Progressive Approaches to Health and Wellness

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Many emergency service organizations are taking a proactive approach to employees' health and wellness. Programs range from the annual physical examination to providing exercise equipment and/or fitness trainers and/or membership in health clubs to significantly more comprehensive ones.

Wellness Programs

IAFF/IAFC Joint Labor Management Wellness Initiative
A long term and comprehensive program specifically designed for fire service and rescue personnel , it represents a holistic approach and addresses five major components: medical, fitness, medical,/fitness rehabilitation, behavioral health, and data collection and reporting (Edwards, 2005). Designed to be a positive, individualized program for each member of the organization, adoption of the initiative requires a serious commitment by both and a partnership between labor and management (Edwards, 2005).

 

Reading Assignment: Learn more about this initiative by reading the IAFF Online Wellness and Fitness page at http://www.iaff.org/hs/Well/index.htm "Under The Hood," by Scott Ferguson at the Fire Chief Website, dated Sep 1, 2006 at http://firechief.com/management/firefighting_hood/index.html

Employee Assistance Programs (EAP)

Various organizations have adopted an employee assistance program to address a variety of health and wellness related issue; some programs are provided in-house and some organizations contract with an outside provider. Services can range from the traditional mental health concerns including stress, burnout, and substance abuse, to comprehensive services including legal and financial counseling, referrals for day care and elder care, and even to assistance with family or marital problems. The rationale is simply that just as physical disease and ailments require medical attention, so do the mental and emotional strains and concerns of the employee. If one is concerned about the mental and emotional fitness -- and total well being -- of the employee, EAPs (Employee Assistance Plan) are in order.

Most of the costs, or costs up to a predetermined dollar amount or number of visits, for these services are borne by the employer. While one may wonder about the cost to the employer, and, while returns will vary, one executive supportive of a comprehensive, mature, and well run program estimated a return of a minimum of three dollars for every dollar invested in it (Mondy & Noe, 2005).

Some research indicates that approximately 30% of all medical conditions are due to underlying mental or nervous causes such as stress and depression. EAPs can help avoid a portion of those medical conditions. When EAP services are available, we are told that employers will likely see an approximate 10% reduction in medical claims, a 15 % reduction in workers' compensation claims, and an 8% to 10% reduction in turnover (Atkinson, 2001).

Now, if agencies are to realize these benefits, management must be committed to promoting the program, educating the employees and managers regarding its purpose, and eliminating any stigma associated with its use (Mondy & Noe, 2005).

Additionally, confidentiality must be insured. While supervisors and managers may be able to refer employees to EAPs and may be able to confirm the employees referred went, content of discussions should remain confidential (unless of course the person is determined to be a danger to himself or others).

Employees should be able to access EAP services without "permission" from supervisors and managers.

EAPs On-Line

Some organizations support on-line Employee Assistance Programs. In one study 48% of participants chose to go online versus making a face to face appointment with their EAP providers because of the immediate access to help and information. An additional 10% preferred online access because it provides anonymity (HR Focus, 2002).

Whether it is online, face to face, or a combination, EAPs are a necessity.

References

Atkinson, W. "EAPS: Investments, Not Costs." Textile World. 151. May 2001.

Edwards, S. Fire Service Personnel Management. 2nd ed. Upper Saddle River, N.J: Pearson Education, 2005.

Mondy W. & Noe, R. Human Resource Management. 9th Edition. Upper Saddle River: Pearson, 2005.

"On Line EAP and Work Life: An Attractive Option for Employees." HR Focus. 79. December 2002.

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