Employer Wellness Programs 101: EEOC's New Rules Under the ADA and GINA, ACA, HIPAA Requirements, Title VII and More.

Website https://bit.ly/2OIsR9Z | Edit Freely

Category Employee wellness programs;EEOC wellness program regulations;HIPAA requirements

Deadline: September 12, 2018 | Date: September 12, 2018

Venue/Country: Training Doyens 26468 E Walker Dr,Aurora, Colora, U.S.A

Updated: 2018-08-16 18:03:14 (GMT+9)

Call For Papers - CFP

In this webinar we will discuss what an Employee Wellness Program is, the different types of Wellness Programs and the different laws and regulations that come into play. While we will discuss the EEOC’s new rules under the ADA and GINA, we will also look at HIPAA requirements, as well as ACA, Title VII and interplay with workers’ comp and workplace safety issues in the workplace, and much more!

WHY SHOULD YOU ATTEND

Does your company offer an Employee Wellness Program? Employee wellness programs, if done correctly can be a win-win for employers, employees, and safety professionals, insurance carriers…well the list goes on! Conversely, if your company’s wellness program is not set up correctly it can spell trouble for you, no matter how well-meaning you may have been in setting up that program.

AREAS COVERED

• Intro/Overview: What is a Wellness Program

• HIPAA Rules/Obligations:

o Participatory v. Health Contingent Programs

o Nondiscrimination Rules, Exceptions

o ACA changes to HIPAA rules on wellness programs.

• EEOC’s ADA rules for employers:

o Reason for new rules: EEOC’s past stance unclear, little enforcement.

o What programs are covered

o Meaning of “voluntary” participation

o ADA Underwriting Safe Harbor

o Financial Incentives

o Confidentiality

o Other ADA Requirements.

• EEOC’s GINA regulations:

o Definitions:

2. “Genetic Information”

3. “Underwriting Purposes”

4. “Voluntary”

5. “Reasonably Designed”

o Employee Health Risk Assessments and GINA

o Spousal Health Risk Assessments and GINA

o GINA Title II Issues (Insurance)

o Additional rules

10. Interaction with HIPAA

• Other Considerations:

o Workers’ Comp Issues

1. Dual Capacity Exception

o Workplace Safety Issues – Can/should you combine with a workplace safety program?

3. Occupational Diseases – if applicable?

o ERISA

o COBRA

o ADEA

o Title VII

o FLSA

o Affordable Care Act

o Common Pitfalls

LEARNING OBJECTIVES

If your workplace Wellness Program is connected to a Group Health Insurance Plan, you will probably have requirements you must meet under the Health Insurance Portability and Accountability Act (HIPAA). But that’s not all. The EEOC in May issued final rules regarding the impact of the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA). Before you throw up your hands and walk away, join us and we will tell you how you can set up your Employee Wellness Program to get the maximum benefit and avoid the pitfalls.

WHO WILL BENEFIT

As with any Employment/HR subject, almost any industry should find this topic of interest, because all industries have employees.

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