120 

81 %- 100% 150 



Members with normal blood pressure 



Bands 
0% - 75% 



Points 



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76 % - 80% 20 
81 % - 85% 30 
86% - 90% 50 
91 % - 95% 70 
96% -100% 100 

Members with normal cholesterol 

Bands Points 

0%-75% 

76%-80% 25 
81%-85% 35 
86% - 90% 55 
91%-95% 75 
96% -100% 110 

The following three categories are included in the lifestyle wellness of the 
organisation: 

Members who don't smoke 

Bands Points 
0% - 70% 

71% -80% 15 

81 % - 90% 25 

91 % - 95% 45 

96% -100% 65 

Members who are physically active 

Bands Points 
0% - 20% 

21% -40% 10 



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41%-50% 15 

51%-70% 20 

71 % - 80% 25 

81% -100% 35 



Members with good nutrition habits 



Bands Points 
0% - 20% 

21% -40% 10 

41%-50% 15 

51%-70% 20 

71 % - 80% 25 

81% -100% 35 



The following three categories are included in the engagement of the 
programme by the organisation: 



Members completing a Health Risk Assessment 



Bands Points 
0% - 25% 

26% - 50% 20 

51%- 60% 40 

61%- 70% 60 

71% -80% 100 

81% -100% 120 



Members doing a preventive screening check-up 



Bands Points 
0% - 25% 

26% - 35% 20 

36% - 45% 30 



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46% - 60% 40 
61%-75% 55 
76%-100% 70 



Members undergoing voluntary counselling 



Bands Points 
0% - 25% 

26% - 35% 30 

36% - 45% 50 

46% - 60% 70 

61% -75% 100 

76% -100% 120 



Where the programme is tied in with the Vitality™ programme of the 
applicant, the following could also be added: 



Members with over 10 000 Vitality points 



Bands Points 

0% - 20% 20 

21% -35% 35 

36% - 50% 65 

51%- 65% 100 

66% -100% 120 



In addition, organisations are awarded points just by taking part in the 
programme depending on the number of modules that the organisation 
takes part in. For example, the organisation could be awarded 25 points 
per module that it engages or alternatively some modules could be 
weighted to be worth more points, for example 50 points for a more 
weighted module. 



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Based on the total amount of points accumulated the organisation could be 
awarded a status according to the following example embodiment: 

Level 5 - Maximum wellness 
801 -1 000 points 

Level 4 - Healthy 
651- 800 points 

Level 3 - Engaged 
501 - 650 points 

Level 2 - Average 
351 - 500 points 

Level 1 - Below average 
201 - 350 points 

Level 0 - No activity 
0 - 200 points 

Thus by implementing the methodology, organisations will earn a wellness 
status also referred to herein as a WellPoint™ status. The better their 
status, the greater the rewards to both the organisation and its members. 
In the case of employer and employees the better the status the better the 
reward to the employer and employees. 

It is envisaged that the status will be reassessed every quarter to enable 
the organisation to track their performance and incentivise the behaviour of 
their members. 

It will be appreciated that just by taking part in the programme, 
organisations will benefit substantially in terms of improved member 



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morale, reduced absenteeism and disability costs as well as increased 
productivity. 

In addition, there are rewards to both the organisation and the member to 
help motivate healthy behaviour. 

An example of such rewards is as follows: 

For the member: 

To incentivise members to actively take part in the programme and 
increase their wellness, all employees, are encouraged to join the 
programme. The programme encourages them to be healthy, earn a status 
and benefit from the various health, lifestyle and leisure rewards. 

For example, members may be given a discount when using their credit 
card or may be given a discount when using their credit card at some 
selected stores. 

The higher the status of the organisation the bigger the discount. 

Members could also be given other kinds of rewards such as free or 
discounted access to services and/or facilities such as aeroplane tickets, 
hotel accommodation and car rentals to name but a few examples. Cash 
back rewards are another example of a reward the member could be given. 

For the organisation 

The organisation will, for example, be given a discount on their Group Life 
insurance premiums or medical insurance premiums to name but two 
possible examples. This discount increases as the organisation improves 
its status. 

Any other suitable rewards for the organisation could also be awarded. 



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The above methodologies are implemented in the example system 
illustrated in Figure 2. 

A server 10 is typically operated by the managers of the programme. The 
server 10 includes a monitoring module 12 to monitor a plurality of wellness 
related criteria of the organisation. 

An awards module 14 is used to calculate an award for the organisation 
depending on the results of the monitoring of the plurality of wellness 
related criteria and to calculate an award for the members of the 
organisation depending on the results of the monitoring of the plurality of 
wellness related criteria. 

A database 16 is used for storing data relating to the use of the plurality of 
wellness related criteria of the organisation and for storing data relating to 
the awards for the organisation and the member. 

The server 10 may be connected by a communications network 18 to a 
further server 20 from where data for the different modules may be 
obtained to use for the calculations. 

The modules described above may be implemented by a machine-readable 
medium embodying instructions which, when executed by a machine, 
cause the machine to perform any of the methods described above. 

It will be appreciated that embodiments of the present invention are not 
limited to such architecture, and could equally well find application in a 
distributed, or peer-to-peer, architecture system. Thus the modules 
illustrated could be located on one or more servers operated by one or 
more institutions. 



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It will thus be appreciated that the method and system described herein 
exploit the strong relationship between the wellness of members of an 
organisation and their productivity in the organisation. 

| n the employer and employee scenario the importance of the workplace in 
promoting health cannot be understated. Employers are hereby provided 
with a mechanisms and solutions to harmonize this relationship. 
Employers that embrace this methodology and system demonstrate their 
commitment to the wellness of their employees which can ultimately 
become a powerful tool in the quest for retaining and attracting loyal 
employees in a highly competitive arena. In addition, this can ultimately 
result in a positive impact on the organisation's effectiveness. 



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CLAIMS: 

1. A method of managing the wellness of an organisation, the method 
including: 

providing members of the organisation with access to a plurality of 
wellness related facilities and/or services; 

monitoring a plurality of wellness related criteria of the organisation; 

awarding the organisation with an award depending on the results 
of the monitoring of the plurality of wellness related criteria; and 

awarding members of the organisation with an award depending on 
the results of the monitoring of the plurality of wellness related 
criteria. 

2. A method according to claim 1 wherein the plurality of wellness related 
facilities and/or services that the member is provided access to include 
at least one of: 

an infectious disease management programme; 

an emergency medical response while located at premises 
of the organisation; and 

a preventative care management programme. 

3. A method according to claim 2 wherein the infectious disease 
management programme includes a human immunodeficiency virus 
(HIV) management programme which includes at least one of: 



advice on organising an HIV policy; 



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assistance with legislative compliance; 

assistance in developing an HIV/AIDS committee; 

voluntary counseling and testing on site for members; 

medical advice and counselling; 

peer educator training; 

support and debriefing for peer educators; 

encourage enrolment of HIV positive members onto the HIV 
programme; and 

access to antiretroviral drugs. 

4. A method according to claim 2 wherein the emergency medical 
response includes a response by emergency medical services. 

5. A method according to claim 2 wherein the preventative care 
management programme includes medical check ups for members of 
the organisation. 

6. A method according to claim 1 wherein the plurality of wellness related 
facilities and/or services that the member is provided access to also 
includes counselling. 

7. A method according to claim 6 wherein the counselling takes the form 
of telephonic or face-to-face counselling. 

8. A method according to claim 1 wherein the plurality of wellness related 
facilities and/or services that the member is provided access to includes 



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life management skills including legal advice, financial advice and social 
services assistance. 

9. A method according to claim 1 wherein the plurality of wellness related 
criteria include at least one of: 

medical claims information pertaining to members of the 
organisation; 

absenteeism information pertaining to absenteeism of members of 
the organisation from the business of the organisation; and 

occupational wellness information pertaining to the occupational 
wellness of members of the organisation. 

10. An electronic system for managing the wellness of an organisation, the 
system including: 

a monitoring module to monitor a plurality of wellness related criteria 
of the organisation; 

an awards module to calculate an award for the organisation 
depending on the results of the monitoring of the plurality of 
wellness related criteria and to calculate an award for the members 
of the organisation depending on the results of the monitoring of the 
plurality of wellness related criteria; and 

a database for storing data relating to the use of the plurality of 
wellness related criteria of the organisation and for storing data 
relating to the awards for the organisation and the member. 

11. A electronic system according to claim 10 wherein the plurality of 
wellness related facilities and/or services that are monitored by the 
monitoring module include at least one of: 



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an infectious disease management programme; 



an emergency medical response while located at premises 
of the organisation; and 



a preventative care management programme. 



12. An electronic system according to claim 11 wherein the infectious 
disease management programme monitored by the monitoring module 
includes a human immunodeficiency virus (HIV) management 
programme which includes at least one of: 



advice on organising an HIV policy; 



assistance with legislative compliance; 



assistance in developing an HIV/AIDS committee; 



voluntary counselling and testing on site for members; 



medical advice and counselling; 



peer educator training; 



support and debriefing for peer educators; 



encourage enrolment of HIV positive members onto the HIV 
programme; and 



access to antiretroviral drugs. 



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13. An electronic system according to claim 11 wherein the emergency 
medical response monitored by the monitoring module includes a 
response by emergency medical services. 

14. An electronic system according to claim 11 wherein the preventative 
care management programme monitored by the monitoring module 
includes medical check ups for members of the organisation. 

15. An electronic system according to claim 10 wherein the plurality of 
wellness related criteria that are monitored by the monitoring module 
include at least one of: 

medical claims information pertaining to members of the 
organisation; 

absenteeism information pertaining to absenteeism of members of 
the organisation from the business of the organisation; and 

occupational wellness information pertaining to the occupational 
wellness of members of the organisation. 



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FIGURE 1 



providing members of the 
organisation with access to a 
plurality of wellness related 

facilities and/or services 






monitoring a plu 
related criteria ol 


rality of wellness 
r the organisation 



awarding the org 
award depending 
the monitoring c 
wellness rel 


anisation with an 
on the results of 
)f the plurality of 
a ted criteria 






awarding members of the 
organisation with an award 
depending on the results of the 
monitoring of the plurality of 
wellness related criteria 



WO 2008/035280 



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2/2