Did you know that Wednesday April 6th is National Walking Day?
The new "wearable movement" has brought health and wellness accountability to a whole new level. These devices are being used to count calories, monitor heart rate, track sleep patterns and more. With technology worn on the body, we can now track and create "big data" on our own personal health and the health of our employees.
Today’s employers are seeking a healthy workforce as they face the ever-growing cost of providing healthcare for their employees. Wearables can be an easy and exciting way to encourage health and wellness in the workplace.
Maximizing Wellness Program Performance by Changing Consumer Behavior
If you missed the great webinar provided through our partnership with BAN (Benefits Advisors Network), the recording and slides from the presentation are now available. Click the link below to download the slides from the webinar presentation.
On April 16, 2015, the U.S. Equal Employment Opportunity Commission (EEOC) released a proposed rule that describes how the Americans with Disabilities Act (ADA) applies to employee wellness programs that include questions about employees’ health or medical examinations. Although the ADA limits when employers may inquire about employees’ health or require them to undergo medical examinations, these inquiries and exams are permitted if they are part of a voluntary wellness program.
The long-awaited proposed rule would provide much needed guidance for employers on how to structure employee wellness programs without violating the ADA. Most importantly, the proposed rule addresses the amount of incentives that may be offered under employee wellness programs that are part of group health plans. This amount is generally consistent with HIPAA’s limits on wellness program incentives, although the proposed rule does not fully incorporate HIPAA’s increased incentive limit for tobacco cessation programs.