Both unions and management express concern for the well-being of their employees. However, union reaction to the proposed introduction of wellness initiatives is not always positive. Unions fear that information collected—for example, as part of an EAP—will be kept and used against the employee experiencing performance problems. They also state that the real culprit in any employee health issue is the work context, not employee behaviour or lifestyle. So even if employees exercise and stop smoking, work hazards still remain. Unions also fear reprisals for those employees unwilling to participate in programs, particularly where groups are provided with incentives for achieving program aims. As the HR manager responsible for the introduction of a wellness initiative, how would you deal with these concerns?