medical tests or procedures to provide their patients with a diagnosis. A wellness plan is a better diagnose, and will make everyone feel better more often—than not. A healthy employee will spend less time as in their doctor’s office, and more time in the office focusing on their tasks. An employee that is absent from work is not presently able to work on their projects. This action is very unproductive.
The word strategic is always a sign that either a new plan would be created or a current plan may be revised. Since the title of the chapter was Discovering Wellness, this resource was defined the overall mission, vision, and core values of probably 99.9% of all organizations. Specifically, what is, well, the approach that an organization …show more content…
They must be familiar with the rules and all of these acronyms that are very important as follows: ADA (American Disabilities Act), EEOC (Equal Employee Opportunity Commission), Affordable Care Act, and HIPPA. It is critical that employers abide by the federal laws and state laws. If employers do not comply, their wellness plans will be sickly. In addition, certain rules apply to employees that are disabled. The rule is administrated by The Equal Employment Opportunity Commission (EEOC). The EEOC defines a wellness programs. The ECOC provides a Q & A for employees to view to obtain pertain information so they exercise step-by-step. Wellness programs intent should be to improve employee’s health and to reduce costs. (Schappel, 2015). This information provides pertinent information. The report covers three major topics ADA, EEOC and HIPPA laws, similar to killing one bird with one stone. The ADA (American Disability Act) does not allow employers to obtain medical information unless they are part of a voluntary employee health program (Federal Register, …show more content…
It would not work very well if an employee was forced to participate in it. Apparently, employers were being very harsh and forcing employee participation. Of course, it would work out well if employers’ wellness programs were filled to capacity. This defeats the entire purpose of the plan, if well, employees were forced to participate. A wellness plan must be well structured, but it should also be flexible. Employees may not want to participate in a wellness program if they have to jump on a scale each week. A weight management program is a program that most people would be interested in attending. Eating a well-balanced meal provides people with energy. When people feel energetic, they are more productive. It helps keep their mind, body and soul fueled. If people are forced to weigh in each week, they may not participate. Of course, there has to be a basic structure to the plan for it to be beneficial. A programs are flexible is vital. Participation would be increase. This is what counts. It will keep the wellness plan in order and not
The word strategic is always a sign that either a new plan would be created or a current plan may be revised. Since the title of the chapter was Discovering Wellness, this resource was defined the overall mission, vision, and core values of probably 99.9% of all organizations. Specifically, what is, well, the approach that an organization …show more content…
They must be familiar with the rules and all of these acronyms that are very important as follows: ADA (American Disabilities Act), EEOC (Equal Employee Opportunity Commission), Affordable Care Act, and HIPPA. It is critical that employers abide by the federal laws and state laws. If employers do not comply, their wellness plans will be sickly. In addition, certain rules apply to employees that are disabled. The rule is administrated by The Equal Employment Opportunity Commission (EEOC). The EEOC defines a wellness programs. The ECOC provides a Q & A for employees to view to obtain pertain information so they exercise step-by-step. Wellness programs intent should be to improve employee’s health and to reduce costs. (Schappel, 2015). This information provides pertinent information. The report covers three major topics ADA, EEOC and HIPPA laws, similar to killing one bird with one stone. The ADA (American Disability Act) does not allow employers to obtain medical information unless they are part of a voluntary employee health program (Federal Register, …show more content…
It would not work very well if an employee was forced to participate in it. Apparently, employers were being very harsh and forcing employee participation. Of course, it would work out well if employers’ wellness programs were filled to capacity. This defeats the entire purpose of the plan, if well, employees were forced to participate. A wellness plan must be well structured, but it should also be flexible. Employees may not want to participate in a wellness program if they have to jump on a scale each week. A weight management program is a program that most people would be interested in attending. Eating a well-balanced meal provides people with energy. When people feel energetic, they are more productive. It helps keep their mind, body and soul fueled. If people are forced to weigh in each week, they may not participate. Of course, there has to be a basic structure to the plan for it to be beneficial. A programs are flexible is vital. Participation would be increase. This is what counts. It will keep the wellness plan in order and not