3 ms·

These program will all be illegal at the end of the year anyway, so don't invest much in hacks.

_jal 9y ago
I certainly hope so. Fuck that, the insurer chosen by my company doesn't get to be this intrusive with me. I simply do not trust them. My current insurance hasn't tried this yet, but I'm sure they will. They're going to hate me by the time I get done redlining the agreement and sending it back, and that's just for starters. We are going to see a ton of tertiary effects of all this data sloshing around, and I really don't think people are going to like them. Especially wrt insurance and invasive surveillance like this. To drive, the state requires it, and so any time-and-place data and so on will be effectively legally required to be shared under whatever terms insurance companies choose.
avhon1 9y ago
Do you have a source on that? Also, what country?
- intrasight 9y ago
  Best thing is to google "ada aarp eeoc gina" for timeframe of last few months. An example https://www.provanthealth.com/industry-trends/2018/3/26/whats-happening-with-aarp-vs-eeoc-on-march-30 https://www.provanthealth.com/industry-trends/2018/3/26/what... "In the fall of 2016, the AARP brought suit on behalf of its members, arguing that the ADA and GINA regulations are inconsistent with Congress’s statutory requirement that employers’ wellness programs be “voluntary.” The AARP argued its members were injured by being forced to pay higher health insurance costs to avoid disclosing personal health information. In the fall of 2017, the U.S. District Court for the District of Columbia granted summary judgment to the AARP, holding that, although the term “voluntary” was ambiguous in the ADA’s and GINA’s statutes, the EEOC’s interpretation of the term was not supported by a reasoned explanation and therefore was not entitled to the Court’s deference." http://www.psfinc.com/articles/aarp-vs-eeoc-lawsuit-update-still-no-clarity/ http://www.psfinc.com/articles/aarp-vs-eeoc-lawsuit-update-s... "If the current court order stands, wellness programs may not be allowed to tie incentives to wellness programs subject to the ADA or GINA."

_jal 9y ago

I certainly hope so. Fuck that, the insurer chosen by my company doesn't get to be this intrusive with me. I simply do not trust them. My current insurance hasn't tried this yet, but I'm sure they will. They're going to hate me by the time I get done redlining the agreement and sending it back, and that's just for starters. We are going to see a ton of tertiary effects of all this data sloshing around, and I really don't think people are going to like them. Especially wrt insurance and invasive surveillance like this. To drive, the state requires it, and so any time-and-place data and so on will be effectively legally required to be shared under whatever terms insurance companies choose.

avhon1 9y ago

Do you have a source on that? Also, what country?

intrasight 9y ago
Best thing is to google "ada aarp eeoc gina" for timeframe of last few months. An example https://www.provanthealth.com/industry-trends/2018/3/26/whats-happening-with-aarp-vs-eeoc-on-march-30 https://www.provanthealth.com/industry-trends/2018/3/26/what... "In the fall of 2016, the AARP brought suit on behalf of its members, arguing that the ADA and GINA regulations are inconsistent with Congress’s statutory requirement that employers’ wellness programs be “voluntary.” The AARP argued its members were injured by being forced to pay higher health insurance costs to avoid disclosing personal health information. In the fall of 2017, the U.S. District Court for the District of Columbia granted summary judgment to the AARP, holding that, although the term “voluntary” was ambiguous in the ADA’s and GINA’s statutes, the EEOC’s interpretation of the term was not supported by a reasoned explanation and therefore was not entitled to the Court’s deference." http://www.psfinc.com/articles/aarp-vs-eeoc-lawsuit-update-still-no-clarity/ http://www.psfinc.com/articles/aarp-vs-eeoc-lawsuit-update-s... "If the current court order stands, wellness programs may not be allowed to tie incentives to wellness programs subject to the ADA or GINA."