Module 8 Flashcards
Workplace wellness programs can lead to fewer absences, improved productivity, and fostering what factors amongst employees?
Satisfaction and retention
The target demographic group of a wellness program
Those who struggle with health or wellness
Wellness program objectives should promote a healthy lifestyle and provide targeted responses to what?
Health risks and conditions
A confidential form in which employees answer questions about their healthrelated behaviors
Health Risk Assessment
This is generally administered by a nurse/other qualified professional and provides informational results for various health risk factors
Biometric screening
A type of employer program providing recommendations for various health topics
Health Education Program
A workplace wellness law that prohibits discrimination by group health plans based on an individual’s health status, but allows for premium or cost-sharing discounts based on one’s health status in certain circumstances.
ERISA
A law that prohibits employment discrimination based on health status and forbids employers from inquiring about workers’ health status, but allows this if part of a voluntary wellness program
ADA
An employer law that prohibits employment discrimination based on genetic information and forbids employers for asking about one’s genetic information
GINA
A federal law that protects the privacy of personal health information
Health Insurance Portability and Accountability Act (HIPAA)
This act amended ERISA to permit group health plans to adopt wellness program incentives that adjust a person’s group health plan premiums or cost-sharing based on health status
The Affordable Care Act
Another name for wellness programs that vary health plan premiums or costsharing based on participant health status
Health contingent wellness programs
Heath-contingent wellness programs must provide notice to participants, waivers/alternatives for earning rewards, & make rewards available at least annually to be considered as __________.
Reasonably designed
The DOL considers wellness programs that do not base rewards or penalties on health status as _____________.
Participatory
This governing body that issued enforcement guidelines that a wellness program is considered voluntary under the ADA if an employer doesn’t require participation or penalize employees for non-participation.
Equal Employment Opportunity Commission (EEOC)
The EEOC provided final rules on regulations to an ADA rule that specifies a reasonably designed wellness program may not be designed to mainly do this to employees based on health.
shifting costs onto employees based on their health
The extent to which an employer may offer inducements to an employee’s spouse to participate in workplace wellness programs falls under this Act
GINA wellness rule
In the event one’s privacy is violated under HIPAA, a complaint can be filed with this organization
US Department of Health and Human Services
Effectively managing your economic life
Financial wellness
Satisfaction and retention
Workplace wellness programs can lead to fewer absences, improved productivity, and fostering what factors amongst employees?
Those who struggle with health or wellness
The target demographic group of a wellness program
Health risks and conditions
Wellness program objectives should promote a healthy lifestyle and provide targeted responses to what?
Health Risk Assessment
A confidential form in which employees answer questions about their healthrelated behaviors
Biometric screening
This is generally administered by a nurse/other qualified professional and provides informational results for various health risk factors
Health Education Program
A type of employer program providing recommendations for various health topics
ERISA
A workplace wellness law that prohibits discrimination by group health plans based on an individual’s health status, but allows for premium or cost-sharing discounts based on one’s health status in certain circumstances.
ADA
A law that prohibits employment discrimination based on health status and forbids employers from inquiring about workers’ health status, but allows this if part of a voluntary wellness program
GINA
An employer law that prohibits employment discrimination based on genetic information and forbids employers for asking about one’s genetic information
Health Insurance Portability and Accountability Act (HIPAA)
A federal law that protects the privacy of personal health information
The Affordable Care Act
This act amended ERISA to permit group health plans to adopt wellness program incentives that adjust a person’s group health plan premiums or cost-sharing based on health status
Health contingent wellness programs
Another name for wellness programs that vary health plan premiums or costsharing based on participant health status
Reasonably designed
Heath-contingent wellness programs must provide notice to participants, waivers/alternatives for earning rewards, & make rewards available at least annually to be considered as __________.
Participatory
The DOL considers wellness programs that do not base rewards or penalties on health status as _____________.
Equal Employment Opportunity Commission (EEOC)
This governing body that issued enforcement guidelines that a wellness program is considered voluntary under the ADA if an employer doesn’t require participation or penalize employees for non-participation.
shifting costs onto employees based on their health
The EEOC provided final rules on regulations to an ADA rule that specifies a reasonably designed wellness program may not be designed to mainly do this to employees based on health.
GINA wellness rule
The extent to which an employer may offer inducements to an employee’s spouse to participate in workplace wellness programs falls under this Act
US Department of Health and Human Services
In the event one’s privacy is violated under HIPAA, a complaint can be filed with this organization
Financial wellness
Effectively managing your economic life
