Implementing The Equal Employment Provisions Of The Americans With Disabilities Act

992 WordsSep 13, 20154 Pages
Introduction Many companies that provide health insurance offer wellness programs that encourage healthier lifestyles. To participate in these wellness programs, employees may be required to undergo health risk assessments that measure body weight and cholesterol, blood glucose, and blood pressure levels. Some programs offer employees financial and other incentives to encourage them to participate. Earlier this year the U.S Equal Employment Opportunity Commission (EEOC) issued a proposed rule to help clear up any confusion over using financial incentives in worksite programs. The proposal will amend regulations implementing the equal employment provisions of the Americans with Disabilities Act (ADA) to address the interaction between Title I of the ADA and financial incentives as part of wellness programs offered through employer group health plans (Wilkie, 2015). Summary According to the article, the proposal provides what an EEOC press release described as much needed guidance to employers and employees about how wellness programs offered as part of an employer’s group health plan can comply with the ADA consistent with provisions governing wellness programs in the Health Insurance Portability and Accountability Act (HIPAA), as amended by the Affordable Care Act (ACA). The ADA limits the circumstances in which employers may ask employees about their health or require them to undergo medical examinations. It allows such inquiries and exams if they are voluntary and part

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