May
17
2016
EEOC's Final Rule on Wellness Programs
Published in Blog
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.
