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Health Max Natural Recovery - communities/neighborhoods within larger municipalities. As part of their company town, The Pullman Company created an employee athletic association to complement their company provided housing, stores and schools. Other companies at the time, including National Cash Register, Sears, Roebuck & Company, and Hershey Foods also created employee recreational initiatives. This phase culminated with the 1941 creation of the National Employee Services and Recreation Association (NERSA). NERSA spearheaded efforts to create employee recreation programs from that point on. Texas Instruments launched its employee recreation program in 1953.

The 1970's saw a continued emphasis on fitness related programs with the creation of employee fitness programs by Kimberly-Clark and Mesa Petroleum. Also impacting the field was the passage, by Congress, in 1970 of the Occupational Safety and Health Act and the continued expansion of Employee Assistance Programs beyond its original focus on alcoholism into a more broad brush approach. The term wellness was also introduced into the lexicon and mainstream. Building on the work of Dr. Halbert Dunn in the 1960's, an informal network of physicians and psychologists in the 1970's began creating comprehensive, multi-dimensional models of wellness, wellness assessment tools, and actively wrote and spoke about their concept of wellness.With the emphasis on cardiovascular disease, executive health emerged as a program focus.

Health Max Natural Recovery PIills - The combination of increased attention to cardiovascular disease and other chronic diseases, along with escalating employer related healthcare costs resulted in the 1980"s worksite wellness programs becoming more focused on and aligned with the pathogenesis model of medicine. This resulted in increased attention being given to employee health promotion, along with an emphasis on health risk reduction and individual responsibility for health. As a result, health education, health risk assessments, biometric screenings and individual behavior change initiatives became the core programming found within worksite wellness programs.

In order to substantiate their impact on employer healthcare costs, ROI (return-on-investment) measurement became the most common way of evaluating worksite wellness program success.
The late 1990's saw an expanded role for the workplace health clinic at large employers. What has traditionally been an occupational role began to expand into acute care services, pharmacy services, preventive care, chronic disease management, case management, specialty services, as well as wellness. Worksite based health centers are seen as having the ability to both reduce costs and improve the quality of care employees receive, thereby offering value to both the employer and the employees.

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