Employee Health, Safety, and Wellness

Employee Health, Safety, and Wellness

Our Commitment to Health and Safety

At Cigna, we are committed to the health, safety, and well-being of our stakeholders. Cigna maintains a comprehensive health and safety program and policy that governs all aspects of our business and provides guidance on our interactions with each other as well as our clients, contractors, visitors, suppliers, and vendors. We continually focus on the health and safety of our employees and their physical workplace conditions.

In 2020, outside of COVID-19-related precautions, our health and safety initiatives revolved around preventing slips, trips, and falls; ergonomics; and overexertion injuries. We are committed to continuous improvement – meeting and exceeding industry standards as well as actively adapting to industry changes and advancements.

Health and Safety During COVID-191

Our unwavering commitment and proactive approach to the health, safety, and well-being of employees as well as our commitment to continuous improvement served as the foundation for our response at the onset of the COVID-19 pandemic.

During this unprecedented time, we acted quickly to transform Cigna’s workforce and worksites to serve our clients and customers while protecting the health and safety of our workforce.

  • We transitioned our non-worksite-dependent employees to work at home, and helped them work safely by providing resources covering key safety topics.
  • We provided our employees with the resources and guidance needed to help ensure a safe and healthy workplace. These resources included new health and safety policies, guidelines around travel, and meeting requirements; temperature checks at home and at worksites prior to entry; training for safe return to our worksites; COVID-19 prevention videos and infographics; and answers to frequently asked questions for worksite-dependent employees.
  • We implemented Back With CareTM (BWC), a digital tool created by Buoy Health that screens for COVID-19 symptoms and other relevant risk factors to determine whether someone is able to report for in-person work. This is supported through the Benefits Team and part of Evernorth’s suite of services under “Healthy Ways to WorkSM.”
  • We adopted a combination of measures to help protect those in worksite-dependent roles and limit the spread of COVID-19 at our worksites, including physical distancing, installation of barriers, mandatory use of face masks, guidance on the use of personal protective equipment (PPE), improvements to building ventilation, a continued supply of hand sanitizer for good hygiene, and routine cleaning and disinfection.

Cigna's Employee Health Advisory Team (EHAT) also provided ongoing support to the entire organization during this pandemic and helped guide our response and actions for the management of health and safety issues and employee communications.This cross-functional team is responsible for providing a timely and appropriate response as well as effective remediation to any anticipated or sudden large-scale employee health and safety incidents or issues and includes expertise from Benefits, Business Continuity Planning (BCP), Cigna Onsite Health, Corporate Communications, Employee Relations, Global Compensation, Global Real Estate, Global Risk Management (GRM), Global Security and Aviation, and Legal, and Public Affairs.

Creating a Safety-Oriented Culture

It takes leadership, teamwork, and continuous improvement to achieve safety excellence, an accident-free environment, and a safety-oriented culture. This is the mission for Cigna’s Health and Safety Team, and it involves engaging in continuous learning, setting a positive example, caring for others, and making safety a way of life.

Within Cigna’s Global Risk Management department, a team of dedicated safety professionals helped lead the safety and health processes across Cigna. This function resides within the Finance organization and ultimately reports up through the Chief Financial Officer. The team also collaborates and engages with both internal and external customers and stakeholders to further our mission and serve as subject matter experts.

Training employees to work safely is essential. Cigna’s required annual and new hire Safety in the Workplace training provides our employees with training on key safety and compliance topics. This training also includes a supplemental module based on the type of work performed by certain employee groups and includes workplace hazards that may be encountered in the course of their work. Additional safety training is defined and provided to employees based on their job function.

In 2020, we advanced our health and safety integration work through additional consolidation and integration of Cigna and legacy Express Scripts health and safety policies and training, and we expanded access to other safety and health resources across our combined company. Notably, this included our Office Workstation Ergonomics training and our online office ergonomic assessment and training solution.

In 2021, we continue to focus on work-at-home safety as well as safe return to work; workplace prevention of slips, trips, falls; overexertion and ergonomic injuries and illnesses; and continuous improvement of the health and safety process. We are also emphasizing on workplace Safety Committees across the organization as we prepare to return to work. Cigna’s Safety Committees are charged with monitoring, discussing, communicating, and participating in the health and safety process. Activities include raising awareness and understanding of key safety topics, participating in the identification of hazards through safety observations and inspections, preventing injury and illness, engaging in compliance activities, and ensuring emergency preparedness. Our Safety Committees include joint management and worker team members with cross-functional representation.

Global Security

Our Global Security Team has also implemented robust security policies – inside the United States and in the more than 30 other countries and jurisdictions where we operate. We provide learning modules on security and safety policies and practices through the company intranet to maximize accessibility. For ease of reporting emergencies, a 24/7 Global Security telephone number is embossed on all Cigna employee ID badges. This allows employees to easily report security and safety-related issues. Starting in 2020, when employees receive a new ID badge, they will also receive a card that indicates when to call the emergency number, as well as active shooter guidance.

Global Security also offers online courses on workplace violence awareness and violence prevention in addition to wellness topics, such as mindfulness, meditation, stress management, healthy eating, and happiness.

Case Study: Adapting Onsite Well-Being Resources During COVID-19

In 2020 we quickly adapted our onsite well-being resources in light of the health and safety issues posed by the COVID-19 pandemic. For instance, we expanded capabilities across our health and well-being organization– from our fitness center staff to health clinics to Employee Assistance Program counselors to health coaches to our new benefit navigators – to reach employees across the enterprise.
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Case Study: Cigna Care Card Program

Due to the COVID-19 pandemic, Cigna partnered with our Employee Assistance Program to leverage their concierge model to help connect employees to the right resources at the right time and added a $250 Cigna Care Card for eligible employees. The Care Card program is designed to qualify as a disaster relief program under section 139 of the Internal Revenue Code. Under that Code section, employers may provide tax-free benefits in the form of cash to assist employees with certain reasonable and necessary eligible expenses incurred as a result of a “qualified disaster”.
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A Whole-Person Health Approach to Well-Being

We focus on advancing our employees’ health and wellness needs through innovative, personalized programs, and services that guide employees through different life stages. Wherever possible, we also deliver choice and flexibility in our programming. To that end, we continue to execute on a multiyear plan that includes an evolving global strategy targeting top health risks in the United States and globally, quarterly population health metrics, and site-specific employee health dashboards. We have also broadened our incentives platform to reward employees enrolled in the Cigna Medical Plan for positive actions across the physical, behavioral, social, environmental, and financial dimensions of health.

In 2020, we continued to evolve our internal health and well-being strategy to encompass a more holistic, mind-body focus. This shift aligns with our long-standing internal focus on providing behavioral health support to employees and reducing the stigma associated with seeking behavioral health care. In 2020, we saw an increase in employee visits to behavioral health providers and an increase in Employee Assistance Program (EAP) utilization. We view this trend as positive, because it reflects our belief that employees are empowered to seek the care they need to be well. Additionally, in order to provide more accessible behavioral health treatment to employees, we introduced Talkspace, a digital text and phone therapy app. We also launched a training for managers on identifying struggling employees and connecting them to support, and we started a multi-year plan to offer “Mental Health First Aid” training to employees, which provides guidance on how to support individuals struggling with an immediate mental health crisis. We also continued our support of, and partnerships with digital and gamified mental health programs, such as Happify, an app that provides simple and effective solutions for mental health and well-being, and we further expanded mindfulness meditation sessions to employees and leaders.

To further reduce the stigma associated with seeking behavioral health services, we partnered with senior leaders in Cigna Behavioral Health and other areas of the business during Mental Health Awareness Month to promote the resources available to employees in support of whole-person health. Weekly interviews, employee testimonials, and intranet articles reinforced the message that we all struggle at times, even those at the highest levels of the organization.

Easy access to and awareness of benefit programs was a priority for Cigna in 2020. As such, we focused on adding navigation support to help connect employees and their families to the right programs and resources at the right time. We undertook this process by improving the functionality of our company intranet site while at the same time investing in benefit navigation resources aligned to three large markets – St. Louis, Missouri; Memphis, Tennessee; and virtual employees. In addition, we have engaged and will continue to engage managers as an important component of our strategy.

Workplace Well-Being Strategy

Our enterprise well-being strategy includes a supportive work environment and culture of health; connects people to a comprehensive set of solutions for healthy lifestyle behavior change; and drives personal engagement with healthy choices using a whole-person health approach.

We promote a workplace culture of health by

  • Leveraging Cigna’s leading products and services;
  • Encouraging employees and their families to take greater personal accountability for their health through incentive programs;
  • Managing company costs and employee cost sharing;
  • Prioritizing whole-person health – leading to increased productivity; and
  • Providing programs and resources that enable a personalized approach to employee health and well-being. This is includes pivoting to innovative care solutions that support our new way of working within a mostly virtual workplace.

Although we continued to deliver personalized health and well-being programs to employees with a focus on the whole person across the physical, behavioral, emotional, financial, and social dimensions of health, our approach to employee engagement went beyond traditional benefits communications and tools in 2020. We partnered across the Human Resources organization to support employees virtually as the pandemic impacted their ability to juggle work, parent, oversee remote learning for children, ensure workplace safety for some, and manage anxiety about the virus. Health and well-being resources that were provided to employees during the COVID-19 pandemic included:

  1. Assistance with preventive care and services, such as drive-thru flu clinics at various worksites;
  2. The option to work with a personal coach to make progress toward health and well-being goals;
  3. Guidance leveraging time off and caregiving benefits to better balance work and personal demands;
  4. Support to help quit tobacco, lose weight, and replace stress with resilience;
  5. Assistance with learning how to choose energy-boosting meals and become more physically active;
  6. Help managing chronic health conditions, such as heart disease, asthma, diabetes, and depression;
  7. Empowerment to engage in global campaigns focused on our key health priorities, including resilience, nutrition, physical fitness, behavioral health, and financial well-being; and
  8. Broaden mental health support through the EAP and other tools.