There’s a lot to consider when it comes to the compliance of your wellness program. Beyond the ACA, there is a world of regulations and laws out there that could potentially impact the development and implementation of your program. Don’t overlook the role that GINA, HIPAA, DOL, IRS, ADA, ADEA and even state regulations play in these initiatives.
Over the past eight years, we’ve been asked a lot of questions, worked with dozens of top attorneys and have helped steer clients through a variety of potentially challenging scenarios.
- How much time does a plan have to respond to a request for an appeal or reasonable alternative?
- If an appeal is denied, does the employee have a right to an independent review?
- What about leaves of absence and people on disability?
- What about COBRA participants? Do wellness incentives extend to them as well?
It’s important to realize that every program poses possible risks. Bravo specializes in helping companies identify those risks and work to navigate and address them through their plan design.
Have concerns regarding the compliance of your current wellness plan? Share your questions with us and we will be happy to provide a third party perspective. Contact us at email@example.com.