Exam (elaborations)
AHM 510- Set 2 Questions And Answers Latest Update
- Course
- AHM-250
- Institution
- American Military University
AHM 510- Set 2 Questions And Answers Latest Update
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Q&AAHM 510- Set 2 Questions And
Answers Latest Update
Under HIPAA nondiscrimination rules, may a group health plan discriminate
against individuals based on health factors?
a. Yes, for eligibility, but not for benefits
b. Yes, for benefits, but not for eligibility
c. No, for neither eligibility nor benefits, and health factors are broadly
defined
d. No, for neither eligibility nor benefits, but health factors are very narrowly
defined - Answers c. No, for neither eligibility nor benefits, and
health factors are broadly defined
The primary focus of HIPAA nondiscrimination rules for wellness program
is...
a. Incentives
b. Mandatory participation
c. Disease screening
d. Employer funding - Answers a. Incentives
Wellness program A is part of a group health plan. Program B is not part of
a health plan but is itself considered a health plan. Program C is neither
part of a heath plan nor a health plan itself. Which is/are subject to HIPAA
nondiscrimination rules for wellness programs?
, Q&A
a. None of them
b. B only
c. A and B, but not C
d. All of them - Answers c. A and B, but not C
Which statement best summarizes the HIPAA/ACA nondiscrimination rules
for the use of incentives by wellness programs?
a. No incentives are permitted
b. No incentives based on health factors are permitted, but incentives
based on participation are allowed
c. Incentives based on participation are allowed, and incentives based on
health factors are allowed if certain requirements are met
d. Incentives may be offered based on health factors or participation,
without restriction - Answers c. Incentives based on participation are
allowed, and incentives based on health factors are allowed if certain
requirements are met
A wellness program requires an individual to achieve a specific health
outcome to obtain an incentive. This is...
a. A participatory program
b. An outcome-based program
c. An activity-only program
d. An achievement-based program - Answers b. An outcome-based
program
, Q&A
A wellness program requiring an individual to meet a health standard to
earn an incentive must
a. Offer the incentive to all employees but is not required to offer any
alternatives
b. Offer an alternative to an activity-only standard
c. Offer an alternative to an outcome-based standard
d. Offer an alternative to any health standard, whether activity-only or an
outcome-based - Answers d. Offer an alternative to any health
standard, whether activity-only or an outcome-based
The total dollar value of health-contingent incentives offered by a wellness
program cannot exceed
a. 15% of the health plan premium
b. 15% of the health plan premium, up to 30% for tobacco-related
incentives
c. 30% of the health plan premium
d. 30% of the health plan premium up to 50% for tobacco-related incentives
- Answers d. 30% of the health plan premium up to 50% for tobacco-
related incentives
Under HIPAA privacy and security rules, can employers access health
information obtained by a wellness program they sponsor?
a. Yes, employers may generally access any information obtained by the
program
b. Employers may generally access any information obtained by the
program as long as they work through a third-party administrator
, Q&A
c. Employers may access aggregated information about their workforce but
not individual information
d. No, employers may not access any health information from the program
- Answers c. Employers may access aggregated information about
their workforce but not individual information
What was the main change in the rules governing wellness programs made
by the HITECH Act?
a. Third-party administrators are now directly liable for violations of many of
the HIPAA rules that apply to health plans
b. Participatory programs are now subject to the same rules as health-
contingent programs
c. The cap on incentives is now 30% of the health plan premium
d. Health-contingent incentives are allowed only if they result in benign
discrimination - Answers a. Third-party administrators are now
directly liable for violations of many of the HIPAA rules that apply to health
plans
The Genetic Information Nondiscrimination Act (GINA)
a. Prohibits discrimination based on a person's genetic information but
does not restrict acquisition and disclosure of such information
b. Defines "genetic information" very narrowly as only the results of genetic
tests performed on an individual
c. Is designed to prevent discrimination in both health coverage and
employment
d. Prohibits discrimination in group health plans but not individual insurance
products - Answers c. Is designed to prevent discrimination in both
health coverage and employment
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