CompuCom

  www.compucom.com
  www.compucom.com

CompuCom Jobs & Careers in Dallas, TX

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5 days ago

Security Strategy Consultant – easy apply

Compucom Dallas, TX

This position requires strong theory background, knowledge and operational experience in information technology security across a broad… Compucom


11 hrs ago

Service Desk Mgr – new

CompuCom Dallas, TX

• Responsible for SLA performance and continuous improvements / corrective actions to ensure positive SLA trending. • Responsible for KPI… CompuCom


CompuCom Reviews

539 Reviews
2.6
539 Reviews
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CompuCom President and CEO James W. Dixon
James W. Dixon
256 Ratings
  1.  

    Company's 'Wellness Program' May Actually Be Illegal

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Dallas, TX
    Current Employee - Anonymous Employee in Dallas, TX

    I have been working at CompuCom full-time (more than 3 years)

    Pros

    Employers certainly may have voluntary wellness programs -- there’s no dispute about that -- and many see such programs as a positive development

    Cons

    This company requires employees to have a biometric screenings and charges you surcharges (penalty) every pay period if you do not meet their requirements. Also the ranges set for these tests are not the same as the national standards for these health tests, so more people fail and they can charge the employee the surcharges every pay period.

    The EEOC contends that the biometric testing and health risk assessment constituted ‘disability-related inquiries and medical examinations’ that were not job-related and consistent with business necessity as defined by the Americans With Disabilities Act (ADA)," the EEOC said in a statement. "These alleged actions and severe consequences for not providing prohibited information as part of its ‘wellness program’ violate Title I of the ADA, which prohibits disability discrimination in employment, including making disability-related inquiries.

    But they have to actually be voluntary. They can't compel participation in medical tests or questions that are not job-related and consistent with business necessity by canceling coverage or imposing enormous penalties such as shifting 100% of the premium cost onto the back of the employee who chooses not to participate. Having to choose between complying with such medical exams and inquiries, on the one hand, or getting hit with cancellation or a penalty, on the other hand, is not voluntary and not a choice at all.

    It’s certainly a worthwhile effort – up to a point. But then there are the health “risk assessments.” So-called “health fairs” or “biometric screenings” can pry into personal medical histories – and may be illegal.

    The U.S. Equal Employment Opportunity Commission (EEOC) has filed lawsuits against two companies this year, claiming some medical exams and non job-related lifestyle inquiries violate the Americans with Disabilities Act (ADA).

    Advice to ManagementAdvice

    Offer "voluntary wellness programs" and stop surcharging the employees if they do not meet your requirements before EEOC files lawsuits against company.

    "Employers certainly may have voluntary wellness programs -- there’s no dispute about that -- and many see such programs as a positive development," said an attorney for the EEOC. "But they have to actually be voluntary. They can't compel participation in medical tests or questions that are not job-related and consistent with business necessity by canceling coverage or imposing enormous penalties such as shifting 100% of the premium cost onto the back of the employee who chooses not to participate. Having to choose between complying with such medical exams and inquiries, on the one hand, or getting hit with cancellation or a penalty, on the other hand, is not voluntary and not a choice at all."

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

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