id	author	title	date	pages	extension	mime	words	sentence	flesch	summary	cache	txt
cblr-1716	Che, Erica	Workplace Wellness Programs and The Interplay Between The ADA’s Prohibition On Disability-Related Inquiries and Insurance Safe Harbor	2017	67	.pdf	application/pdf	22049	788	41	As employee wellness programs continue to evolve in form and use in the workplace, employers will continue to seek guidance from regulatory agencies and the courts. Activity-only health- contingent programs, such as walking, diet, and exercise programs, incentivize employees to complete an activity related to a health factor but do not require an individual to attain a specific health outcome to obtain the reward.80 Outcome-based health-contingent programs, meanwhile, require employees to attain or maintain a specific health outcome, such as achieving certain results on biometric screenings, to obtain a reward.81 Because these programs involve incentives that run directly against HIPAA’s prohibition against health-based discrimination in group health plans, employers must abide by five specific requirements to comply with HIPAA’s rules,82 including the 78 Id.; see also David Orentlicher, Health Care Reform and Efforts to Encourage Healthy Choices by Individuals, 92 N.C.L. REV. 1637, 1649 (2014) (“To encourage enrollment in employer wellness programs, the ACA extends provisions in [HIPAA] that allow employers to promote program participation with financial incentives.	cache/cblr-1716.pdf	txt/cblr-1716.txt