May
17
2016
EEOC's Final Rule on Wellness Programs
On Monday, May 16, 2016 the US Equal Employment Opportunity Commission (EEOC) issued the anticipated final rule on how existing anti-discrimination laws, specifically the Americans with Disabilities Act (ADA) and Genetic Information Nondiscrimination Act (GINA) will work with corporate wellness programs that require sensitive medical information.
This is what employers need to know-
1- The final ruling confirmed that wellness programs participation is considered voluntary as long as incentives are capped at 30% of the cost of an employee-only health insurance coverage.
2- Employers still have an obligation to comply with the Health Information Portability and Accountability Act (HIPAA) and the Affordable Care Act (ACA).
3- The final rules go into effect in 2017.
This is what employers need to know-
1- The final ruling confirmed that wellness programs participation is considered voluntary as long as incentives are capped at 30% of the cost of an employee-only health insurance coverage.
2- Employers still have an obligation to comply with the Health Information Portability and Accountability Act (HIPAA) and the Affordable Care Act (ACA).
3- The final rules go into effect in 2017.
To learn more, you can read this article from the Wall Street Journal, or you can read the actual rule from the Federal Register here.
Staying abreast of the ever-evolving wellness rules and regulations is another advantage of working with a corporate wellness vendor. If you are currently in the market for a quality team to improve your company's wellness culture, we'd love to talk. Click here to send me an email to learn more.
