Time for a Wellness Check on your Wellness Program? New EEOC Regulations Could Diagnose Need for Change

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In light of new rules from the Equal Employment Opportunity Commission (EEOC), employers should examine their wellness programs now (and during open enrollment for next year) to determine the potential impact of the final regulations, as many wellness programs will need to be changed to comply with the new rules.

In May, the EEOC published its much anticipated final regulations implementing the Genetic Information Nondiscrimination Act of 2008 (GINA) and the Americans with Disabilities Act (ADA), as those laws relate to employer-sponsored wellness programs. The most significant changes under the EEOC’s final rules require compliance for plan years beginning on or after January 1, 2017, but some clarifications are effective immediately.

Please see full publication below for more information.

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DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations. Attorney Advertising.

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