Blog Tag: Wellness Plans
SilverStone Group is serious about Associate wellness. So serious, in fact, that we have an entire volunteer committee that develops and executes programs to support Associate well-being – all backed by our executive leadership team. Our Wellness Activities Group (WAG) is excited to announce our partnership with Virgin Pulse (VP) beginning in 2019. VP is a total employee well-being solution that drives sustainable, long-term behavior change, strengthens workforce cultures and increases productivity.
When it comes to healthcare, we understand that you often get what you pay for, but there is a thin line between accepting price hikes and being a diligent consumer. Fighting the rising costs associated with group medical plans often feels like an uphill battle.
Last month, President Trump signed landmark tax reform legislation. Throughout the legislative process, House and Senate bills contained various changes to employee benefit plans. Many of the proposed changes were removed, and the resulting final version has a somewhat minimal impact to employer-provided benefits.
Wellness programs are subject to a variety of complex and often ambiguous federal rules and regulations that make wellness program administration a challenge for even the most astute employers.
Two recent lawsuits highlight the regulatory complexity surrounding wellness programs: AARP versus EEOC and Acosta versus Macy’s. Employers who sponsor wellness programs (or who are thinking about implementing a wellness program) and wellness program administrators should take note of these lawsuits. The AARP lawsuit could impact the future design of wellness programs that offer incentives. The Macy’s lawsuit underscores the need to pay close attention to the wellness program requirements.
In late 2015, the Equal Employment Opportunity Commission (EEOC) published Proposed Rules on the Genetic Information Nondiscrimination Act of 2008 (GINA). The Proposed Rules provide clarification about what incentives may be offered for spousal participation under employer-sponsored wellness programs without violating GINA. The Proposed Rules follow 2013’s Health Insurance Portability and Accountability Act (HIPAA) wellness rules and the EEOC’s proposed wellness rules under the Americans with Disabilities Act (ADA) from April 2015 and add yet another layer of complexity for employer-sponsored wellness programs.