The feasibility of worksite based wellness courses depends on the size of the workforce. Worksite programs have to be supported with an enough of interested workers to keep a class going.
Typically a certain level of staff member involvement is also necessary to ensure availability of facilities like a room and equipment.
There are broad ranges of ongoing courses which may be offered in the worksite, including aerobics, yoga, tai chi, stretching, weight management, stress management, use of 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 good starting idea.
For instance, offer a series of five beginning yoga classes to acquaint staff members with the posture and relaxation advantages of yoga. After an introductory series, staff members may want to pursue something on their own in the community.
Or, possibly an employee interest group could develop where interested workers would pursue the chosen activity as a group.
Who Compensates for What When? (Worker Subsidies and Discounts)
Many workers and wellness teams are below the impression that the employer ought to pay for all wellness activities. Do not forget the employer is compensating the bulk of the employee’s health and benefits package.
When vacation time, insurance costs, and sick costs are all factored in, the typical American corporation spends very close to $10,000 per year per worker on related health, time off, and lost productivity costs.
Health is a personal responsibility and a gift we can all give to ourselves. Be sure to help staff members increase their understanding and appreciation of self-care for their health by encouraging their share of accountability for healthful and safe living and working.
Other ways of financing worksite based wellness activities and to also “internally” motivate workers are included here –
Subsidies
If there is a budget but not enough space or staff to offer onsite classes that are available elsewhere (like Weight Watchers, fitness centers exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy could be offered to those who take advantage of these community resources.
Establish guidelines ahead of time about eligibility and maximum reimbursement, conditions for reimbursement, whether proof of participation is required 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 staff member 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 should be large enough to be worth the trouble of starting the program, but shouldn’t cover the entire cost 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’s important to remember no matter how well your policies are set up, there will be individuals , normally 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, provide a stretching strap or yoga mat as the completion gift.
• Be sure to check with the management team regarding policy for subsidies, tax reporting, etc.
Discounts and Donations
Employee discounts and donations can be sensitive areas for public businesss and employees. In many jurisdictions, public employees aren’t permitted to receive any type of special consideration, including discounts, from local corporations, providers, or providers.
Be sure to check organizational 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 providers, and service providers should have a fair unbiased opportunity to participate if they so choose.
No inappropriate advantages are given to one provider over another for access to staff members, publicity, etc. No vendor or service provider should be promised or guaranteed additional revenue, corporation, or anything else when they choose to voluntarily offer a donation or discount to staff members.
Follow the same donation and/or solicitation policies when offering provider door prizes or gifts at an business-sponsored health fair.