On Monday, Workforce Management reported the results of a recently released Blue Cross and Blue Shield Association study on companies with programs that encourage weight loss, a healthy diet and exercise. Results from the study indicated that when it comes to promoting wellness in the workplace, education alone is not enough. Employee participation in wellness initiatives increases significantly when companies used more interactive tools – such as registration and tracking, competition and cash incentives – in addition to handing out educational materials to motivate employees.

This article caught my attention because it made me think about the never-ending debate of whether companies should – and have the prerogative to – implement programs meant to improve the health of their employees (particularly when it comes to weight loss as highlighted a few weeks ago in a New York Times article).

Does anyone remember this story about the Florida police chief who was fired in 2006 for infamously calling his colleagues “jelly bellies” in an interoffice memo about their need to lose weight? The incident caused a very public debate over whether he had crossed the line or if he was acting in the best interest of the organization. In his defense, Goward argued that he was trying a tough love approach to inspire the overweight members of his staff to lose weight and improve their health. He even provided a list of 10 (extremely valid, in my opinion) reasons police officers need to lose weight.

While many speculated that it was the “jelly bellies” comment – not the memo itself – that was the chief’s downfall, the issue of obesity in the workplace remains a controversial subject. (Maybe this is just me, but, while I don’t condone Goward’s method of drawing attention to this issue, I do think there’s a point where something very personal like an employee’s weight, should it cause health problems that in turn affect one’s ability to do his or her job, becomes a workplace issue where human resources or management has the right to intervene. Of course, there’s the other side of it, too…)

In January of this year, The Wharton School at the University of Pennsylvania released this article that posed the question of whether company health initiatives – including ones meant to eliminate smoking, alcohol abuse and obesity – invade employees’ private lives and fall within their legal rights.

So who’s in the right? I can certainly see the argument on the employer’s side. After all, not only does promoting things like weight loss and smoking cessation reduce health insurance costs, it can also be argued that it increases morale by reducing stress, increasing energy, etc. But then, where do you judge where the line falls between implementing programs meant to discourage unhealthy behavior and discriminating against those who do participate in such behavior?

What do you think, readers? Have health-related problems been an issue in your office? Does your company offer any sort of wellness program or incentive to losing weight or quitting smoking?