دانلود رایگان مقاله مشکلات حقوقی برنامه تندرستی و پیامد ریسک مالی آن

Abstract

In a 2013 Business Horizons article, we described the serious legal problems that can arise when companies develop corporate wellness programs, and outlined ways in which companies can minimize their financial risk. Recently, the landscape changed: For the first time, the Equal Employment Opportunity Commission asserted that several wellness programs violate the Americans with Disabilities Act. In this installment of Organizational Performance, we explain the battles that are taking place along this new legal front and suggest steps companies can take to best ensure that their financial positions are not undermined by their wellness programs. In particular, we recommend (1) ensuring that wellness programs actually improve employee health; (2) revisiting whether programs are truly voluntary; (3) being cautious about including dependents in wellness programs; (4) collaborating with disabled employees to meet their needs; (5) providing clear, written explanations when asking for medical information; and (6) taking extra precautions to ensure that medical information is confidential.

5. Final thoughts Although the above steps could keep companies on solid ground relative to the EEOC and its ADA enforcement, companies need to realize that different government entities–—often with different goals–— make the rules that govern wellness programs under various federal employment laws. Companies cannot assume that a wellness program’s compliance with one federal law ensures compliance with another law. Instead, employers must stay abreast of evolving regulations across all relevant federal laws as well as state-level initiatives. Failure to do so could lead to a sadly ironic situation wherein a company’s financial health suffers as a result of its efforts to improve employees’ health.