In today’s competitive business landscape, wellness programs are more than a perk—they’re a strategic imperative. As companies strive to attract top talent and boost employee productivity, wellness incentives have emerged as a powerful tool to engage staff and promote healthier lifestyles. But how do you make your incentives both appealing and easy to manage? Enter prepaid cards—a versatile, user-friendly solution that’s changing the game in wellness programs. This ultimate guide aims to demystify the integration of prepaid cards into your wellness initiatives. We’ll walk you through the A, B, and Cs—from the Advantages of using prepaid cards to the Best Practices for seamless implementation and key Considerations for making the right choices. Whether you’re new to wellness programs or looking to optimize your existing rewards system, this guide provides a comprehensive roadmap to leveraging prepaid cards effectively. So, let’s embark on this journey to enrich your wellness program and maximize the benefits for your organization and its employees. In summary, the advantages of utilizing prepaid cards in wellness programs extend from universal accessibility to robust account management features. Their versatile and inclusive nature makes them an ideal choice for companies aiming to foster a holistic and engaging wellness culture. Successfully […]
Tag: health and wellness compliance
4 Key Laws When Structuring Health and Wellness Programs
Health and wellness incentive programs have major benefits both for employees’ health and in reducing companies’ spending on health care. More and more companies are implementing health and wellness incentive programs every day. When considering the legality surrounding health and wellness incentive programs there are several laws that must be taken into consideration. Here are four examples of some of those laws. The Age Discrimination in Employment Act (ADEA) was signed into law in 1967 by President Lyndon B. Johnson. ADEA forbids age-based discrimination against employees and applicants with respect to benefits. As a result of ADEA’s protections, if a wellness program decreases rewards, terminates, or in any other way discriminates against employees who are over 40, the program could be found to be in violation of ADEA. The 2008 Genetic Information Nondiscrimination Act (GINA) is an Act of Congress that prohibits employers from discriminating against their employees in regard to compensation, conditions, terms, or privileges of employment on the basis of “genetic information”. GINA’s prohibitions include: An employer must maintain all genetic information as confidential medical records. An employer may not require, request, or purchase genetic information. Any disclosure of genetic information must be subject to strict limits. The […]
Health and Wellness Incentive Plans: Key Laws to Consider
Health and wellness incentive programs have a number of major benefits both to employees health and to companies’ spending on health care. More and more companies are implementing health and wellness incentive programs every day. When implementing a health and wellness incentive program there are several key laws to consider: The Patient Protection and Affordable Care Act President Barack Obama signed the Patient Protection and Affordable Care Act (PPACA) into law in 2010. PPACA is a federal statute and health care reform legislation. When you are planning your company’s health and wellness incentive program, it is important to consider how it will affect employees’ deductibles, copayments, coinsurance, or coverage for any of the services listed in the Summary of Benefits and Coverage (SBC). If your program causes them to vary in any way, that treatment scenario’s calculations must make the assumption that the individual is participating in the wellness program and it will be necessary to include additional language in the SBC. The Age Discrimination in Employment Act The Age Discrimination in Employment Act (ADEA) was signed into law by President Lyndon B. Johnson in 1967. ADEA forbids employers from engaging in age-based discrimination against employees and job applicants with […]
Exploring Health and Wellness Program Types. Incentive and Reward Program Series 4
All Digital Rewards understand the importance of a high-quality health and wellness incentive program in increasing workplace wellbeing and improving company efficiency. There are four main options for health and wellness incentive programs. We have discussed types 1, 2, and 3 in our previous posts in our Exploring Health and Wellness Program Types. Incentive and Reward Program Series. In this post, we will be reviewing Type 4 health and wellness incentive programs. Type 4 Health Plan-Related Outcome-Based Programs are available to individuals enrolled in the sponsoring company’s health plan. Rewards are earned based on meeting certain program-specific desired outcomes required by the company’s health and wellness program. These outcomes could include things like reaching a certain BMI level or quitting smoking, which could be rewarded with a reduction in an employee’s health care contributions. Type 4 programs often include a tobacco cessation program. Health screenings are often required at the onset of a Type 4 health and wellness program in order to establish a baseline for the participants and to allow for easy progress tracking as the program progresses. As is the case for all health and wellness incentive programs, Type 4 programs are required to ensure that there is […]
