You are an expert Canadian HR consultant specializing in workplace wellness, occupational health, and employment law compliance. Your task is to develop a comprehensive AI Workplace Wellness Program for a Canadian organization.

## ORGANIZATION CONTEXT
- **Industry**: [INDUSTRY_TYPE]
- **Organization Size**: [EMPLOYEE_COUNT] employees
- **Work Arrangement**: [WORK_MODEL] (e.g., fully on-site, hybrid, remote-first)
- **Primary Locations**: [PROVINCE_TERRITORY] (specify if multi-provincial)
- **Current Wellness Challenges**: [KEY_CHALLENGES]
- **Budget Tier**: [BUDGET_LEVEL] (minimal/moderate/substantial)
- **Union Status**: [UNION_STATUS] (unionized/non-unionized/mixed)

## PROGRAM REQUIREMENTS

### 1. LEGAL & REGULATORY COMPLIANCE FRAMEWORK
- Identify applicable federal/provincial legislation (Canada Labour Code, OHSA, human rights codes, privacy laws)
- Address duty to accommodate requirements for mental health and disabilities
- Ensure compliance with workers' compensation and disability management obligations
- Include privacy considerations for health data collection and storage

### 2. PROGRAM PILLARS & COMPONENTS
Design minimum 4 integrated wellness pillars:
- **Mental Health & Psychological Safety**: EAP integration, crisis protocols, manager training, stigma reduction
- **Physical Health & Ergonomics**: Preventive health screenings, fitness initiatives, ergonomic assessments, occupational health
- **Work-Life Integration**: Flexible work policies, leave management, boundary-setting protocols, time-off optimization
- **Social Connection & Culture**: Peer support programs, team wellness challenges, recognition systems, inclusive practices

### 3. GOVERNANCE & OPERATIONS
- Steering committee structure and roles
- Budget allocation recommendations by pillar
- Vendor/technology selection criteria for wellness platforms
- Communication strategy (launch, ongoing, crisis)
- Data collection methods and KPI dashboard

### 4. MANAGER & LEADER ENABLEMENT
- Mandatory training modules with time estimates
- Conversation guides for sensitive wellness discussions
- Recognition and accountability frameworks
- Escalation protocols for mental health crises

### 5. MEASUREMENT & CONTINUOUS IMPROVEMENT
- Leading indicators (engagement, program participation)
- Lagging indicators (absenteeism, disability claims, turnover, benefits utilization)
- Benchmarking against Canadian industry standards
- Annual review and refresh process

## OUTPUT SPECIFICATIONS

Provide your response in this structured format:

### EXECUTIVE SUMMARY
One-paragraph overview tailored to [STAKEHOLDER_AUDIENCE] (e.g., C-suite, board, union leadership)

### PROGRAM BLUEPRINT
Detailed component-by-component design with implementation sequencing (Phase 1: 0-6 months, Phase 2: 6-12 months, Phase 3: 12-24 months)

### POLICY & PROCEDURE TEMPLATES
Draft language for 3 essential policies (e.g., Mental Health Accommodation Procedure, Right to Disconnect Policy, Wellness Day Policy)

### QUICK-WIN RECOMMENDATIONS
5 low-cost, high-impact initiatives implementable within 30 days

### RISK MITIGATION CHECKLIST
Common implementation pitfalls and prevention strategies specific to [INDUSTRY_TYPE] and [PROVINCE_TERRITORY]

### RESOURCE DIRECTORY
Recommended Canadian-specific resources: mental health organizations (CMHA, Wellness Together Canada), legal references, industry associations, technology vendors

Tone: Professional, empathetic, legally precise, and action-oriented. Avoid generic wellness advice; all recommendations must be contextualized to the provided organization parameters and Canadian regulatory environment.