Health assessment & clinical review
Appropriate lab work and cardiovascular risk review help licensed providers understand individual health needs.
Corporate Wellness 360
A TRAINED BY TURP WELLNESS DIVISIONHealthier employees.
Stronger organizations.
Bring personalized wellness into the workplace with health insights, practical coaching and support that fits alongside your existing employee benefits.
EMPLOYEE HEALTH IS A BUSINESS PRIORITYSupport the person.
Support the person.
Strengthen the workplace.
A health screening can identify a starting point. Employees also need help applying that information to nutrition, movement, sleep and daily routines.
Corporate Wellness 360 brings those pieces together, with individual support for employees and useful program insight for leadership.
EmployersHR & benefits teamsEmployee groups
THE BIGGER PICTUREEmployee health.
Employee health.
Business impact.
Explore the connection between everyday well-being and the workplace. Select either graphic to view it at full size.
FROM INSIGHT TO EVERYDAY ACTION01 02 03 04
Wellness with follow-through.
Personalized nutrition & movement
Practical coaching translates goals into sustainable food choices, physical activity and accountability.
Sleep, recovery & stress support
Coaching addresses everyday habits that influence rest, energy and resilience, with referral pathways when additional care is needed.
Progress reviews & engagement
Ongoing support and appropriate reassessment help participants and their care teams adjust the plan over time.
EMPLOYER BENEFITS INTEGRATIONBuild on the benefits
Build on the benefits
you already offer.
Connect the wellness program with existing medical benefits and provider resources. Start by understanding coverage, eligibility and the services already available to employees.
- Review existing coverageIdentify preventive care, screening and lab benefits available under the employer’s plan.
- Coordinate the employee journeyHelp participants understand the steps from assessment to appropriate follow-up.
- Clarify program scopeAgree on included services and any additional costs before enrollment. Coverage depends on the health plan.
EXECUTIVE INSIGHTMake wellness visible.
Make wellness visible.
Keep people private.
Give leadership a clear view of program participation, workforce health trends and ongoing engagement.
- Participation and engagement
- Aggregate health-risk trends
- Program activity and follow-through
Designed around aggregate reporting for leadership; individual health information belongs in the clinical care relationship.
A PRACTICAL STARTFrom first conversation
From first conversation
to a supported workforce.
01
Define the goals
Discuss your workforce, benefits structure and wellness priorities.
02
Design the program
Agree on services, eligibility, rollout and reporting.
03
Welcome employees
Communicate the program and guide participants through onboarding.
04
Review progress
Evaluate engagement and aggregate trends to guide the next phase.
YOUR WELLNESS, YOUR WAY
Shape your workplace wellness program.
Start with Mix & Match, or choose one of our three complete packages. Your estimate updates as you go.
Mix & Match demo: build a sample basket using the current add-on prices. Standalone rates, any required membership or medical care, and setup fees are confirmed with our team. Employer and agency arrangements require a program-specific quote.
COMMON QUESTIONS
Built around your organization.
Does this replace our medical insurance?
No. The program is designed to work alongside existing health benefits and medical care. Coverage and any out-of-pocket costs must be reviewed with your health plan.
Will employers see individual lab results?
The proposed leadership view uses aggregate participation and health trends. Individual records and clinical decisions remain within the care relationship; the reporting and privacy arrangements are defined before launch.
How is a group program priced?
A program proposal depends on the selected services, group size and rollout. Speak with the team to confirm the scope and price for your organization.
Can we start with a pilot?
Use the strategy conversation to discuss a defined pilot, its participants, services and success measures. The team can determine an appropriate starting scope.
Make employee well-being part of the plan.
Start a conversation about your people, your benefits and your goals.
Part of the Trained by Turp family of wellness programs.Explore First Responder Wellness →