Health Care Actions
The health actions are coordinated on a continuous basis together with the occupational safety engineering professionals, and by analyzing the dangers and environmental risks that have been surveyed and registered in the electronic management system, the obligation and frequency of medical evaluations, complementary exams, and medical-administrative conducts are established, seeking to prevent, to prevent, track, and diagnose early changes in health status, mainly resulting from the nature of the work, as well as to determine the conditions of physical and mental fitness of the employee for the safe exercise of his or her functions, both for themselves and in relation to colleagues, third parties, and the community, in addition to situations that may have future repercussions on their labor capacity and quality of life.
Copel’s Health and Quality of Life Program aims to promote the comprehensive health of its employees, reinforcing care for the health of the body and mind, in addition to aspects of financial and social well-being. Currently, the program is structured around 4 pillars: physical health, psycho-emotional health, social well-being and financial well-being.
The program’s actions are aligned with the UN’s Sustainable Development Goals (SDGs), especially SDG 3 and SDG 8, targets 3.4 and 8.8, which advocate health and emotional well-being, as well as the promotion of a healthy working environment for all people.
Physical Health
Physical health refers to the conditions of our body and is related to physical capacity, disposition, nutrition and self-esteem, being important to maintain an active and healthy lifestyle by preventing diseases and ensuring that the body is functioning in the best way possible. .
Physical health is one of the pillars of integrated actions in Copel’s Quality of Life Program. This pillar, called +Health, aims to encourage healthy habits, encourage primary health care, prevent occupational diseases, prevent and adequately treat chronic diseases and prevent workplace accidents.
The practices and actions that make up the + Health pillar are: periodic exams, preventive stage of the periodic exam, Hearing Conservation Program, Flu Vaccination, Encouraging physical activity and changing habits, Primary Health Care, Restrictions and professional rehabilitation , Health Plan, Wellbeing, Management of sick leave, Chronic Program and obesity control and Health Promotion Actions and Campaigns.
Periodic Exam – 2nd stage
After the occupational stage of the periodic check-up, the company offers the additional, preventive stage of the periodic check-up, with screening tests and consultations associated with heart, gynecological, prostate, colorectal and ophthalmological diseases, according to the employee’s profile (gender and age) and free of charge.
The preventive stage of the periodic check-up is not compulsory, but it is encouraged, given that the aim is to prevent, screen and diagnose the most prevalent diseases in the population at an early stage.
The occupational health team monitors changes in the periodic second-stage exams and carries out an assessment with an internal occupational physician when necessary, contacts employees with important changes, identifies employees with chronic illnesses and refers them to eligible programs.
Primary Health Care
Through the Copel Foundation, the company has three Primary Health Care (PHC) units, located in Curitiba, Maringá and Londrina, and Digital PHCs in Irati (a pioneer), as well as Foz do Iguaçu, Francisco Beltrão and Pato Branco (implemented in 2024). At the Primary Health Care units, health plan beneficiaries and their dependents can receive care without a co-payment, with a focus on ongoing monitoring of health problems and disease prevention.
The Primary Health Care Units stand out as a major advance in prevention and health promotion, working along lines of care in Mental Health, Diabetes, Hypertension, Dyslipidemia, Women’s, Children’s and Elderly Health and Smoking prevention and treatment, with multidisciplinary support from family doctors, nursing staff, dentists, nutritionists and pharmacists.
The PHCs also have medical and dental consulting rooms, a room for collecting tests, dressings and minor procedures, a pharmacy, a gynaecological care room and a stabilization room for urgent and emergency cases. It is worth noting that the Curitiba PHC is located within the company’s headquarters, facilitating access for its users in the company’s largest hub. The digital PHCs offer comprehensive health care via telemedicine for beneficiaries, favoring speedy service and continuity of care.
Professional Rehabilitation and Readaptation Program
The Program focuses on preventing the worsening of illnesses, as well as promoting the inclusion and appreciation of the employee’s ability to perform other activities in the company.
The temporary medical restriction aims to identify and monitor employees with reduced work capacity, monitoring the progress of treatment and acting in a preventive manner against the worsening of the disease.
In cases where employees who acquire permanent physical or mental limitations and can no longer perform their original functions and activities, but have the ability to work in other activities in the company, they are referred to the Professional Rehabilitation process.
The program works in line with treatment periods and social security assessments to find a new role that is better suited to the employee’s limitations. In rehabilitation, the Copelian is accompanied by the manager and a specialized team, made up of a doctor, social worker and occupational safety technician, for up to 3 months after the employee’s request.
In addition, Copel maintains the average of the additional payments from the last 12 months for a period of 12 months after rehabilitation, in order to guarantee the economic and financial balance of the employee undergoing rehabilitation.
Flu Vaccination
Every year, with the aim of preventing the flu and reducing the complications caused by the disease, promoting health and well-being for employees, Copel promotes immunization against the influenza virus for all employees who wish it, at no cost to them. The campaign takes place before the onset of winter and is administered decentrally at various company addresses (in-company), in partner clinics and by reimbursement, in order to cover a wide range of vaccination coverage.
Participation in the program in recent years was:
| 2020 | 2021 | 2022 | 2023 | 2024 | |
| Participation (%) | 54.9 | 54.3 | 57.4 | 65.6 | 60.6 |
Health Plan
Copel, through Fundação Copel, makes available to all employees, at the time of their hiring, the possibility of joining the Health Plan, through coparticipation.
For those who join the benefit, Copel pays part of the monthly health plan fee, 80% and 50%, depending on the plan, with Fundação Copel.
A major differential of the plan is its coverage with medical, hospital, dental, and pharmaceutical services.
Hearing Conservation Program
The Hearing Conservation Program (HCP) aims to protect employees exposed to high levels of sound pressure (noise), improving health and the working environment.
The program includes reference and sequential audiological tests, as well as medical monitoring to prevent noise-induced hearing loss. It also includes technical, administrative and occupational safety measures to prevent the onset or worsening of Noise-Induced Hearing Loss (NIHL).
Monitoring absenteeism and critical ICDs
Monitoring of absenteeism and critical CIDs* is carried out by occupational health with the aim of early identifying illnesses and absences that could trigger occupational illnesses or that could affect safety at work, as well as knowing and monitoring the illness profile of employees, enabling early action. in necessary cases.
Copel monitors employee absenteeism and health data through the Health Management Panel, which has a version for managing the occupational health team and quality of life and a managerial version, which allows managers to monitor absenteeism in their areas . Systematic monitoring of data occurs monthly in a critical analysis meeting with a multidisciplinary team, which carries out planning of disease prevention actions, as well as studying and monitoring the illness profile of employees, enabling action in necessary cases.
It should be noted that cases of certificates indicating a critical illness, which poses a risk to occupational safety or health, are alerted via the system immediately the certificate is posted, in accordance with the technical parameters, enabling the health team to assess and intervene early, preventing the illness or accident from worsening.
*International Classification of Diseases and Related Health
Management of Employees on Leave
The management of absent employees is carried out by a multidisciplinary committee, including the people management and occupational health areas, and aims to optimize and standardize the processes, regulations and standards for medical or dental leave. This committee offers support and guidance to reduce complexity during the period of illness and leave, controls pending documentation, analyzes and contests cases of incorrect benefits granted by the National Insurance Institute (INSS), as well as carrying out medical examinations and monitoring retirees on sick leave who no longer have social security assistance.
Actions to prevent and control chronic diseases
Employees, identified by occupational health as having chronic diseases such as diabetes and obesity, are advised about the programs offered by the Copel Foundation (Health Operator), such as the Cuidar program for diabetics (or those intolerant to glucose), which holds meetings to exchange experiences and provide knowledge about the disease, provides laboratory tests to control diabetes, carries out diabetic foot inspections and eye examinations, and the Slim Pass program, which is aimed at the obese. The Slim Pass program offers treatment for obesity with a multidisciplinary approach; beneficiaries who have a Body Mass Index (BMI) of more than 33 can access consultations with an endocrinologist, psychologist and nutritionist without a co-payment, with the aim of preventing the problems caused by their condition.
Weight Management Program for Electricians
In accordance with the limits set by the safety equipment, with a view to promoting health and safety at work and preventing accidents, defined by the distribution company’s occupational safety department, the weight control program, aimed at electricians, inspectors and foremen, is designed to monitor and follow up on their weight and Body Mass Index (BMI). Employees who meet the program’s criteria undergo a medical assessment and can be referred to the Copel Foundation’s Slim Pass program or follow up internally with the occupational physician and are referred to specialists and examinations, being monitored for 6 months in their process of losing weight and achieving their goals. In cases where weight reduction is not satisfactory, there is functional adjustment, with activities at height being restricted for greater safety. Slim Pass offers treatment for obesity through a multidisciplinary approach with follow-up with an endocrinologist, nutritionist and psychologist.
Psycho-emotional Health
A person’s mental health is related to the way they react to the demands of everyday life and the way they harmonize their desires, abilities, ideas and emotions. Enjoying mental health is knowing how to deal with different emotions (good or bad), managing stress and emotions, being at ease with yourself and others, and knowing how to recognize your limits – including seeking specialized help when necessary.
PlenaMente Program
With this premise the PlenaMente Program was instituted, which aims to promote the emotional and mental health of employees, encouraging (self) knowledge, stimulating healthy lifestyles, and promoting harmony and integration of personal and professional life.
The PlenaMente Program is based on three pillars of action:
1. Psychoeducation – actions that broaden the knowledge about what psychoemotional health is, how to deal with and manage emotions and stress, encouraging self-knowledge and self-care. In addition, they favor the deconstruction of fears and myths that involve the theme. Among the actions promoted, the following stand out
a. periodic promotion of lectures and workshops with specialists for employees, managers and contractors;
b. making available a learning track on psycho-emotional health; and
c. holding courses for managers on the management of psycho-emotional factors in the workplace.
2. Specialized support – involves specialized support from professionals who work in the prevention and promotion of mental health, as well as treatment of related complaints. It encompasses the support actions:
a. online psychological support – in partnership with Fundação Copel, an online, free channel for psychological assistance is provided, available seven days a week, from 8 a.m. to 8 p.m;
b. specialized support in chemical dependency – treatment and support from a technical team specialized in the recovery of employees with chemical dependency; and
c. health plan, which includes psychiatric and psychological consultations and treatments with coparticipation for the employee.
3. Management of psychosocial factors – aims at identifying, evaluating and monitoring factors that impact the work environment and the employees’ quality of life and well-being, in order to subsidize actions and interventions, when necessary, through:
a. monitoring of mental health absenteeism;
b. monitoring critical ICDs;
c. monitoring mental health related complaints in the periodic exam;
d. organizational climate survey; and
e. diagnosis of organizational psychosocial factors.
Program for Prevention and Recovery from Drug Addiction
Copel’s Program for Prevention and Recovery of Chemical Dependencies, for over 30 years, has aimed to promote the prevention and treatment of chemical dependencies in the physical, emotional and social aspects, since, in addition to the damage to the user’s body, these substances generate social and economic impacts that directly interfere with the quality of life of family members, work and the entire society. The Program’s main objectives are
To promote preventive actions of care, guidance and combat the use of chemical substances, aiming to improve the employee’s health, well-being and productivity conditions, creating a safer and healthier environment;
Promote therapeutic assistance to employees with some type of dependency such as psychoactive drugs, alcohol, illicit drugs, and licit drugs for medication purposes, whose use is not being prescribed by a doctor, with the objective of recovering the employee, as well as reducing the risks of work accidents and absenteeism rates;
To create a safe, confidential and welcoming environment for employees who present some kind of addiction, in order to accept help and support to overcome the problem;
Promote the emotional health of the employees, as a way to prevent chemical dependencies, understanding it as a mental disorder;
Support the employee who has a dependent family member, understanding that this situation causes him/her an emotional illness and damages his/her professional performance and other areas of his/her life.
Considering the last 5 years (2019 to 2023), the effectiveness of the program reached 72% of treatments with positive results.
Encouraging physical activity and sports
Physical activity encompasses all the movements of everyday life. This includes during leisure time, transportation to and from places. Adding moderate and vigorous intensity helps prevent diseases, aids in the treatment of health problems, and contributes to increased quality of life and well-being with many benefits for the health of body and mind.
Understanding the benefits of active life in preventing and treating physical and mental health problems, Copel encourages physical activity through several initiatives. These actions, aligned with educational practices such as lectures, newsletters, “knowledge pills”, learning trails and others on topics such as healthy eating, physical activity, sleep care, prevention and combating chronic diseases, are the company’s strategies to encourage the adoption and maintenance of healthy habits for its employees, as well as the prevention and promotion of comprehensive worker health.
Also to encourage healthy habits, two gamified challenges were held in 2024 where the most engaged employees and areas were rewarded. The “Around the World Challenge” and “Energy that Spreads”, coordinated by the health and quality of life area, encouraged employees to get moving and acquire healthy habits.
Espaço +Energia
Exclusive room for physical exercises opened at the company’s headquarters and offering various types of activities in partnership with associations at times that facilitate and optimize employees’ time. These actions, combined with educational practices, are strategies to promote healthy habits and prevent diseases, contributing to the overall health of workers.
Espaço Energia e Saúde:
The company’s headquarters (place with the largest number of employees) and other centers far from central regions of cities, have walking trails and outdoor gyms, as a way of encouraging the practice of sports and the adoption of healthy habits, combined with convenience of having this type of space in the workplace.
Atuba Rustic Race:
Aimed at providing good times and encouraging healthy habits among employees, the race has been held since 2002. In 2022, 91.20% of those registered took part in the race and, in 2023, participation was 85.34%.
Copel Foundation Walks:
Circuit of walks, in the main cities of Paraná, to encourage a more active and healthy life.
Commercial partnerships with discounts at gyms:
Copel conducts commercial partnerships with companies to grant exclusive discounts for employees and their families.
Clubs and associations of Copel employees
Social Welfare
As a way to provide the integration of accident prevention and health promotion, Copel maintains several programs aimed at the employees’ social well-being. Among the Company’s main social welfare programs, the following stand out: Family Day Program, Home Office Program, Combating Domestic Violence, Bem Gestar Program, Assistance Program for People with Disabilities and Pre-Retirement and Post-Employment Program.
Financial Welfare
At Copel, people’s health and safety is a fundamental factor for success and organizational longevity and, for this reason, it is considered by the top leadership as a Company strategy, having as its main performance goal the goal of taking care of people’s health, safety and quality of life, which includes the employees’ financial well-being.
