The programs workplace wellness tools are popular among employers create happier, healthier and more productive employees. These programs are a form of health benefits for employees ranging from simply providing information to workers, subsidized nutritious breakfasts, fitness education, or a company gym. Employees are the most valuable asset for a company, so that the well-being of importance of programs.
What are the issues? 
although these programs improve employee wellness wellness and increase job satisfaction and improving retention rate , they are not without problems. beneficial to health experts say that employees are holes that must be filled and clarifications to be made in the long-awaited federal rules that will govern the use of financial incentives in wellness programs in the workplace .
Do It Or Else
This was the approach taken by most employers increasingly offering financial incentives for workers to participate in wellness programs that incorporate preventive measures serious health, such as blood pressure, cholesterol and body mass index, among others, although there is resistance to these programs of the Americans with Disabilities Act.
New proposal
On April 17, the Commission Opportunity US Equal Employment proposed new rules, including more stringent limits on the value the structure and the dollar incentives that employers can use to drive employee engagement and better health outcomes through welfare program . In addition, there are new reporting requirements for employers who collect medical information for workers.
These proposals should backlash of the American with Disabilities Act and federal health care reform law , but received a welcome overall positive business groups and experts health benefits, although some say that changes are needed.
"The proposed rules clarify an important concern, but we still have concerns about details and be their address when we submit our comments," Steve Wojcik, Vice President of public policy National Business Group on health in Washington said in an email. "We hope that the effect of the rules will promote wellness employer-sponsored initiatives and not stifle them."
Annette Guarisco Fildes, chairman and CEO of the industry of ERISA Committee based in Washington, said the EEOC plan is a step in the right direction the employer benefits from lobbyists plan to work with the agency to refine the rules for employers to actively seek to improve the well-being of their employees and their families, while protecting the rights of all individuals.
Details of the plan
most of the proposal for the EEOC would revise the existing rules under Title I of the ADA to follow more closely the provisions of the patient protection and affordable care Act and the portability information on health and liability Act which raised the limits on the value monetary incentives associated with certain types of welfare and health programs. However, they could impose higher deductibles or other financial penalties.
The EEOC proposal also requires employers with wellness programs collect medical information of employees, including the assessment of health risks and biometric screenings to provide participants with a written notice of that information will be collected, how it will be used, who can access it, and what measures will be taken to prevent the improper disclosure of information.
Conclusion
well-being of employees and programs are a great advantage rather necessary for the health of employees. The current deadline for additional comments on the EEOC's plan is June 19. In the meantime, experts suggest employers are beginning the review of their welfare programs for potentially compliances.
What are your thoughts on wellness employee programs and how are they regulated? Please share with us below
0 Komentar