Issue link: http://www.insightdigital.biz/i/233760
Health & Wellness impose a surcharge of up to 30 percent of coverage cost for individuals who choose not to participate. Similarly, employers can increase the cost of tobacco users' premiums by up to 50 percent of the cost for non-users. Employers also have expanded options for providing incentives. "Our incentives are now paid out based on scores from an annual health assessment," says Teri Parins, lead benefit specialist at Foth in Green Bay. Medical screens including blood testing (cholesterol, glucose, etc.), weight, and body mass index yield a collaborative score that falls into one of four ranges. "We pay the incentive based on the range employees fall into. And the money goes directly into their HSA (health savings account)." Another approach to incentivizing wellness plan participation is to Health Insurance from Health Experts Coordinated care is your answer to reduced company health plan costs. Developed by Prevea Health right here in Wisconsin, Prevea360 Health Plan connects a strong network of providers, innovative hospitals, one medical record system and comprehensive insurance coverage to make the highest quality care highly affordable. Contact your agent, or call us at 877.230.7615 to get a custom quote. You'll see that you don't have to compromise on quality, access, or your budget to provide excellent health coverage to your team. prevea360.com Underwritten by Dean Health Plan, Inc. Corporate health & wellness at its best Check out prevea.com/gamechanger and see how our LeadWell Health & Wellness program is making a real difference in the lives, and workplaces, of six local people. 34 | Insight • J a n u a r y 2 014 offer multiple health plans with varying eligibility requirements. A comprehensive plan could be made available only to employees who participate in wellness programs. Employees who elect not to participate in wellness programs would be offered a less comprehensive plan or one with higher premiums. HIPAA (Health Insurance Portability and Accountability Act) places wellness programs in two categories. "Participatory wellness programs" are programs that are available to all similarly situated people and do not require a participant to meet any standard related to health status to receive a reward. Examples would be gym memberships or tobacco cessation programs offered by an employer without regard to whether participants actually lose weight or quit tobacco use. "Health-contingent wellness programs" offer rewards for reaching a health status standard such as reducing cholesterol to a particular level or quitting smoking. In addition to rewards and penalties, the ACA contains safeguards against discrimination when it comes to the health-contingent programs. Programs must, therefore, offer a "reasonable alternative" to people for whom reaching a given standard or participating in a given activity would be physically impossible or medically ill advised. For example, employers might replace a body mass index (BMI) target with a progressbased-goal like losing 10 pounds in six months, or offering a related activity like participating in a nutrition program. Employers can also opt to waive the standard requirement for individuals with a prohibitive health condition. An example would be excusing a pregnant employee from a short-term weight-loss program, or excusing a wheelchair-bound employee from a use-the-stairs initiative. The 2013 Kaiser Family Foundation w w w. i n s i g h t o n b u s i n e s s . c o m