Your organization, like many, may have embraced ato help employees quit smoking, lose weight, exercise more or participate in screenings for high blood pressure or cholesterol.
Because wellness programs are a proven way of keeping health care costs under control, you may have even thought about requiring employees to participate.
Before long, predict attorneys at employment law firm Littler Mendelson, merely encouraging participation won’t be enough to keep health care costs from putting organizations out of business.
A caution: Consult an employment law attorney before moving from a voluntary wellness program to one that’s mandatory. It’s a controversial practice that is likely to step on laws ranging from the Health Insurance Portability and Accountability Act (HIPAA) to the ADA.
Indeed, Scotts Miracle-Gro’s well-publicized mandatory wellness program already has landed it in cou...(register to read more)
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