Wellness Programs: Key Questions

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Questions around employer wellness programs.

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Wednesday Wisdom

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Wellness Programs: Key QuestionsVersión en línea Questions around employer wellness programs. por Wednesday Wisdom 1 A stand-alone wellness program offers medical benefits but is not integrated with the employer’s major medical plan, could this create ACA compliance issues e.g., affordabilty? Yes No 2 A health-contingent wellness program under HIPAA includes a participation required exercise class with no specific outcome required. Yes No 3 If an employer’s wellness program complies with HIPAA rules, the employer can assume it automatically complies with ADA and GINA requirements as well. Yes No 4 If a wellness program includes biometric screenings and individualized health coaching, it can generally avoid being treated as a group health plan. Yes No 5 A program whereby employees are required to complete a health risk assessment with medical questions to earn a reward meets the ADA’s requirement that wellness program participation be voluntary. Yes No 6 A wellness program that includes a tobacco surcharge but fails to offer a reasonable alternative standard for employees who currently use tobacco would raise a potential HIPAA compliance issue. Yes No 7 If an employer offers a wellness newsletter and occasional lunch-and-learn sessions about nutrition to all employees, but provides no incentives, would this still qualify as a wellness program? Yes No 8 A wellness program offers a smoking surcharge & allows smokers to complete a cessation program. The full incentive must be given for completing the program even if the employee continues smoking. Yes No 9 A wellness program can generally reward employees for providing family medical history that includes questions about genetic information without violating GINA? Yes No

Wellness Programs: Key QuestionsVersión en línea

Questions around employer wellness programs.

por Wednesday Wisdom

A stand-alone wellness program offers medical benefits but is not integrated with the employer’s major medical plan, could this create ACA compliance issues e.g., affordabilty?

Yes

A health-contingent wellness program under HIPAA includes a participation required exercise class with no specific outcome required.

Yes

If an employer’s wellness program complies with HIPAA rules, the employer can assume it automatically complies with ADA and GINA requirements as well.

Yes

If a wellness program includes biometric screenings and individualized health coaching, it can generally avoid being treated as a group health plan.

Yes

A program whereby employees are required to complete a health risk assessment with medical questions to earn a reward meets the ADA’s requirement that wellness program participation be voluntary.

Yes

A wellness program that includes a tobacco surcharge but fails to offer a reasonable alternative standard for employees who currently use tobacco would raise a potential HIPAA compliance issue.

Yes

If an employer offers a wellness newsletter and occasional lunch-and-learn sessions about nutrition to all employees, but provides no incentives, would this still qualify as a wellness program?

Yes

A wellness program offers a smoking surcharge & allows smokers to complete a cessation program. The full incentive must be given for completing the program even if the employee continues smoking.

Yes

A wellness program can generally reward employees for providing family medical history that includes questions about genetic information without violating GINA?

Yes

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Wellness Programs: Key Questions

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Wellness Programs: Key QuestionsVersión en línea

por Wednesday Wisdom

A stand-alone wellness program offers medical benefits but is not integrated with the employer’s major medical plan, could this create ACA compliance issues e.g., affordabilty?

A health-contingent wellness program under HIPAA includes a participation required exercise class with no specific outcome required.

If an employer’s wellness program complies with HIPAA rules, the employer can assume it automatically complies with ADA and GINA requirements as well.

If a wellness program includes biometric screenings and individualized health coaching, it can generally avoid being treated as a group health plan.

A program whereby employees are required to complete a health risk assessment with medical questions to earn a reward meets the ADA’s requirement that wellness program participation be voluntary.

A wellness program that includes a tobacco surcharge but fails to offer a reasonable alternative standard for employees who currently use tobacco would raise a potential HIPAA compliance issue.

If an employer offers a wellness newsletter and occasional lunch-and-learn sessions about nutrition to all employees, but provides no incentives, would this still qualify as a wellness program?

A wellness program offers a smoking surcharge & allows smokers to complete a cessation program. The full incentive must be given for completing the program even if the employee continues smoking.

A wellness program can generally reward employees for providing family medical history that includes questions about genetic information without violating GINA?

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