At Manufacturers Chemicals, based in Cleveland, Tenn., employees get $150 if they meet health goals established with a nurse, based on a semi-annual assessment of their health risks, including routine blood work. And just for participating in the assessment, employees get a $35 gift card to Walmart, said Melody Alexander, human resource manager.
But in order to keep offering those incentives — a major driver of participation in the company’s wellness program — and still be in compliance with a new federal law, the chemical manufacturer must strip the health risk assessment of questions related to genetic information, including family medical history.
Ms. Alexander said she worries that without that family history, “we can’t be as proactive. If an associate has a prior history of cancer in the family it’s not something we can head off at the pass and recommend they seek (screening) services through the chronic care program.”
PDF: GINA document
The Genetic Information Nondiscrimination Act, which went into effect last year, prohibits discrimination in employment decisions — like hiring, firing and promotions — based on genetic information. The law also doesn’t allow companies to offer incentives for employees to participate in health risk assessments if those surveys ask about family history.