By GREG JUSTICE

In a nutshell, the healthier employees are, the more and better work they can do for their employer, and the better their quality of life will be. The recognition of this truism leads to a business practice generally known as "corporate wellness."

But the world of corporate wellness is rife with hype, misleading propaganda and false promises.

Here are nine common lies and myths regarding corporate wellness:

1.Health care costs are going up, and there is nothing we can do about it.

There's plenty you can do about it. Many factors contribute to the increase of health care costs, and related health insurance costs. Many of them are beyond your control - but what is within your control is utilization.

The healthier your group is the better insurance rates you will enjoy. This also applies to workers compensation costs. Savings from workers compensation costs for healthy workers can range from 10 percent to 30 percent.

2. What my employees do on their own time is none of my business.

When it comes to health insurance, benefits, workers compensation costs and productivity, it is definitely your business. The challenge is that employers historically do not view wellness as being related to costs or productivity.

3. People get sick. It's out of their control.

Six of the top seven causes of death in the U.S. are lifestyle diseases. The one exception is automobile accidents. A person's wellness, all the way from how often they get colds to their potential for serious disease or repetitive stress injuries, is quite a bit more in their control than we generally want to admit.

4. It's too expensive. My company's too small to afford a wellness program.

Wellness programs can be surprisingly inexpensive and have been proven to be cost-effective. The returns in reduced costs are the tip of the iceberg. Increased productivity, focus and energy at work returns tremendous benefits. Increased loyalty and camaraderie from a work force that appreciates the employer's concern and support reduces turnover, which is yet another cost savings.

5. It takes too much time.

Management support and involvement is a must for a wellness program to be successful. However, this is not a time-consuming endeavor. Most importantly, much of what employees can do to participate is done outside of working hours. If you're inclined to allow extra time in the workday for your employees to exercise, so much the better. But if you cannot spare the time, they can exercise during lunch or after work with quick, effective 30 minute workout regimens.

6. It's a touchy-feely new age thing that doesn't really have any solid benefit.

Wellness programs have been researched and studied for more than 20 years. Their benefits are irrefutable when they are properly implemented and when the management team is committed to their success.

7. We don't have the facilities for exercise.

You don't need a gym to have room to exercise. You don't need thousands of dollars of complex gym equipment. Workouts can be conducted in small areas with body weight for resistance and be amazingly effective.

8. My employees won't want to do it.

Not all employees will be interested. Many, however, are already committed to fitness. Others will benefit from a bit of education on the matter and are quite willing to participate in a program that's easy to understand, convenient and encouraged by their employer. Add the incentive of reduced health insurance premium, and any other incentives you want to use to sweeten the pot, and you'll have more participation than you would have imagined.

9. It's too hard to know if it's working.

When you set up your wellness program, you can (and should) also determine what you want to achieve with it. Productivity metrics, health care cost reduction, and reduced on-the-job injuries will provide statistical evidence of the program's effectiveness over time.