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April 24, 2015 | Compliance

EEOC Proposed Rule to Amend the ADA for Wellness Programs

After several long years hoping for the EEOC to take a clear stance on wellness incentive programs, things are in motion and the final roadblock to the widespread adoption of effective programs is being removed.

On Thursday, April 16, the U.S. Equal Employment Opportunity Commission (EEOC) published a Notice of Proposed Rulemaking (NPRM). This rule would provide the guidance to both employees and employers about wellness programs offered as part of the employer’s group health plan which comply with the Americans with Disabilities Act (ADA) and the Health Insurance Portability and Accountability Act (HIPAA).

A week later, on Thursday, April 23, Bravo held a webinar for clients, brokers, prospects, and competitors. It had the largest turnout of any webinar we have hosted to date. The presentation provided information on this recent publication, an EEOC guidance timeline, and samples of non-compliant and compliant plan designs, among other things. Attendees were encouraged to let their voices be heard by commenting on the proposed rule and help bring clarity to the final regulations.

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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