Drug Education and Intervention in the Workplace

The feasibility of worksite based wellness classes depends on the size of the workforce. Job Site programs must be supported with an adequate number of interested staff members to keep a class going. Generally a certain level of employee participation is also necessary to ensure availability of facilities such as a room and equipment. There exist wide ranges of ongoing classes which can be provided in the worksite, including aerobics, yoga, tai chi, stretching, weight management, stress management, smoking 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 workers with the postural and relaxation benefits of yoga. After an introductory series, workers may want to pursue something on their own in the neighborhood. Or, possibly an employee interest group could advance where interested workers would pursue the chosen activity as a group.

Who Pays for What When? (Employee Subsidies and Discounts)

Many employees and wellness teams are under the impression that the company ought to pay for all wellness activities. Remember the company is paying the bulk of the employee’s health and benefits package. When vacation time, insurance expenditures, and sick expenditures are all factored in, the average America company spends very close to $10,000 per year per employee on related health, time off, and lost productiveness expenditures. Health is a personal responsibility and a gift we can all give to ourselves. Help employees increase 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” encourage staff members are included here:

Subsidies

If there is a budget but not enough space or employee to offer workplace 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 neighborhood resources. Establish guidelines ahead of time about eligibility and maximum reimbursement, conditions for reimbursement, whether proof of participation is necessitated and what form it should 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 big enough to be worth the trouble of launching the program, but ought to not cover the entire cost of the program.
• It’s easy to get carried away with requiring “proof” in these kinds of programs. Don’t 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 big focus of documentation requirements.
• Consider appropriate participation gifts in place of financial reimbursement. By way of 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 management group regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Employee discounts and donations can be sensitive areas for public businesses and staff members. In a myriad of jurisdictions, public staff members are not allowed to receive any kind of special consideration, including discounts, from local businesses, vendors, or providers. Be sure to check employer 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 workers, 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 workers.

Follow the same donation and/or solicitation policies when offering vendor door prizes or gifts at a company-sponsored wellness fair.