Wellness programs were designed because most employees are spending more and more time at work and less time looking after their health. Employers are starting to understand that unhealthy employees are less productive, contribute to the high costs of health insurance, increase of worker compensation claims, absenteeism and increase turnover. All factors that have negative effects on the bottom line. Many employees these days want to pursue a healthier lifestyle and wellness programs help drive motivation and create support groups. Companies establish Wellness programs to set goals that are aligned with their company objectives. Companies hope to establish work environments that promote healthy lifestyles, enhance the quality of life, decrease …show more content…
Educating employees and promoting healthy lifestyles is taking a proactive approach and can contribute to prevention. (Miller, Unknown) “Employee become smarter consumers of healthcare and feel empowered to take charge of their personal health.” (Wellness Programs, Unknown) Running Head: WELLNESS PROGRAMS 3 The Affordable Care Act breaks wellness programs down to categories. Participatory and Health Contingent Wellness Programs. Participatory programs are considered voluntary programs such as smoking cessation classes and education, gym memberships, screening and educational programs. The ACA guidelines specify that tying wellness programs with certain health outcomes isn’t acceptable for wellness programs designated as participatory in nature. Basically, incentives can be offered as long as it is not based the employees’ health outcome. Basing the results of of health outcome could be construed as discrimatory. Health-Contingent also known as Outcome-based workplace wellness programs work by rewarding an employee based on specific goals that are set. For example, if an employee participates in a weight loss program and achieves weight loss by walking routinely, eating health, or participate at a …show more content…
According to Harvard Business Review, questions Human Resource staff need to ask themselves is how do you create an evidence-based health promotion program that actually works? What can employers do to avoid common pitfalls that lead to ineffective and, in worse case scenarios, harmful initiatives? (Hector De La Torre and Ron Goetzel, 2016) These questions are very important for a company to establish wellness programs for the long term that will be effective and utilized by the employees. A commitment to the plan and clear communication from the company is needed from the top – down. The plan needs to be well thought out and strategic measure put into place so the objective is a long term. The plan has to have consistency. Not just a once or twice a year gathering to promote good health. Running Head: WELLNESS PROGRAMS 4 To develop such plans a company should first take a survey on what areas of good health do they really need to focus upon. Research should also include what competitors are offering and also how local areas business can contribute by supporting or partnering with your