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Final Rules on Wellness Programs Under the ADA and GINA

The Equal Employment Opportunity Commission (EEOC) recently released final rules for employer wellness programs under the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA).
 
These new final regulations, which apply to wellness programs for plan years beginning on or after January 1, 2017, provide important guidance on compliance with the ADA and GINA. Unfortunately, there remain key areas where they do not align with the ACA wellness program rules.
 
Please click here, for a rundown of the final rules, including a summary of notable discrepancies between these and existing ACA directives. Additionally, EEOC final regulations, employer fact sheets, and Q&A guidance on both the ADA and GINA rules can be found here.
 
Note: This alert is of interest to employers that offer workplace wellness programs and who are subject to the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) - generally, employers with 15 or more employees.        
 
As always, please do not hesitate to reach out with any questions or concerns. For more ACA and Compliance information, click here.
 
Best Regards, 
 
Dannielle O'Toole, Esq.
Health Care Reform & Compliance Specialist
Marshall & Sterling Insurance
845-226-3083, ext. 2452
dotoole@marshallsterling.com

 

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