Employer Wellness Programs: EEOC's New Rules under the ADA and GINA 2016

Key Topics

• HIPAA Rules/Obligations
  • Nondiscrimination Rules, Exceptions
  • Participatory v. Health Contingent Programs
  • ACA changes to HIPAA rules on wellness programs
• Intro/Overview: What is a Wellness Program
• EEOC`s GINA regulations
  • Employee Health Risk Assessments and GINA
  • Definitions
  • GINA Title II Issues (Insurance)
  • Spousal Health Risk Assessments and GINA
  • Additional rules - Interaction with HIPAA
• EEOC`s ADA regulations
  • What programs are covered
  • Reason for new rules: EEOC`s past stance unclear, little enforcement
  • ADA Underwriting Safe Harbor
  • Meaning of "voluntary" participation
  • Confidentiality
  • Financial Incentives
  • Other ADA Requirements
• Other Considerations
  • Workplace Safety Issues - Can/should you combine with a workplace safety program? Occupational Diseases - if applicable?
  • Workers` Comp Issues - Dual Capacity Exception
  • COBRA
  • ERISA
  • Title VII
  • ADEA
  • Affordable Care Act
  • FLSA
  • Common Pitfalls

Who should Attend

• Any employer who offers or is considering offering an Employee Wellness Plan or Program
• Benefits Administrators/Coordinators, Human Resources, Comptrollers, CFO`s, CEO`s, Senior Managers, Compensation Officers