Originally Posted By: 99Saturn
Originally Posted By: strat81
Originally Posted By: 99Saturn
The same thing exists already in the health insurance arena for smoking and other things.
Many plans charge members more if they are smokers... actually, I guess you get a discount if you don't smoke. Last time I checked, my gf's plan was at least double the cost is you smoked. They gave you 4 to 6 months notice to stop or you paid the higher premium next year.
What kind of plan is that? Invididual, group, something else?
I've been at my current employer for over eight years and I've never had to answer any questions about my health, exercise habits, smoking habits, etc. Based on the payroll deductions and insurance payments I review, every individual is charged the same premium regardless of age, smoker, etc.
Granted, this is a sample size of 1...
That the setup at a fairly large corporation in the NY/NJ area.
Just to be clear, the company never said you
must tell us anything about your health or personal habits (smoking, drinking, eating, etc.). The company organized the benefits so that your cost every paycheck is X, but if you say you are not a smoker, it's X/2, or X-Y. There was nothing sold as individual employees are forced to pay more, but those that engage in this type of program pay less (granted IMO it's evident that some calculation was done that smokers cost more to insure
on average then non-smokers so the company baked in some additional cost to a premium to then provide the discount to some portion of the workforce).
Honestly though this is one among many out there that I have seen.
- I know one company that lowered your deductible every year you went though preventative healthcare appointments (yes your deductible eventually went to zero).
- Health screenings for stuff like cholesterol, BMI, etc. - typically what I have seen is a lower premium if you engage in getting the test, though I know at least 1 company that will have it reflect in premiums in the future. (Pretty much spot on to what DBMaster outlined above.)
- "Sharing the risk" with the type of plan (PPO, HMO, HDHP) the last two companies I have been at engaged in that.
- Reflection in cheaper premiums, credits to an HSA, or credits to the employee for engaging in wellness activities (heat walks, gym membership, weight watchers, etc.).
Sounds like a good way to handle things. Thank you for sharing.