Your Personal Fitness Plan
Improves Life and Longevity

If done correctly, a personal fitness plan can be one of the most effective steps a person can take to enhance quality of life and longevity. It is also an excellent approach by which an employer can establish and promote a workplace wellness culture. The preferred alternative is a “results based” fitness program, which qualify to help employees improve and manage their fitness in accordance with HIPAA rules.

We can set up a confidential online program for individuals and families, who can become members of our private group that offers personal accounts to each family member. Or, we can set up employee groups for sponsoring employers.

Results Based Personal Fitness Plan:

Employers have recognized that fitness programs for employees could be beneficial to employee health and to reduce healthcare costs. Some employers have made half-hearted attempts to sponsor a fitness program for employees. Many didn’t know how to do it and got luke-warm response.

A recent survey estimates that 46 percent of employers offer some type of wellness incentive plan and that 70 percent expect to do so in the future.

HIPAA Impact:

HIPAA regulates employers in developing and maintaining a wellness program. Because HIPAA and ADA rules conflict with some areas of fitness programs, a few HR and legal types consider that wellness plans are an unsettled legal area. However, developing a legal wellness plan that meets the needs of employers and employees is possible and practical. Federal regulations require that provisions be made to accommodate participants who are unable to comply and control their health risks for medical reasons. Compliant provisions can be built in.

HIPAA rules envision two types of wellness programs. The first is a “process only” plan, which rewards employees for participating, regardless of results. The process only plan is not worth the effort to do it, because it promotes no progress toward fitness or better health.

The second type is the “results-based” program which we advocate as a part of our comprehensive fitness assistance program. It requires participants to demonstrate results in order to earn discounts or rewards or to avoid surcharges.

HIPAA requirements for results-based plans are:

• A reward may not exceed 20% of the cost of coverage under the plan;

• The personal fitness plan must be reasonably designed to promote health or prevent disease;

• Employees or dependents must have an opportunity to qualify for the benefit at least once per year;

• Reasonable alternatives must be offered to those who could not otherwise qualify for the benefits because a medical or genetic condition prevents achieving the target;

• The plan materials must disclose all of the terms, including the reasonable alternatives;

• The program must comply with all other federal laws (such as ADA) and state laws (such as any participation off-premises and after-hours in lawful activities that may conflict with wellness program requirements).

Primary Objectives:

The primary purpose of establishing and promoting a fitness program is not just to cut healthcare costs but to promote the fitness culture and to stimulate participant investment in their health, well being and longevity.

The Personal Fitness Plan will include the following features:

• Pre-start detailed health risk assessment;

• Comprehensive individual and group reports;

• Corporate risk analysis;

• Individualized fitness profile tracker;

• Personalized fitness and nutritional programs;

• Exercise and nutritional resources;

• Comprehensive online interactive program;

• On-site resources and screenings;

• Employee Assistance Program (EAP);

• Fun and effective corporate health challenges.

Financial Incentives:

Research has shown that strong financial incentives are necessary to get a high percentage of employees to effectively participate in the fitness culture.

Total annual incentives approaching the $500 range per employee usually generate good participation. Reward sums could be applied to reduce employee monthly premium contributions, plus other incentives for those who annually meet specified health goals.

Return On Investment:

What kind of return on investment might an employer expect? On the cost side, don’t look for any return before the third or fourth year. In the third, maybe the fourth, year you could start seeing a 3:1 ROI in the form of reduced healthcare claims. However, as the workplace fitness culture takes hold, you will start to see improvements in reduced absenteeism and in productivity gains that will magnify reduced cost benefits.

Once you have reviewed and are familiar with the options, go to the appropriate Health Plan Quote Request pages for an Individual Quote, or for a Family Quote or for a Group Quote. Follow the instructions that will help you to build an affordable fitness assistance program in conjunction with requesting the right health plan quote for you.

As you can see on our Longevity Guide pages, active pursuit of a fitness program not only improves the quality of life, but can also extend longevity by an average of six years or more. For more information, go to Longevity Fitness Factors.

For ideas on Medical Self Care Prevention, go to Self Care Prevention.

For ideas on Medical Affairs Management, go to Affairs Management.

If you have questions or need additional information, go to our Contact Us Page.

WARNING: NEVER CANCEL YOUR CURRENT INSURANCE UNTIL REPLACEMENT COVERAGE IS APPROVED AND IN PLACE.