I like wellness now.
This is not an April Fool’s joke. Wellness 3.0 — the 401W Savings Plan — solves the major problems of wellness:
- Voluntary — yes (for real, not “voluntary” as in “drag you off the airplane”);
- Popular — well, probably not unpopular, which is a huge advantage over current configurations;
- Effective — hey, it can’t be less effective than current offerings, and is likely to be more effective since incentives are totally aligned;
- Affordable — yes. This is affordable because screening is done according to USPSTF guidelines, which means infrequently, which offers considerable savings;
- Consistent with Code of Conduct — yes. It would still be possible to violate it using Wellness 3.0, but you’d have to try very hard.
It has many other attributes as well, as the article shows. Cheating would no longer be an issue because no one would need to cheat. No PHI, meaning no HIPAA issues. No EEOC concerns, not that the EEOC cares about employees any more. And retention should increase.