There was a post in the year 2013 in Business Horizones, where we described the serious legal problems that can arise when businesses outlined ways in which companies can minimize their financial risk, and develop corporate wellness plans. Lately, the landscape altered: For the very first time, the Equal Employment Opportunity Commission maintained that several wellness plans violate the Americans with Disabilities Act. In this installment of Organizational Performance, we suggest measures companies can take to best ensure that their financial positions aren't undermined by their wellness plans and clarify the battles that are happening along this new legal front.
In particular, we urge (1) ensuring that wellness programs really enhance employee health; (2) revisiting whether programs are genuinely voluntary; (3) being careful about including dependents in wellness plans; (4) collaborating with handicapped employees to satisfy their needs; (5) supplying clear, and written explanations when asking for medical information. Lastly,taking additional precautions in order to ensure that medical information is private.
PUBLICATION DATE: May 11, 2016 PRODUCT #: BH735-PDF-ENG
This is just an excerpt. This case is about LEADERSHIP & MANAGING PEOPLE
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