Corporate Wellness Administration · Est. 2014
Wellestra partners with mid-sized employers in maritime, logistics, and coastal hospitality sectors to design, administer, and measure wellness programs that reduce absenteeism, improve retention, and satisfy duty-of-care obligations under STCW, OSHA 1910 Subpart I, and parallel state carrier regulations.
Service Directory
Each area is staffed by credentialed practitioners and governed by a standing protocol library reviewed quarterly. Engagements typically combine two or more areas under a single service agreement.
Pre-placement medicals, fitness-for-duty evaluations, and periodic surveillance protocols aligned with the physical demands of shipboard, dockside, and front-of-house roles.
Confidential short-term counseling, critical incident response, and supervisor training designed around the isolation, schedule irregularity, and stress patterns typical of our client industries.
Aggregate reporting that connects program utilization to absenteeism, workers' compensation claims frequency, and voluntary turnover — without disclosing individual health information.
On-site assessments, early-intervention physical therapy referrals, and workstation redesign recommendations for galleys, warehouses, guest-services stations, and engine rooms.
Operating Principle
We treat employee health programs the way our clients treat their fleets, their supply chains, and their front-of-house service standards: as operational infrastructure that requires governance, measurement, and continuous improvement.
That orientation shapes every deliverable. Our screening protocols are version-controlled. Our behavioral health referrals are tracked against resolution timelines averaging under fourteen days to first session. Our analytics are audited annually by an independent actuarial reviewer retained directly by the client. The protocol library — seventy-three documents as of the last quarterly review — is provided at contract inception and redistributed on every revision.
Clients receive a documented program, not a catalog of benefits.
Read our full approach →Selected Outcomes · Multi-year engagements
All figures are reported against pre-launch baselines using the sponsor's internal definitions for LTIF, leave, and regrettable attrition. Individual casework referenced in the casework section.
The roster is currently eleven; the partners' ceiling, confirmed at each December meeting since 2018, is fifteen. That leaves us with capacity to review two prospective sponsors each calendar year for a January launch. Introductions travel through an existing sponsor's benefits advisor, through counsel we've worked with on a prior engagement, or through one of the three broker desks we maintain standing relationships with.
How engagement works →