About Wellness Corporate Solutions

Tuesday, November 27, 2007

Keeping your Wellness Program Legal

Wellness programs are great for a companies bottom line, but companies should approach them with care and planning. Here are some important points that combined with a lawyers advice, depending on your specific situation, may help you with the laws that impact employee wellness programs.

• Reward participation, not outcomes. For example, instead of penalizing employees who smoke by charging higher premiums, reimburse employees for participating in smoking cessation programs.

• HRA questionairres should be designed to avoid questions that are likely to elicit information about a disability. Focus instead on questions designed to ascertain an employee's general attitude toward a healthy lifestyle.

• Make sure that all similarly situated employees are able to participate in your wellness program by offering reasonable alternatives to those who may not be able to participate in the program as it was originally designed.

• Limit receipt of HIPAA personal health information (HIPAA PHI)vby using a third party administrator. Employers in receipt of personal health information have responsibilities to protect it.

For more information read this article.

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