Many modern companies, large and small, are adopting employee wellness programs, which often include fitness challenges that take advantage of wearable technologies. These programs can help lower healthcare costs, reduce absenteeism and increase productivity, but they can also subject companies to legal challenges or otherwise backfire without proper implementation.
At Fitbit's recent Captivate 2015 conference in San Francisco, experts from various industries shared tips, best practices and lessons learned from their experiences with fitness and wellness programs tied to wearables. The multi-location conference, which debuted in Chicago on September 16, had about 130 attendees in San Francisco on September 29, and it moves on to the final destination, New York, on October 13. Here are some of the best tips from the speakers in San Francisco.
Employee wellness plans, privacy and compliance
1) Show employees their personal information is secure
Several speakers emphasized that organizations should show (not tell) employees that health and fitness data is secure.
Some employees initially hesitate to share steps counts or other health data with their employers, according to Jim Huffman, senior vice president and head of U.S. Health and Wellness Benefits for Bank of America. These people worry that the information could negatively affect their insurance premiums, chances for promotions or opportunities for raises.
Bank of America is "loud and clear" when it regularly addresses such fears in employee communications and assures staff such information won't be used against them. Buffman said companies have to "prove it," too. In the second year of its wellness program, for example, Bank of America didn't increase health insurance premium rates for any of its U.S. employees, even though the company's own costs rose. Bank of America leaders felt it was important to "pay it forward" and demonstrate to employees that participating in its fitness programs is only beneficial. However, Huffman adds that organizations will "always have a portion of employees who will not share their information."
2) Go above and beyond to protect employee data
Wellness and fitness program managers should "take extraordinary steps" to protect sensitive information collected via wellness programs, Huffman said. He also suggested that companies work closely with HR managers to assure staff that their wellness program teams don't have access to sensitive data, such as employee health insurance claims.
Eric Dreiband, a partner with law firm Jones Day, stressed the importance of maintaining a secure "firewall" between data collected by wearable technology and personnel records. The goal is to keep staff health and fitness data away from supervisors or other decision makers, so that it cannot inadvertently affect employee pay or promotions.
If that data isn't kept separate, and there's an employee complaint, the government could investigate and file a lawsuit, according to Dreiband. The Equal Employment Opportunity Commission sued companies in the past because their wellness programs allegedly violated federal anti-discrimination laws when they coerced people to participate.
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