The government recently released guidance for employers to use when structuring wellness programs. See our prior articles on wellness programs here. One additional item employers will have to consider when implementing a wellness initiative is the application of HIPAA privacy and security rules.
Last week, the Equal Employment Opportunity Commission (EEOC) issued proposed rules describing how employer wellness programs can be structured to satisfy the Americans with Disabilities Act. Wellness programs with disability-related questions and/or medical examinations must not run afoul of the ADA.
The United States Department of Labor, Health and Human Services and Treasury issued two Frequently Asked Questions (FAQs) on implementation of the Affordable Care Act. These FAQs address how wellness programs can comply with health care reform.
The Equal Employment Opportunity Commission (EEOC) has filed two lawsuits against employers arguing that the employer wellness programs violate the Americans with Disabilities Act (ADA).
Many employers look to wellness programs in an effort to contain costs. Healthy employees tend to be productive employees, and require less time off for illness and injury. Healthy employees can also save an employer in health care expenditures.
Many employers are implementing wellness programs for their employees as health care reform has made wellness programs more desirable.
As discussed in prior News to Use articles, many employers implement wellness programs to increase worker productivity and decrease health care costs. The Departments of Labor, Treasury and Health and Human Services issued final regulations addressing wellness programs under health care reform.
More and more employers are implementing wellness programs in an attempt to contain health care costs. CVS Caremark has recently made headlines for requiring all of its employees to undergo a health screening or pay an additional $50 per month for health coverage.
The government recently released new guidance in the form of proposed regulations addressing when a wellness program will be considered discriminatory. Wellness programs included in an employer health plan cannot discriminate on the basis of an adverse health factor. The new rules will apply to plan years beginning on or after January 1, 2014.