This is a headline in the StarTribune: “Government sues Honeywell over required testing, fines in wellness program“, by Dee Depass.
Depass writes, “Federal officials are challenging new benefit rules at Honeywell Inc. that create monetary penalties…” Further, “A lawsuit filed by the Equal Employment Opportunity Commission in response to complaints from two Minnesota employees sets up a potential court case over how far employers can go to shift health costs and influence worker behavior.”
In short, Honeywell is being sued over penalty-based wellness design. Companies that sponsor coercive wellness programs are taking huge risks.
Regular readers of Cracking Health Costs know I’m not a big fan of corporate wellness programs for the simple reason that they are expense and have been shown by Rand and others to be ineffective over time anyway.
Honeywell is not the first to have troubles over coercive wellness design. CVS and Penn State have had similar troubles. If your company has one, you need to consider fixing it before it’s too late.
Hats off to Vik Khanna for finding this story.
Cracking Health Costs, the book, an Amazon best seller, is available on Amazon at a deeply discounted price. Click here: Cracking Health Costs: How to Cut Your Company’s Health Costs and Provide Employees Better Care by Tom Emerick and Al Lewis.
Tom Emerick is the President of Emerick Consulting and co-founder of EdisonHealth. In December 2012, Tom was listed in Forbes.com as one of 13 unsung heroes changing healthcare forever. In 2009, Tom was named by Healthspottr as one of the top 100 innovators in healthcare in the US for his work on medical ethics. Prior to consulting, Tom spent a number of years working for large corporations: Walmart Stores, Burger King, and British Petroleum.