The federal government believes wellness programs can cut healthcare costs and decrease the cost of employer-sponsored health insurance by promoting health and preventing disease. The new federal regulations have divided wellness programs into two types with specific rules for each. A major piece of the regulations addresses the issue of employment discrimination based on health/disability, age, gender, and other protected classes. The U. S. Department of Labor, the Treasury, and Health and Human Services regulations require that regardless of the type of wellness program, every individual participating should be able to receive the full amount of any reward or incentive, regardless of any health factor. Specific regulations have been created to prevent employee discrimination in wellness programs.
· Discrimination laws will refer to civil rights discrimination such as GINA (genetic information non-discrimination act), ADA (American Disabilities Act), Title VII (1964 workplace anti-discrimination act), ADEA (Age Discrimination in Employment Act)
·HIPAA( Health Insurance Portability and Accountability Act)
·Challenges include: designing, developing and implementing an employer wellness program for employees without violating the various civil rights laws and the ACA
· Financial incentives include: healthcare cost containment when implementing a wellness program, diminishing liability when designing the program with the required laws in place
·To differentiate between the two major types of wellness programs and why it matters
·To list the four standards required by the ACA for health-contingent wellness programs to follow to ensure nondiscrimination
·To contrast the reasonable alternative standard for activity-based wellness programs and the reasonable alternative standard for outcome-based plans To list the steps in designing, developing, implementing and evaluating a comprehensive wellness strategy
Why You Should Attend:
· Internet resources for a variety of wellness planning guidelines
· EEOC Internet resources regarding GINA, the ADA and compliance with the EEOC
· Copy of Q and A from the U.S. Department of Health and Human Services regarding HIPAA and wellness programs
· Sample wellness strategy mission statements, goals and objectives
· Decision-making chart when implementing a wellness program
· Copy of a portion of HIPPA regarding Wellness programs from the Department of Health and Human Services
Who Should Attend:
·Manager of HR
·Wellness program employees
·Any industry would benefit from this webinar who is either considering a wellness program, is looking at expanding its existing program or just wants to increase their knowledge about the legal aspects of their wellness strategy
Physical CD-DVD of recorded session will be despatched after 72 hrs on completion of payment
Recorded video session
Dr. Michael C. Redmond, PhD, is a certified project manager, PMP, has two master certifications in business continuity/disaster recovery MBCP and FBCI and is certified in emergency management. She is active in cyber security and holds multiple ISO certifications (ISO/IEC 27001 Information Security Management, ISO/IEC 27032 Lead Cyber Security Manger, ISO/IEC 27035 Security Incident Response, ISO/IEC 22301 Business Continuity Management Systems, ISO/IEC 21500 Project Management, and ISO/IEC 41001 Environmental Management). She is an international consultant, speaker and published author.
Michael's MBA in Risk Management included courses in Information Security and Risk Management for Medical Devices and Healthcare. Michael is certified as a Senior Lead Manager in Information Security for Healthcare ISO 27999.As a practitioner, she has been implementing ISO 27999 and ISO 14971 for over 10 years for clients.
Her past experience includes 13 years as a senior manager with Deloitte, KPMG and Chubb in the areas of: compliance, crisis management, business continuity, disaster recovery, emergency management, internal audit/ gap analysis. She was a business continuity/disaster recovery manager with the Bank of New York. She consults for clients in diverse industries such as banking, manufacturing, pharmaceutical, hospitals, government agencies, colleges and universities, law firms, and media.
Dr. Redmond spent 4 years on active duty with the army and 18 1/2 years as National Guard and Reserve before retiring as a major. She is a graduate of Command & General Staff College (Fort Leavenworth), attended civil affairs courses at the US Army JFK School of Special Warfare and is Hazmat trained and DOD certified. The White House honored Dr. Redmond at a luncheon as one of the Top Women in Her Field of Business Continuity.