Wellness rules for workplace wellness programs are on pause under the EEOC and recent court rulings. When will we know more? Currently, it’s unclear and these wellness rules could go back into effect at anytime.
Many employers are selecting workplace wellness programs with the awareness that this ruling is in limbo. They want a workplace wellness program that complies with program rules but with so many solutions on the market today, it’s hard to know what to select.
Treo Wellness is a SaaS platform that adheres to EEOC and RAS rulings. How? Treo empowers members to take proactive steps on the path to health and wellbeing. The approach helps employees without the need for in-depth medical information. This ensures it can address policies from the Equal Employment Opportunity Commission (EEOC) and the future of Reasonable Alternative Standards (RAS).
A way to gain employee participation in worksite wellness programs would be using program incentives. According to a study, 63% of employees at an organization participated in the wellness incentivized program because their employer offers them a reward. Furthermore, incentives are associated with higher participation rates in wellness programs, by about 20 percentage points.
When employers give out an incentive with a wellness program, many employees are wanting to participate to earn the reward. Worksite wellness programs had financial incentives in place, however, once the Affordable Care Act (ACA) was implemented and standards were set, the use of financial incentives became popular and wellness programs grew. Employees began participating in wellness program, looking to receive financial rewards for activities they have competed.
Financial incentives might include a discount on insurance premiums, rewards in the form of a retail gift card, a flexible spending account deposit or a cash deposit on their check. Due to recent court orders, the EEOC is proposing to change the rules around the use of incentives.
While it is still unclear what the final rules about incentives will be, it is important that any wellness program a company is looking to offer their employees must comply with the rules and regulations set by the EEOC. Understand the difference between health-contingent programs, non-group health plan and group health plan program incentives. Discuss with your HR team what is best for your employees and how to increase engagement in your wellness program through intrinsic motivation.
As the EEOC continues to debate the use of incentives, an organization can still implement a workplace wellness program. Allowing employees to choose their own path to wellbeing drives participation. Giving them the opportunity to choose their own health goal allows them to honor what they need. Offering a community feel allows employees to cheer on their colleagues. Earning badges, streaks and points make it fun. The best wellness program to offer employees is one where everyone feels included. Inclusiveness creates a culture of good health within your organization, and healthy employees are happy employees.
Treo’s proactive approach helps employees discover their healthier lifestyle. A whole-person approach means that employees can work on many dimensions of wellness, choosing what they want to focus on. This provides your employees with the autonomy they want. Secondly, Treo members are not subject to medical exams, disability-related inquiries, or biometric screenings. This keeps the medical conversations between the employee and their doctor, where they can receive the highest quality guidance. Treo’s approach encourages all employees to participate. Also, Treo is a strategic solution that meets reasonable alternative standard program requirements.
If offering a workplace wellness program incentive, RAS options must be available. According to Barbara Zabawa, an Attorney and leader for Health and Wellness Law, “the more RAS options made available, the lower the risk of violating the ADA, because more RAS options enhances the voluntary nature of the program.”
While focusing on improving the overall health of employees, ensure all employees have the ability to participate in the workplace wellness program offered. Including another activity or a waiver for those who cannot physically participate will meet the rules. This removes the question of who can participate. Furthermore, all employees within your organization feel included. This helps to create positivity around the wellness program offered.
Here at Treo, we can help you understand the rules and provide you with a variety of RAS opportunities. Interested in learning more? Contact us at info@treowellness.com
Laura Kuglitsch is a Certified Wellness Coach and Account Manager with Treo Wellness. She has a background in Kinesiology and holds a Master’s Degree in Health and Wellness Management. She is certified as a personal trainer, resiliency coach, and behavior change specialist. With over 15 years of experience in the wellness industry within a variety of settings, Laura enjoys teaching others about living a healthy lifestyle. She believes that living a healthy lifestyle does not have to be a one size fits all approach. Find what you enjoy doing, experience the moments and laugh along the way.
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