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Now, the company will reward only those workers who meet healthy standards for blood pressure, glucose, cholesterol, triglycerides and waist size─under 35 inches for women and 40 inches for men. Employees who hit baseline requirements in three or more categories will receive up to $1, 000 to reduce their annual deductibles. Those who don't qualify must sign up for a health-coaching program in order to earn a smaller credit.
現在，這家公司只對那些在血壓、血糖、膽固醇、甘油三酯和腰圍──女士35英寸以下，男士40英寸以下──方面達到健康標準的員工予以獎勵。有三項及以上指標符合最低要求的員工會得到最高1,000美元的獎勵，這樣可以降低他們的年度自付部分的費用。那些達不到要求的人則必須報名參加一個健康指導項目才能得到額度縮小的獎勵金。
Employee-rights advocates say the penalties are akin to 'legal discrimination.' While companies are calling them wellness incentives, the penalties are essentially salary cuts by a different name, says Lew Maltby, president of Princeton, N.J.-based National Workrights Institute, a nonprofit advocacy group for employee rights in the workplace. 'No one ever calls a bad thing what it really is, ' he says. 'It means millions of people are getting their pay cut for no legitimate reason.'
員工權益維護人士說這樣的懲戒與“法律歧視”沒什么區別。盧•莫爾特比(Lew Maltby)是總部位于新澤西州普林斯頓(Princeton)的非盈利在職職工維權組織美國工作權利學會(National Workrights Institute)的主席，他說，雖然企業稱之為健康激勵機制，但是這些措施實質上是在以不同的名義減薪。他說：“對于壞事情沒有人會實話實說。它意味著數以百萬計的人在毫無合法理由的情況下被減了薪。”
Companies may say they have tried softer approaches, but many haven't exhausted their options, like putting healthier food in their cafeterias, building a fitness center or subsidizing gym memberships, he adds. 'At best, these programs are giving employers an enormous amount of control over our private lives.'
他還說，企業也許會說他們已經嘗試了更柔性的手段，但其實很多企業都還沒有傾盡全力，比如在食堂里提供更健康的食品、建立健身中心或者補貼健身房會員費。“這些計劃充其量是讓老板大大增加了對我們的私生活的控制。”
Michelin denies any discrimination and says the policy is voluntary. Not participating means employees won't get the incentives. Wayne Culbertson, Michelin's chief human resources officer, says the old incentive programs didn't lead to meaningful change. For example, an employee could pledge to start walking daily, he says, but never have to prove it. 'It was sort of free, you know? You got $600 just for being a good employee.'
米其林否認有任何歧視，聲稱這項政策是自愿的。不參加的員工就不會得到獎勵。米其林的首席人力資源長韋恩•卡伯特森(Wayne Culbertson)說，舊的獎勵機制并沒有帶來實際意義的變化。比如，一名職員可以承諾開始每天散步，但從來不用證明自己真的這么做了。“這有點像免費大餐，你知道嗎？你當好一名員工就可以得到600美元。”
n. 生產率，生產能力
