Migliaccio & Rathod LLP is investigating whether Aspirus Health employees were required to pay higher health-insurance premiums, lost employer health-plan contributions, or missed out on other health-plan benefits because of the combined effect of multiple wellness-program requirements.
Publicly available information indicates that Aspirus Health offers employees wellness incentives tied to participation in annual wellness activities. Available materials suggest that employees may be required to complete multiple wellness-program requirements—including biometric screenings, health assessments, and other activities—to qualify for the full value of available premium reductions or employer health-plan contributions.
These requirements may have included:
- completing a biometric screening;
- taking a health-risk assessment or medical questionnaire;
- meeting specified wellness-program deadlines;
- participating in health coaching or other wellness activities;
- completing additional wellness tasks throughout the plan year;
- allowing a spouse to complete wellness requirements; or
- satisfying multiple wellness-program conditions to receive the full available incentive.
Federal law places limits on the amount of financial incentives or penalties that may be tied to employer wellness programs. Questions may also arise regarding whether multiple wellness incentives should be combined when determining whether a wellness program complies with applicable federal requirements.
Employees may also be entitled to reasonable alternatives, clear notice of available alternatives, and the opportunity to earn the full available reward without satisfying every initial wellness requirement.
We Are Interested in Hearing From Current and Former Aspirus Health Employees Who:
- paid more for health insurance because they did not complete one or more wellness requirements;
- lost premium discounts, employer contributions, or multiple wellness incentives;
- were required to complete several different wellness activities to maintain lower premiums;
- were not informed that reasonable alternatives were available;
- completed an alternative but did not receive the full available benefit;
- lost benefits because a spouse did not participate;
- believe multiple wellness penalties were combined to increase their health-insurance costs; or
- believe the wellness program was confusing, unfair, or difficult to complete.
You may have rights even if the additional cost appeared on your paystub or benefits statement as a “wellness surcharge,” “premium differential,” “standard premium,” “non-wellness rate,” or the loss of multiple wellness incentives.
If you participated in Aspirus Health’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.