Honeywell International Wellness

This was the case in the summer of 2015, which prompted the EECO to get involved specifically to aid the ADA workers. The ADA workers were being punished for not participating in the wellness programs. ADA workers began to file lawsuits. The main concern was that the wellness program at Orion Energy penalized workers for failing to complete a health risk assessment which rendered the program involuntary. Three lawsuits were filed for this reason. The employees were charged their entire health plan premium, plus a $50 non-participation penalty (Schappel , 2015). This is illegal. This is not a requirement unless it is job-related or a business necessity. It is only acceptable if the wellness program is voluntary. Other cases involved Honeywell International. Honeywell fined employees roughly $4,000 in some cases who declined health screenings (Schappel, 2015). According to the EEOC, Honeywell International wellness program was illegally involuntary
Here is a summary of eight things that employers need to make everyone aware when they work out their wellness plans. They are referred to allowances, rules and certain assessments are …show more content…
An employee that is motivated will be able to perform their duties very well. It is a simulation of a promotion; a health promotion. Health promotion is the art and science of helping people discover the synergies between their core passions and optimal health, and supporting them in changing their lifestyle to move toward a state of optimal health” (Chapman, 2013). Wellness programs compliment health care programs. A healthy lifestyle is just as important as an employee Knowledge, Skills and Abilities (KSAs). By incorporating such as a wellness program, it gives employees a place to relax and reboot. After a long day at the office, a wellness program provides them with the incentive to add some pleasantries outside of their work routine. It helps them balance their entire