Migliaccio & Rathod LLP is investigating whether IDEX Corporation employees were required to pay higher health-insurance premiums, lost premium discounts, employer contributions, or other health-plan benefits because they did not complete certain wellness-program requirements.
Publicly available information indicates that IDEX Corporation offers employee wellness incentives across its operating companies that may affect health-insurance premiums, employer Health Savings Account (HSA) contributions, or other health-plan benefits. Available materials suggest that employees may be required to complete biometric screenings, health-risk assessments, or other wellness activities to qualify for reduced health-plan costs or employer contributions. Additional plan documents may further explain the specific wellness requirements applicable to employees across IDEX’s various business units.
These requirements may have included:
- completing a biometric screening;
- taking a health-risk assessment or medical questionnaire;
- meeting targets for blood pressure, cholesterol, glucose, weight, or BMI;
- participating in health coaching or wellness activities;
- earning a required number of wellness points;
- submitting medical information by a particular deadline; or
- completing other wellness-program requirements necessary to receive the full premium discount or employer contribution.
Federal law places limits on how employers and health plans may use wellness programs to charge employees different amounts for health coverage. In many circumstances, employees must be given a reasonable alternative way to earn the same reward or avoid the same penalty. Employees may also be entitled to clear notice of that alternative and, after completing it, the full value of the discount or benefit.
Additional protections may apply when a wellness program requires medical examinations, disability-related questions, or information collected through health-risk assessments.
We Are Interested in Hearing From Current and Former IDEX Corporation Employees Who:
- paid more for medical coverage because they did not complete a wellness requirement;
- lost a premium discount, employer contribution, or wellness incentive;
- did not complete a biometric screening, health assessment, or other required wellness activity;
- were not told that an alternative was available;
- requested an alternative but were denied or delayed;
- completed an alternative but did not receive the full discount or benefit;
- were required to provide medical information they did not wish to disclose; or
- believe the wellness program was confusing, unfair, or difficult to complete.
You may have rights even if the additional charge appeared on your paystub as a “wellness surcharge,” “premium differential,” “non-wellness rate,” “standard premium,” or as the loss of a premium discount or employer contribution.
If you participated in IDEX Corporation’s health plan and were affected by its wellness program, please contact Migliaccio & Rathod LLP. There is no charge to speak with us, and there is no obligation to take legal action.
If you believe you encountered these issues, we would like to hear from you. Please complete the contact form on this page, send us an email at [email protected], or give us a call at (202) 470-3520.
Migliaccio & Rathod LLP is a Washington, D.C.-based law firm that represents consumers and employees in class-action lawsuits nationwide.