Last fall, the WMU-AAUP circulated information to faculty about the WMU employee wellness program. Recently, a number of faculty members have contacted us with questions after receiving email messages encouraging them to participate in the program. Because it is important that faculty have the information they need to make informed decisions, we are publishing the information again.
If you have questions after reviewing this information, please contact us at 345-0151 or via email at email@example.com.
Here is how the new wellness program works:
- The WMU wellness program is VOLUNTARY. Participation is NOT MANDATORY. (But please see this recent news article: When Does Workplace Wellness Become Coercive? NPR, June 24, 2015.)
- University employees (including faculty) will receive a small financial incentive in return for participating in the wellness program.
- While your participation in the wellness program is voluntary, it is required in order to qualify for the incentive.
- The incentive totals $240 annually in the form of a per-pay period reduction to the employee’s share of the health insurance premium.
- If you choose to participate, the incentive will reduce your share of the premium by $9.23 per pay period (after taxes) for those on 26 pays or by $13.33 per pay period (after taxes) for those on 18 pays.
- In order to qualify for the incentive, you must complete a “health risk assessment” and biometric testing.
What the incentive would look like for you:
- If you are on the employee-only plan: Your annual premium for 2014 is $954. The wellness-program incentive would reduce that annual premium by $240, resulting in a new annual premium of $714, a discount of 25.1 percent.
- If you are on the two-person plan: Your annual premium for 2014 is $3970. The wellness-program incentive would reduce that annual premium by $240, resulting in a new total annual premium of $3730, a discount of six percent.
- If you are on the family plan: Your annual premium for 2014 is $5664. The wellness-program incentive would reduce that annual premium by $240, resulting in a new total annual premium of $5424, a discount of 4.2 percent.
What about privacy and confidentiality?
- To qualify for the financial incentive, participants in the wellness program are required to submit to biometric testing and to complete a “health risk assessment” survey.
- The “health risk assessment” survey contains a number of questions about your private health information. These questions are personal, and some are presumptive and intrusive (e.g., “Have you been annoyed when others say you have had too much to drink?” and “During the past 4 weeks, how much did your health problems affect your productivity while you were working?”).
- The federal Health Insurance Portability and Accountability Act (HIPAA) includes a privacy rule that prevents healthcare providers from sharing an individual’s health information with their employer. However, HIPAA rules may not apply to “wellness” program vendors who are not technically healthcare providers.
- When we raised this question at the bargaining table last summer, Holtyn confirmed that while the company complies voluntarily with HIPAA, it is not compelled by law to do so.
- Should any conflicts of interest arise (in relation to an insurance claim, for example), it is not clear whether the vendor would be required by law to protect faculty interests over those of our employer (who is also their employer), or if not required, whether they would choose to do so.
Is the incentive worth it?
- Under the Affordable Care Act, federal law allows employers to offer incentives for wellness program participation of up to 30 percent of the employee’s share of the premium.
- The incentive on offer to us amounts to 4.2 percent of the family premium for 2014, 6 percent of the two-person premium, and 25.1 percent for the employee-only premium.
- University employees (including faculty) are being asked to provide a lot of private information in exchange for what would be a relatively small incentive, especially for those on the two-person or family plans.
In addition to the information provided here, we are available to help you with any questions you might have as you consider whether participation in the wellness program is the right choice for you. Call us (345-0151), email us (firstname.lastname@example.org), or stop by Montague House (814 Oakland Drive).