PG&E Corporate Responsibility and Sustainability Report 2018

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Health and Wellness

Our employees’ health and safety is an integral part of providing our customers with safe, reliable, affordable and clean energy. In an effort to help our employees stay healthy and fit, we provide integrated solutions and programs that cover all aspects of employee health and wellness—physical, emotional and financial—as we seek to empower employees to live healthier lives.

Our Approach

Through benchmarking and adopting best practices from companies in similar industries, PG&E is driving a prevention-first approach that aims to improve employee health by identifying and treating issues before they start. We believe in taking a comprehensive approach to wellness that encompasses physical, emotional and financial health—and we are prioritizing preventive efforts in all three areas.

Physical Health

PG&E’s medical plan and health and wellness plans provide comprehensive care and service options designed to promote the overall health of our workforce, including several preventive services. Employees have access to a wide range of options, such as on-site health clinics at several locations, employee health screenings, our tobacco cessation program and team competitions to promote active and healthy lifestyles. In addition, we offer in-person or telephonic health coaching, which provides employees an opportunity to work with a dedicated coach to get personalized support for their health goals.

In PG&E’s efforts to provide accessible, affordable and quality health care, our telemedicine program provides the ability to virtually meet with a doctor anytime, anywhere, using a computer or mobile device or one of our eight on-site telemedicine kiosks. Our on-site medical clinic offers comprehensive occupational and primary care medical services, including chiropractic, acupuncture and physical therapy, at our San Francisco headquarters.

Our Wellness Ambassadors—employees located throughout our service area—help implement and increase awareness of our wellness programs and services.

For employees in our highest-risk positions, we continue to expand our Industrial Athlete Program, a job-specific set of actions designed to reduce injuries and improve the physical resilience of employees working in physically demanding jobs both in the field and in the office.

Our 24/7 Nurse Care Line provides immediate access to trained medical professionals able to advise employees on how to care for work-related discomforts or injuries, emphasizing our belief that early assessment and treatment are key to recovering and remaining healthy.

Emotional Health

PG&E’s Employee Assistance Program (EAP) offers employees options to help them manage life’s demands at work and at home, from confidential counseling to referrals for local legal, financial and other services—whether by telephone, web conference, or face-to-face with counselors at their job site or in the communities where they live.

In 2017, we added the telemedicine counseling option through our EAP program, so employees could have convenient access via the web to support. We also offer applied behavioral analysis benefits for autism at no charge, with no deductible. We nearly tripled the number of families we support from 2016 to 2017 due to increased communications throughout the year, including an autism awareness campaign in April.

Additionally, our Peer Volunteer Program promotes a culture of openness, acceptance and recovery, with PG&E employees who are in long-term recovery from substance use disorders—or who have lived with a loved one with an alcohol or substance use issue—assisting others who need help. Run in collaboration with union leadership, the program’s network of peers throughout our service area continues to grow as we work to shed the stigma and increase early intervention and treatment related to substance use disorders and other mental health issues. In 2017, we worked with the Los Angeles Department of Water and Power to help them implement their own Peer Volunteer Program.

Financial Health

Financial challenges have the potential to negatively impact one’s health, increase absenteeism and adversely affect on-the-job performance. PG&E provides employees with a wide range of services to help them manage their finances and plan for the future, including free access to a financial advisor, life and accident insurance, and 401(k) and pension retirement plans.

2017 Milestones

Highlights included the following:

  • Expanded our on-site health clinic presence. We opened the PG&E Health Center at our headquarters, offering comprehensive occupational and primary care health services. We also launched two smaller clinics and nine telemedicine kiosks specifically for work-related injury care. We also have an on-site occupational health clinic at our Diablo Canyon Power Plant.
  • Expanded our Wellness Ambassador Network, growing to more than 230 employees in 2017, an 11 percent increase compared to the previous year. Whether it was leading team-based healthy lifestyle competitions, coordinating health screening events for colleagues or promoting healthier eating options at work, these employees helped build and maintain a culture of health throughout PG&E and drive increased engagement across all of PG&E’s health and wellness programs.
  • Increased personal care Telemedicine utilization, ending 2017 with a 400 percent increase in mobile and web option visits, as well as a 26 percent increase in visits from our eight on-site kiosks. We also launched a Telemedicine Counseling Program with web-based sessions available through our EAP program.
  • Enhanced our Industrial Athlete and Ergonomics programs by establishing requirements with vendors related to musculoskeletal disorders, sprains and strains, and consulting with specialists for office ergonomic discomfort evaluations. Additionally, PG&E evaluated software solutions to track and report on health data, and trained staff on new software to measure strain and stress on the body.
  • Improved vehicle and office ergonomics through stronger processes and procedures that better serve employees. For example, we improved our response time to office ergonomics evaluations and improved tracking and reporting on individual and aggregate cases
  • Began offering a retirement preparation workshop focused on addressing the oft-neglected emotional and psychological aspects of retirement.

Measuring Progress

In recent years, PG&E’s programs have reduced the number of employees unable to work due to health-related issues. However, when we began administering our paid leave programs, we also gained additional insight into the number of employees using accrued sick time when, in fact, they should have been on short-term or long-term disability leave. This insight led to a one-time increase in our workforce unavailable due to health.

Workforce Unavailable Due to HealthFootnote 1
2015 2015 2017
Workforce Unavailable Due to HealthFootnote 2 8.2% 7.8% 8.1%
  • 1. Percentage of full-time employees unavailable for work due to long-term or short-term health reasons, as measured by total workdays lost for the entire year.1
  • 2. PG&E acquired additional data available to us that resulted from our implementation of a short-term disability plan for management and administrative and technical employees, resulting in a one-time increase in reported figures.2

Looking Ahead

PG&E continues to expand and enhance our services and offerings to help build a healthy and safe workforce. These include:

  • Expanding our health clinic strategy. We are evaluating our vendor capabilities for expanding accessible and convenient occupational and non-occupational health care services, including medical surveillance programs. This may be achieved via select mini-clinics, near-site clinics or mobile van options.
  • Launching a new and improved Health and Wellness portal and mobile app for employees and their enrolled family members, providing 24/7 access to wellness tools and resources.
  • Expanding availability of our on-site health coaching program to help employees achieve their health goals.
  • Expanding services for employees with highest health risk to include covered dependents. The voluntary and free service provides individualized or family support for health-related decisions by helping employees to better understand medical care, treatments and medications for complex health situations.
  • Offering holistic health education from a panel of experts on a variety of topics through a partnership between our EAP and clinic staff.
  • Sharing mindfulness tools and resources with our employees to help them improve their health and safety.