< Previous page

Businesses usually have the law on their side when setting policies that discourage smoking and obesity. A boss may not fire or force out an employee who has a disability related to smoking or weight or paying the insurance bill. But unlike protected categories such as race, religion and national origin, smoking and obesity are generally not covered by discrimination laws.

And human resources executives will defend those policies by citing scientific evidence on the consequences of smoking and obesity, which can lead to heart disease and diabetes. A study by the Centers for Disease Control and RTI International in Research Triangle Park concluded the medical treatment and absenteeism stemming from obesity costs $460 to $2,500 per year per employee.

Problems 'on our dime'

"If they get their heart attack, they're going to do it on our dime," said Gale Adcock, director of corporate health benefits at SAS, the Cary software company. "They may be our employee only seven, eight or nine hours a day, but what they bring from home is what impacts the quality of their work."

Adcock described the wellness program at SAS as a form of corporate altruism that is rooted in sound business principles. The company rewards exercise and nonsmoking with movie tickets, massage therapy, salon services and gift vouchers.

Employees who have other obligations and time commitments may have to change their priorities to win awards. "It's a lot of work to say, 'I'm going to change what I eat forever,' " Adcock said.

In Progress Energy's new program, the $500 bonus isn't awarded all at once. It has started paying $100 to workers to take a health screening and blood test, and answer 50 personal questions, such as: How often do you drink alcohol? How many whole grain servings do you eat? How many hours do you sleep? Do you wear seat belts?

The employees are provided a score on five health measures that include body mass index, blood pressure, cholesterol count and blood sugar level. Workers who meet the company goals on those health measures next year will qualify for an additional $400 bonus. Less than half of Progress Energy employees who try are expected to qualify for the extra $400.

Craig Ellis, a performance behavior specialist at Progress Energy, is aiming for the $400 but currently falls short on two of the five measures, according to the initial health screening. The 51-year-old Durham resident -- who plays tennis and lifts weights -- doesn't reproach co-workers who don't push themselves to meet the wellness goals, but he describes his commitment as an obligation.

"I'm getting philosophical here, but my life affects other people's lives," he said. "We're not an island."

Confidential for workers

Human resources executives at many Triangle companies emphasize that the wellness programs are voluntary and confidential. The programs are typically run by third-party administrators to keep the employers from running afoul of federal privacy laws.

Still, some workers are skittish about entering their personal medical information into a database. At Blue Cross, about 15 percent of workers opted not to take the health screening and risk assessment this year, forgoing an easy $600. Privacy concerns could be a reason for the employee reluctance, said Fara Palumbo, vice president for human resources.

No more than 10 people within Progress Energy will know who qualified for its $400 bonus and who failed to make it, and the information will not be disclosed to an employee's boss, said Barbara Ortiz, the company's director of corporate health and safety.

The administrator, StayWell Health Management, will not disclose Progress Energy employees' responses on the health screening questionnaire to the utility, Ortiz said. Instead, StayWell will analyze the information to help the company develop health education programs, Ortiz said.

Richard Smith, a 34-year-old lineman, said he welcomes the structure and discipline of the wellness program. The Youngsville resident had to lose weight to qualify for the company's 275-pound limit for linemen and has long struggled with weight control.

"They call me big-boned. I'm just a big guy," said Smith, who used to weigh 319 pounds. "I've tried doing things like this on my own but now the company has given us a third-party resource and support."

< Previous page