McKesson is in the business of better health, and that starts with its workforce. Together, McKesson creates a culture focused on health, with a Total Rewards package that advances the physical, mental, financial and social well-being of our employees and their families. McKessen focusses on engaging all its employees, starting with each individual employee and extending to its Executive Committee and CEO.

The features of the Total Rewards package for McKesson U.S. employees and their families include:

• Health Assessments: Health risk, mental well-being and physical activity assessments, Biometric screenings available on-site or through laboratories in the community.

• Web-based Resources: A single online hub for healthcare benefits and a wellness portal (online and mobile access)

• Lifestyle Programs: Telephonic and face-to-face counseling, legal and financial consultations and work/life assistance for child and elder care, on-site fitness centers, gym rebates and discounts and a free Fitbit Zip™ for every employee, free Weight Watchers® membership and weight-loss rebate, discounts on healthy food purchases at grocery stores, free annual flu vaccine for employees and their dependents, free smoking cessation program.

• Employee Engagement Program: Site-specific wellness events and activities supported through a robust network of McKesson Wellness Champions, Ongoing wellness competitions and challenges, wellness events integrated with corporate social responsibility programs, incentive structure that rewards employees for healthy behaviors and outcomes, ongoing communications through a variety of channels, including social media.

Other components of the Total Rewards package at McKesson include dental and vision coverage; disability, life and accident insurance; and participation in flexible spending accounts or health savings accounts. 

Vitality wellness program at McKesson

Vitality is a corporate wellness program that helps employees set and achieve their wellness goals. Whether employees are already physically active or looking for opportunities to become more active, the Vitality wellness program at McKesson provides an avenue for employees to create their own personal paths to better health.

When employees engage in qualifying activities, not only do they improve their health but they also earn Vitality Points™ that can be redeemed for rewards such as fitness devices and gift cards. Vitality Points also drive an employee’s Vitality Status. The higher the Vitality Status, the greater the savings employees receive on their McKesson medical plan.

Parental Leave at McKesson

McKesson's parental leave policy for all full-time U.S. employees now covers partners of both sexes in all states and includes birth parents, same-sex couples and adoptive parents. It provides the primary caregiver six weeks of 100% paid leave and the secondary caregiver two weeks of 100% paid leave. New mothers also receive six weeks of disability (maternity) leave for vaginal birth and eight weeks of disability leave for cesarean section. In Canada, McKesson supports new parents through a supplementary maternity benefit plan that is part of McKesson Canada’s employee benefits offering.

Health and Wellness in Canada at McKesson

The health promotion program in Canada is designed to improve the health of McKesson's employees and their families. Using a holistic and integrated approach, its corporate wellness program focuses on physical, mental and financial health. The program is built on four tenets: promoting preventive care, encouraging executives to lead by example, empowering employees to manage their health and holding employees accountable for improving their health.

McKesson Canada offers the following to all benefit-eligible employees: Annual health review, flu vaccination, employee assistance program, interactive wellness program and fitness club discounts.

McKesson places importance on mental health

All people managers are required to complete a mandatory 3-hour mental health training within their first year with McKesson, as well as an additional 2.5-hour training in the following year. The purpose of this training is to help its people managers: Understand and recognize mental health issues, maintain contact during the disability period and prepare for work reintegration and to learn about best practices to improve presence and quality of work, manage work attendance and develop personalized action plans for employees.

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