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REGIONAL WRAP-UP HEALTH IS HAppINESS AT STEvENS vIRgIN The program ran for eight months with good attendance, says Hamilton, until other changes started to occur. Engaging in physical activities had become more integrated into the lives of staff and they started to structure their own physical activities, no longer need- ing a structured push to get to the gym. Hamilton says the company also had the chance to work with Corporate Occupational Solutions, an organiza- tion that provides health and wellness programs for companies. These range from outdoor fitness to health-care benefits programs. COS was able to provide health-care and dental pack- ages that were 20-per-cent lower than those offered by the firm's existing pro- vider. "That 20-per-cent difference in what we had been paying went towards prevention programs. We scheduled more health and wellness sessions," she says. COS was able to provide the experts for the lunch-and-learn sessions cen- tred around issues that occurred in a busy lifestyle such as stress or eating on the run. Health screening, such as blood pressure and cholesterol testing, was also made available at the office. The information would be given to the employee confidentially; however, the firm would get a summary, with no names attached. "We might see we had five employ- ees with high cholesterol or 10 people who were overweight and we used that information to tailor our informa- tion session and also anything that we would promote would coincide with those results," says Hamilton. "After the health screening, people could meet with health professionals — such as a dietician. You could schedule a half- hour appointment and talk confiden- tially about the results." Participation has varied from almost 100 per cent on some programs to an average of 65 per cent. And the program has continued to evolve. Hamilton says the firm this winter gave away a two- month pass to a boot camp where the employee could bring family. As well, as the weather becomes better, a noon- hour walking group is being offered. Hamilton says that these programs — as well as others such as allowing individuals to work at home — have all brought positive results in terms of performance. "There is better staff retention," she says, as well as fewer sick days, and greater job satisfaction. At the same time, healthier employees affect insurance premium rates. — JEAN SORENSEN jean_sorensen@telus.net SPEARHEADING RESPONSIBLE ENERGY POLICY DEVELOPMENT NEW PUBLICATION CANADIAN GREEN ENERGY LAW AND POLICY FRED D. CASS This text is the first of its kind – designed to provide a comprehensive introduction to the topic and analysis of different policy approaches to green energy. Directed towards environmental law practitioners and those involved in the development of green energy policies, its perspective is Canadian yet, as the international shift towards renewable energy intensifies, our role on the global stage is illuminated. ORDER # 804528 $120 Hardcover approx. 425 pages March 2012 978-0-88804-528-7 Canadian Green Energy Law and Policy launches at a time when a thorough knowledge of the subject matter is critical. This book offers essential practical guidance on the issues involved in getting these projects organized, approved and built, providing you with a comprehensive overview of the legal and policy frameworks involved – providing context from both sides of the inherent arguments. AVAILABLE RISK-FREE FOR 30 DAYS Order online at www.carswell.com Call Toll-Free: 1-800-387-5164 In Toronto: 416-609-3800 Shipping and handling are extra. Price subject to change without notice and subject to applicable taxes. CANADA LAW BOOK® www.CANADIAN Lawyermag.com A PRIL 2012 13 C ontinued fr om pa g e 11

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