5 Ways to Keep Employee Info Hush Hush
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Health screenings often reveal sensitive, personal information about your employees, so it’s important to keep that information confidential. When employees reveal personal information for health screenings, they trust you to not use this information to increase copays, make them vulnerable to additional expenses or cause any embarrassment or attention from other employees.
In addition, health assessments must remain in compliance with federal laws such as HIPAA, GINA and the ADA.
To protect your employees’ rights while executing your workplace wellness program, consider the following recommendations:
- Don’t share personal or health-related employee information with anyone. This may inadvertently cause them to receive impartial treatment in the workplace. Plus, you’re legally obligated to protect sensitive employee information.
- Keep health screening information separate from your employees’ employment records. This information must not affect hiring, firing and promotion decisions.
- When reporting on wellness data, provide an aggregate summary of the health conditions affecting your entire employee body; don’t single anyone out.
- Make participation in wellness programs a voluntary activity. Though you can offer incentives to encourage employees to participate, it’s illegal to require employees to engage in wellness activities or provide health-related information.
- Provide a confidentiality agreement to any employee that coordinates your wellness program or handles sensitive information.
If your company doesn’t currently participate in health screenings or risk assessments, and you want to understand the value, see the following blog article.
- Wellness Programs Are for Everyone
- Final HIPAA Wellness Regulations
- Maximizing Wellness Program Engagement Webinar Recording
- Wellness ROI & Beyond Webinar Recording
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