Date:3/8/2010

ers have implemented programs and policies that reap rewards for both employee and employer alike," adds Dr. Ballard. American Cast Iron Pipe Company reports positive health outcomes including more than 320 employees who have quit smoking, approximately 1,200 who have begun an exercise program and more than 600 who have lowered their blood pressure to within normal limits. At Tallahassee Memorial HealthCare employees have made significant strides in morale, job satisfaction and work efficiency and the company has seen major improvements in its customer relations, operating margin, turnover and productivity. At Leaders Bank, since the rollout of its wellness program, sick day utilization has decreased with employees now using an average of only 1.4 sick days per year. Voluntary turnover at Advanced Solutions dropped from 7.9 percent in 2008 to 4.1 percent in 2009 and measures of employee engagement have steadily increased. And at the Toronto Police Service, improvements in equipment and training provided to uniformed employees have led to a decline in the average number of days lost to workplace injury, keeping officers on the job and contributing to their families and communities.

Psychologically healthy workplace practices fall into five categories: employee involvement; health and safety; employee growth and development; work-life balance and employee recognition. Employee participation in decision making, skills training and leadership development, flexible work arrangements, and programs promoting healthy lifestyle and behavior choices are just a few of the practices that contribute to a psychologically healthy workplace.

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SOURCE American Psychological Association Copyright©2010 PR Newswire. All rights reserved

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