Learn how you can make biometrics work in your health plan as well as identify key issues when designing your plan.
Employers are always looking for ways to control health care costs. More and more employers recognize the important role wellness can play in reducing those costs, healthier employees means lower costs, but are looking for something with more oomph than yet another wellness fair or walking program. A biometrics program may be that extra push your health plan needs. This topic will explain the advantages of biometrics programs and tools to evaluate whether they are right for your organization; identify the key issues employers should consider in designing a good biometrics program, including choosing incentives, funding mechanisms and what to look for when selecting vendors; and explore the major legal issues that must be taken into account, including the HIPAA, ADA and GINA wellness plan rules.
Agenda
Faculty
David Flotten, JD, SPHR
Associated Financial Group, LLC
- Employee benefits attorney and Sr. HR consultant with Associated Benefits & Risk Consulting an employee benefits consulting agency named a Best Practices Agency by IIABA two years in a row
- Works with employers and Associated Benefits & Risk Consulting’s benefits consultants on a wide range of HR compliance and strategic issues, with a particular focus on health care reform and employee benefits strategic planning
- Has been advising employers on human resources and benefits for more than twenty years
- Previously spent three years practicing private law and two years working in the Minnesota court system
- Regularly presents seminars on health care reform and employee benefits at Associated Benefits & Risk Consulting
- Law degree, magna cum laude, University of Minnesota Law School; B.A. degree, Gustavus Adolphus College
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