April 20, 2015 | Compliance

EEOC Issues Positive Proposal for Wellness Programs

Last Thursday, April 16, the U.S. Equal Employment Opportunity Commission (EEOC) issued a highly-anticipated preliminary rule on workplace wellness programs and their impact on the Americans with Disabilities Act (ADA).

Bravo Wellness applauds the EEOC’s proposed rule for reflecting a fair balance of equipping employers with meaningful tools to mitigate rising healthcare costs and promote better health in the workplace, while protecting the privacy rights of their employees. Although a few questions and inconsistencies with the Affordable Care Act (ACA) and Health Insurance Portability and Accountability Act (HIPAA) regulations remain, this is a clear sign to employers that the EEOC supports their efforts to control costs and improve the lives of workers and their families.

“There is a growing body of evidence that proves meaningful incentives will frequently cause those who typically decline participation in wellness programs to get engaged, stay engaged and to reduce their chronic risk factors,” said Jim Pshock, Bravo Wellness Founder and CEO. “The EEOC guidance removes the final compliance barrier many employers feared, and will result in greater adoption of these win/win program designs.”

Click here to read the full press release.


Topics: Compliance

On January 30, 2018, Bravo’s Founder and CEO, Jim Pshock and John R. Hickman and Tami Simon, JD. had a great discussion regarding the court decision on the AARP lawsuit of the EEOC, and what it means for employers.

By Tony Bodak, Bravo’s Vice President of Business Process Improvement In employer wellness program circles, there is wide, ongoing discussion around these questions: “What does wellness mean?” “Why and how should employers invest in it?” and “What business value can it generate?”

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