Employer-sponsored health and wellness programs have been studied with increasing rigor during the past several decades, and it is now generally accepted that such programs generate an excellent return on investment. For example, a review of studies (2) showed that for every dollar spent on well-designed employee health and wellness programs, there is an average savings of $4.30 on both health care costs and absenteeism. Furthermore, reduced on-the-job productivity because of health-related factors (presenteeism) tends to accrue higher expenses than direct medical care costs for many chronic conditions (6). It is evident that chronic disease (e.g., cardiovascular disease, obesity, cancer, and diabetes) and risk factors (e.g., smoking, inactivity, and poor nutrition) significantly contribute to medical and productivity costs (3,8,11). In 2003, cardiovascular disease and stroke cost $351.8 billion in medical and productivity costs, and in 2000, physical inactivity cost 76 billion in medical costs (12). These costs, which continue to escalate, are not only eroding corporate profits, but impacting the economy as well.