Workplace Health & Wellness Programs Flashcards

Under the Genetic Information Nondiscrimination Act (GINA), employer wellness programs are prohibited from:

Answer: Requesting or requiring employees to provide genetic information as a condition of incentives

GINA prohibits employers from incentivizing or requiring disclosure of genetic information, including family medical history, in wellness programs.

Which component of the CDC Worksite Health ScoreCard helps employers assess their wellness program?

Answer: A standardized tool to measure implementation of evidence-based interventions

The CDC Worksite Health ScoreCard is a validated tool that assesses the degree to which employers have implemented evidence-based health promotion strategies.

A 'health-contingent' wellness program differs from a 'participatory' program because it:

Answer: Requires employees to achieve specific health outcomes to earn incentives

Health-contingent programs tie incentives to achieving or maintaining a health outcome (e.g., BMI target), unlike participatory programs that reward participation regardless of outcome.

Mental health parity, as required by the Mental Health Parity and Addiction Equity Act (MHPAEA), means that:

Answer: Health plans cannot impose more restrictive limits on mental health benefits than on medical/surgical benefits

MHPAEA requires that financial requirements and treatment limitations for mental health and substance use benefits be no more restrictive than those for medical and surgical benefits.

Which evidence-based behavior change model is most commonly applied in workplace health coaching programs?

Answer: The Transtheoretical Model (Stages of Change)

The Transtheoretical Model categorizes readiness to change into stages (precontemplation through maintenance) and guides coaches in tailoring interventions.

An employer notices high rates of musculoskeletal disorders (MSDs) among sedentary office workers. The most effective wellness intervention to address this would be:

Answer: Implementing ergonomic assessments combined with structured movement break programs

Combining ergonomic workstation assessments with structured movement breaks addresses both the physical environment and sedentary behavior driving MSDs.

When evaluating a wellness program's process outcomes, a specialist would examine:

Answer: Program reach, participation rates, and satisfaction with program delivery

Process evaluation measures how well a program was implemented, including how many employees participated and whether they found the program useful.