We've got your back.
Offering Quizzify as an alternative makes screenings/HRAs truly voluntary, and removes your program from EEOC jurisdiction. We indemnify you (or if you are a vendor, your customers) for any adverse judgments on cases brought by employees claiming that your wellness program includes “involuntary medical exams or inquiries” as defined under ADA or GINA.
This indemnification covers 80% of any award, up to ten times the total value of your Quizzify contract, following a $5000 per-incident deductible.
Validated by the World Health Care Congress’s Validation Institute.
We back up our promise to save money on employee healthcare costs with a guarantee that your savings will be more than double the amount you spend on Quizzify. In the statistically unlikely case it does not, we double the length of your contract for free or return up to 50% of our fees to make up the difference.
How does this work?
Through Quizzify, employees will make healthier decisions, bringing them closer to Choosing Wisely® and other evidence-based guidelines. Wiser employees make healthier decisions, improving your bottom line. Guaranteed.
Guarantee applies to programs with 1000+ employees for 2+ year contracts. The 50% cash-back guarantee offer is in lieu of other discounts.
Quizzify will be in the top 5% of the most cost-effective healthcare-related engagement tools you employ, as measured by the total vendor fee per employee visit to the employer’s health benefits or wellness portal.
The Fine Print: This calculation excludes all financial visits (people checking their 401ks etc.) and visits that employees are required to make. This also assumes similar incentives or “points” for Quizzify vs. other employee options.
Employee Privacy Protection Guarantee
Nothing matters more to us than your employees' privacy. Aside from gender, age, and tobacco usage, no personal health information is asked from, recorded, or divulged by Quizzify. Ever.
Employee Health Program Code of Conduct:
Programs Should Do No Harm
Our organization resolves that its program should do no harm to employee health, corporate integrity or employee/employer finances. Instead, we will endeavor to support employee well-being for our customers, their employees and all program constituents.
Employee Benefits and Harm Avoidance
Our organization will recommend doing programs with/for employees rather than to them, and will focus on promoting well-being and avoiding bad health outcomes. Our choices and frequencies of screenings are consistent with United States Preventive Services Task Force (USPSTF), CDC guidelines, and Choosing Wisely.
Our relevant staff will understand USPSTF guidelines, employee harm avoidance, wellness-sensitive medical event measurement, and outcomes analysis.
Employees will not be singled out, fined, or embarrassed for their health status.
Respect for Corporate Integrity and Employee Privacy
We will not share employee-identifiable data with employers and will ensure that all protected health information (PHI) adheres to HIPAA regulations and any other applicable laws.
Commitment to Valid Outcomes Measurement
Our contractual language and outcomes reporting will be transparent and plausible. All research limitations (e.g., “participants vs. non-participants” or the “natural flow of risk” or ignoring dropouts) and methodology will be fully disclosed, sourced, and readily available.
Learn more about the Employee Health Program Code of Conduct.