Is it snooping? According to HIPPA guidelines, looking at employee claims data is okay if the purpose is to match employees with the best programs available to them, writes our friend Bill Meltzer.
Under HIPPA guidelines, you and your wellness program manager can, and should, use personal health information to see if an employee with a specific issue like diabetes or asthma is enrolled in a treatment program.
But beware, “it’s still the safest policy to stay hands-off personal health info,” writes Meltzer, unless you have the right reason. A number of employers reacting to Meltzer say they prefer not to know too much about their employees. What’s your take?