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HIPAA and wellness programs

The Trust works to ensure that its wellness offerings comply with HIPAA. However, it is important to understand how these rules could impact your wellness program. Understanding these rules can also help you effectively communicate to your employees about your wellness activities.

HIPAA prohibits group health plans like the Trust from discriminating against your covered employees and their dependents on the basis of a health factor, such as their medical condition, medical history, or claims experience. Wellness programs that are offered under a group health plan, like the Trust’s Heatlh Questionnaire, on-site health screening, and WellCity premium discount, are not considered discriminatory under HIPAA if they meet certain requirements. The Trust works to ensure that its wellness offerings comply with HIPAA. However, it is important for you to understand how these rules could impact your wellness program. Understanding these rules can also help you effectively communicate to your employees about your wellness activities.

At AWC, we are committed to arming our member cities with the tools to design effective and compliant wellness programs. Toward that end, and to build on our Wellness Forums last fall, we partnered with Kiran Griffith at Stoel Rives LLP to publish a new article, Assessing the Health of Your Wellness Program Under HIPAA, the ADA, and GINA. Learn more about how key federal laws like HIPAA could impact your wellness programs, and to identify the steps that you can take to ensure that your programs are in compliance. View pages 2–7 for HIPAA information.

Get more HIPAA at Healthy Worksite Summit!

Want to hear directly from Kiran? She will be presenting our wellness webinar on April 21st, and she will also speak about this topic at our Healthy Worksite Summit on March 24. Register today for the Summit. Webinar registration will be available in March.

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