Corporate Wellness Blog

The feasibility of worksite based wellness classes is dependent upon the size of the workforce. Job Site programs really should be supported with an adequate number of interested workers to keep a class going. Generally a certain level of employee involvement is also essential to make sure availability of facilities such as a room and equipment. There exist wide ranges of ongoing classes which can be offered in the worksite, including aerobics, yoga, tai chi, stretching, weight management, stress management, smoking cessation, and self defense.

Depending on results from an interest survey, offering an “introductory” mini class series regarding a topic of high interest might be a great starting idea. By way of example, offer a series of five beginning yoga classes to acquaint employees with the postural and relaxation benefits of yoga. Following an introductory series, employees may want to pursue something on their own in the community. Or, possibly an employee interest group might cultivate where interested employees would pursue the chosen exercise as a group.

Who Pays for What When? (Employee Subsidies and Discounts)

Many workers and wellness teams are under the impression that the employer must pay for all wellness activities. Remember the employer is paying the bulk of the employee’s health and benefits package. When vacation time, insurance costs, and sick costs are all factored in, the average America employer spends very close to $10,000 per year per employee on related health, time off, and lost productiveness costs. Health is a personal responsibility and a gift we can all give to ourselves. Help workers increase their understanding and appreciation of self-care for their health by encouraging their share of accountability for healthy and safe living and working.

Other ways of financing workplace based wellness activities and to also “internally” arouse staff members are included here:

Subsidies

If there is a budget but not proper space or employee to offer workplace classes that are available elsewhere (like Weight Watchers, health clubs exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy could be offered to those who take advantage of these community resources. Establish ground rules ahead of time about eligibility and maximum reimbursement, conditions for reimbursement, whether proof of participation is required and what form it must take (receipts, log forms, etc). The wellness policy also needs to address whether someone is eligible one time only, once a year, every five years, etc. for reimbursements.
• Subsidies work best when the employee puts out the money and effort first, and then gets a partial reimbursement or completion gift based on some sort of attendance or participation completion.
• The reimbursement must be big enough to be worth the trouble of implementing the program, but must not cover the entire expenditure of the program.
• It’s simple to get carried away with requiring “proof” in these kinds of programs. Do not make it too bureaucratic or no one will use it. It is important to remember no matter how well your policies are set up, there will be people, usually very few, who cheat-that’s unavoidable and shouldn’t become the big focus of documentation requirements.
• Consider appropriate participation gifts in place of financial reimbursement. For example, if an employee meets attendance criteria for a stretching class, support a stretching strap or yoga mat as the completion gift.
• Be sure to check with the upper management team regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Employee discounts and donations can be sensitive areas for public employers and employees. In numerous jurisdictions, public employees are not allowed to receive any kind of special consideration, including discounts, from local employers, vendors, or providers. Be sure to check employer ethics and procurement policies before asking for discounts.

If management policy does allow for discounts and donations, the whole solicitation process needs to be conducted fairly and spelled out in writing. All interested, qualified vendors, and service providers should have a fair unbiased opportunity to take part if they so choose. No inappropriate advantages are given to one provider over another in terms of access to workers, publicity, etc. No vendor or service provider should be promised or guaranteed additional revenue, business, or anything else if they choose to voluntarily offer a donation or discount to workers.

Follow the same donation and/or solicitation policies when offering vendor door prizes or gifts at a organization-sponsored wellness fair.