Workplace Wellness Programs Flashcards
Module 8
What are three key benefits that a comprehensive workplace wellness program can produce over time?
- Fewer absences. Science has demonstrated that people who are physically healthy miss far fewer days.
- Improved productivity. An employee with a positive attitude and optimal physical and mental effort can boost morale and productivity among team members in his or her work unit.
- Worker satisfaction and retention. Lessens the additional work of fellow team members who are less healthy and lacking in morale.
Examples of free wellness initiatives:
- Holding regular workplace stretch breaks
- Organizing a walking program
- Instituting policies against smoking at work
- Organizing potluck lunches featuring healthy foods
- Identifying on-site assets available for wellness programs (such as nearby walking trails)
What is the “normal” cost range per employee per year for an employer to sponsor a wellness program
0$ to $450
The most significant drivers of cost tend to be for incentives, equipment and outside service providers like consultants.
What is the primary goal of a workplace wellness program
To transform your workplace culture into one that promotes health living
What are some initial decisions that should be made regarding developing a workplace wellness program?
Who is the program designed for?
-the demographic that has struggled with health or wellness issues
Which health issues to address?
-Promoting healthy lifestyle for all
Targeted responses to actual health risks and conditions facing current employees
6 key ingredients that typically comprise a well structured wellness program
- Health screenings
- Educational and self help tools
- Organized activities
- Individual followup and treatment
- Incentives
- Supportive environment
Health risk assessment
A confidential form, most often prepared and administered by an outside vendor, that employees fill out, answering questions about their health related behaviors. Encourage employees to get preventative treatment.
Biometric testing
For more detailed heath status results, many employers bring in a nurse or other qualified professionals to collect “biometrics”. Test results for blood pressure, body fat percentage, cholesterol levels and other risk factors.
What are the 3 federal laws that directly address workplace wellness programs
- ERISA
- ADA
- GINA
Which federal laws deal with standards for protecting the prvacy of personal health information
HIPPA
ADA
GINA
In 2013, the Department of Labor (DOL) said health-contingent wellness programs can vary group health plan premiums or cost sharing based on health status and will not be considered to discriminate based on health status if they meet certain standards. Among these conditions are the following:
- the reward is limited
- Max reward is 30% (employee/employer share) of self-only group health plan coverage
- Max can be increased to 30% of the cost of family coverage if spouses and dependents are eligible
- Man can be further increased to 50% if tobacco-related components are included in the wellness program.
What is reasonable design
Having a reasonable chance of improving the health or preventing disease, not being overly burdensome or a subterfuge for discrimination, and not being highly suspect in the method chosen to promote health.
What are participatory wellness programs
Not required to meet any of the five standards that apply to health-contingent wellness programs and generally are not considered to implicate ERISA nondiscrimination rules.
In _____, the EEOC issued enforcement guidance that a wellness program is considered voluntary under ADA :as long as an employer neither requires participation nor penalizes employees who do not participate.
2000
In ______, EEOC brought enforcement actions against several employers that penalized workers who would not participate in wellness programs that included medical inquiries. One action involved an employer that used financial incentives to encourage participation.
2014
