Wellness/Employee Assistance Programs

Wellness programs have been in use for a number if years, but in tight economic times they must be perceived as a benefit to the company, not just to employees. With that in mind, here are some answers to the question, “What do you get with a wellness program?”

There is a natural connection between healthy employees and benefit to the company. Companies with wellness programs should find that they have better attendance, lower medical and workers’ compensation costs, and happier, more productive employees. Why is this? Employees with healthy lifestyles have fewer illnesses and injuries than other workers, and they recover from illnesses and injuries faster. Employees who participate in regular physical activity have increased cardiovascular endurance. Those who eat low-fat diets, refrain from smoking, and get adequate rest are adding years to their lives. Employees who do all of the above are more alert, more positive in outlook, and better able to deal effectively with the stress and rapid change of today’s world.

Wellness programs can take many forms, and can be as simple or as complex as the company desires. A basic wellness program should include information about the do’s and don’ts of diet and nutrition. This information can often be obtained from community health departments and nonprofit organizations. Employers should cover the importance in good nutrition first, because this is the most cost effective way to improve health. Changing dietary habits of employees doesn’t require expensive equipment or health club memberships; employees are always going to purchase and prepare food, and teaching them what food to buy and how to prepare it costs little. It also doesn’t require major changes in lifestyle.

Another key component of wellness is regular physical exercise. Walking or other low-impact aerobic exercise programs can be organized at the worksite before and after work or during meal breaks. Walking provides an opportunity to warm up before work or to reduce stress after work and during breaks. These are low-cost alternatives to having an on-site health club or paying for memberships at a fitness center.

Employers should start with a health screening for employees that would measure pulse, blood pressure, cholesterol and body fat. A test of aerobic capacity is also a good indicator of overall fitness. In larger organizations, health screening can be provided by the company’s medical department; organizations that do not have medical facilities can arrange for screenings through their health care provider, or through the proliferating number of companies that are in the wellness business.

On-site health clubs are an excellent employee benefit, but the employer must recognize the potential costs and the liability issues involved. There will be significant overhead for the facility and equipment, and if space is added thee will be construction or remodeling costs. It is important to have quality equipment to prevent injuries and provide long-lasting service and high quality aerobic equipment is expensive. Trained staff will be needed to instruct employees on proper exercise techniques, since improper use of equipment can lead to muscle and joint injury. On-site child care may be needed, if not already available.

Other factors should be considered too. Employees who have not seen their children all day may not feel comfortable staying after work to exercise. Some employees prefer exercising in the privacy of their own homes, or with friends at a neighborhood health club. There are liability concerns as well: Employees injured while engaged in on-site aerobics or resistance training may be eligible for workers’ compensation. Consequently, paying employees’ fitness club memberships (or reimbursing their membership costs) may be a more prudent approach. There would be no liability on the company’s part, and employees would probably benefit from the availability of child care, a greater variety of aerobic programs, and more flexible hours of operation.

Employee assistance programs (EAPs) are an important part of wellness programs. EAPs can provide much of the information that employees need about diet, nutrition and exercise, as well as programs on reducing stress and quitting smoking. EAPs are commonly thought of as the first point of referral when an employee’s personal problems begin to affect work performance. Self-esteem and personal image issues that manifest themselves as health and fitness problems are often closely related to emotional; problems that can be addressed by EAPs. It is common knowledge that aerobic exercise is an effective way to reduce stress and improve one’s overall sense of well-being. Tying exercise and mental health together can be an important component of a wellness program.

Employee participation in wellness programs must be voluntary, but incentives can and should be provided. These incentives can take the form of lower or subsidized insurance premiums or deductibles; health and fitness gifts with the company logo; or subsidized memberships to gyms and fitness centers. Some organizations provide gift certificates to local stores or malls so that employees can eventually purchase a large gift or a big piece of fitness equipment such as a treadmill.

Wellness programs are an excellent way for companies to show employees that they care while improving the overall physical and mental health of the organization.

-John Smoyer, SPHR