Since the 1980s, many employers have adopted the holistic approach to their employees’ well-being. They’ve begun sponsoring activities that encourage workers to improve their health.
Some employers subsidize memberships in health clubs or sponsor company sporting events and teams on the theory that a healthy employee is less likely to be involved in a workplace accident, miss time at work because of illness or be less productive. Some insurers even offer lower premiums to firms that encourage a healthy work force.
If you adopt a “wellness” program, be sure to make such benefits available to all employees. If, for example, you pay for dues at a men-only health club, your female employees could rightfully argue that you’re denying them a benefit on the basis of gender.
Caution: You must also make wellness programs accessible to disabled workers even if they require some type of reasonable accommodation to participate.
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