Employee Wellness Plans : Corporate Wellness Program Ideas: Ongoing Onsite Wellness Classes

The feasibility of workplace based wellness classes is dependent upon the size of the workforce. Job Site programs have to be supported with an adequate number of interested employees to keep a class going. Generally a certain level of employee participation is also necessary to make sure availability of facilities such as a room and equipment. There exist wide ranges of ongoing classes which can be provided in the workplace, including aerobics, yoga, tai chi, stretching, weight management, stress management, 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 example, offer a series of 5 beginning yoga classes to acquaint staff members with the postural and pacifying benefits of yoga. After an introductory series, staff members may want to pursue something on their own in the area. Or, possibly an employee interest group could foster where interested staff members would pursue the chosen exercise as a group.

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

Many workers and wellness teams are under the impression that the employer ought to pay for all wellness activities. Remember the employer is paying the bulk of the employee’s health and benefits package. When vacation time, insurance costs, and sick costs are all factored in, the average America employer spends very close to $10,000 per year per employee on related health, time off, and lost productivity costs. Health is a personal responsibility and a gift we can all give to ourselves. Help workers broaden 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 workplace based wellness activities and to also “internally” arouse staff members are included here:

Subsidies

If there is a budget but not proper space or employee to offer onsite classes that are available elsewhere (like Weight Watchers, health clubs exercise classes, Jazzercise, hospital community ed programs, etc.), a subsidy might be offered 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 required and what form it must 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 must not cover the entire cost of the program.
• It’s easy to get carried away with mandating “proof” in these kinds of programs. Do not 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 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, support a stretching strap or yoga mat as the completion gift.
• Be sure to check with the senior staff group regarding policy for subsidies, tax reporting, etc.

Discounts and Donations

Employee discounts and donations can be sensitive areas for public employers and employees. In a myriad of jurisdictions, public employees are not allowed to receive any kind of special consideration, including discounts, from local employers, vendors, or providers. Be sure to check organization 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 must have a fair unbiased opportunity to take part if they so choose. No inappropriate advantages are given to one provider over another in terms of access to employees, publicity, etc. No vendor or service provider must be promised or guaranteed additional revenue, business, or anything else if they choose to voluntarily offer a donation or discount to employees.

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