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Viverae wellness primes its own pump for an EEOC wellness lawsuit

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Viverae

Category:  Wellness

Short Summary of Company:

“Viverae gives our clients a platform for managing healthcare costs by motivating their employees to make healthy choices. Our comprehensive wellness programs address your organization’s goals to meet your employees where they are.”

Materials Being Reviewed:

viverae

viverae500

Questions for Viverae:

General:  What customers have actually signed up for this and are willing to admit it?

ANS: Refused to answer

Provision #2: Since your biometrics are out of compliance with USPSTF guidelines, wouldn’t a customer be risking an EEOC lawsuit by “requiring” every employee to do this against their will, subject to a large fine?

ANS: Refused to answer

Provision #4: Isn’t this the same as saying “If you sign up for two years, we’ll give you a third year maybe at a 20% discount if you do everything perfectly, but by doing so you waive your right to cancel after one or two years” ?

ANS: Refused to answer

Provision #5: Has any customer of Viverae or any other wellness vendor with 1000 or more employees completed HRAs and submitted to biometric screens at a 100% rate, as you require in Provision #2?

ANS: Refused to answer

Provision #6: How could a health plan get a positive return on this program by offering people $720 apiece, when wellness-sensitive medical events account for less than $200/person in claims spend?

ANS: Refused to answer

Speaking of Provision #6, if your very own website says savings are $500/person (I’d be curious what legitimate academic research supports that), how can you guarantee savings when the cost of the incentive alone is $720?

 ANS: Refused to answer

 

 


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