A recent article in InsuranceNewsNet.com reminds employers to be aware of the potential legal issues raised by implementing an outcomes-based wellness incentive program. When carefully structuring your wellness program, they suggest keeping these two critical components in mind: 1) develop a plan that protects the privacy of employee health information and 2) give every employee an opportunity to participate in the incentive program. As you know, Bravo Wellness has best practices in place that address these topics.

We are committed to ensuring that participant data is secure and processed with integrity. Our controls and processes are tested by external auditors by way of a Service Organizations Control (SOC) Report to protect client and participant data. Participants can be confident that their health information is never shared with any party, including their employer or insurance company, without prior consent.

And regardless of an individual’s health or capabilities, we also manage appeals and administer reasonable alternatives. If participants are covered by the health plan, and are unable to achieve the goal under their employer’s wellness program, they will be presented with an alternative way to qualify to earn the same financial impact. Bravo will even work with personal physicians, if requested, to ensure that the established alternatives are fair and reasonable.

Employers are eager to enter the wellness arena – both to lower their healthcare spending and to develop a more productive and engaged workforce – but safeguards need to be put into place. Rest easy knowing Bravo has it all under control.