Employee Health Promotion

The feasibility of worksite based wellness classes depends on the size of the workforce. Worksite programs have to be supported with an adequate number of interested employees to keep a class going. Generally a certain level of employee participation is also crucial to ensure availability of facilities such as a room and equipment. There exist wide ranges of ongoing classes which can be available in the worksite, including aerobics, yoga, tai chi, stretching, weight management, stress management, tobacco 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. For example, offer a series of five beginning yoga classes to acquaint employees with the postural and pacifying benefits of yoga. Following an introductory series, employees may want to pursue something on their own in the area. 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 employees and wellness teams are under the impression that the business ought to pay for all wellness activities. Remember the business 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 business spends very close to $10,000 per year per employee on related health, time off, and lost productivity costs. Health is a personal responsibility and a gift we can all give to ourselves. Help employees broaden 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 worksite based wellness activities and to also “internally” arouse employees are included here: Subsidies If there is a budget but not sufficient space or employee to offer worksite classes that are available elsewhere (like Weight Watchers, health clubs exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy might be available to those who take advantage of these area resources. Establish guidelines ahead of time about eligibility and maximum reimbursement, conditions for reimbursement, whether proof of participation is necessitated and what form it ought to 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 sizable enough to be worth the trouble of launching the program, but ought to not cover the entire expense 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 valuable to remember no matter how well your policies are set up, there will be individuals, usually very few, who cheat—that’s unavoidable and shouldn’t become the major 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, offer a stretching strap or yoga mat as the completion gift.
• Be sure to check with the upper management group regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Employee discounts and donations can be sensitive areas for public organizations and employees. In a myriad of jurisdictions, public employees are not allowed to receive any kind of special consideration, including discounts, from local organizations, vendors, or providers. Be sure to check business 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 ought to have a fair unbiased opportunity to participate if they so choose. No inappropriate advantages are given to one provider over another in terms of access to employees, publicity, etc. No vendor or service provider ought to be promised or guaranteed additional revenue, business, or anything else if they choose to voluntarily offer a donation or discount to employees. Follow the same donation and/or solicitation policies when offering vendor door prizes or gifts at a business-sponsored health & wellness fair.

Establish and offer “free” health information resources as part of the central worksite wellness strategy. Reliable information is available no cost, or at very low cost, through a myriad of resource areas. Ideas and resources will be suggested here. Also review the Resource and Website listings at the end of this guide for more ideas and resources.

Wellness Bulletin Board Ideas

Most workplaces have at least one employee bulletin board located in a central area. Get permission to use part of that bulletin board as the “Wellness Corner”, or get upper management approval to create a bulletin board dedicated to wellness. Wellness bulletin board ideas include:

• White 8 1/2” x 11” handouts will be ignored. Use color or nonstandard size and shape when possible.
• Change your bulletin boards often. If they remain the same too long, they become “white noise.”
• Play “Dialing for Dollars” to broaden bulletin board attention. Make a random phone call and ask an employee to name the health fact of the day as listed on the health bulletin board. Award nominal prizes to winners. Use an “activities calendar” with targeted advertisements, football schedules, recipes, etc. that will advocate keeping the calendar updated and utilized.

Wellness Library

Establish a wellness program library in a central area that has simple employee access. Resources and ideas for the wellness library might include:

• A local health resources guide with referral lists to help employees hook up with resources if worksite resources cannot be offered. Keep referral lists in a 3-ring binder and update monthly.
• A brief, periodic wellness newsletter or update flyer distributed to employees via their paycheck or department meetings.
• A variety of consumer books, magazines, videos, and articles related to great health. Solicit employee donations of current titles and recyclable items. Encourage employees to checkout materials for loan. Update resources regularly.
• Healthy resources are available at local libraries. Publicize those resources within your on-Site wellness library.
• Health magazines can be kept in the employee break area.
• Establish a consumer health information bin that is updated with articles and pertinent information regarding consumerism and healthcare. Check the resource listings at the end of this guide for more ideas.
• Free handouts materials can be obtained from local non-profit agencies (American Red Cross, Heart Association, Cancer Society, Lung Association), and made available in employee areas. See website listings and other resources in the back of this guide for more ideas regarding no cost health resources.

New Year’s Resolution Bulletin Board

• Have employees voluntarily write down their health-related New Year’s resolutions on 3” x 5” index cards with their names on the back.
• Display the cards in the form of a collage on the wellness bulletin board.
• Leave the cards up for about two weeks, and then store them in a secure wellness file.
• Display the cards near the end of February to remind employees of their goals/objectives and self-commitments.
• Take the cards down again after another week and again store in a secure file.
• Mail the cards back to the people along with wellness program promotions or other information announcements at the end of March.
• During the year, continue to offer wellness opportunities, backing groups, or related activities.