Workplace wellness programs will look distinctively different as we enter 2019 with the removal of the Equal Employment Opportunity Commission’s (EEOC) incentive rule starting Jan 1, 2019.
Employers will have to create new and powerful ways to motivate employee participation in their programs. Shira Wilensky, National Practice Leader, Health & Wellbeing at OneDigital believes that there are many strategies companies can implement to increase engagement in wellness plans. In “New Year, New Rules for Employee Wellness” published by Workforce Magazine, Shira points out that the key to boosting attendance is a result of the employee’s perceived value of the programs and resources offered.
When you offer employees programs and resources that they want and perceive as valuable, you don’t have to coerce them to participate. We will continue to help clients develop incentive programs that align with company culture. What’s also important to remember now is that all the rules impacting wellness program design are not going away. There are still privacy laws that protect employees from having to disclose genetic and disability-related information for the sake of a company-sponsored wellness program unless it is voluntary. The whole reason the EEOC rules came into play is because there was no definition of ‘voluntary.’ In my mind, employers are still at risk.
— Shira Wilensky, National Practice Leader, Health & Wellbeing at OneDigital
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Learn more about how to create wellbeing programs to address the specific challenges your employees face by contacting your OneDigital Consultant today.