Organizational Health Inc. (OHI)—a health management company specializing in employee and family assistance programs, substance management programs and wellness services—has launched three new mental health programs for Canadian employers: “Mental Health First Aid,” “Beating the Blues” and “Complex Issues. Clear Solutions.”
Homewood Human Solutions is turning its focus to social media as a way to encourage wellness among Canadians.
Our food-buying and consumption habits are influenced by a host of factors that never cross our conscious minds. And by simply changing the environment or situational context that people interact in, it is possible to affect their behaviour in a positive way, without needing to change their attitude or mindset.
In Canada, the majority of people who smoke are of working age. According to Statistics Canada’s 2010 Canadian Community Health Survey, almost three-quarters of Canadian smokers are between ages 20 and 64. Therefore, workplaces are ideal settings to promote, provide and support smoking cessation efforts.
Employers in British Columbia have a new tool at their disposal to help promote workplace wellness.
In 2009, in partnership with Sun Life Financial Canada, the US$14.4-billion manufacturer of automotive safety systems began offering online health risk assessments (HRAs) and biometric screenings north of the 49th to its roughly 500 salaried and non-union hourly employees at the Midland, St. Catharines, Tillsonburg, Windsor and Woodstock, Ont., plants.
The Regional Municipality of York introduced its strategic wellness program, in partnership with Sun Life Financial’s Health and Wellness team, in response to information garnered from staff in the region’s first Employee Satisfaction Survey in 2006. The goal was to achieve a culture of wellness with high-impact results.
Tough economic headwinds, rising rates of chronic illness and spiralling healthcare costs make maintaining a healthy workforce more critical to business success now than ever before.
Your employees are spending more and more time on their mobile devices and social media websites. So can you make use of these tools in your employee wellness program?
When an employee becomes mentally ill, where do the employer’s responsibilities begin and end? And what role does the employee play in achieving a successful recovery?