Company wellness plan Name: University: Abstract Traditional methods of controlling healthcare costs such as reducing the employees benefits and increasing employee contributions and the recent emergency of the consumer driven health plans have totally failed to address the soaring health care costs hence companies have focused their attention on prevention strategies like health risk management and workplace accidents control…
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The management should strive to capture the demographic information of all the employees including their medical history and wellness needs. The management should also incorporate the needs of the employee spouses and dependants in the wellness plans in order to attract full participation of all the employees. Cost shifting and reducing the employee benefits in order to provide the wellness programs may attract a lot of resistance from the employees Company wellness plan Introduction Employers are now expected to create safe working environments, improve the employee health and implement programs which reduce the medical costs as well as increase the employee work efficiency (Jackson, Schuler & Werner, 2012). Employers are also expected to meet the workplace health regulations set by the local and State regulatory authorities hence the company wellness plans can be customized to meet these needs. The company wellness plan should include wellness facility planning, health and productivity plans, executive health programs, employee health improvement plans, on-site health care and worker’s compensation management (Jackson, Schuler & Werner, 2012). ...
Customized Company wellness programs are beneficial to the organization and cost effective to the employer (Bray, 2009). Company wellness plans have numerous benefits to both the employers and the employee. The plans result to increased productivity, less absenteeism and reduced disability claims (Bray, 2009). Health promotion in the wellness plan gives the employees a sense of ownership of the program hence they can work together to improve the safety standards in the organization (Jackson, Schuler & Werner, 2012). Tobacco smoking is one of the leading causes of respiratory related diseases hence implementing tobacco cessation programs in the wellness plan can help the company retain most of its skilled employers and reduce the costs associated with recruiting and training new employees. Companies benefit greatly from prevention of violence in the workplace and diversity education since the wellness plans result in economic savings (Jackson, Schuler & Werner, 2012). Obesity and tobacco provoke indirect hazards related to health care hence the company can improve the welfare of the employees by addressing these health challenges. The Company wellness program develops a Company culture of shared beliefs and norms where employees know that they are expected to exhibit a particular healthy behavior and lifestyle (Jackson, Schuler & Werner, 2012). Companies face numerous challenges in implementing the wellness plans. The main challenge is the availability of demographic data of the employees. Companies’ employees comprise different age groups each with unique health needs (Bray, 2009). The company may face challenges in obtaining the disease history of the employees since such information is
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