American Heart Month: Protecting the Heart That Powers Your Life

Tuesday, January 27th, 2026

Every February, American Heart Month shines a spotlight on heart health and the steps we can all take to reduce the risk of heart disease—the leading cause of death in the United States for both men and women.

While heart disease is common, it is also largely preventable. American Heart Month reminds us that small, consistent lifestyle choices can make a powerful difference in protecting our hearts and improving overall quality of life.

Why Heart Health Matters

The heart works nonstop, pumping blood, oxygen, and nutrients throughout the body. When the heart or blood vessels are compromised, it can lead to serious conditions such as heart attacks, strokes, high blood pressure, and heart failure.

Risk factors like poor diet, physical inactivity, smoking, stress, and unmanaged health conditions can strain the heart over time. The good news is that many of these risks can be reduced with informed, proactive care.

Everyday Habits That Support a Healthy Heart

Heart health doesn’t require perfection—just progress. Building heart-smart habits can start today:

• Eat a heart-healthy diet. Focus on fruits, vegetables, whole grains, lean proteins, and healthy fats while limiting excess sodium, added sugars, and processed foods.
• Stay physically active. Aim for regular movement such as walking, cycling, swimming, or strength training. Even short bursts of activity add up.
• Know your numbers. Monitoring blood pressure, cholesterol, and blood sugar levels helps catch potential issues early.
• Manage stress. Chronic stress can raise blood pressure and strain the heart. Mindfulness, deep breathing, adequate sleep, and relaxation are essential forms of self-care.
• Avoid tobacco and limit alcohol. These choices significantly impact heart and vascular health.

Heart Health Is for Everyone

Heart disease doesn’t discriminate by age or gender. While risk increases with age, younger adults benefit greatly from establishing healthy habits early. American Heart Month encourages families, workplaces, and communities to create environments that support heart-healthy choices for everyone.

Women, in particular, are encouraged to recognize heart disease symptoms, which can sometimes differ from those experienced by men. Awareness and timely care save lives.

Making Heart Health a Priority All Year Long

American Heart Month is more than a reminder—it’s a call to action. By choosing nutritious foods, staying active, managing stress, and partnering with healthcare providers, we can strengthen our hearts and protect our futures.

This month and beyond, take time to care for your heart—it’s the engine that keeps life moving.

Restoring Regulation in the Workplace: Aromatherapy, Nervous System Support, and Intentional Practices

Tuesday, January 27th, 2026

by Sheila Tucker, RN

I would like to begin this article with a personal story that explains why aromatherapy has become an integral part of my life and professional practice. As a registered nurse, I have witnessed firsthand the physical and emotional demands people carry, often quietly. My experiences at the bedside shaped my understanding of care beyond clinical treatment and led me to embrace aromatherapy as a supportive, human-centered approach to well-being—one I now hope you will feel encouraged to explore for yourself.

A few days ago, I underwent a medical procedure that was fairly terrifying and involved multiple injections. As I waited for the procedure to begin, I felt my body begin to shift. My heart rate quickened. Heat rose into my face and neck. My jaw tightened, my shoulders stiffened, and my breathing became shallow and guarded.

These sensations were familiar. I recognized them immediately from when working with patients. They are not responses paired with weakness or anxiety, but with the nervous system moving into a fear response.

I wondered whether I could gently shift my internal state — not by forcing calm, but by offering my body a different sensory input. I immediately knew what to do. I reached in my purse and my hand landed on the forest bathing blend, an essential oil that I have nearby at all times.

I applied the rollerball of forest bathing blend slowly and deliberately to several points — my wrists, throat, heart space, lower back, behind my knees, and around my ankles — and then settled into slow, intentional breathing. There was a lightness in the moment, even a sense of appreciation. As the aroma began to register, another shift followed. The scent evoked something deeply familiar — that stabilizing experience of walking on a path through the forest filled with sounds and nature’s beauty, where the nervous system instinctively downshifts, and the body remembers how to settle. In that moment, I wasn’t trying to eliminate discomfort or control the outcome. I was restoring a sense of safety so my body could move through the experience with greater ease and resilience.

This is how I understand aromatherapy — not as a cure or shortcut, but as a sensory support for regulation, adaptability, and self-trust. As a registered nurse with over two decades of dedicated care, my work focuses on understanding how the nervous system responds to stress, pain, and uncertainty — and how intentional, sensory-based practices can help restore choice, presence, and regulation in the body. I approach practices like aromatherapy not as products or interventions, but as part of a broader system of support that includes breath, pacing, environment, and self-awareness.

The Modern Workplace

Modern workplaces are increasingly shaped by prolonged stress, rapid change, and cumulative emotional strain. Employees may be managing demanding workloads while simultaneously navigating grief, health concerns, caregiving responsibilities, organizational restructuring, or ongoing uncertainty. In these conditions, the nervous system often remains in a heightened state of vigilance. Rather than returning to baseline after a stressful event, the body stays alert, guarded, and reactive.

Many workplace wellness initiatives attempt to address burnout by targeting symptoms such as fatigue, disengagement, or reduced productivity. True wellness practices take a different approach. Instead of forcing change or “fixing” the body, they focus on supporting the nervous system’s innate ability to return to safety and regulation. Within this framework, aromatherapy can serve as a supportive sensory practice when used with intention, education, and care.

Understanding the Nervous System at Work

Chronic stress keeps the body locked in survival physiology. Over time, this state affects sleep quality, digestion, immune function, emotional regulation, and cognitive clarity. In professional environments, this often shows up as difficulty concentrating, increased irritability, decision fatigue, or emotional numbing.

The nervous system is constantly scanning for cues of threat and safety. When stress becomes ongoing, the body may cycle through fight, flight, freeze, or fawn responses without adequate recovery. Gentle sensory cues — including breath, movement, sound, and scent — are among the most effective ways to signal safety and support a shift toward regulation.

Why Scent Plays a Unique Role

The olfactory system has a direct anatomical connection to the limbic brain, the area responsible for emotion, memory, and survival responses. Unlike other senses, scent bypasses cognitive filtering and reaches the brain rapidly. This is why aroma can influence mood, grounding, and perceived safety within seconds.

In workplace cultures that prioritize verbal communication and cognitive problem-solving, the role of sensory input is often overlooked. Aromatherapy does not require analysis or effort. It works through biological pathways already designed to respond to environmental cues. When used intentionally, it can complement broader wellness strategies by supporting emotional grounding and nervous system balance.

Applying “Forest-Bathing” Principles through Aromatherapy

Forest bathing (Shinrin-yoku) is not a fitness activity or a productivity technique. It is a public-health practice developed in Japan to reduce stress by immersing the nervous system in cues associated with natural, non-threatening environments – the forest. The therapeutic value lies in how the body responds to nature.

Researcher Quig Li has extensively studied and written about the effects of forest bathing (Shinrin-yoku) on health promotion and disease prevention. His study of forest bathing supports the physiological findings of Park (2010). Li (2022) found that forest bathing:

1. reduces blood pressure and heart rate, showing a preventative effect on hypertension,
2. reduces stress hormones,
3. stabilizes a balance within the nervous system,
4. improves sleep, and
5. reduces anxiety and fatigue and increases vigor with a preventive impact on depression.

(Li et al.) In 2009, through extensive study, it was demonstrated that inhaling compounds found in forest air and tree-derived essential oils elevated immune markers. The study’s results linked essential oil inhalation to Shinrin-Yoku outcomes. This is powerful information when considering how to manage stressful work environments in urban areas, in confined office spaces, and certainly in our hospital settings.

Because most workplaces cannot offer access to forests or extended time outdoors, the goal is not to replicate nature literally, but to introduce select sensory cues that support nervous-system regulation.

In high-demand professional settings, many well-intentioned initiatives inadvertently increase stimulation — adding tasks, expectations, or social pressure. Forest-bathing–informed practices take the opposite approach. They aim to:

• Slow physiological pacing
• Reduce sensory overload
• Support perceived environmental safety
• Invite bodily awareness without forcing emotional processing

A Trauma-Informed Perspective on Aromatherapy

My years of experience as a registered nurse in critical care and trauma-informed wellness, I well understand that aromatherapy is approached not as a trend or quick fix, but as a body-based sensory practice. Education, consent, and context are essential — particularly in professional environments where individuals may have differing sensitivities, histories, or health considerations.

Trauma-informed aromatherapy emphasizes:

• Choice and autonomy
• Low-dose, gentle exposure
• Predictability and consistency
• Respect for individual nervous-system responses

This approach aligns with modern workplace wellness principles that prioritize psychological safety, inclusion, and self-regulation rather than performance pressure.

In workplace contexts, effectiveness depends on how the blend is used — not on intensity or frequency.

Best Practices for Use

1. Individual, Not Ambient, Use

Forest-bathing aromatics should be used personally, never diffused into shared airspaces. Appropriate formats include:

• Rollerball use
• Diffusers placed in a quiet, reflective space
• Scent cards stored in a drawer or bag

This preserves choice, respects sensitivities, and aligns with trauma-informed principles.

2. Brief, Intentional Exposure

Slow and targeted diffusion or rollerball application is sufficient. The goal is not prolonged exposure, but a clear sensory cue that signals the nervous system to slow and orient toward safety.

More scent does not increase effectiveness. Consistency matters more than strength.

3. Pair With a Regulating Action

Aromatics are most effective when paired with another regulating behavior, such as:

• Slow nasal breathing (4–6 second exhale)
• Gentle posture adjustment or grounding through the feet
• A brief pause with eyes softly focused or closed

This pairing helps the body associate the aroma with settling rather than alertness.

Structuring a Personal Forest-Bathing Ritual at Work

A workplace-appropriate forest-bathing ritual should be:

• Predictable
• Time-limited (30–90 seconds)
• Free of performance expectations

Example structure:

1. Step away from the screen or task
2. Close your eyes and focus on the aroma coming from your diffuser.
3. Notice physical sensations (temperature, contact with chair or floor)
4. Resume work intentionally

This is not meditation and does not require emotional reflection. It is a physiological reset, not a cognitive exercise.

When to Use Nature-Inspired Aromatics at Work

Forest-bathing aromatics are particularly well suited for:

• Transitions between meetings
• After difficult conversations
• During recovery breaks
• At the end of the workday to signal closure

They are not intended for use during active collaboration, meetings, or times requiring heightened alertness.

Why This Approach Works

Nature-inspired sensory cues operate through the limbic system, which governs emotion, memory, and survival responses. When the nervous system receives signals associated with non-threatening environments — such as earthy, grounded aromas — it becomes easier to shift out of chronic vigilance.

Over time, repeated low-intensity exposure paired with regulation can help:

• Reduce stress reactivity
• Improve emotional steadiness
• Support clearer cognitive functioning
• Reinforce recovery habits

This is particularly relevant in professions characterized by constant decision-making, emotional labor, or crisis exposure.

A Sensory Regulation Framework

In my work, I use a simple, trauma-informed framework for sensory regulation:

• Notice – Track physical sensations without judgment — changes in breath, muscle tone, temperature, or heart rate.
• Orient – Reconnect with the present moment by feeling the surface beneath you, noticing your surroundings, or naming – where you are.
• Engage the Senses – Introduce supportive sensory input intentionally and lightly. Apply aromatics to pulse points, pair with slow breathing, and allow the sensation to feel inviting rather than overwhelming.
• Allow the Shift – Let the nervous system move gradually — fear may soften into curiosity, curiosity into steadiness, and steadiness into grounding.
• Integrate – When regulation happens during challenge, the nervous system learns resilience and adaptability over time.

Important Boundaries

Aromatherapy and sensory practices are not substitutes for medical or mental health care. Individual responses vary, and practices should always be adapted with consent, sensitivity, and respect for personal history — particularly for those with trauma or sensory sensitivities. Key ethical boundaries for workplace use include:

• Use must always be voluntary.
• No claims of treatment or cure should be made.
• Aromatherapy must complement — not replace — medical or mental-health care.
• Sensory practices should never be used to override fatigue or distress.

Forest-bathing aromatics are not tools for pushing through stress. They are tools for recognizing when the body needs to slow.

Final Thoughts

Forest bathing in the workplace is not about recreating nature — it is about restoring regulation. When nature-inspired aromatics are used gently, personally, and with intention, they can provide meaningful nervous-system support in environments that demand constant engagement.

Shinrin-yoku — whether experienced directly in nature, supported through diffusion or, as with me just prior to a medical procedure, quickly through application by a roller ball — reminds the body of its innate capacity to settle, adapt, and endure. When the nervous system feels safe enough, resilience naturally follows.

Learn more about aromatherapy and the uses and benefits of essential oils at Florida Oils Rn.

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References

Antonelli, M., Barbieri, G., & Donelli, D. (2022). Effects of forest bathing (shinrin-yoku) on levels of cortisol as a stress biomarker: A systematic review and meta-analysis. International Journal of Biometeorology, 66(1), 1–15. https://pubmed.ncbi.nlm.nih.gov/31001682/

Harvard Health Publishing. (2016). The healing power of nature. Time. https://time.com/collections/guide-to-happiness/4405827/the-healing-power-of-nature/

Li, Q., Kobayashi, M., Wakayama, Y., Inagaki, H., Katsumata, M., Hirata, Y., Hirata, K., Shimizu, T., Kawada, T., Park, B. J., Ohira, T., Kagawa, T., & Miyazaki, Y. (2009). Phytoncides (wood essential oils) induce human natural killer cell activity. Immunology Letters, 123(2), 124–130. https://doi.org/10.1016/j.imlet.2009.02.006

Li, Q. (2010). Effect of forest bathing trips on human immune function. Environmental Health and Preventive Medicine, 15(1), 9–17. https://doi.org/10.1007/s12199-008-0068-3

Li, Q. (2018). Forest bathing: How trees can help you find health and happiness. Penguin Random House UK.

Li, Q. (2022). Effects of forest environment (Shinrin-yoku/Forest bathing) on health promotion and disease prevention — the establishment of “Forest Medicine”. Environmental Health and Preventive Medicine, 27, Article 43. https://doi.org/10.1265/ehpm.22-00160

Park, B. J., Tsunetsugu, Y., Kasetani, T., Kagawa, T., & Miyazaki, Y. (2010). The physiological effects of Shinrin-yoku (taking in the forest atmosphere or forest bathing): Evidence from field experiments in 24 forests across Japan. Environmental Health and Preventive Medicine, 15(1), 18–26. https://doi.org/10.1007/s12199-009-0086-9

Song, C., Ikei, H., & Miyazaki, Y. (2025). Physiological effects of forest environments on human health: A review of field experiments. Forests, 16(2), 310. https://doi.org/10.3390/f16020310

Immune Function / NK Cells: Forest bathing trips have been associated with increased natural killer (NK) cell activity and increased expression of immune-related anti-cancer proteins, with effects lasting days to weeks in some studies.  https://pmc.ncbi.nlm.nih.gov/articles/PMC2793341/

The Benefits of Hosting an Employee Health Fair for HR Leaders

Wednesday, January 14th, 2026

For today’s HR leaders, employee wellness is directly tied to retention, productivity, engagement, and overall organizational performance. An Employee Health Fair is a strategic, high‑impact initiative that allows HR teams to address multiple workforce priorities at once—while demonstrating genuine care for employees.

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1. Aligns Wellness with Business Outcomes

Employee Health Fairs help HR leaders bridge the gap between wellness initiatives and measurable business results. Preventive screenings and education can lead to reduced healthcare claims, lower absenteeism, and improved productivity—key metrics HR is often accountable for.

By proactively addressing health risks, organizations can mitigate long‑term costs associated with chronic conditions and burnout.

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2. Enhances Employee Engagement and Retention

Employees are more likely to stay with organizations that visibly invest in their well‑being. Hosting a health fair sends a clear message: employees are valued beyond their job performance.

Interactive, on‑site wellness experiences increase participation and foster positive employee sentiment. For HR leaders, this translates into stronger engagement scores, improved morale, and higher retention rates.

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3. Supports a Holistic Total Rewards Strategy

Employee Health Fairs complement existing benefits and total rewards programs. They provide a platform for benefits education, ensuring employees fully understand and utilize what’s already available to them.

HR teams can spotlight medical, mental health, wellness incentives, EAPs, and voluntary benefits—maximizing ROI on benefits spend while reducing employee confusion.

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4. Improves Access to Preventive Care

One of HR’s ongoing challenges is encouraging employees to prioritize preventive health. Health fairs remove common barriers such as time constraints, lack of awareness, or access issues by bringing services directly to the workplace.

On‑site screenings and consultations increase participation and allow employees to take immediate, informed action regarding their health.

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5. Addresses Mental Health and Burnout Proactively

Modern HR leadership requires a strong focus on mental and emotional well‑being. Employee Health Fairs provide an opportunity to normalize conversations around stress, burnout, mental health, and work‑life balance.

Including mental health resources demonstrates organizational commitment to psychological safety and supports HR’s role in building a resilient workforce.

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6. Customizable to Workforce Needs and DEI Goals

Employee Health Fairs can be tailored to workforce demographics, industry risks, and organizational priorities. HR leaders can curate vendors and programming that reflect diversity, equity, and inclusion values while addressing specific health disparities.

This flexibility ensures relevance, inclusivity, and higher employee participation.

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7. Strengthens Employer Brand and Workplace Culture

A well‑executed health fair reinforces a culture of care and positions the organization as an employer of choice. These events contribute to a positive employee experience—an increasingly critical factor in talent attraction and employer branding.

For HR leaders, this cultural impact extends well beyond the event itself.

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8. Efficient, Scalable, and Cost‑Effective

Compared to ongoing wellness programs that require sustained resources, Employee Health Fairs deliver concentrated impact in a short timeframe. Many services are bundled, scalable, and cost‑effective, making them an ideal option for organizations of all sizes.

The result is a high‑visibility wellness initiative with long‑term benefits.

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Conclusion

For HR leaders, hosting an Employee Health Fair is a strategic investment—not a one‑time event. It supports organizational goals, enhances employee experience, and strengthens the overall health of the workforce.

By integrating Employee Health Fairs into a broader wellness and benefits strategy, HR professionals can drive meaningful impact while positioning their organization for sustainable success.

Epilepsy – What you should know

Tuesday, January 13th, 2026

Epilepsy: a practical guide for the person living with it—and the people who love them

Epilepsy can feel unpredictable, and that unpredictability can be stressful for everyone involved. The goal of this article is to replace fear with usable knowledge: what epilepsy is, what seizures can look like, how to treat and manage it day-to-day, what to do during a seizure, and how loved ones can support without taking over.

(This is general education, not personal medical advice. If you’re worried about new seizures, worsening seizures, or medication side effects, it’s worth contacting a clinician who treats epilepsy.)

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1) What epilepsy is (and what it isn’t)

Epilepsy is a brain disorder that causes repeated seizures. A seizure is a change in normal brain activity that can last from seconds to a few minutes. (CDC)

One seizure doesn’t always mean epilepsy. Many people have a single seizure in their lifetime, and epilepsy is typically defined by a pattern/risk of recurring unprovoked seizures (there are formal clinical definitions used by specialists). (World Health Organization)

Epilepsy isn’t contagious. You can’t “catch” it from someone else. (CDC)

Most people with epilepsy can live full lives. Treatment works well for many, though some people need more support and different approaches to get good seizure control. (CDC)

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2) Seizures don’t always look like what movies show

A lot of people picture only the “fall down and shake” kind of seizure. That’s real—but it’s not the only form.

Seizures might look like:

• staring and being unresponsive
• confusion, wandering, or not making sense
• unusual movements (lip smacking, fidgeting)
• sudden loss of muscle tone (a drop)
• full-body stiffening/jerking with loss of awareness (CDC)

The big categories you’ll hear

• Focal seizures: start on one side/area of the brain. Awareness can be intact (focal aware) or affected (focal impaired awareness). Sometimes they spread and become a convulsive seizure. (CDC)
• Generalized seizures: begin (or appear to begin) on both sides of the brain at once and often affect awareness. (CDC)
• Unknown onset: when the start isn’t observed (for example, some night seizures). (Epilepsy Foundation)

Why this matters: seizure type strongly influences which treatments are most likely to help. (Epilepsy Foundation)

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3) Getting the right diagnosis really matters

Not every “seizure-like” event is epilepsy. Some events that can mimic seizures may have other physical or psychological causes (for example, low blood sugar, heart rhythm issues, and functional/dissociative seizures). That’s one reason a careful evaluation is so important. (Epilepsy Society)

Clinicians diagnose epilepsy by combining:

• a detailed history of what happened (witness descriptions help a lot)
• a neurologic exam
• EEG (records brain electrical activity)
• brain imaging like MRI, when needed, to look for structural causes (Mayo Clinic)

Practical tip: If it’s safe, a loved one can record a short video of an episode to show the clinician. That can speed up accurate diagnosis.

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4) Treatment: what helps, and what “success” can look like

Epilepsy treatment is individualized—but there are common pillars.

Anti-seizure medicines

For many people, medication is the first and most effective step. CDC notes medicines work for about 2 in 3 people with epilepsy, and it can take time (and sometimes combinations) to find the best fit. (CDC)

Key habit: Take medicine exactly as prescribed. Missing doses can raise seizure risk and can increase the chance of serious complications. (CDC)

If seizures aren’t controlled

If seizures continue, other treatments may be considered, such as:

• surgery (for certain seizure patterns)
• devices (neuromodulation like vagus nerve stimulation)
• dietary therapies (like ketogenic diet—medical supervision matters) (CDC)

A hopeful reality check

With proper diagnosis and treatment, it’s estimated that up to ~70% of people could live seizure-free. (World Health Organization)
That doesn’t mean everyone becomes seizure-free—but it does mean there are real reasons to keep working the plan with your clinician, especially if seizures persist.

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5) Daily life: reducing seizures and staying safe

Know your triggers (if you have them)

Not everyone has triggers, and triggers don’t cause epilepsy—but they can make seizures more likely for some people. (CDC)

Commonly reported triggers include:

• lack of sleep
• missed medication
• stress
• alcohol or substance use
• illness
• flashing lights/patterns (for a smaller subset)
• hormonal changes (CDC)

What works in real life: a simple “seizure log” (sleep, stress, meds, alcohol, illness, menstrual cycle, time of day) can reveal patterns you can actually act on.

Driving and independence

Driving rules depend on where you live. For example, CDC notes many U.S. states require a seizure-free period (length varies by state). (CDC)
In the UK, guidance includes notifying the DVLA and following their rules about when you can drive again. (nhs.uk)

This topic can feel emotional because it’s tied to independence. It helps to treat it like any other safety rule: temporary restrictions are about keeping you and others alive.

Water safety

Swimming and water sports can be risky—avoid swimming alone and talk to your clinician about what’s safest for your situation. (CDC)

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6) Seizure first aid everyone should know

If you only take one thing from this article, take this.

What to do during a seizure

CDC’s key steps include:

1. Stay calm and stay with the person
2. Move dangerous objects away
3. If they’re on the ground, turn them gently on their side to help keep the airway clear
4. Time the seizure
5. When it ends, help them recover somewhere safe; reassure them and explain what happened (CDC)

What NOT to do

• Don’t hold the person down
• Don’t put anything in their mouth
• Don’t give food or water until they’re fully alert (CDC)

When to call emergency services (911 in the U.S.)

Call if:

• the seizure lasts > 5 minutes
• they have another seizure soon after
• they have trouble breathing or waking up
• they’re injured
• it happens in water
• it’s their first seizure
• they are pregnant or have diabetes and lose consciousness (CDC)

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7) The serious stuff, explained gently: prolonged seizures and SUDEP

Status epilepticus (a medical emergency)

Repeated seizures close together or a seizure that won’t stop can raise risk of brain injury or death and needs urgent care. (CDC)

SUDEP (sudden unexpected death in epilepsy)

SUDEP is rare, but it’s a real concern many families worry about. CDC defines SUDEP as death in someone with epilepsy that isn’t due to injury, drowning, status epilepticus, or another known cause. (CDC)

CDC notes:

• Experts estimate roughly 1 in 1,000 U.S. adults with epilepsy per year may die from SUDEP (lower in children). (CDC)
• Main risk factors include generalized seizures and uncontrolled/frequent seizures. (CDC)
• Taking seizure medicine as prescribed is highlighted as one way to lower risk. (CDC)

This is a good topic to discuss directly with an epilepsy clinician—because the best risk-reduction plan is almost always: better seizure control + consistent medication + a clear action plan. (CDC)

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8) Make a plan (this reduces panic for everyone)

A Seizure Action Plan is a one-page “what we do if X happens” document. Mayo Clinic describes it as a roadmap (especially useful for schools/work) that includes seizure type, what the person’s seizures look like, whether rescue medication is used, and when to contact family or seek urgent help. (Mayo Clinic)

What to include:

• seizure types and typical length
• what’s normal after a seizure (confusion? sleep?)
• when to call emergency services
• rescue medication instructions (if prescribed)
• emergency contacts
• clinician info
• allergies/other conditions

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9) The relationship side: how to support without smothering

For the person with epilepsy

You deserve two things at the same time:

• safety
• agency (control over your own life)

A good balance sounds like:

• “Here’s what I need help with during/after a seizure.”
• “Here’s what helps me feel normal again afterward.”
• “Here’s what doesn’t help (even if it’s well-intended).”

Also: mood changes, loneliness, and anxiety/depression can show up alongside epilepsy. That’s not weakness—just part of the health picture. CDC explicitly notes the mental health impact and emphasizes support. (CDC)

For loved ones

Your job isn’t to become the “seizure police.” Your job is to become a steady teammate.

What helps most:

• Learn seizure first aid (practice the steps mentally)
• Help build the seizure action plan
• Encourage medication routines without shame (“Want a reminder system?” beats “Did you forget again?”)
• Ask what support feels respectful (“Do you want me to check in, or give you space after?”)

Also: caregiver stress is real. If you’re constantly on edge, it’s worth getting support too.

(If anyone is in immediate emotional crisis in the U.S., 988 is available for urgent mental health support.) (CDC)

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10) A short “pocket card” summary

During a seizure:

• Stay calm, stay with them
• Clear hazards, cushion head if needed
• Turn on side if on the ground
• Time it
• Reassure after

Never:

• restrain
• put anything in the mouth
• give food/water until fully alert (CDC)

Call emergency services if:

• 5 minutes
• repeats
• breathing/waking problems
• injury/water
• first seizure
• pregnancy/diabetes with loss of consciousness (CDC)

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Trusted places to learn more (and share with family)

If you want a “single click” resource hub, these are consistently solid:

• CDC’s Epilepsy pages (basics, treatment, first aid, safety) (CDC)
• World Health Organization epilepsy fact sheet (global perspective + stigma) (World Health Organization)
• Epilepsy Foundation (seizure types, treatment options, first aid training) (Epilepsy Foundation)
• NHS epilepsy overview (practical living issues like driving and pregnancy considerations) (nhs.uk)

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Bring Nutrition & Wellness Awareness to The Workplace

Thursday, March 3rd, 2016

According to scientific research, workplace nutrition programs have a great benefit on the well-being of every employee and are meant to reduce the healthcare costs and turnover as well as any potential disability. Aside from that, they are the trigger to better productivity and a vital link in the overall health of the company.

Are you reinforcing nutrition awareness at your company? If not, here is how to do it in 5 simple ways:

1. Promote Nutrition Workshops – Providing workshops on Nutrition is a great way to bring awareness to employees. Workshops can range from “How to Read Food Labels” to “How to Grocery Shop”. By promoting the workshops, you are bringing healthy nutrition awareness to every employee. The employees that don’t choose to attend the workshops will still think about their nutritional habits daily as they see the workshop promotional material and announcements. Search Nutrition Workshops
2. Provide Healthy Snacks – Offer a range of healthy snacks that contain some protein, some fat, and complex carbohydrates. The standard office snack food fare such as cookies, chips, and sodas are high in simple sugars that cause a spike in energy when eaten followed by the inevitable “sugar crash” that leaves people feeling tired and unmotivated.  Read more
3. Corporate Healthy Cook-Off  – Promote employees to join a healthy cook-off. Designate judges for your cook-off and have employees submit tastings of their most healthy, best-tasting recipes. Winner(s) receives a ribbon or prize and all recipes are posted for employees to enjoy.
4. Provide a Listing of Healthy Restaurants – Post or email your employees a list of restaurants in the area they dine at for lunch and/or dinner. By providing healthy dining choices that employees may not be aware of, you offer an alternative to the unhealthy fast food most have become accustomed to.
5. Post Nutritional Facts  – By posting nutritional facts throughout your office, you bring awareness and resolutions to employees that may not have known otherwise. There are many free facts online that can easily be printed and posted for employees. As employees see this information, they are more apt to make small changes based on visual knowledge.  Search Facts

In the end, nutrition and workplace wellness are both aspects of future awareness and care for your employees. They are a rising trend, but also a bridge to better productivity and well-being for everyone in your workspace – including yourself.

ROI Versus VOI – And The Value of Corporate Wellness

Thursday, March 3rd, 2016

Many times we have heard people saying ‘What’s your return on investment (ROI) on that?’ or ‘How much are we going to make and will it be profitable?’.  The principle of ROI literally means a return on investment, or in other words – ensuring that your investment receives the same amount of money back – or even more.

However, the value on investment (VOI) has been a trending topic over the past few years and one definitely worth exploring. The concept of VOI was first introduced by Gartner, one of the pioneer companies in information technology research. Value On Investment (VOI) is best defined as all the intangible assets that contribute to an organization’s performance.

From the prism of corporate wellness, VOI often collides with ROI. In fact, the value of investment represented by VOI includes all the knowledge and processes as well as organizational structure, which is very often more critical to an organization than simply put – the budget spent and the expectations on it.

Let’s face it – investing funds in a project certainly comes with a responsibility. Therefore, ROI is an important aspect of corporate wellness nowadays. However, ensuring that the funds invested have a certain value, intangible benefits as well as increase productivity to result with a higher ROI – is the missing link that many companies fail to understand when evaluating their investment.

So, what does Value On Investment actually mean?

It means more than just a budget that is set. It means understanding the real value of something and defining the benefits of that investment. In other words, it refers to:

• Value of information – Is the information used for the investment relevant?
• Value of initiative – Is there a business voice standing behind all the actions within a company?
• Value of impact – Does the investment guarantee impact that will benefit the marketplace?
• Value of influence – Is the company that invests influential in the community?
• Value of Instruction – Are the processes within industry-appropriate and meet the standards set by the government?
• Value of Interaction – Will the members be able to make connections, share information and learn the best practices?
• Value of Insights – Is the investment guaranteed to make every member gain valuable knowledge?
• Value of Integration – Is the value of investment meeting the goals of the company?

As you can probably see, VOI comes with a lot of principles, which every company needs to understand before partaking in an investment. It is definitely one of the rising trends to incorporate wellness and the one that, along with ROI, acts as the backbone value of every investment.

IAB Health Productions, LLC offers FREE wellness program planning services for organizations. With a diverse network of thousands of providers and our wide range of online tools and experts, we can guarantee that each program is designed to meet the individual needs and desires of our valued clients.

Planning a Successful Health Fair

Monday, January 11th, 2016

Click to download pdf Guide to Planning a Successful Health Fair

A company health fair is a wonderful way to encourage healthy options for your employees. Creating an event that is educational, well attended and supportive of long-term health management can be achieved by following the recommendations in this guide.

IAB Health Productions, LLC offers FREE online tools to manage every aspect of your health fair while keeping your personal contact information private. Click here to begin scheduling your event.

Planning Your Event
Start planning your health fair at least five months in advance. A planning team can be assembled for the event to assist with the tasks. This may be the human resources department, or it can be representatives from various areas of the company. Health Fairs are better attended when various department managers are involved in the planning, as they are more apt to promote and encourage their staff to participate.

Executive Leadership
It is critical for leadership to support the health fair and encourage employees to participate. Having memos sent out from executive staff members reminding the employees about the event is imperative for participation. It is also great to have C-level staff members at the health fair mingling with both the vendors and the employees.

Kick-off Programs
Health fairs are also a great time to introduce your employees to long-term health programs that are scheduled within the company. Long-term initiatives can include employee paid programs such as weight loss programs, smoking cessation programs, chair massage services, stress management classes, walking programs, etc.

Theme
You can allocate a theme for your event and encourage participating vendors to support this theme at their table for increased engagement. Themes can revolve around health-related topics such as a season, a charity, or a popular book. Here are some examples you may like to consider below.

• Hike Your Way To Better Health – Encourage employees to wear hiking clothes and bring backpacks. Encourage vendors to bring water bottles, trail mix, nature bars
• Don’t Gamble with Your Health – Encourage Vendors to set up a casino-style booth and wear visors.
• Valentine’s Day – Hearts Matter – All Vendors have hearts on their tables.
• Spring – Spring into a New You – Vendors bring flowers
• You always had the POWER – Vendors dress up or bring items related to the Wizard of Oz

Timing
When determining the best time of year to host your event, consider company peak periods and facility needs during these times. Timing your health fair during slow times can increase morale and participation. Therefore it may be wise to consider a slow period. If space is an issue, you may also want to consider a warmer season, so you could have the option of hosting your event outside. Schedule the event around the time that you feel your employees would be most available to visit the event to increase the chance of high attendance.

For the purposes of attracting qualified vendors to display in your health fair, it is not recommended to hold the fair for longer than 5 hours, nor is it suggested to have your health fair start before 9 AM and end at 5 PM. Below is a good outline for the length of your health fair.

• Up to 50 employees (2 hours)
• 100-200 employees (3 hours)
• 200+ employees (4 hours)

Multiple Locations
If your company has multiple locations, you may need to plan your events on separate days so you can have vendors attend all events. In the circumstances that your locations are spread out, you will need to duplicate all the instructions below for each event. If the other locations are too small to support a health fair, request additional materials from your vendors to make available to the employees at the other locations.

Venue
When selecting your venue, you will need to consider space and electrical access. It is also important to take into account what size tables you have for the vendors to display their information (6ft or greater is suggested) and how many will fit comfortably in this space. One foot or greater is suggested between vendors and a minimum of three feet walking space for your employees with all fire exits clear works well.

You may want to take into account that your vendors will need extra floor space and electric as they may provide screenings and video displays. When considering Chair Massage, Vision, Spinal screenings along with flu shots and biometrics, remember that each of these will require space for both the vendor’s display and the employees. Many vendors use tall stand-up displays that will block traffic and event visuals. Request that all vendors place their banners behind their booth and with this in mind, give the vendor 3ft behind their booth for their supplies, chairs and movement.

It is estimated that 30% of your vendors will need access to electric, so when designing your floor plan, take into account the total number of tables you can accommodate and give two-thirds access to electric.

Inviting Providers

Insurance Providers
It is important to remember that your insurance providers are your employee health partners. A health fair is a great way for your employees to interact with their insurance providers to learn more about their benefits and the health resources available to them through their insurance plans. Decide what insurance providers you would like to have at your health fair and what information and giveaways you would like to have them bring.

Wellness Providers (vendors)
The vendors that you decide to have at your Health Fair will be the cornerstone of your event. When selecting the educational topics and vendors that you consider appropriate for your health fair, you may want to consult with your insurance broker or provider to get a utilization report lending information to the health risk of your employees.

Keep your event information and fun by including information that employees would not usually have the opportunity to understand like Acupuncture, Water Filtration, Reiki and, most importantly, Mental Health. You may also use a national online listing of vendors to help arrange what is best for you.

All Providers should be sent an invitation to participate in your event 60 – 90 days before the event date. You can invite vendors using a free online web tool, via email, via phone, or both. You will need to provide the following information in your invitation.

• Event Name: Theme Name or “Company” Health Fair
• Event Overview: Tell the vendors about your event. Explain your theme; focus on how you will promote the attendance of your employees. Let them know if you will be providing the employees and or them food or any special promotions to encourage participation.
• Event Date: From (“Start Time” to “End Time”) Allow 1 hour before the event start for vendors to set up.
• Number of Employees that will be invited to the event: Usually the total number of employees at your location
• Anticipated Attendance: This is needed by the vendor so they can prepare materials and giveaways for employees
• Location of Event: Provide Address and area event is to be held (conference room, outside parking lot, cafeteria)
• Any Certificate of Insurance or Waivers that will be required
• Event Point of Contact name and email address
• Ask vendors to bring a raffle prize for an overall raffle for employees

Vendor RSVPs
Vendors will need to RSVP and provide you with the information listed below. IAB provides an online registration tool for vendors that allows employers to review the requesting vendor’s information before accepting their registration. This gives employers a broad range of prospective vendors to choose from.

• Company Name
• Representatives names
• Electric Needed
• Linen Needed
• Extra Floor Space Needed (how much)
• Providing Screenings/services
• Copy of any COI or Waiver (if needed)
• Employee Communication

Employee Communication

Save the Date
60 – 90 days before the event it is suggested to send a “Save the Date” out to your employees so they can put the event on their calendar. This can be emailed and posted throughout your facility near high traffic areas to ensure maximum exposure to the information. Offer suggestion boxes in various places for employees to suggest creative ideas or vendors. A survey or hints to win prizes at the event can also be contained in this posting.

Event Announcement
30 days before the event it is suggested to send an Event Announcement to employees giving full details about the event. It should include the following:

• Event Title and Theme
• Event date
• Event time (start-end)
• Event location
• Listing of vendors

Preparing the Venue
Two weeks before the event, all vendors and their booth requirements should be finalized. Each of the below items will now need to be considered and ordered for your event. IAB’s free online tool provides employers with a detailed listing of each registered vendor’s needs.

Vendor Booths:

• Number of Tables you will need (rent if needed)
• Number of Linens you will need (tables will need covers)
• Number of Vendors that require electrical access (extension cords may be needed)
• Event Requirements
  You will need a few items on hand for your event. Below is a list of suggested items you will need to have prepared for your event ahead of time.
• Pens
• Tape
• Scissors
• Extension Cords
• Raffle Ticket Basket
• Raffle Tickets – Provide a way for employees to enter a raffle for attending the event. Vendors will bring raffle prizes.
• Event Guides– It greatly helps to provide your employees with a listing of each vendor with their contact and services information
• Table Tag Displays will be used for placing your vendors; those will need to be printed and prepared once your list is complete.

Room Layout

Design a floor plan placing each vendor in the room based on the vendor’s booth needs along with your room & table size. Make sure you have accounted for a check-in table and with a familiar staff member to greet each employee.

Try to keep all vendors in one room. If screening rooms are used, there should be a check-in table or proper signage to direct the traffic. This helps with the flow of employees and allows you to keep an eye on how the event is going. When placing vendors’ tables, try to keep vendors that provide similar services separately. As tempting as it is to put them together, it does cause friction and competitive nature among providers, which could make it unpleasant for everyone.

Vendor Confirmations
One week before the event, communication should be made with all participating vendors to provide them with final details. Provide details such as where they should unload their car and where they are expected to park after that. Remind them to bring their raffle prize and of the set-up start time. Make sure to provide vendors with a contact and phone number they can reach should they get lost on the way to your event or need to cancel for an unforeseen reason. IAB automates this for you.

Employee Reminders
One day before the event, send a final event promotion to your employees. Make sure the venue is set-up and ready to go for the vendors if you have an early event.

Event Day

Have a minimum of two staff members to assist with the event at all times, also make sure you have the room ready for vendors 1 hour before the event start time. This will give you and your vendors plenty of time to get in and safely set up before your employee’s arrival. Some vendors will arrive early and some will be late. This is to be expected and considered on the event day, so please keep this in mind.

• Have a welcome table for HR/Wellness team. Items to have on the welcome table:
• Raffle prizes (IAB requires all participating vendors to provide a raffle prize)—should be collected from each vendor and placed on welcome table for employees to see as they enter the event
• Raffle tickets
• Raffle ticket entry container
• Pens
• Wellness Guides (if applicable)—Handed out to the employees as they enter the event

Vendor Arrival
As vendors arrive, greet each one and direct them to their booth. Let them know where the restrooms are and if any refreshments are available to them. Many vendors will want to make small talk with you as you are trying to greet and accommodate other arriving vendors. Let them know you will be around during or after the event to speak with them in more detail.

Employee Arrival
Have two staff members at the check-in table to greet the employees as they arrive. It is highly suggested that a C-Level staff member also is present at your event to show employees their endorsement. Staff members can rotate between checking in employees and checking on the vendors.

Event Conclusion
As vendors begin to pack up and leave, take the time to thank each one for their time at your event

Download FULL Health Fair Planning Guide