Community Flashcards
(94 cards)
1
Q
What is the intent of the Community Concept?
A
support access to essential healthcare, build a culture of health that
accommodates diverse population needs and establish an inclusive, engaged occupant community
2
Q
How many companies in US report that racial diversity is a priority?
A
55%
3
Q
How much women are paid compared to men in UK?
A
80.2%
4
Q
How many urnban families are living in substandard housing?
A
235 millions
5
Q
How much low health literacy costs the US economy?
A
$70 to $240 billion each year
6
Q
What is health literacy?
A
: Health literacy refers to a person’s cognitive and social ability to access, interpret and understand basic health
information, as well as the ability to act on that understanding to maintain health
7
Q
What is the ROI of health literacy promotion?
A
4:1
8
Q
WELL Feature Guide
A
Option 1: WELL feature guide
A physical or digital WELL feature guide is prominently displayed and/or made widely available to all occupants, meeting the following requirements:
a. Describes the WELL features achieved by the project.
b. Explains how the WELL features achieved by the project impact occupant health, well-being and comfort and support the project’s health-oriented mission in Part 2: Provide Health-Oriented Mission in Feature C02: Integrative Design.
Option 2: Communications
The following requirement is met:
a. Quarterly communications (e.g., emails, modules, trainings) are sent to regular occupants, and onboarding communications are given to new employees (as applicable), about health resources, programs, amenities and policies available to them addressed by the WELL features achieved by the project
9
Q
What does the stakeholder charrette address?
A
Health and Well-bieng goals
1. Occupant health and well-being needs.
2. The project’s objectives for health promotion to meet stakeholder needs
Environmental and sustainable goals
1. Reduce the project’s contribution to global climate change and promote a greener economy.
2. Protect, enhance and restore water resources and ecosystem services.
3. Promote sustainable material cycles.
4. Enhance community through social equity and environmental justice.
10
Q
How to define the Health-Oriented Mission?
A
a. Outlines the project’s objectives for health promotion.
b. Connects supporting and improving occupant health to the organizational objectives or mission statement
c. Incorporates relevant project goals or strategies established during the stakeholder charrette.
d. Incorporates the ten WELL concepts: Air, Water, Nourishment, Light, Movement, Thermal Comfort, Sound,
Materials, Mind and Community.
e. Health-oriented mission is made available to all occupants and is detailed in the WELL Feature Guide established
in Part 1: Provide WELL Feature Guide in Feature C01: Health and Wellness Promotion.
11
Q
How many people are killed by natural disasters?
A
90,000 people worldwide every year
12
Q
How many people are affected by natural disaster?
A
160 million people worldwide every year
13
Q
How many small businesses close permanently following a disaster due to lack of disaster preparedness plan?
A
40-60%
14
Q
risk assessment for Emergency Preparedness Plan
A
- Identify project assets (e.g., employees, facilities).
- Establish a pathway for occupants or groups who may be more vulnerable (e.g., older adults, people with disabilities, pregnant women, children) to confidentially identify specific needs they may have during an emergency.
- Evaluate potential impacts of relevant hazards and identify high-risk hazards.
- Determine emergency management planning priorities
15
Q
Which hazards an emergency management plan must address at least?.
A
- Natural (e.g., flood, tsunami, wildfire, earthquake, heatwave).
- Fire.
- Health (e.g., acute medical emergency, infectious disease pandemic).
- Technological (e.g., power loss, chemical spill, explosion).
- Human-caused (e.g., civil unrest, active shooter, terrorism).
16
Q
What are the requirements of the emergency management plan?
A
- Incorporates annual (at minimum) inventory and maintenance of building emergency response resources
(e.g., first aid kits, automated external defibrillators (AEDs), emergency notification system, personal
protective equipment) and operations capabilities (e.g., backup power, remote management systems). - Includes a list of specialized personnel that is updated annually (at minimum) and includes roles and
contact information of the emergency response team. - Plan is reviewed and updated (as needed) on an annual basis and is easily accessible to all regular
occupants.
17
Q
What education and training on emergency preparadedness and response are provided to regular occupants?
A
- Communications about the emergency management plan and related resources, including guidance by relevant local-, state-, regional- or global-level emergency response agencies (e.g., WHO, government
emergency management agency or equivalent), annually (at minimum), to employees during new employee
onboarding and during an emergency event. - Practice drills or other operations-based or discussion-based exercises conducted annually (at minimum)
for each high-risk hazard identified in the risk assessment, and conducted every two years (at minimum) for
other hazards covered under the emergency management plan
18
Q
What is the requirement for a project to select a 3rd party survey?
A
10 or more employees
19
Q
What is the preapproved list of survey providers?
A
- Occupant Indoor Environmental Quality (IEQ) Survey from the Center for Built Environment at UC
Berkeley. - Building Evaluation Survey Use Studies (BUS) Wellbeing Survey.
- Sustainable and Healthy Environments (SHE) survey from the University of Melbourne.
- Space Performance Evaluation Questionnaire (SPEQ), High Performance Environments Lab (HiPE),
University of Oregon. - Leesman Index.
- Occupant Comfort & Wellness Survey from the Institute for the Built Environment at Colorado State
University. - Comfortmeter.
- Healthy Building Index (HBI), from bba indoor environment & DGMR.
- Occupant Wellness Survey by Well Living Lab China.
20
Q
How project select survey?
A
Third-party survey CUstom survey(topics from Appendix C1)
21
Q
How survey is administered?
A
a. All eligible employees are invited to participate in the survey annually. Regular reminders are sent to eligible employees to complete the survey.
b. Survey protects all participant-identifying data through appropriate protective measures such as anonymous
reporting and safe data storage. Any communication of results should be on an aggregated basis, such that no
participant can be identified.
c. Analysis of responses is conducted by a qualified survey professional
22
Q
How survey results are reported?
A
Annually, the project submits the following through the WELL digital platform:
a. Project and survey data, including:
1. Total number of employees invited to complete the survey and number of employees who completed the
survey.
2. Date survey started and finished.
3. Project location.
4. Project type.
5. Level of WELL Certification.
6. Sociodemographic information (age and gender at minimum).
b. Aggregated, anonymized survey results.
23
Q
: Enhanced survey administration
A
a. Meet Feature C04 Part 1 using Option 1.
b. Address at least one of the topics listed in Appendix C2 through at minimum three additional survey questions by working with one of the parties listed below
1. The pre-approved survey provider selected in Feature C04 Part 1.
2. BeWellLeadWell.
3. OHFB-Afriforte.
4. The Thrive XM Index.
24
Q
How much unvaccinated individuals cost to the US healthcare system?
A
$10.4 billion per year
25
How many countries mandate paid sick leave?
94%
26
What OECD countries do not mandate paid sick leave?
US and Korea
27
How many americans have no paid sick leave?
20 million
28
How many UK employees have only 1 day sick leave?
37%
29
On-Demand Health Services
Health services are provided for all eligible employees at no cost or subsidized, on-site, in-person within 0.25 mi(400 m) of the project boundary or through a telemedicine provider or digital health platform, and meet the following
requirements:
a. Experienced and qualified healthcare providers (e.g., physician, nurse practitioner, physician assistant) are available to provide confidential medical treatment for episodic, recurrent, urgent or other illnesses before, during and/or after regular business hours.
b. A scheduling system allows for drop-ins and/or appointment booking. If services are only available during regular business hours, then eligible employees are allowed to use services during the workday.
30
Short-term sick leave
Employers provide a short-term sick leave policy for all eligible employees, distinct from paid time off and family
leave, that includes the following:
a. At least 10 days of sick leave are paid at 50% or higher of the employee’s full salary or wages, offered through a
flat rate or annual accrual, during any 12-month period for an acute, chronic or serious health condition.
b. Statement that discourages employees from coming into work when they feel sick, and from doing work while
on sick leave.
c. Does not require a note from a medical professional or advance notice to gain approval for sick leave unless
employee uses more than three consecutive days of sick leave
31
Long-term sick leave
Employers provide a long-term sick leave policy for all eligible employees, distinct from paid time off and family leave,
that includes at least one of the following:
a. At least 12 weeks of sick leave (which may be unpaid) during any 12-month period for a chronic or serious health condition that involves inpatient care in a hospice or residential healthcare facility (e.g., stroke, infectious disease, surgery) or continuing treatment and/or supervision by a healthcare provider (e.g., diabetes, asthma, terminal cancer).
b. One or more of the following to support all eligible employees recovering from serious health conditions:
1. Part-time options.
2. Work from home flexibility
3. Flexible schedules.
32
Option 1: Health benefits plan
a. A health benefits plan is available to all eligible employees and their designated dependents (e.g., spouse,
domestic partner, child, parent, parent-in-law, grandparent, grandchild, sibling) at no cost or subsidized that includes the following services:
1. Medical care.
2. Dental care.
3. Vision care.
4. Mental health and substance use services.
5. Sexual and reproductive health services, including obstetrics and gynecology (OB-GYN) services and sexually transmitted infection (STI) testing and treatment.
6. Medication/prescription coverage.
7. Essential immunizations based on region.
8. Preventive screenings and biometric assessments.
9. Tobacco cessation programs.
10. Infectious disease testing (e.g., tuberculosis, malaria, COVID-19) during a regional or global infectious disease outbreak, epidemic or pandemic as declared by a regional or global public health agency (e.g., WHO, disease control and prevention centers or equivalent).
b. Confidential benefits consultations are available with clearly identified and qualified support staff (e.g., benefits
counselor, human resources representative).
33
Option 2: Community immunity
a. Projects provide one of the following vaccine programs at no cost to regular occupants:
1. Annual on-site seasonal influenza (flu) vaccine starting at least one month prior to peak flu season in the project region.
2. Health insurance coverage or voucher for flu vaccination, including paid time during the workday to receive immunization for seasonal influenza.
b. Vaccine program is accompanied by a seasonal flu prevention campaign that covers the following:
1. Alerts regular occupants regarding the availability of on-site flu vaccine clinic, coverage or vouchers and encourages or incentivizes individuals to receive the vaccine.
2. Educates regular occupants on the health reasons to receive the vaccine and good hand hygiene and cough etiquette, and instructs them to stay home when experiencing flu-like symptoms
34
Health benefits plan
a. A health benefits plan is available to all eligible employees and their designated dependents (e.g., spouse, domestic partner, child, parent, parent-in-law, grandparent, grandchild, sibling) at no cost or subsidized that includes the following services:
1. Medical care.
2. Dental care.
3. Vision care.
4. Mental health and substance use services.
5. Sexual and reproductive health services, including obstetrics and gynecology (OB-GYN) services and sexually transmitted infection (STI) testing and treatment.
6. Medication/prescription coverage.
7. Essential immunizations based on region.
8. Preventive screenings and biometric assessments.
9. Tobacco cessation programs.
10. Infectious disease testing (e.g., tuberculosis, malaria, COVID-19) during a regional or global infectious
disease outbreak, epidemic or pandemic as declared by a regional or global public health agency (e.g.,WHO, disease control and prevention centers or equivalent).
b. Confidential benefits consultations are available with clearly identified and qualified support staff (e.g., benefits
counselor, human resources representative).
35
Option 1: Health promotion strategies
Occupant health and well-being is promoted through the following:
a. Monthly digital communications to employees and/or regular occupants (as applicable) that address the
following:
1. Reinforce the project’s culture of health.
2. Market health promotion policies and programs.
3. Highlight stories from regular occupants (as applicable) who exemplify the project’s health culture.
4. Offer education (e.g., tips and resources created by the project or a third party) on at least two topics
within the ten WELL concepts.
b. Quarterly education sessions (e.g., workshops, lectures, seminars) that offer instruction on topics within the ten
WELL concepts, covering at least two different concepts per year
36
Option 2: Health promotion coordinators
One of the following is present:
a. Health promotion group that meets at least quarterly, is actively involved in planning and implementing health
promotion programs and policies and seeks to cultivate a culture of health in the project.
b. Paid mid- or senior-level employee that plans and implements health promotion programs. Health promotion
must be part of their job description, requirements and/or performance expectations. Projects that meet Part 2
Health Promotion Leader automatically fulfill this requirement.
37
What is the minimum parental leave time recommended by International Labor Organization?
```
18 weeks
(research shows 40 weeksyields results in the greatest overall reduction of risk for low infant birth weight and infant mortality and results in higher rates of on-time infant immunizations
```
38
What are the benefits associated with longer paid parental leave and backto-work coaching programs?
g higher rates of breastfeeding, reduced infant mortality and postpartum depression, decreased risk of low birthweight infants and higher paternal
involvement, as well as higher long-term achievement for children, including reduced school drop-out rates and increased medical appointment attendance
39
Parental support policies
The project offers at least two of the following services to help employees utilize and return from leave:
a. Policy covering at least one of the following:
1. Part-time options (e.g., ramp back programs).
2. Work from home flexibility.
3. Flexible schedules.
b. Communications (e.g., emails, modules, trainings) sent to expecting parents about the project or organization’s parental leave policies and supporting resources, including guidance on the positive health impacts of parental leave.
c. Coaching program, counseling or other resources to help employees transition when returning from leave.
d. Training for managers on how to work with employees to create a plan for leave and optimally support employees returning from leave.
40
Parental leav
The project provides a policy for all eligible employees that meets the following requirements:
a. At least 40 weeks of parental leave are offered to the designated primary caregiver and/or the birthing parent during any 12-month period to use non-consecutively during pregnancy or within the first three years of a child’s life.
b. At least some portion of the primary caregiver’s and/or the birthing parent’s parental leave is paid per the table below. Paid parental leave is offered to the designated primary caregiver during any 12-month period during pregnancy, after birth or for the adoption or fostering of a child. Paid leave must be separate from other types of leave (e.g., sick leave, paid time off), paid at 75% or higher of the employee’s full salary or wages and cover benefits. Leave may be used non-consecutively during pregnancy or within the first three years of a child’s life.
c. At least two weeks of paid parental leave are offered to the non-primary caregiver per the table below. Paid leave must be separate from other types of leave (e.g., sick leave, paid time off), paid at employee’s full salary or wages and cover benefits, and may be used non-consecutively during any 12-month period during pregnancy, after birth or for the adoption or fostering of a child
At least 12 weeks AND At least 2 weeks 1(0.5 )
At least 18 weeks AND At least 3 weeks 2(1 )
At least 30 weeks AND At least 4 weeks 3(1.5 )
41
What are the benefits of Breastfeeding to the mother?
help reduce postpartum weight retention and also the risk of breast and ovarian cance, decreases rates of maternal depression
42
What are the benefits of Breastfeeding to the baby?
h reduces rates of asthma, allergies and ear infections
43
What is the Pumping support of Workplace Breastfeeding Support?
a. Paid break times for pumping, at least 15-20 minutes every 2-3 hours (or 2-3 pumping sessions per eight-hour workday), with adjustments as necessary to meet the needs of individuals.
b. One-time coverage or a subsidy of at least 50% for the purchase of a portable breast pump and/or availability of hospital-grade electric pump for multiple users.
c. Postpartum lactation counseling, including back-to-work lactation counseling, offered at no cost or subsidized by at least 50%, to support the transition from leave to work
44
What is the travel accomodations for Workplace Breastfeeding support?
a. For all trips, breastfeeding employees are provided an insulated cooler at no cost or reimbursement to cover its cost.
b. For all overnight trips lasting longer than 24 hours, breastfeeding employees are booked in hotels (or other overnight accommodations) with refrigerator access.
c. For trips lasting longer than 48 hours, employer provides coverage for breast milk shipping service (i.e., expressed milk shipped home).
45
What are the Design requirements of a Lactation room?
a. Is at least 7 ft x 7 ft(2.1 m × 2.1 m).
b. Includes at minimum the following:
1. Work surface and comfortable chair.
2. At least two electrical outlets.
3. User-operated lock with occupancy indicator (e.g., signage).
4. System in place for room booking (designed in consideration of occupant privacy, such as a number system instead of occupant name).
5. Access to sink, faucet, paper towel dispenser and soap (not required to be located in lactation room but may not be located in a bathroom).
6. Access to a refrigerator, with dedicated, sufficient space for milk storage based on assessment of occupant storage need, in the lactation room.
7. Dedicated storage space for pumping supplies
c. Provides a calming and comfortable environment addressing at minimum:
1. Sound minimization.
2. Ambient lighting.
3. Thermal comfort.
d. Present in a quantity that meets current and anticipated employee demand
46
How many f caregivers left their jobs as a result of having to balance caregiving responsibilities with work obligations?
9%
47
What is the lost due to absenteeism, workday interruptions
| and unpaid leave annually?
absenteeism $3.4 billion,
workday interruptions $2.8 billion and
unpaid leave $1.4 billion
48
What is the loss of productivity and business due to grief?
$75 billion annually
49
What are the Childcare Support details?
The project provides at least three of the following:
a. On-site childcare centers compliant with local childcare licensure, or subsidies of at least 50% for off-site or athome childcare, for regular occupants.
b. Back-up childcare coverage for regular occupants in case of unexpected events, at no cost or subsidized by at least 50% (e.g., drop-in daycare, overnight childcare, in-home babysitting service, virtual childcare service).
c. Seasonal childcare programs (e.g., center- or home-based care during school break or winter holidays) for regular occupants with school-age children.
d. Policy allowing all employees to use paid sick time, family leave or personal days for the care of a child.
e. Policy covering one or more of the following to support all eligible employees with children:
1. Part-time options.
2. Work from home flexibility.
3. Flexible schedules
50
Family Leave details
Employers provide the following for all eligible employees:
a. At least 12 weeks of leave, paid at 75% or higher of the employee’s full salary or wages, during any 12-month period for the care of a spouse, domestic partner, child, dependent, parent, parent-in-law, grandparent, grandchild, sibling or other designated relation with a chronic or long-term serious health condition, including
an illness, injury, impairment or physical or mental health condition, that involves one of the following:
1. Inpatient care in a hospital, hospice or residential healthcare facility (e.g., stroke, infectious disease, PTSD).
2. Continuing treatment and/or supervision by a healthcare provider (e.g., diabetes, asthma, terminal cancer).
b. The option to use paid sick time or personal days for the care of a spouse, domestic partner, child, dependent, parent, parent-in- law, grandparent, grandchild or sibling.
c. Policy covering one or more of the following to support all eligible employees caring for a spouse, domestic partner, child, dependent, parent, parent-in-law, grandparent, grandchild, sibling or other designated relation:
1. Part-time options.
2. Work from home flexibility.
3. Flexible schedules.
51
Bereavement Support details
Employers provide bereavement support for all eligible employees, including, at minimum, the following:
a. Protocol for notifying employers of the loss.
b. At least 20 days of bereavement leave offered as follows:
1. At least five days of paid leave during any 12-month period for the loss of a child, spouse, parent or dependent.
2. At least three days of leave, paid at 75% or higher of the employee’s full salary or wages, during any 12- month period for the loss of a family member, colleague or friend.
3. Additional unpaid weeks of leave during any 12-month period, granting employees a minimum total of 20 days of leave to use at any point in the bereavement process. The days of paid leave may be counted toward the 20 days.
c. Bereavement support resources, including:
1. Resources on coping with grief, including resources for returning to work after a loss.
2. Information on accessing local bereavement support services.
d. Coverage for bereavement counseling services at no cost or subsidized by at least 50%
52
How many millennials plan to quit their current job in the next year due to the perception that their company’s goals do not extend beyond profit
1 in 4
53
Promote Community Engagement
At least two of the following requirements are met:
a. All eligible employees are given the option to take paid time off to participate in volunteer activities for at least 16
hours of paid time annually (separate from vacation, sick or other paid time off).
b. Projects provide a list of volunteer opportunities in the project area and community, with at least one
opportunity per month that would be suitable for employees, and with at least eight hours organized by the
employer for a registered charity or non-profit.
c. Projects contribute annually to a registered charity of employee’s choice to match employee donations, up to a
maximum amount defined by the employer.
d. Projects provide at least one community engagement program, such as events, talks, workshops, trainings or
other public engagement intended to promote education, play, physical activity, social connection and/or wellbeing, at no cost to the public on a quarterly basis. Programs may be offered on- or off-site and must be
open to all regular occupants.
54
Provide Community Space
Option 1: Community space
Designated outdoor or indoor space is made available to the public at no cost that meets the following requirements:
a. Is at least 2,000 ft (186 m ).
b. Open at all times, unless closed for security purposes (e.g., during nighttime hours) or for special events.
c. Signage or other communication clearly indicates hours the space is open and the space’s designation for public use.
d. Provides quality seating areas and is easily navigable for individuals of all abilities.
Option 2: Meeting space
Access to one or more indoor or outdoor spaces within the project boundary is provided to the public, such as local community groups, student clubs or non-profit organizations, at no cost that meets the following requirements:
a. Has the capacity to hold to least 10 people.
b. Is available for meetings and events on a weekly basis at minimum
55
What is ROI of ethnic diversity in US?
$1 for $9
56
What is the ROI for gender diversity in US?
$1 for $3
57
What are the requirements for diversity and inclusion?
```
Third-party program
Custom program
- min 3/7 for 1pt
- min 4/7 for 2pts
- min 5/7 for 3pts
```
58
Custom program for Inclusion and Diversity
a. evaluation of the project or organization’s current diversity representation
b. diversity, inclusion and non-discrimination policy
e wage equity policy
d. Annual trainings
e. Employee resource groups and/or sponsorship programs
f. Annual reports on (at minimum) diversity representation at all levels, employee engagement, wages – including
pay equity, compensation scale equity and living wage – and diversity and inclusion policies
g. Project has at least one dedicated executive-level employee whose primary responsibility is to plan and oversee
strategies that promote diversity and inclusion (e.g., Chief Diversity Officer).
59
What is in the comprehensive wage equity policy?
1. Determination of wages independent of gender, race, ethnicity, religion, disability status, sexual orientation
or any identifying factor that is not professionally relevant.
2. Provision of a living wage to all employees, determined based on local cost of living.
3. Commitment to wage transparency by listing salaries or salary ranges for individuals or titles.
4. Annual evaluation of wages to ensure pay equity and compensation scale equity.
5. Annual trainings or workshops on salary and contract negotiation made available to all employees
60
What is in the e diversity, inclusion and non-discrimination policy?
1. Connects diversity and inclusion to the project or organization’s goals and objectives, including the project’s health-oriented mission, considering many aspects of diversity including at minimum: ethnic, racial, gender and gender identity, cultural, neurological, ability and age.
2. Includes a hiring policy that bans the request of salary history and requires blind resume reviews (i.e., at minimum removes information such as name and home address that could indicate factors such as race/ethnicity, gender and socioeconomic background).
3. Establishes employee evaluation protocols with equitable and transparent performance standards.
4. Connects diversity and inclusion goals to performance evaluation for hiring managers.
5. Incorporates reporting protocol that allows occupants to anonymously report observed or experienced discrimination, and that requires follow-up review by a human resource professional with the offending individual to help reduce bias and mitigate future incidents.
6. Incorporates penalties for falsifying or retaliating against reports of bias.
7. Establishes annual goals for diversity representation in mid- and executive-level leadership positions.
8. Results of progress on diversity and inclusion goals are made widely available to all occupants and publicly available on-site and/or on the organization's website. Goals for improvement of diversity and inclusion
policies and outcomes are established and reviewed on an annual basis
61
What the evaluation of the project or organization’s current diversity representation entails?
```
at least four of the following diversity
types:
1. Gender (assigned, identity and/or expression).
2. Sexual orientation.
3. Race/Ethnicity.
4. Age.
5. Socioeconomic background.
6. Level of ability.
7. Other metric(s) as identified by the project or organization
```
62
How many people live with some type of disability?
one billion people, or about 15% of the global population
63
ow many people with disability experience difficulties in functioning within the built environmen?
200 million individuals
64
How many people are experiencing mental
| health issue, ranging from depression and anxiety to bipolar or personality disorders, each week?
1 in 6 people
65
What is in Integrate Universal Design
The project considers best practices in universal design to accommodate a diverse range of occupant abilities and needs throughout the project, by implementing at minimum one design, operations or policy strategy in each of the following categories:
a. Physical access: entry, exit and key interaction points that enable inclusive entrance to the project and strategies that enable flexible usability of the space to accommodate change as needed (e.g., stair-free entrances, stepfree egress, operable windows, automatic doors).
b. Developmental and intellectual health: strategies that use color, texture, images and other multi-sensory visually perceptible information (e.g., to accommodate sensory requirements of neurodiverse individuals).
c. Wayfinding: strategies that help individuals intuitively navigate through the project (e.g., signage, tactile maps, symbols, auditory cues, information systems).
d. Operations: operational policies and programs that support inclusion and accommodate a diverse range of needs (e.g., diversity and inclusion training, flexible work hours for individuals with disabilities).
e. Technology: technology (e.g., audio and visual equipment, web access) that helps individuals fully utilize a space (e.g., to assist blind or deaf individuals, or those who do not speak the native language), made available to all occupants at no cost.
f. Safety: strategies that support easy access to all spaces and amenities and minimize risk of injury, confusion or discomfort (e.g., lighting or clear sightlines to increase feelings of security)
66
How many deaths are caused by Sudden Cardiac Arrest (SCA) worldwide?
6.8 – 8.5 million deaths worldwide per year with a global survival rate of less than 1%
67
How many deaths due to SCA in US workplace?
10,000 SCA deaths per year
68
Whar are the chances of survival of an SCA victim?
```
chances of survival lower by 7-10% with every minute that passes without
cardiopulmonary resuscitation (CPR) or defibrillation
```
69
How many people are trained in first aid in Europ?
5-10% of the population
70
How many americans have not practiced what to do in a disaster?
60% of American adults
71
How many deaths are caused by anaphylaxis every year in US?
1500 deaths
72
How long AED needs to be accessible in emergency response?
3-4 minutes
73
Option 1: Emergency resources
Resources are in place that support emergency response, including at least three of the following:
a. Information indicating emergency procedures (e.g., evacuation during fire or earthquake, containment and response strategies for infectious disease outbreaks, shelter-in-place during active shooter) available to all guests upon entrance to the building.
b. Building emergency notification system with auditory and visual indicators of emergency (e.g., public address systems, flashing lights).
c. At least one first aid kit per floor meeting requirements of Appendix C3.
d. AEDs accessible to any occupant within 3-4 minutes and adoption of routine maintenance and testing schedule. The locations of building AEDs are identified through posters, signs or other forms of
communication other than on the AED itself.
e. Undesignated epinephrine auto-injectors for food allergy emergencies.
f. Rides subsidized by at least 50% to destination of need for emergency situations (e.g., urgent medical needs, personal or family emergency), including from home to work as needed (e.g., during public transit shutdown).
74
Option 2: Emergency training and personnel
At least two of the following are in place:
a. Emergency response team for medical emergencies, including at least one certified medical professional (e.g.,
Emergency Medical Technician, paramedic) or first responder (e.g., police, fire service, individuals certified in
advanced first aid) present within the building during regular business hours.
b. Security or crisis response team for human-caused disruptions (e.g., active shooter, civil unrest).
c. Annual availability to regular occupants of a certified training course on CPR, first aid and AED usage
d. Trainings to promote individual and family emergency preparedness available to regular occupants that addresses at least the following topics:
1. Creating evacuation or sheltering plans.
2. Building emergency kits, supplies and go-bags.
3. Planning communications with family or primary contacts in case of emergency.
75
Opioid response training
1. General information about opioid use and naloxone.
2. Recognizing the signs of an overdose and immediate steps to take.
3. How to safely administer naloxone and steps to take following administration.
76
Opioid response kits
a. All emergency preparedness or first aid kits include:
1. Naloxone rescue kits. Projects may choose a single dose nasal spray, a multi-step nasal spray, a single step injection or a multi-step injection.
2. Instructions for how to prepare and administer naloxone, as well as immediate next steps after administration.
3. A list of who on-site has received opioid response training, and their contact information.
b. Protocol is in place for follow-up after an opioid emergency event, including a plan for:
1. Debriefing those affected.
2. Immediate replacement of naloxone kit following use.
3. Replacing expired kits.
77
How much wasa the global economic disaster in 2019?
$232 billion
78
How many small businesses fail after emergencies?
90% they can resume business operations within five days
79
Business Continuity
Projects implement a business continuity plan (BCP) that addresses at minimum the following:
a. Determines critical business functions, processes, supporting resources and dependencies (e.g., email, internet connectivity, third-party suppliers or service providers, interdependent departments).
b. Includes a list of the roles and responsibilities of the business continuity team and convenes the team twice annually (at minimum) to review, test and update (as needed) the plan.
c. Implements a business impact analysis to evaluate the likely effects resulting from disruption of normal business
functioning due to a disaster and to identify which critical business functions should be prioritized for recovery.
d. Conducts a remote work readiness assessment, including at minimum the following:
1. Evaluates which employees and/or positions (if any) are able to work remotely.
2. Evaluates which employees and/or positions (if any) have the necessary support infrastructure to work productively in a remote situation.
3. Evaluates whether organizational technology (e.g., company laptops, virtual private network (VPN)) is set up to support enterprise-wide remote work.
4. Implements the strategies necessary to support remote work readiness as determined by the evaluation, including (as applicable) methods of communication to employees during remote work and provision for alternate work locations.
e. Outlines strategies to support short- and long-term continuity in various disasters (e.g., blizzard, pandemic), restore and maintain business operations following disruption and re-mobilize in response to recurring disasters.
80
Support Emergency Resilience
Projects implement at least one of the following:
a. Designated outdoor or indoor space is made available to emergency responders, relief organizations or other equivalent institutions at no cost for alternative use in case of emergency (e.g., shelter during a natural disaster, treatment area during a pandemic).
b. Employee assistance fund provided for emergency use by employees in at least two of the following critical scenarios:
1. Sheltering from domestic violence or abuse.
2. Quarantine due to infectious disease exposure.
3. Damage to employee housing from a disaster.
c. Shelter-in-place plan for emergencies in which occupants cannot leave the project (e.g., hurricane, chemical spill) that includes the following:
1. A shelter-in-place kit with resources to help occupants shelter in place within the project for at least 24 hours (e.g., water, food supplies, blankets, flashlights, first aid kit).
2. A pathway for occupants or groups who may be more vulnerable (e.g., older adults, people with disabilities, pregnant women, children) to confidentially identify specific needs they may have during a shelter-in-place emergency.
3. Procedures for communicating to occupants the decision to evacuate or shelter-in-place during an emergency.
4. A commitment to incorporate shelter-in-place guidelines provided by a relevant local-, regional- or globallevel emergency response agency (e.g., WHO, government emergency management agency or equivalent)
into the plan, and to adhere to instructions provided by that agency during a shelter-in-place emergency.
5. Annual (at minimum) occupant trainings on the shelter-in-place plan.
81
Healthy Re-entry
Projects establish a plan for re-entry into the project after an emergency event, addressing at minimum the following:
a. Consultation with regular occupants prior to and just after re-entry to understand their needs and concerns related to re-entry.
b. Applicable safety, compliance and risk inspections of water, mechanical, electrical, ventilation and life safety systems, including necessary actions to restart building and facility systems after prolonged shutdown and approval or clearance for safe re-entry.
c. A list of roles for those who will be responsible for overseeing the re-entry plan. While roles and contact information should be made available to an organization’s personnel, it is not necessary to include this information in the plan submitted for purposes of verifying this feature.
d. Re-evaluation and adjustment (as needed) of human resources, workplace wellness and employee support policies and amenities (e.g., use of common areas and shared spaces like wellness rooms, food provision, physical activity programs) to support a safer and healthier re-entry.
e. Policy to support phased re-entry (as needed) offering part-time options, work from home flexibility and/or flexible schedules for all employees (as feasible), particularly for parents and caregivers who may have specific dependencies (e.g., due to childcare closures or a sick family member) and vulnerable groups (e.g., people with
disabilities or who may be particularly vulnerable to infectious disease).
f. Re-evaluation and adjustment (as needed) of facilities management policies and protocols to support safer and
healthier re-entry, including but not limited to:
1. Crowd management and spacing and physical distancing of individuals.
2. Heightened security measures (e.g., temperature screening, security personnel to monitor masking requirements).
3. Access to personal protective equipment (PPE).
4. Additional sanitization supplies and other cleaning or maintenance protocols.
g. Contingency planning and re-closure measures should the same hazard that forced initial closure re-occur.
h. Frequent communications through multiple methods (e.g., emails, signage, trainings) to all relevant stakeholders, including (as applicable) employees, occupants, residents, facilities management team, contractors and community members, on the re-entry plan, new or altered policies, operations and procedures, relevant local-, state-, national- or global-level re-entry guidelines and how the project will address occupant health and safety concerns.
i. Evaluation and incorporation of re-entry guidelines (as available) provided by a relevant local-, regional- or global-level emergency response agency (e.g., WHO, government emergency management agency or equivalent) into the plan, and adherence to instructions provided by that agency during re-entry
82
How many units must have two or more bedrooms in projects with 10 or more affordable housing?
at least 50%
83
Affordable Units
The following requirements are met:
a. A percentage of units is allocated for tenants whose incomes are at or below an income limit that projects select relative to local median household income [e.g., Area Median Income (AMI)], adjusted for family size, per the table below:
Units Allocated Income Limit Selected Points
20% or more 0 - 50% of local median 1pt
40% or more 51 - 80% of local median 1pt
100% 0 - 80% of local median 2pts
b. Total annual housing costs (defined as rent and utilities) paid by affordable unit tenants are less than 30% of the income limit selected in requirement (a).
c. Housing costs are maintained for the duration of a project’s WELL Certified status.
d. All affordable housing units are tenure blind.
e. In projects with 10 or more affordable housing units, at least 50% of allocated units must have two or more bedrooms and at least 10% of allocated units must have three or more bedrooms.
84
What are the forms of modern slavery?
traditional slavery (or involuntary servitude), human trafficking, forced labor, bonded labor, sex trafficking and the worst forms of child labor
85
How many modern slavery victims were there in 2016
over 40 million victims of modern slavery worldwide, e, including 24.9 million in forced labor
86
Where are most of the modern slavery victims?
Asia Pacific region, nearly 30 million
87
Disclose Labor Practices
The project or organization meets the following requirements:
a. A comprehensive mapping of the project or organization’s structure, operations and supply chains is conducted
annually for Tier 1 suppliers in the following sectors (as applicable):
1. Construction.
2. Cleaning.
3. Catering.
4. Security.
5. Maintenance.
b. A risk assessment is conducted annually that evaluates risks in the project or organization’s operations and Tier 1 suppliers (at minimum) in the above sectors for the following practices associated with modern slavery:
1. Worst forms of child labor.
2. Forced labor.
3. Traditional slavery.
4. Bonded labor.
5. Human trafficking.
c. An annual report that discloses the following information is reviewed by the executive team, Board of Directors and/or equivalent high-level stakeholders and published on the project or organization’s website:
1. Processes of evaluation and risk assessment.
2. Risk assessment results, including the parts of the project or organization’s operations and supply chain where modern slavery risks have been identified.
3. Statement of commitment, including established goals and policies, aimed at identifying, preventing and mitigating modern slavery practices in the project or organization’s operations and supply chain
88
Implement Responsible Labor Practices
The project or organization implements an action plan that meets the following requirements:
a. Establishes annual targets for the prevention and/or mitigation of modern slavery in their operations and supply chain in the following areas (as applicable):
1. Construction.
2. Cleaning.
3. Catering.
4. Security.
5. Maintenance.
b. Addresses implementation of the following strategies to meet established targets:
1. Anti-slavery and -human trafficking policies.
2. Responsible procurement policy.
3. Annual trainings, mandatory for employees involved in procurement and made available to all employees,
educating about the consequences of modern slavery and the project or organization’s policies and steps for preventing, identifying and reporting observed or potential incidences of modern slavery practices.
4. Reporting protocol that allows employees and Tier 1 suppliers to anonymously report modern slavery risks and practices.
5. Process for review and remediation of any identified modern slavery practices to prevent and mitigate future incidents.
6. Process for consultation and revision of contracts, including establishing supplier obligations to address modern slavery, with any suppliers that have been identified as high risk for modern slavery practices.
c. Establishes annual targets in requirement a and implements strategies in requirement b per the table below
Supplier Level Points
Tier 1 1
Tiers 1 & 2+ 2
d. Describes how the project or organization assesses the effectiveness of the implemented strategies and updates
targets or strategies accordingly
89
How many women in a relationship have experience some form of physical and/or sexual violence from partner?
30%
90
How many murders of women are committed by y a male intimate partner?
38%
91
What countries have introduced d legislation that promotes best practices among employers to support victims of domestic violence?
New Zealand, the Philippines and parts of Canada
92
How many leave paid days for domestic violence?
At least 10 days
93
Domestic violence policy
a. Provides at least ten days of leave, paid at the employee’s full salary or wages, during any 12-month period for use by employees who are victims of domestic violence. Leave must meet the following requirements:
1. Distinct from paid time off, sick leave and family leave.
2. If requiring incident disclosure for employees to qualify, takes steps to protect employee privacy and encourage reporting.
3. Does not require a minimum qualifying period of employment before which employees can take leave.
b. Outlines a clear protocol for incident reporting and response that includes the following:
1. Process for employees to confidentially report incidents of domestic violence, including one or more designated contacts that employees can approach confidentially for support when reporting incidents.
2. Process of incident response that includes consultation with the victim, prioritizes victim privacy and safety and ensures incident disclosure will not adversely impact victim employment status.
c. Offers at least two of the following to protect employees who report incidents of domestic violence:
1. Flexible working arrangements (e.g., adjusted work hours or workplace relocation).
2. Heightened security measures (e.g., call screenings, controlled workplace access, duress alarms, changes to contact information, worksite security escorts).
3. Referrals to local support organizations, community groups and crisis lines, including those available through Employee Assistance Programs (EAPs)
4. Temporary accommodations or financial support to cover the costs of temporary accommodations.
d. Policy and related resources provided by the organization are easily and confidentially available (e.g., via a health portal, annual communications or employee website) and reviewed and adjusted (as needed) annually with opportunities for anonymous feedback from employees (e.g., surveys, feedback portal). Policy must be made available to all new employees during onboarding
94
Victims of Domestic Violence Employee education
The project offers in-person or virtual trainings (e.g., workshops, seminars) that meet the following requirements:
a. Are required of all managers and made available to all employees.
b. Educate employees on the following topics:
1. The project’s domestic violence policy and resources.
2. Signs and symptoms that a colleague or direct report may be a victim of domestic violence.
3. How to appropriately respond if a colleague or direct report discloses that they or another employee is
experiencing domestic violence.
