HireBetter Blog

Baylor Bans Smoking, Reopens Debate: Employer Rights vs. Employee Privacy

September 27th, 2011 | by | employee relations, health, human resources, management

Sep
27

The Baylor Health Care System recently announced that they will no longer hire smokers, beginning next year.  Citing rising health costs, all prospective employees will be subjected to a nicotine scan with their hiring contingent on a clean test result.  The issue raises some interesting questions, and we’d like to know what you think about it!  Take a look at both sides of the issue, and then join our debate in the comments section.

Baylor’s smoking gun

There is strong data that supports Baylor’s decision.  Smoking related health problems are estimated to cost American employers upwards of $200 billion dollars each year, according to the FDA.  Furthermore, tobacco-using employees statistically have lower productivity levels, take more sick days, and of course, have higher insurance rates.  And as we’ve mentioned in previous blogs, employers have a vested interest in employee health.  There is definitely compelling evidence that removing tobacco from your workforce has significant economic benefits.

 

Cost reduction vs. privacy rights

Not everyone agrees with Baylor’s decision, however.  The ban raises important ethical questions about the acceptable level of employer influence in employees’ private lives.  If employers can ban smoking altogether, some experts say they could logically ban other risky behaviors such as motorcycling, eating fast food, and even sex.  Legal issues also come into play.  Though smoking bans are legal in Texas, most states outlaw such employer bans.

Critics also cite alternative techniques for limiting tobacco’s negative effects on the workplace.  Many companies choose to ban smoking on their campuses or give extra incentives for non-smokers.  Additionally, a provision in last year’s Health Care Reform Law provides another new way to save businesses money and discourage smoking by allowing employers to impose “a health insurance surcharge of up to 50 percent against employees who smoke.”

 

What do you think?

We’d like to know where you stand in this debate.  Do the negative health and economics effects of smoking warrant a strong, employer-driven crack down?  Or is such a move an overreach of employer control?  Tell us what you think!

Image used under Creative Commons from corscri.

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Work it Out: What is an “Employee Wellness Program” Anyway?

August 31st, 2011 | by | employee relations, health, human resources, passive recruiting, recruiting, talent, uncategorized

Aug
31

Last week, we posted a blog about why your company needs a “second generation employee wellness program.”  You learned how strong wellness programs save money, increase employee productivity, and attract top talent to your organization.  But we may have left you wondering what these programs actually look like or how to implement them.  What in the world is a “second generation employee wellness program” anyway?

Life-changing poster?  No way

In all likelihood, you’ve seen a poster similar to this one in a break room at some point in your career.  Add to this a pamphlet or two and maybe a yearly speaker who’d tell you about how you should eat better, and you’ve got a traditional wellness program.  It used to be enough for companies to claim these simple actions represented their commitment to employee health.  Not anymore.

 

Here are a few concrete examples of effective “second generation” employee wellness programs:

  • Get in the gym – Provide an onsite workout facility for your employees or pay for a private gym membership.  This is one of “the basics,” but it almost isn’t enough anymore.  If you really want to get buy-in, pay your employees (with cash, benefits, vacation time…) to work out.
  • No more McDonald’s – If you already provide meals for your employees, make sure that they are healthy and delicious.  If you don’t, consider providing one or two healthy meals a week.  Or host a cooking class periodically that teaches your team how to make healthy meals at home.  If your employees know that you’re interested in their eating habits, they’ll be more mindful of what they eat.
  • Ditch the car – If it makes sense in your location, provide incentives for biking or walking to work.  Bicycle commuting is associated with happier, healthier, more productive employees, and it’s good for the environment too!  A company here in Austin actually had a fleet of bikes custom built for their employees.
  • Make it a game – Gamification is an excellent way to get employees engaged.  Set up contests where employees can compete by acting healthily.  Maybe give prizes for most days working out, or best healthy recipes, etc.  Gamification builds camaraderie and can encourage good health.
  • If you really want to take it to the next level, follow Google – Consider some of the things Google provides for its employees.  They have nap pods so that employees can grab quick powernaps throughout the day.  And like a handful of others, they have on-site masseuses to relieve physical and mental stress.  Both of these have shown to lead to health and productivity gains, so it might not be as crazy as it sounds.

 

The litmus test: would you do it?

At the end of the day, the most important aspect of any employee wellness program is buy-in.  So make sure you craft the kind of program that you’d like to take part in yourself.  Employee health is a worthwhile investment, so be sure to get it right.  Wellness programs keep your employees and your bottom line healthy.

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Employee Wellness 2.0: Why Your Company Needs a Program Today

August 23rd, 2011 | by | employee relations, health, human resources, recruiting, talent

Aug
23

Traditional employee wellness programs don’t cut it anymore.  All too often, good intentions for a strong program amount to nothing more than a little pamphlet.  And when was the last time a pamphlet changed your life? To attract top employees, reduce insurance premiums, and increase productivity, you need a second-generation employee wellness program

Perks count; recruit like a salesman

Just like selling a product to a customer, to attract the best talent, you have to differentiate yourself from the competition.  And like selling goods, selling your company isn’t just about dollar signs.  Prospective employees look for a company that will provide them the overall best livelihood.  This includes the basics like a good salary and health insurance, but as competition for great talent increases, perks like gym memberships and healthy meal plans will make your company stand out to top performers.

 

Cut fat, health costs 

Encouraging your employees to live healthy lifestyles also saves you money.  Think bad health is free?  Think again.  In 2009, obesity cost employers $4 billion in direct insurance costs…in Texas alone!  So from a straightforward business perspective, you have a vested interest in your employees’ health.

 

Happy, healthy employees are better workers

You have an interest in happy, healthy employees from a productivity standpoint, too.  Studies have shown that employees of a healthy weight are considerably more productive, saving employers nearly $12 billion a year, by some accounts.  On top of that, employees that work out are happier.  And happy employees are twice as productive as unhappy ones.  So happy workers make for happy managers, too.

 

Health initiatives are a worthwhile investment

There are very few ways to spend your money that can result in such dramatic costs savings and productivity gains while giving you a talent recruiting advantage.  Top managers realize that truly investing in employee health makes more money than it costs.  So be one of the smart ones and commit to your employees’ health.  Your company will be happier, more productive, and more profitable for it.

 

Image used under Creative Commons from waldopepper.

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