We know that employees who take action to manage their health are happier, more engaged and more productive than those who do not. They also save money on health care, both for themselves and for our company. For all these reasons, we encourage employees to take charge of their health through such simple steps as eating well, exercising, taking advantage of preventive care screenings, and working with care providers to manage health conditions that require it. We offer easy and affordable access to health care, and our wellness programs provide a range of options to help employees and their families adopt healthy lifestyles. The programs have repeatedly earned national recognition for excellence. For the last six years, the National Business Group on Health has honored Pitney Bowes at the highest Platinum Level with its Best Employer for Healthy Lifestyles Award.

Our health care plans stress preventive care, management of chronic conditions and protection against the catastrophic costs of major illness. Wherever possible, we try to remove barriers that prevent employees from receiving care. We provide specialized resources such as maternity management, nurse hotlines, free financial advice and employee assistance programs to all employees and their families.

Our wellness program spans the full range of physical, mental and financial health concerns, with a focus on education and awareness, changing behavior and improving access to care. Innovations in 2010 included the addition of strength training, Zumba and belly-dancing to our exercise programs at certain locations. We also introduced walk stations (workstations integrated with treadmills) for call-center employees.

Education and awareness
We do our best to make it easy to learn about healthy living. Our Health Care University program expanded its reach in 2010 to include employees in Canada and the United Kingdom. Through "Learn and Earn" courses on topics such as weight management and stress management, we enable participating employees to earn cash rewards and prizes for their efforts; in 2010, 5691 employees earned the incentive of a $100 VISA debit card. In addition, Project: Living communications provide up-to-date guidance on health and wellness, financial planning and work/life balance, including how best to take advantage of company benefits in these areas. In 2010 we added a new domestic violence awareness component to our program. And we expanded our already extensive offerings to help employees and families deal with end-of-life issues.

Changing behavior
We know that small changes in health habits can yield great results in overall health, and we offer a wide range of programs to help employees learn how to make those changes. In 2010, more than 1800 employees participated in Change One, our 12-week weight management program, with 678 completing the program. The average weight loss was 8 pounds, but 90 people lost more than 20 pounds. Other benefits include a tobacco cessation program, free financial planning for all employees, and discounts on products and services such as Weight Watchers®, gym memberships and more. In addition, through Project: Living, we regularly discuss the cost of health care and the impact behavioral changes can make on employees' own health costs as well as the company's. We recognize that changing behavior is easier when those around you are doing the same—that's why we make many programs available to family members as well.

Improving access to care
Our seven onsite medical clinics in the U.S. provide free access to roughly 20% of our employees, making it easier for them to maintain primary health care. The clinics have high-level accreditation from the Accreditation Association for Ambulatory Health Care. In 2010 our clinics recorded more than 35,000 patient visits. More than 1,000 employees took advantage of screening programs on breast cancer, skin cancer, osteoporosis, vision and hearing, cholesterol, diabetes, blood pressure and BMI (Body Mass Index). We also offered Lunch-and-Learn programs on topics ranging from weight management and sleep disorders to elder-care support: 600 employees participated in these programs.

Another major innovation this past year was the launch of the Dossia Personal Health Record, an electronic platform that enables employees and their families to collect, maintain and track a variety of personal health information in a single secure, comprehensive resource. Pitney Bowes was a founding member of the consortium that created Dossia and was among the first companies to make it available to all employees.

Work/life balance:
We encourage flexible working arrangements to help employees manage the demands of work and home. We provide tools to help employees develop flexible working proposals that meet both our needs and theirs. Flexible options may include telecommuting, compressed work weeks, part-time assignments, and variable work schedules. For more information on our Agile Work program, see the "Engagement" section of this document.

One in a Million Day

More than 4100 people took part in 97 walking events throughout the United States, Canada and the United Kingdom at our fourth annual PB Employees are One in a Million Day on May 16, 2010 in celebration of the National Employee Health & Fitness Day. All told, they walked 48,681,772 steps, up 48% from 2009.

Project: Living
“Launched in 2009, Project: Living reached out to employees and families throughout 2010 through home mailings, employee emails and calendars. Project: Living offers practical tips to help employees take advantage of company programs and benefits to make healthy lifestyle decisions, become better health care consumers and learn how to balance work and life.