Frank Morris, Jr., Member of the Firm, will co-present "Final EEOC Wellness Plan Regs Under ADA and GINA: Navigating the Interplay Between ADA, HIPAA and ACA Regs," a webinar hosted by Strafford Publications. 

Over the past few years, employers have revised wellness programs to comply with HIPAA and ACA regulations, but employers must now revisit their wellness programs to ensure compliancewith the EEOC’s Final Wellness Plan Regulations, which were issued on May 17, 2016. The EEOC’s regulations amend existing Genetic Information Nondiscrimination Act (GINA) rules and create new Americans with Disabilities Act (ADA) regulations.

The new EEOC Final Wellness Plan regulations require employers to notify employees about health information collected under the wellness program, how it will be used, and how confidentiality will be maintained. While the HIPAA and ACA wellness regulations are similar in many ways to the new EEOC regulations, there are subtle differences that employment counsel must understand to ensure that their clients are in compliance with both sets of laws.

This webinar will discuss the requirements of the new EEOC Final Wellness Plan regulations, their similarities to and differences from the HIPAA and ACA Wellness Plan regulations, and best practices for employers to ensure compliance with all applicable laws when designing and implementing employee wellness plans.

The panel will review these and other key issues:

  • What are the key requirements of the new EEOC Final Wellness Plan regulations?
  • How do the new EEOC Final Wellness Plan regulations clarify how to structure “voluntary” participation incentives?
  • How do the new EEOC Final Wellness Plan regulations mirror the HIPAA and ACA wellness plan final regulations? How do they differ?
  • How should employers interpret “reasonably designed” to promote health or prevent disease when designing their wellness program?

For more information, visit

Event Detail

Webinar (EDT)
Jump to Page

Privacy Preference Center

When you visit any website, it may store or retrieve information on your browser, mostly in the form of cookies. This information might be about you, your preferences or your device and is mostly used to make the site work as you expect it to. The information does not usually directly identify you, but it can give you a more personalized web experience. Because we respect your right to privacy, you can choose not to allow some types of cookies. Click on the different category headings to find out more and change our default settings. However, blocking some types of cookies may impact your experience of the site and the services we are able to offer.

Strictly Necessary Cookies

These cookies are necessary for the website to function and cannot be switched off in our systems. They are usually only set in response to actions made by you which amount to a request for services, such as setting your privacy preferences, logging in or filling in forms. You can set your browser to block or alert you about these cookies, but some parts of the site will not then work. These cookies do not store any personally identifiable information.

Performance Cookies

These cookies allow us to count visits and traffic sources so we can measure and improve the performance of our site. They help us to know which pages are the most and least popular and see how visitors move around the site. All information these cookies collect is aggregated and therefore anonymous. If you do not allow these cookies we will not know when you have visited our site, and will not be able to monitor its performance.