what is a wellness program? - accg · categorized the 2006 hipaa regulations’ nondiscrimination...
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What Is a Wellness Program? A comprehensive wellness program can include, among other
features, health-related communications, health risk assessments, and rewards
Intended to raise employees’ health awareness and promote healthy lifestyles
Common goal of most workplace wellness programs is to help control health plan costs
IRS, DOL, and DHHS issued final regulations in June 2013 Categorized the 2006 HIPAA regulations’ nondiscrimination
requirements for wellness programs Increase in the maximum permissible reward From 20% to 30% of the cost of individual coverage under the group
health plan
Up to 50% of programs designed to prevent or reduce tobacco use
Effective for plan years beginning on or after January 1, 2014
Which Wellness Programs Are Exempt From Nondiscrimination Requirements? Participatory Wellness Programs
Health-Contingent Wellness Programs
Reward Not Based on Satisfying a Standard Related to a Health Factor Wellness programs that do not condition eligibility for a reward based
on an individual satisfying a standard that is related to a health factor (or a wellness program does not provide a reward) are permissible if participation in the program is available to all similarly situated individuals
Reward Based on Satisfying a Standard Related to a Health Factor Wellness program that condition eligibility for a reward upon an
individual satisfying a standard that is related to a health factor are permissible only if they meet specific requirements▪ Health-Contingent Wellness Programs: Activity-Only
▪ Health-Contingent Wellness Programs: Outcome-Based
Must offer options
Must offer alternatives to the options▪ For example: Running/Walking programs
▪ Cannot require a doctor’s note
Must mention that an alternative is available every time the participatory wellness program is advertised▪ How to learn more about alternative
Cannot require a health change/outcome to get reward
Must offer alternatives
Must mention that an alternative is available every time the health-contingent wellness program is advertised▪ How to learn more about alternative
Alternatives must be:▪ Arranged by the employer
▪ Paid for by the employer
▪ Reasonable and convenient
▪ Likely to improve health
If the alternative is completed, employee gets the full reward▪ Even if they did not achieve the health change/outcome
Planning and Designing Strong Top Level Support
Mayor and Council support wellness of employees
Health Promotion Leader (Wellness Champion) & Engaged Wellness Committee Members Health Promotion Leader works with the Wellness Team and the program is managed through
Human Resources
Wellness Team develops and promotes the program
Funding and Resources for Wellness Initiative Member of the GMA Health Promotion Grant Program
Promotes BCBSGa resources and taps into LGRMS Wellness Team
Workplace Wellness Policy or Resolution Creates an environment that develops and supports programs designed to enhance wellbeing of
employees
Action Plan/Long Term Outlook Provide organized activities
Have long-term wellness program goals
Implementing
Multi-Level Program Development Use data obtained through HRAs to help create long-term goals
Use community resources to grow and improve their program
Predetermined activities/events approved by the Wellness Team is allocated a point value
Continual Communications Employees receive the Living Well Georgia newsletter quarterly
Daily Health Scoops are distributed
Walking the Walk Started several programs to give a healthy introduction to wellness and provide incentives for
participation
Wellness Program runs on the calendar year
Facilitate and Demonstrate Respect; Ensure Confidentiality Employees are reassured that their health data is theirs and will not be shared with management
or health insurance companies
Tracking and Evaluating
Keep a record of participation and attendance of events
Wellness Team have meetings throughout the year to evaluate program effectiveness and suggest changes to maintain interest
Effects of Affordable Care Act on Wellness Program
Wellness program has not experienced any serious impact as a result of the healthcare reform
Planning and Designing
Strong Top Level Support Executive Director supports and approves all of the offered wellness programs
Health Promotion Leader (Wellness Champion) & Engaged Wellness Committee Members Health Promotion Leader works with a Wellness Committee as well as Department Heads to make
sure every voice is heard
Funding and Resources for Wellness Initiative Member of the GMA Health Promotion Grant Program
Promotes BCBSGa resources and taps into LGRMS Wellness Team
Workplace Wellness Policy or Resolution Creates an environment that develops and supports programs designed to enhance wellbeing of
employees
Action Plan/Long Term Outlook Wellness Committee polls the employees regularly to gauge what they would like to see from the
program
Always looking for new and different ways to get everyone involved
Implementing
Multi-Level Program Development Use of certain data obtained through HRAs and surveys help in the crafting of short-term and
long-term goals
Use community resources to grow and improve their program
Support local runs and blood drives and receive discounted membership at the YMCA
Continual Communications Employees receive the Living Well Georgia newsletter quarterly
Daily Health Scoops are posted around the office and emailed out
Walking the Walk Wellness efforts are seen throughout the year and are incorporated in social events
Spring kickoff cookout, walks at lunch, Walk Georgia and Walk Across Georgia
Facilitate and Demonstrate Respect; Ensure Confidentiality Employees are reassured that their health data is theirs and will not be shared with management
or health insurance companies
Tracking and Evaluating
Keep a record of participation and attendance of events
HRAs and employee feedback are their two strongest means of tracking and evaluation
Effects of Affordable Care Act on Wellness Program
Wellness program has not experienced any serious impact as a result of the healthcare reform
Closely monitor their incentive program Offer meals during lunch and learns
No incentives over $25 are currently given
Planning and Designing Strong Top Level Support
Mayor is onboard and fully support the program
Participates in every activity/event
Health Promotion Leader (Wellness Champion) & Engaged Wellness Committee Members Not just concerned with implementing the program, committed to helping employees
understand their health issues and how to improve them
Funding and Resources for Wellness Initiative Member of GMA Health Promotion Grant Program
Promotes BCBSGa resources and taps into LGRMS Wellness Team
Workplace Wellness Policy or Resolution Creates an environment that develops and supports programs designed to enhance wellbeing of
employees
Action Plan/Long Term Outlook Offer wellness classes, blood work each year, and HRAs to help employees stay on track with
their health
Implementing
Multi-Level Program Development Annual blood draw and HRAs
Utilize community agencies and resources
Continual Communications Employees receive the Living Well Georgia newsletter quarterly
Daily Health Scoops are distributed
Walking the Walk Hold classes that motivate employees to take better care of their bodies and to be aware of the
healthcare options offered through their insurance program
Have done a Walking Steps contest
Facilitate and Demonstrate Respect; Ensure Confidentiality Employees are reassured that their health data is theirs and will not be shared with management
or health insurance companies
Tracking and Evaluating
Keep a record of participation and attendance of events
HRAs and employee feedback are their two strongest means of tracking and evaluation
Effects of Affordable Care Act on Wellness Program
Wellness program has not experienced any serious impact as a result of the healthcare reform
Planning and Designing
Strong Top Level Support Upper management supports wellness of employees
Health Promotion Leader (Wellness Champion) & Engaged Wellness Committee Members Health Promotion Leader with help of Wellness Committee is responsible for creating their program
infrastructure
Funding and Resources for Wellness Initiative Member of ACCG Health Promotion Grant Program
Promotes BCBSGa resources and taps into LGRMS Wellness Team
Workplace Wellness Policy or Resolution Creates an environment that develops and supports programs designed to enhance wellbeing of
employees
Action Plan/Long Term Outlook Establish initiatives to address disease prevention, such as: healthy eating, physical activity, and
stress management
Implementing
Multi-Level Program Development Use of data obtained through HRAs to help create goals
Continual Communications Employees receive the Living Well Georgia newsletter quarterly
Daily Health Scoops are distributed
Walking the Walk Delivers essential health care services and wellness programs
E.g. flu shots, blood pressure checks, and pneumonia shots
Facilitate and Demonstrate Respect; Ensure Confidentiality Employees are reassured that their health data is theirs and will not be shared with management
or health insurance companies
Tracking and Evaluating
Keep a record of participation and attendance of events
HRAs and employee feedback are their two strongest means of tracking and evaluation
Effects of Affordable Care Act on Wellness Program
Wellness program has not experienced any serious impact as a result of the healthcare reform
ACCG Started in 2004
Going strong for 10 years GMA Started in 2006
More than 8 years of solid support Almost $2 million awarded since inception of both programs Designed to create or enhance workplace wellness programs Grant funds have been used for: Wellness screenings
Health fairs
Lunch and learns
Incentives
And many more
Grant Requirements Designate a Health Promotion Leader
Attend a High Impact Health Promotion and Wellness Workshop
Distribute Press Release
Develop an Action Plan
Implement a Workplace Wellness Policy
Conduct Health Risk Assessments (HRAs)
Offer at least one additional approved health promotion program/activity
Implement at least one BCBSGa Health Improvement Program
Submit Mid-Point Check Report
Submit Year-End Report with Attached Receipts
If you have any further questions, please contact your
ACCG, GMA, BSBSGa, or LGRMS representative