PG&E Corporate Responsibility and Sustainability Report 2018

PG&E Chapter 11 Update

Health and Wellness

Within our commitment to providing our customers with safe, reliable, affordable and clean energy is our long-held dedication to the health and safety of our employees. We provide integrated solutions and programs that cover all aspects of employee health and wellness so our workforce can keep going strong and live healthier lives—physically, emotionally and financially.

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.

This includes:

  • PG&E’s medical plan, and health and wellness programs, which provide comprehensive care and service options designed to promote the overall health of our workforce, including preventive services.
  • The Employee Assistance Program, which 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.
  • Our Peer Volunteer Program, which 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.
  • A wide range of services to help employees 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.

2018 Milestones

Highlights included the following:

  • Continued our on-site health clinic presence. Employees increased their use of the PG&E Health Center at our corporate headquarters, which offers comprehensive occupational and primary care health services. We also operate two smaller clinics in the field specifically for work-related injury care. In addition, we have an on-site occupational health clinic at our Diablo Canyon Power Plant.
  • Supported employees working in difficult conditions. Our Employee Assistance Program provided more than 300 hours of support for employees at the base camp that was mobilized in response to the Camp Fire.
  • Added on-demand mindfulness courses, providing employees with a basic introduction to the benefits of mindfulness and exercises they can practice on their own.
  • Increased personal care via Telemedicine, ending 2018 with a 200 percent increase in mobile and web option visits. However, there was a 36 percent decrease in visits from our nine on-site kiosks. As a result, we have decommissioned the on-site kiosks from operation for 2019 in favor of the mobile and web options.
  • Increased participation in our Industrial Athlete Program, leading to an estimated cost savings of around $4 million through early intervention in new cases of discomfort.
  • Improved program efficiency with vehicle ergonomics by training an additional 30 qualified evaluators, leading to shorter wait times for employees requesting assessments.
  • Maintained employee Health Screening participation rates at over 80 percent, which allows employees to learn of their health risks and to take action on any identified issues.
  • Expanded the number of health coaches to increase onsite access and services to employees. Health coaches work with employees on topics such as lifestyle/stress management, nutrition and tobacco cessation.
  • Expanded our Wellness Ambassador Network to more than 320 employees in 2018, a 39 percent increase compared to the previous year.

Measuring Progress

The percentage of employees unavailable due to health for the last three years is as follows:

Workforce Unavailable Due to HealthFootnote 1
2016 2017 2018
Workforce Unavailable Due to HealthFootnote 2 7.8% 8.1% 7.9%
  • 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