Worksite Health & Wellness
A worksite health & wellness program is a set of programs, policies, and environmental supports designed to help employees meet their health and wellness needs. Elements of these programs include but are not limited to agency policies, educational materials and events, physical activity opportunities, lifestyle counseling, screenings, assessments, and immunizations. They address a wide range of health needs, such as but not limited to nutrition, physical activity, stress management, tobacco cessation, and chronic disease prevention and control
FACTS & BUSINESS CASES:
To learn more about worksite health & wellness programs, visit OPM's Worksite Health & Wellness webpage and consult with your agency Worksite Health & Wellness Coordinator.
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Telework
Telework is a work arrangement that allows an employee to perform work, during any part of regular, paid hours, at an approved alternative worksite (e.g., home, telework center). There are two types of telework:
• Routine telework occurs as part of a previously approved, ongoing, and regular schedule.
• Situational telework is approved on a case-by-case basis, where the hours worked were not part of a previously approved, ongoing, and regular telework schedule. Situational telework is sometimes also referred to as episodic, intermittent, unscheduled, or ad-hoc telework.
FACTS & BUSINESS CASES:
To learn more about telework, visit Telework.gov and consult with your agency Telework Managing Officer and/or Coordinator.
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ASSESSMENT TOOLS & TIPS
Assess and identify employees' work-life needs through effective communication and the use of appropriate tools
It is imperative to understand that both men and women employees often feel that there is a stigma associated with expressed needs for work-life solutions. As a manager, you must demonstrate support and create an environment of trust to achieve and strengthen an engaged, high-performing team. A great place to start is simply asking your employees, "What can I do to support your wellbeing?"
Additionally, you should strive to create a flexible environment that maximizes the awareness, availability, and use of all work-life programs among your team. Doing so can empower employees to use available supports and minimize negative workplace impacts.
The following may assist you as a manager to identify needs of your employees:
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General Approaches and Tips to Assess Your Employees Needs
• Conduct focus group sessions or listening sessions around work-life topics
• Develop or leverage existing surveys that may identify work-life challenges (i.e., Federal Employee Viewpoint Survey, climate surveys, etc.)
• Take advantage of routine one-on-one meetings, such as quarterly performance reviews to inquire about individual work-life needs
• Review existing policies, programs, and benefits to determine if they can be modified to better address work-life needs
General Work/Family Challenges
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• Missed deadlines
• Less likely to participate in group projects and meetings
• Increased unscheduled absenteeism
• Persistent decreased in performance
• Customer complaints
• Changes in personal behavior
• Coworker complaints
• Indicators of workplace violence, conflicts, or bullyingLate to work or departing early on a frequent basis
• Receiving or making a high number of personal calls while at work
• Frequently taking unscheduled leave
• Requesting to retire earlier than planned
• Turning down a promotion
• Expressed marital, parental, or family problems
• Expressed concern of domestic violence, stalking, or sexual assault
Health Challenges
• Symptoms that may be associated with alcohol or substance abuse
• Recent loss of a love one – bereavement
• Signs or expression of anxiety or depression – mental health
• Expressed concerns of overall health status
• Recent birth – (need to meet support breastfeeding needs)
• Recent medical procedure
• Direct or indirect statement about ending one's life
• Noticeable changes in mood or behavior
• Voicing hopelessness or helplessness
Other Personal Challenges
• Expressed legal concerns
• Expressed financial difficulties and challenges
• Borrowing money from coworkers
*There is not always a single work-life solution or recommendation that may address an employee’s needs. The goal for a manager is to accurately identify employee work-life needs and potential solutions using appropriate resources and authority. This is accomplished through effective communication, negotiation, and evaluation.
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