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Report on Wellness Programs FedCo is noticing a 15% increase in employee absenteeism. We are looking at positive ways to turn this trend around. In order to run a successful wellness program, we first must overcome challenges including adequate resources, buy-in from senior management, and matching programs to the company culture and needs. We want a program that is open to everyone and can be what helps with the work-life balance our employees face daily. This report will focus on the options of wellness programs and whether these would be beneficial for our company to initiate will our end goal, better attendance, being the focus.
Diabetes Clinics Blood Pressure Checks On-Site Nurse Lifestyle Management Services Weight-Loss Advice Gym Membership Discounts Personal Trainers Offered Health Risk Management Services On-site Flu Shots Blood Donor Drives One Paid Day Off for Annual Physicals Environmental Enhancements Bike Rakes Walking Paths Extended Lunch Hours for a Run Club *Please Note: Information take from Dayton Business Journal, How to Implement the Right Employee Assistance Program, October 2011, p 64-65
Advantages to Both
When looking for advantages to both options the best way to see is to look at the trend that is happening in the way companies are looking to keep, encourage and entice employees. Boston Wire printed statistics from the Benefits Canada Roundtable, 2014. Companies can save from three to fifteen dollars for every dollar spent on health and wellness programs within the first 18 months of its start up. 93% of companies surveyed indicated they plan to expand or maintain funding for their programs over the next three to five years. There was an increase of 17% spent on Wellness programs from 2009 to 2014 and 37% of those companies are now including spouses and domestic partners as able participants. The Health and Welfare practice leader with Fidelity states companies are constantly looking for new and creative ways to expand their programs and motivate their workforce, potential new employees and the ones they already have. It was also stated from the Benefits Canada Roundtable,2014, that there is higher morale, people are less stressed and miss less work, all drive health care down. Although statistics show a huge increase in companies trending to employee assistance programs, Diadvantages to Both