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They include: social connectedness, exercise, nutrition, sleep and mindfulness. Each one has an impact on your physical and mental health. By making simple and healthy choices on a daily basis, you will be well on your way towards reducing stress, having positive social interactions and achieving optimal wellness.
Some employers offer two benefit offerings: a wellness and non-wellness benefit plan option. The wellness plan has all the tools integrated into a comprehensive program with lower premiums. This provides an additional incentive for the employee to begin a wellness program.
In understanding the difference between health and wellness, in short, health is a state of being, whereas wellness is the state of living a healthy lifestyle (3). Health refers to physical, mental, and social well-being; wellness aims to enhance well-being.
Wellness program The program allows your employer or plan to offer you premium discounts, cash rewards, gym memberships, and other incentives to participate.
Wellness program A program intended to improve and promote health and fitness thats usually offered through the work place, although insurance plans can offer them directly to their enrollees.
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Aetna does not cover nutritional support that is taken orally (i.e., by mouth), unless mandated by state law. Oral nutrition is not considered a medical item. See section on Special Medical Foods below. Regular food products are not considered medical items.
The transportation benefit includes rides to and from approved locations like the doctors office, pharmacy and senior centers. If your plan includes a healthy foods allowance, you will receive a Healthy Foods Card in the mail, along with information on how to use it. You can expect this soon after your plan starts.
Some employers offer two benefit offerings: a wellness and non-wellness benefit plan option. The wellness plan has all the tools integrated into a comprehensive program with lower premiums. This provides an additional incentive for the employee to begin a wellness program.

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