Jayme Mayo, PA-C
Conway-based Nabholz Construction isn’t a health care facility, but the 66-year-old construction giant has had a hand in building plenty of them. And, through its wellness program, it’s shown it has learned a thing or two about keeping people healthy on the job.
“Employees spend a minimum of one-third of their day at work,” said Jayme Mayo, certified physician assistant (PA-C). “It’s important to provide opportunities, awareness, education and access to care for employees and their spouses no matter the industry.”
Paying attention to workplace safety is a way of life in the construction business, but wellness programs aren’t always as easy to find.
“Nabholz Construction has an in-house medical clinic staffed by a full-time doctor, certified physician assistant, medical assistant, personal trainer and bilingual dietitian,” Mayo said. “Employees and their spouses are seen there for free.”
Nabholz supports an expansive rewards program for employees and spouses who take steps to care for their health and to encourage them to continue those healthy habits.
“All employees and spouses on the health insurance plan are screened at least once a year for blood pressure, cholesterol, diabetes, obesity and nicotine,” said Mayo. “They are then given money based on their results; up to $400 for employees and $100 for spouses.”
The company also has a reimbursement program called First Step in which employees and spouses each have $150 a year to be used for health related items. Monthly $100 gift card drawings are held for employees and spouses who have completed an annual physical and biannual gift card drawings are done for those having a dental cleaning.
“The company has fitness rooms with showers allowing employees and spouses to have 24/7 access,” Mayo said. “First aid and CPR classes are provided along with heart and vascular screenings and AEDs are in all the offices and large job sites. Flu shots are also provided to employees, spouses and even retirees.”
Mayo said there are a number of key success factors that make the difference between an effective program and one that isn’t.
“You have to strive for 100 percent participation by employees and their spouses, if possible,” she said. “It has to be constantly reinforced through communication and through subtle things like providing healthy snack options in vending machines. Most of all, you have to make your wellness program something that’s seen as a benefit, not a burden.”
» Company provides a comprehensive wellness program, including an in-house medical clinic which employees and spouses can utilize for free.
» Regular screenings are conducted for all employees and spouses, with cash awards based on screening results.
» High risk individuals are given the chance to attend a wellness retreat, a paid day off that includes cooking and fitness classes.