It also means Viverae determines how much money Viverae saved, with no oversight. Quizzify doesn’t collect or store private health information, so HIPAA doesn’t apply.) (In all fairness to Viverae, most wellness vendors are not HIPAA-compliant. Since Viverae is not HIPAA-compliant, that creates a HIPAA issue. Goofus: Viverae’s Clause #7 requires all carriers and PBMs for all years to turn over all employee-identifiable claims files. We believe that the program should be attractive enough that you don’t need to force employees to participate. Gallant: Quizzify requires a minimum incentive of only $100. Goofus: Viverae’s employee incentive/penalty requirement in Clause #6 is the “maximum allowed by law.” Gallant: Quizzify offers a straight 100% satisfaction guarantee if the number of eligible employees is too small to measure savings objectively. Goofus: Viverae’s Clause #5 requires a minimum number of 1000 employees, making it off-limits to more than 98% of America’s employers. Gallant: Quizzify’s guarantee is 100% in all years, not 20% in year 3. Gallant: Quizzify’s price list offers customers discounts exceeding 6.7% a year for multiyear contracts anyway, even before any guarantee, and allows not-for-cause termination for a small upcharge. So basically they are saying: “If you sign up for 3 years with no ‘out’ clause, we might possibly give you a guarantee worth 6.67%/year on average, assuming we measure validly.” Goofus: Viverae’s Clause #4 requires you to not only sign up for 3 years to get this 20% guarantee in the third year only, but also to waive your rights to early termination. Gallant: Quizzify assumes its customers know that a year has 12 months in it, so this clause isn’t part of our guarantee. Goofus: Viverae’s Clause #3 would seem fairly self-evident–except that in wellness, as the example at the end of this posting* shows, some wellness vendors don’t know there are 12 months in a year. Gallant: Quizzify guarantees no EEOC lawsuits, and actually indemnifies against them. You might as well just send a memo to your employees with the phone number of the EEOC and tell them to sue you. You can’t “require” employees to do biometric screens. Goofus: Viverae’s Clause #2 is an EEOC violation. Gallant: Quizzify offers the guarantee even if you want to tweak the program design. Goofus: Viverae’s Clause #1 doesn’t allow any leeway in program design. Here is Viverae’s guarantee, which we will review clause by clause: (That’s a polite phrasing of what the emails said, and of course we are nothing if not polite.) It provides an excellent opportunity to learn how to read a guarantee with a discerning eye, and we thank Viverae for offering it and hope they too are able to gain some insights from our analysis of it. Nonetheless, through the years a number of people have sent it to us and asked for our help interpreting it. Honestly, we don’t even know if Viverae still offer theirs. Viverae’s and Quizzify’s guarantees lend themselves to this type of comparison. Goofus and Gallant is a Highlights for Children feature contrasting different behaviors.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |