Wellness Program Ideas – Onsite Wellness Classes.
The feasibility of worksite based wellness classes depends on the size of the workforce. Workplace programs have to be supported with an adequate number of interested workers to keep a class going.
Typically a certain level of worker involvement is also necessary to ensure availability of facilities such as a room and equipment.
There are wide ranges of ongoing courses which may be offered in the worksite, including aerobics, yoga, tai chi, stretching, weight management, stress management, tobacco use 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 beginning idea.
For instance, offer a series of five starting 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 staff member interest group could create where interested workers would pursue the chosen activity as a group.
Who Pays for What When? (Worker Subsidies and Discounts)
A lot of workforce and wellness teams are beneath the impression that the corporation ought to pay for all wellness activities. Don’t forget the corporation 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 typical American corporation spends very close to $10,000 each 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. Make sure to help personnel 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 workplace based wellness activities and to also “internally” motivate staff members are included here -
Subsidies
When there’s 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 wellness programs, etc.), a subsidy can 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.
o 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.
o The reimbursement should be big enough to be worth the trouble of starting the health promotion program, but shouldn’t cover the entire cost the health promotion program.
o It is easy to get carried away with requiring “proof” in these types of wellness programs. Do not make it too bureaucratic or no one will use it. It is crucial to remember no matter how well your policies are set up, there will be individuals , usually very few, who cheatâ.”that’s unavoidable and shouldn’t become the major focus of documentation requirements.
o Consider appropriate participation gifts in place of financial reimbursement. for instance, when an employee meets attendance criteria for a stretching class, provide a stretching strap or yoga mat as the completion gift.
o Be sure to check with the executive management team regarding policy for subsidies, tax reporting, etc.
Discounts and Donations
Staff Member discounts and donations can be sensitive areas for public businesss and workforce. In many jurisdictions, public workforce are not allowed to receive any type of special consideration, including discounts, from local organizations, providers, or providers.
Be sure to check organizational ethics and procurement policies before asking for discounts.
When senior management policy does allow for discounts and donations, the whole solicitation process needs to be conducted fairly and spelled out in writing. All interested, licensed 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 respecting access to staff members, publicity, etc. No provider or service provider must be promised or guaranteed additional revenue, corporation, or anything else if they pick to voluntarily offer a donation or discount to staff members.
Follow the same donation and/or solicitation policies when offering vendor door prizes or gifts at an employer-sponsored wellness fair.