Wellness programs at the corporate level are beneficial, right? Wellness statistics obviously show that such wellness programs aren’t only cost-effective to the organization but can assist the worker in developing a healthier lifestyle.
With the rising cost of healthcare, wellness programs simply make sense. So where does the problem come in? Let’s examine the topic from both perspectives.
Wellness Programs – the Good
• A sampling of corporate returns on investment for wellness programs – Bank of America – 600%; General Motors – 370%; Pepsico – 300%; Citibank – 465%; and the Washoe County School District leading the pack at a whopping 1,560%. (Campbell,J., Wellness Improvement Professionals, www.wellnessimprovementprofessionals.com, Albuquerque, New Mexico.)
• Companies with wellness programs have realized a 28% reduction in sick leave, a 26% reduction in adjunctive healthcare costs and a 30% reduction in disability and staff members compensation costs. (Health Affairs, Volume 21, No.2, March, 2002.)
• the Washoe county School District in Northern Nevada realized a $15.60 return on investment for every dollar spent due to a 20% reduction in absenteeism. (Hardy,A. (2005). at the Top of the Class. WELCOA’s Absolute Advantage Magazine, 5(1), 14-20.)
• Wellness programs provide the structure, encouragement, incentives and ongoing support that many person need for make lifestyle changes.
• Workers also realize returns on their efforts. FiServ, a financial services technology corporation, gave workers who filled out a health risk (assessment|appraisal} a meaningful discount on their health insurance premium. (Holland, Kelley, the New York Times, July 22, 2007.)
Wellness Programs – the Bad
The flip side of the argument centers on basic human rights. Do we want/need our corporation to tell us to eat our veggies or lose 30 pounds? Some businesses are doing just that and at least one lawsuit has resulted because of it.
• Three hundred companies have requested assistance from a national employment and labor law firm to institute more assertive wellness programs.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)
• Clarian Health, based in Indianapolis, Will begin decling employee paychecks by $10.00 for every employee who has a Body Mass Index of greater than 29.9 because not enough workers were utilizing their wellness services.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)
• Scott Rodrigues filed a suit against his prospective corporation, Scotts Miracle-Gro, because he believed the corporation’s antismoking policy violated his civil rights. the corporation has a policy against hiring staff members who smoke and Mr. Rodrigues’drug screen was positive for nicotine.(Holland, Kelley, the New York Times,July 22,2007.)
• Staff Member advocates are concerned that health discrimination might not be covered under the American Citizens with Disabilities Act.(Cornwell, Lisa, Associated Press, Albuquerque Journal, September 10,2007.)
Penalizing employees by hitting them hardest where it hurts the most,their pocketbook, doesn’t appear to be a favorable approach to molding human behavior.
Such tactics may lead to increased resentments and retaliation, primarily in the form of absenteeism and presenteeism (decreased productivity on the job.) Voluntary, incentive-based programs, like the one in the Washoe County School District, can and do produce results.
A positive attitude by management along with an opportunity for workers to have a stake in the decision-making may yield the greatest dividends to both employer and staff member.
The motivation and resolve needed to change unhealthy lifestyle habits can best be derived from the basic tenets of encouragement, respect and support.