Analzye the business document below

Scroll down to see the Penn-Mart memoAnalzye the business document below (scroll down) applying all the steps of thecritical thinking model.In a short paper (7-8 double-spaced pages) apply the steps of the critical thinkingmodel to assess the arguments made in the critical thinking assignmentdocument. You must include all of the steps.Here are the steps:1. What are the issue and conclusions?2. What are the reasons?3. What words or phrases are ambiguous?4. What are the values and descriptive assumptions?5. Are there any fallacies in the reasoning?6. How good is the evidence?7. Are there any rival causes?8. Are the statistics deceptive?9. What significant information is omitted?10. What reasonable conclusions are possible?Remember that your task here is to evaluate the author’s argument asobjectively as possible, not to give your own opinions on the issue. Besure to use the analytical framework, not your own thoughts on the issue.Prepare the paper in APA format. The citations and the reference list in the papershould be formatted in accordance with the APA guidelines.~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~PENN-MARTRecommendation for Revision of Penn-Mart’sHealth Care StrategyMemorandum to the Board of Directorsfrom Salvador Monella, SVP, Human ResourcesJanuary 6, 20141.PurposeThis memorandum is to update you on our efforts to review and revise PennMart’s healthcare benefits strategy. Last fall the board asked my office toexamine what Penn-Mart could do to control the spiraling costs of employeehealthcare benefits. In response to the board’s concerns about unfavorable costtrends, I recently led a team in evaluating Penn-Mart’s approach to benefits, anddeveloping a plan to revise the Penn-Mart healthcare strategy. We are preparedto share with you a brief, high level overview of our considerations and our finalrecommendations. In short, we recommend that Penn-Mart institute a wellnessinitiative consisting of a mandatory health screening program for all employeesenrolled in the company-sponsored health plans.1.FindingsOur internal research has showed that wages and benefits make up roughly 40percent of our annual budget. Growth in benefits costs is unacceptable and isdriven by fundamental and persistent root causes such as an aging workforcewith increasing average tenure. Benefits costs could consume as much as 15percent of our total profits in 2015. Employee surveys demonstrate thatemployees are overall highly satisfied with their benefits. The least healthy, leastproductive employees are more satisfied with their benefits than other segmentsand are interested in longer careers with Penn-Mart. It is not fair to the youngand fit, to allow those who are not to be a drag on earnings. Our researchindicates employees overall are highly opposed to traditional cost-controlmeasures such as higher deductibles for health insurance.Data from our underwriters indicates that individuals who voluntarily neglect theirhealth account for the greatest impact on the growth in benefits costs. Thisgroup includes smokers, those who do not exercise, and those who deferpreventative care. Therefore we should require preventative care of everyone atPenn-Mart. The best way to do this is through a mandatory wellness program.Penn-Mart has for ten years offered wellness programs on a voluntary basis.Data from our group health underwriters indicates that participation in thesevoluntary programs peaked at 5% of total FTE’s in 2006.[1] It is time to geteveryone involved.1.RecommendationsOur recommendations are expected to have significant positive impact on thehealth care cost curve for Penn-Mart.Our team recommends:•◦•◦◦••◦◦◦◦1.That every current benefits-enrolled employee be required to complete biometrichealth screening no later than December 31, 2014 at a company-contracted thirdparty medical facility.Biometric screening includes: finger stick blood tests for cholesterol and glucose;weight, height, and waist measurement; and a blood pressure reading.That every current benefits-enrolled employee be required to complete an onlinehealth profile.Such profile will collect additional information to provide a more complete pictureof employee health (e.g. whether employee smokes, conducts appropriatephysical self-examinations).Certify that the employee has had an annual physical examination.That the new initiative be given a friendly name such as “Get Well” to promoteemployee acceptance of the program.That employees who do not comply with the terms of “Get Well” be given theoptions ofPay a $1,000 annual health surcharge; orDecline employer-sponsored health coverage for the following calendar year;Resignation; orTermination.DiscussionThe objective of the “Get Well” program is to make employees more aware oftheir own health status and to help them identify issues that they could mitigateon their own to become more fit.The “Get Well” initiative completely aligns with other current public health andfitness initiatives such as Mayor Bloomberg’s ban on large soft drinks and theFirst Lady’s “Let’s Move” campaign.There have been numerous research studies on obesity published in scholarlyjournals such as the Journal of the American Medical Association and the NewEngland Journal of Medicine.We firmly believe that many Penn-Mart employees want to get fit and that the“Get Well” initiative will provide the necessary incentives for them to take chargeof their own wellness. Giving a blood sample and filling out a survey form is notintrusive or burdensome – these are two things that people do routinely. Thosewho might oppose “Get Well” are either unfit, or they have something to hide intheir medical history. To quote the famous Charles Darwin, “survival of the fittest”is a natural part of evolution.“Get Well” will make all Penn-Mart employees feel better about themselves.These recommendations have been thoroughly researched and represent stateof-the-art in our field. We are confident in your concurrence.[1] 2006 was the year of Penn-Mart’s participation in the local CorporateChallenge road race in which some managers chose to consider participation inthe race as a minor part of the annual employee performance review process;this initiative was scrapped due to a frivolous legal challenge by those who arenot runners.