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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 it will be the most cost-effective employee engagement tool that you have, as measured by you (not us) using the Validation Institute’s Benefits Engagement Survey Tool.
You may measure us against up to 6 other benefits. Quizzify guarantees that it will be, at a minimum, the second-most cost-effective.
This means, as you view the video or the slide below, that we will be at least the second-farthest “above the live” of any benefit measured over a 12-month period. If we are not, we will add six months free and then you resurvey based on the 18-month period.
If we still aren’t, we will refund enough of the fee, up to 100%, to achieve that distinction.
We fully expect to be the farthest above the line, but a company is wise to leave some wiggle room between what it thinks it can achieve and what it 100% guarantees it will achieve.
However, if you prefer a “straight” guarantee, the alternative guarantee is a one-year measurement in which we will be farthest above the line, subject to up to a 50% refund to move us to the left (as opposed to higher, which would be the case with six more months of free uses), into a position in which we are the most cost-effective.
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.