Health Care: Company "Wellness Programs"

[JodiB]

Never heard of a program like that, Steel. Our's is similar to Greg's. All PPE is paid for, we get a $100 credit in our flexible spending accounts if we attend the FREE health screening event (free juice, bagels, and yogurt too yum yum), free flu shots, etc. But no ranking or questionnaires.

I don't like what your company is proposing. In theory, it makes sense that it's fair to charge higher risk employees more $ since in theory they would be using the benefits more often or more critically. After all, smokers or those with diagnosed heart conditions will pay more for life insurance. And in theory, it makes sense that if health conditions are identified and the company agrees to provide additional assistance (blood pressure machines, etc.) to monitor those conditions, that this would be a positive thing. But I join you in the concern that with the intrusion into our medical privacy, there are other things that may creep into it.

 

[Wes Bucey]

Whose benefit - corporation or employee?

Never heard of a program like that, Steel. Our's is similar to Greg's. All PPE is paid for, we get a $100 credit in our flexible spending accounts if we attend the FREE health screening event (free juice, bagels, and yogurt too yum yum), free flu shots, etc. But no ranking or questionnaires.

I don't like what your company is proposing. In theory, it makes sense that it's fair to charge higher risk employees more $ since in theory they would be using the benefits more often or more critically. After all, smokers or those with diagnosed heart conditions will pay more for life insurance. And in theory, it makes sense that if health conditions are identified and the company agrees to provide additional assistance (blood pressure machines, etc.) to monitor those conditions, that this would be a positive thing. But I join you in the concern that with the intrusion into our medical privacy, there are other things that may creep into it.

I agree with the general consensus that screening for "wellness" coupled with programs intended to inculcate folks with "good health habits" is a terrific idea until the information about the patient's state of health (actual disease or genetic predisposition) goes beyond the health provider and the patient.

Certainly, I would be appalled if a report got back to employer that
"John Doe and Mary Roe have the same strain of STD (sexually transmitted disease)"
or
"Allen Brown has the gene for Huntington's disease and will probably die by age 40."

I don't know about the rest of you, but I feel the privacy issue is a reason to opt out. Problem is you can't opt out without creating the suspicion, "He must have something to hide!"

There was an interesting movie which expanded on that theme. Perhaps some of the Sci-Fi afficianados saw Gattica.

 

[Craig H.]

I don't like what your company is proposing. In theory, it makes sense that it's fair to charge higher risk employees more $ since in theory they would be using the benefits more often or more critically.

OK, Lucinda, let me use your comment to whack the hornet's nest.

Extending on your logic (those with higher costs should pay more), why not make the employees with kids (assuming they are covered, too) pay their fair share? Those of us who are single should have to carry their burden, too?

Craig

 

[SteelMaiden]

If you are being charged to join this "wellness program" and they are collecting any kind of medical data on you, it is illegal for them to share that information with anyone unless you give them expressed consent. See HIPAA. They can report back to your company some general stats...i.e.36% of the employees are overweight, but they cannot tie that information to anyone's name, address or social security number. It's the law. period. DO NOT SIGN ANY WAIVERS. If they tell you you have to, explain that they might be in violation of Federal HIPAA Regulations, and you will not take advantage of a program that so flagrently violates your rights as a patient under fedral law. Then ask for their phone book to look up the number for your lawyer.

 

[SteelWoman]

I ain't signin' nuttin!

 

[Cari Spears]

...why not make the employees with kids (assuming they are covered, too) pay their fair share?...

There is a difference in covering a single person and covering a family - no? I pay more than someone without children in our insurance program.

 

[gpainter]

One of the things I could never figure out is that with most company health insurance programs, pregnancy is considered an illness. Everyone pays for it rather than being a rider.

 

[SteelWoman]

One thing I don't understand - a couple months ago they yanked out a statistic that showed something like 85% of the companie's health care expenses were incurred by about 15% of the employees?! Things that make ya' go "hmmmmm....."

 

[Sam]

Am I the ONLY ONE OUT THERE WHO READ ORWELL?

Because of 9/11 there are a lot of these "Orwellian" type programs surfacing. Consider the Patriot Act; of which a few cities have voted not to comply with.
However the type of programs you describe have been around for a long time. Primarily they applied to the Military, law enforcement, fire departments due to the requirement for heightened physical activity.

Should they apply to private industry? IMO, No. Do we or will we have a choice? IMO no.

 

[Wes Bucey]

If you are being charged to join this "wellness program" and they are collecting any kind of medical data on you, it is illegal for them to share that information with anyone unless you give them expressed consent. See HIPAA. They can report back to your company some general stats...i.e.36% of the employees are overweight, but they cannot tie that information to anyone's name, address or social security number. It's the law. period. DO NOT SIGN ANY WAIVERS. If they tell you you have to, explain that they might be in violation of Federal HIPAA Regulations, and you will not take advantage of a program that so flagrently violates your rights as a patient under fedral law. Then ask for their phone book to look up the number for your lawyer.

Yep. I agree this is how it should be, but there are theories and then there is REALITY!

What do you figure the longevity of employment to be for the employee who says [like Steel Woman] "I ain't signin' nuttin! !" ?

Especially think about that choice you make when you need the next paycheck to make a mortgage payment.