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Warner Norcross + Judd LLP is a corporate law firm with over 230 attorneys serving clients in nine offices throughout Michigan. Among the largest law firms in Michigan, Warner works in virtually all areas of business law.

Michigan Law Firm - Warner Norcross + Judd LLP

Stephanie Grant specializes in employee benefits matters, with an emphasis on health and welfare plans.  Stephanie has been in practice since 2008.  

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Employers offer wellness plans to attract and retain talent, and also to help employees manage their own health in a cost effective manner for both the employer and employee.

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What have you seen employers do that works?

When employers engage employees to think about their health through the use of tools and onsite health screenings – it really works and makes a huge difference for the employees. Some of the onsite services include biometric screenings and flu shots, and, when combined with monetary incentives, it’s a win-win for both the employer and the employee. For employers, these programs help reduce healthcare costs in premiums to insurance companies or in the amount and nature of the claims. For employees, it helps them take control of their health so it’s not an inconvenience. These services result in employees missing fewer work hours for doctor appointments and sick days, thus increasing productivity.

What do employers do that doesn’t work?

Employer plans that overwhelm employees often don’t work well. Inundating employees with too many tools, initiatives or information all at once isn’t helpful. Instead, employers should create a strategy around a wellness plan rollout that engages employees consistently throughout the year. 

Are there any traps for well-meaning employers to avoid when they start a wellness program or new initiative?

From the benefits perspective, every wellness program must comply with federal laws such as the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA). For example, some employers require employees to complete certain health-related activities in order to receive rewards under the employer’s wellness program.  However, the ADA requires employers to offer a reasonable alternative to any individual who may have a condition that makes it impossible for him or her to meet the requirements for the reward.  If an employer’s wellness program includes a health risk assessment, GINA generally prohibits asking questions about the employee’s family health history. 

Is there any expectation regarding changes to wellness programs under the Trump administration? 

Most likely, we will see changes in the employee benefits and wellness industries. Right now, however, we cannot speculate exactly what those changes will be.

What resources do employers use to develop wellness programs? 

Employers go to three main sources to assist them in designing, implementing and maintaining their wellness programs: legal counsel, benefits consultants and insurance brokers.

Why do lawyers get involved with wellness programs?

Many compliance issues may arise with wellness programs for employers. Laws regulate what employers can and cannot ask or implement. Employers need to know these laws and comply with them in order to launch and maintain a successful wellness program.

You will be speaking about wellness at the Warner's HR Seminar in May. Can you give us a hint about what you’ll be talking about?

Yes, I’m speaking on the topic of wellness on May 23. I will be addressing the various ways to design a compliant wellness program that works for employers and employees. It will be a fun interactive learning environment where I’ll touch on the major dos and don’ts of wellness programs. I look forward to seeing a lot of clients and colleagues there!

Senior Counsel

Stephanie H. Grant

Employee Benefits

Attorney Spotlight: Stephanie Grant on Wellness Programs

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Attorney Spotlight: Stephanie Grant on Wellness Programs

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