Corporate Wellness Blog

Unless specifically stated otherwise, most corporation-employee relationships in America are governed by the principle of at-will employment. Under this system a corporation, or the employee, can terminate the relationship without any needed showing of cause. This at-will standard gives private organizations substantial power in governing the behavior of employees. In this environment, organizations can Finding Wealth Through Wellness 10 creatively design Worksite Health Promotion Programs based upon their specifi c corporate culture. Worksite Health Promotion Programs generally take three main forms:

Voluntary Company Health Promotion Programs – The most popular form of employee Company Health Promotion Program, in most cases they are made available to staff members but participation (or lack thereof) is not linked to any type of consequence. Due to ineffective communication, often staff members are either unaware of these offerings or confuse them with insurance-based medical care. Incentive-based – Company Health Promotion Programs based on incentives reward staff members for participation in Company Health Promotion Program activities. Incentives frequently comprise lower Medical Care premiums, gym membership or customized support offerings. In these programs, employees’ behavior can be linked to a particular reward.

Mandatory Worksite Wellness Programs – Some organizations require, or ban, certain health-related conduct. These can take the form of mandatory Health Risk Assessments for employees and limitations on smoking or alcohol use. While mandating behavior is an effective method to eliminate high-risk behavior, the cost savings must be measured against the potential message sent to existing and prospective employees. Given that employees are already under various levels of scrutiny in the workplace, individuals may resist attempts by organizations to regulate off-duty conduct. In Addition, some employees may fi nd it diffi cult to comply, forcing organizations into the uncomfortable situation of punishing an otherwise beneficial employee.

In the short-term a mandate-based Worksite Wellness Program can drive to an increase in turnover, as staff members either choose to leave or are fi red for noncompliance. In the long-term, the policy may prevent the corporation from hiring an otherwise qualifi ed applicant, or may serve as a deterrent for individuals thinking of the corporation. Limits in recruiting, for instance, led CNN to rescind a 13-year ban on hiring smokers.18

Businesses need to make sure that Corporate Health Promotion Programs are aligned with the values and culture that guide organization operations. If a organization emphasizes trust and individual responsibility, then a mandate-based program will likely cause more dissension than it would in a organization that already heavily regulates organization conduct. Moreover, a work environment with a large disengaged population will likely have poor participation in a voluntarybased program. When calculating cost savings, organizations need to take a wider view and consider the effects on long-term employee engagement.

In 2005, Michigan-based insurance benefits provider Weyco instituted a smoking ban for all of its nearly 200 employees. Staff Members are subject to random testing and if they fail a mandatory breathalyzer test, they will be fi red. It is believed that Weyco is the first corporation to use testing to enforce a smoking ban – most companies ask employees to self-report behavior. Four employees (more than 2 percent of the total crew) left Weyco as a result of the policy. A year prior to the ban the corporation implemented a $50 smoking fee, which would be waived if a employee passed a nicotine test or agreed to take a smokingcessation class. Weyco’s president Howard Weyers reported that 20 employees quit smoking through this program.20 Staff Members were told they had one year before the total ban would go into effect. Under the new Employee Health Promotion Program, Weyco does offer $35 a month for employees who want to use a fi tness center and another $65 a month for employees who meet fitness goals.