Wellness programs have become much more common in today’s society for a variety of reasons. These programs allow for employees to become healthier by promoting eating right and exercising in order to receive an incentive offered by the company. By implementing a wellness program, it allows the employees to become healthier and happier which will lead to the employee being more efficient and productive (Jamison & Kleiner, 2015). Also, wellness programs are beneficial to employers because “medical costs fall by about $3.27 for every dollar spent on wellness programs and absenteeism costs fall by about $2.73 for every dollar” (Kocakulah & Powers, 2015, p. 24). Therefore, wellness programs can provide many benefits to the employees as well as the
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The ADA does affect wellness programs, but it does allow them to take place as long as the employer restructures the program to incorporate all employees including employees with disabilities and considers all the guidelines of the ADA (Sibyl & Bogardus, 1993). The employer cannot make a current employee answer disability related questions or agree to a medical exam unless the wellness program in voluntary (Livingston & Bergstrom, 2013). Also, with a voluntary wellness program, the employer cannot require or penalize an employer for not participating in the program. On the other hand, Genetic Information Nondiscrimination Act (GINA), states that no employer can discriminate against an employee because of his/ her genetic information. Again, the employer cannot make the employee answer any questions regarding genetics unless the wellness program is voluntary. Under both acts, the employer cannot force employees to participate in the program and no one can be penalized for not participating. Therefore, the employer can offer a voluntary wellness program and that way the program is offered to all employees and the employee can decide on whether or not he/ she was to participate in the program without the employer discriminating in any
The ADA does affect wellness programs, but it does allow them to take place as long as the employer restructures the program to incorporate all employees including employees with disabilities and considers all the guidelines of the ADA (Sibyl & Bogardus, 1993). The employer cannot make a current employee answer disability related questions or agree to a medical exam unless the wellness program in voluntary (Livingston & Bergstrom, 2013). Also, with a voluntary wellness program, the employer cannot require or penalize an employer for not participating in the program. On the other hand, Genetic Information Nondiscrimination Act (GINA), states that no employer can discriminate against an employee because of his/ her genetic information. Again, the employer cannot make the employee answer any questions regarding genetics unless the wellness program is voluntary. Under both acts, the employer cannot force employees to participate in the program and no one can be penalized for not participating. Therefore, the employer can offer a voluntary wellness program and that way the program is offered to all employees and the employee can decide on whether or not he/ she was to participate in the program without the employer discriminating in any