Employee Wellness Programs

Before addressing how to correct what is legal injury with the current health program, what is right about it needs understood. The wellness program was structured properly in the sense that risk-assessment questionnaire's were send and recorded. Many companies utilize wellness risk appraisals in lay to make an economic determination of where dollars are being washed-out and where they would best be spent. Health risk appraisals are significant in helping to determine which employees and which types of health factors are notional, opus also abideing the company to measure these factors against the amount of healthcare dollars expended by the college for each employee and risk-factor, "Once companies return examined their medical and workers' comp claims to determine where they are spending their healthcare dollars, then they need to develop proper(postnominal) programs to educate and modify behaviors that will impact those areas" (Cohen 29).

From a look backward of the most recent literature on employer sponsored wellness programs, the biggest health factors that raise healthcare expenses are: smoki

Completely redesign the cafeteria menu so that only level-headed foods are available for sale to employees. Sending the message of wellness and then providing fatty foods and snacks to employees sends a conflicting message. Offerings like Subway's subs which cod no more than 6 grams of fat each allow for appealing foods and variety while still reaffirming the college's commitment to employee wellness.

The aforesaid(prenominal) should be true for vending machines and other food outlets on campus for administration, faculty and staff.

Institute a program where half a dozen wellness programs will be offered each year that target high-risk behaviors and high-risk employees. Workers earn credits for each program they attend. If an employee earns six credits in one year, they are eligible for a 5% discount on health insurance costs. (Pitney Bowes has instituted much(prenominal) a system and they report that people who attend the programs "have health care costs that are 7 to 9 percent lower than people who do not"). This rewards those with estimable habits without penalizing unhealthy employees, while still saving the college money.

Immediately scrub up existing wellness program, terminate brown-bag lectures, exercise classes, and brochure outturn and mailing. Send email to all employees regarding a temporary extent of the program while a new, more effective and honour program is being implemented.

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