Even war has a code of conduct. Why shouldn’t wellness?
Why should vendors like Wellsteps be allowed to harm employees…and win awards for it? The answer, of course, is that they shouldn’t. Conversely, vendors that benefit employees, respect their dignity, and measure outcomes validly should be recognized and applauded.
We invite everyone to read the Employee Health Program Code of Conduct, just posted by Rosie Ward, and a joint offering of WELCOA, They Said What, and Salveo Partners. This is Version 1.0, of the “First, do no harm” variety.
While They Said What and Quizzify are separate entities and normally this blog doesn’t speak for Quizzify, I can assure everyone that Quizzify will be incorporating the Code of Conduct directly into our contracts, as a key contractual term, meaning that if we don’t adhere to it, we are in breach. We urge other vendors to follow suit, and purchasers to insist on its inclusion in contracts.
While everyone should read Rosie’s full posting for the “back story,” the actual verbiage is as follows:
The Employee Health Program Code of Conduct: Programs Should Do No Harm
Our organization resolves that its program should do no harm to employee health, corporate integrity or employee/employer finances. Instead we will endeavor to support employee well-being for our customers, their employees and all program constituents.
Employee Benefits and Harm Avoidance
Our organization will recommend doing programs with/for employees rather than to them, and will focus on promoting well-being and avoiding bad health outcomes. Our choices and frequencies of screenings are consistent with United States Preventive Services Task Force (USPSTF), CDC guidelines, and Choosing Wisely.
Our relevant staff will understand USPSTF guidelines, employee harm avoidance, wellness-sensitive medical event measurement, and outcomes analysis.
Employees will not be singled out, fined, or embarrassed for their health status.
Respect for Corporate Integrity and Employee Privacy
We will not share employee-identifiable data with employers and will ensure that all protected health information (PHI) adheres to HIPPA regulations and any other applicable laws.
Commitment to Valid Outcomes Measurement
Our contractual language and outcomes reporting will be transparent and plausible. All research limitations (e.g., “participants vs. non-participants” or the “natural flow of risk” or ignoring dropouts) and methodology will be fully disclosed, sourced, and readily available.