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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.
Quizzify 100% guarantees that we will be twice as cost-effective as an employee engagement tool than your average tool, as measured by you (not us) using the Validation Institute’s Benefits Engagement Survey Tool.
You may measure us against any 5 of 6 other benefits of your choosing, as noted in the first video. If we aren’t twice as effective as average, as in the second video, you can see how we refund your money!
Programs Should Do No HarmEmployee Health Program Code of Conduct:
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.