Worksite Wellness Local Considerations

For many corporations, a smoking ban would not even apply to all employees. That is because currently 30 states and the District of Columbia prevent corporations from banning off-duty smoking.21 In Addition, 13 states prevent corporations from banning alcohol use away from work. Only six states have broad statutes that prevent corporations from prohibiting any lawful behavior. Michigan is the only state that expressly prohibits discrimination on the basis of weight, however the cities of San Francisco and Santa Cruz, Calif., also have this provision (San Francisco makes exceptions for police offi cers, fi refi ghters and the San Francisco 49ers football team). When creating Worksite Wellness , corporations must keep in mind local statutes as well as established common law. Savings of Voluntary Worksite Wellness = (number of participants x savings per participant) – (cost of program) Savings of Incentive-based Worksite Wellness = (number of participants x savings per participant) – (cost of program + cost of incentives/rewards) Savings of Mandatory Worksite Wellness = (number of participants x savings per participant) – (cost of program + cost of policy-related turnover + cost of limited talent pool) Constructing Worksite Wellness policies in a organization that employs unionized employees can pose unique challenges. Worksite Wellness may be perceived by some unions as a condition of employment and therefore would be subject to collective bargaining between the parties. However this situation can represent an opportunity for both groups, as a policy agreed upon between union leadership and management is likely to be received more favorably by employees. The United Auto Staff Members and General Motors worked together to create and position a joint Worksite Wellness which has successfully reached more than 800,000 participants. (See Case Studies, UAWGeneral Motors LifeSteps Worksite Wellness , p.21).