Happy Family

health and
wellness benefits

Health benefits can include health and dental insurance, as well as on-site wellness centers, on-site fitness centers, subsidies for joining a gym, and/or health- and fitness-oriented programs for employees’ children or spouses.

benefit to employers

  • Reduces payroll taxes and workers’ compensation premiums, and employer contributions are tax-deductible

  • Improves recruitment

  • Increases retention, reducing
    turnover costs

benefit to families

  • Improves health, through increased access to health care, including greater access to primary care, preventive screenings, ambulatory care, prescription medications and chronic disease care; greater medication adherence; and higher rates of diagnosis

  • Reduces depression

  • Improves self-reported health

  • Improves family economic security


case study: Turck Inc.

Investing in employee
health and well-being pays off for manufacturing company

Turck Inc. leaders believe that when you do right by employees, they will do right by the company. The company started as a family-owned business in Germany, and then came to the United States in the 1970s.  
“From the beginning, Turck has been authentic and intentional about employee well-being,” said Emily Peters, Human Resources Director at Turck. “The approach expands across the organization, not just in HR, and the momentum continues to grow as leaders advance to their next level of leadership.” 
From 2010 to 2015, Turck did extensive research into family-friendly policies and worked hard to demonstrate the ROI with health outcomes, health plan renewals, health care costs and more. Over the years, they’ve seen high retention and low employee turnover — and employee trust among the diverse company. More than 30 native languages are spoken across their production and warehouse teams.
Turck has had an onsite clinic since 2007, which makes accessing care convenient and free for all employees and their families. The clinic provider helps people with primary care needs, follow-up on acute care, regular testing of blood pressure and cholesterol, etc. and can prescribe and dispense prescriptions used for managing common chronic or acute conditions. They also have both an onsite well-being coach, Lindsay Good, and a financial well-being coach, Mark Struthers, who are available to all employees. Good and Struthers guide people in how to be healthy and well from a whole-person approach — one that includes social, career, financial, physical and mental aspects of life. HealthPartners, who is Turck’s insurance provider, also runs the clinic; Good and Struthers are not Tuck employees. 
In addition to her one-on-one coaching role, Good organizes monthly lunch-and-learns and a variety of events and activities, covering topics that help people be a “well-functioning human being,” according to Peters. The company has an incentive program that gives employees perks (e.g. reducing health premiums or PTO additions) for participating in different activities. 
“When COVID hit, and there was a high level of anger, fear and frustration, we had our employees' trust and that made a difference,” said Peters. “We didn’t have to reduce our workforce, and people weren’t negatively impacted financially. Turck genuinely cares about its people, and we’ve seen the benefits over time of being a high-trust organization. A big part of that is supporting employee health and well-being.”

Location:        Plymouth, Minn.

Employees:    1,750 in USA/Mexico
Industry:         Industrial manufacturing

Sample Policy

This policy sample is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

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