[ Wednesday, April 02, 2008 ]
According to this article
, they might not be as useful as some people think. Why is this on-topic? Well, one of the potential weak spots for wellness plans (where a company or insurer offers some benefit to employees or beneficiaries who live healthy lifestyles -- since those healthy lifestyles reduce health insurance costs) is the HIPAA non-discriminition rule. A health plan can't discriminate against beneficiaries (or potential beneficiaries) based on the likelihood they'll need care, and if you reward people for healthy behavior
, you run the risk of punishing people for bad health conditions
. Which would be discrimination. Bottom line, if you're running a wellness plan, make sure you meet the HIPAA nondiscrimination requirements, in addition to the privacy and security requirements.
Jeff [10:19 AM]
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