Employee Wellness Newsletter : Workplace Wellness Program Rules

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

Voluntary Employee Wellness Programs – The most popular form of employee Employee Wellness 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, frequently staff members are either unaware of these offerings or confuse them with insurance-based health care. Incentive-based – Employee Wellness Programs based on incentives reward staff members for participation in Employee Wellness Program activities. Incentives usually cover lower Healthcare premiums, gym membership or customized support offerings. In these programs, employees’ behavior can be linked to a particular reward.

Mandatory Employee Wellness Programs – Some corporations require, or ban, certain health-related conduct. These can take the form of mandatory Health Risk Assessments for employees and bans on smoking or alcohol use. While mandating behavior is an effective method to eliminate high-risk behavior, the cost savings must be gauged 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 corporations to regulate off-duty conduct. Additionally, some employees may fi nd it diffi cult to comply, forcing corporations into the uncomfortable circumstance of punishing an otherwise constructive employee.

In the short-term a mandate-based Employee Wellness Program can drive to an increase in turnover, as employees 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 considering 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 Worksite Health Promotion Programs are aligned with the values and culture that drive company operations. If a company emphasizes trust and individual responsibility, then a mandate-based program will likely cause more dissension than it would in a company that already heavily regulates company conduct. Moreover, a work environment with a big disengaged population will likely have poor participation in a voluntarybased program. When calculating cost savings, employers 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% of the total labor force) 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 Wellness 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.