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Employee Well-Being C271

aggressive wellness initiative. For a couple of years, breast cancer
was in the top five “potentially preventable” category.
We also offer quarterly educational seminars on various health
topics. We have an on-site fitness center that is well used, yoga and
Weight-Watchers groups, nutritional counseling, flu shots, lunchtime
walking programs, healthy food options in our vending machines
and cafeteria, and much more.
For financial wellness week in the fall, we highlight all our
financial protection programs, including our group legal plan, life
insurance, long-term care, and 401(k). We also offer a series of In-
vestment Education workshops every quarter—from the basics to the
more advanced.

Q: Have any employees actually been diagnosed with illnesses as
a result of a wellness initiative?
Noel: One of our female employees, a scientist, was diagnosed with
breast cancer. She was not diagnosed during one of the on-site mam-
mogram screenings, but she was definitely one of the reasons why we
decided to provide on-site annual screenings for the convenience of
the employee. The female scientist was able to receive treatment un-
der our health plan with virtually no out-of-pocket costs. She also
received 12 weeks short-term disability benefits at 100 percent pay.
She recovered fully and returned to work with praise for the company.
She was appreciative because she didn’t have to worry about the fi-
nancial aspect and could just focus on getting well.
So far, out of 280 eligible women, 30 have had their annual
mammograms on site. At least 2 women this year have been iden-
tified as having abnormal results and needed follow up with their
primary care provider.

Q: Do you have evidence that these wellness initiatives are
working?
Noel: Yes, we do. One piece of evidence is the fact that absenteeism
is very low. Over 90 percent of our leaves of absence are related to
either maternity or paternity leave. We have about 50 to 60 babies