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 StraffordPub.com.