DOL v. Macy’s

These are not black-and-white issues. An employer's benefit plan has to effectively attract and retain talent. But if the benefit plan is so rich that it could cost company profits and threaten the company’s viability, most would agree that it should've done more to control cost.

Bravo’s Take on the Preserving Employee Wellness Program Act, which would allow employers to impose penalties on employees who decline to participate in genetic testing tied to workplace wellness programs.

I and many others were surprised to see the ADA and GINA regulations extend the 30 percent maximum to individuals outside of the health plan. Now, the 30 percent isn’t “out of your benefit plan,” it could be “out of your paycheck.”

The EEOC has issued its final rules to amend the regulations implementing Title II of GINA, and its final rule to amend Title I of the ADA. As we continue to review these updates, we wanted to immediately make you aware of the key elements.

The protection of personal health information (PHI) is the most crucial element in workplace wellness programs. There is another layer equally valuable: the accuracy of data.

Have concerns regarding the compliance of your current wellness plan? Read more to learn about what regulations are out there that could potentially impact the development and implementation of your program.

A Response to Proposed Equal Employment Opportunity Commission Regulations on Employer-Sponsored Health, Safety, and Well-Being Initiatives

Most often, employers are unable to segment the population into groups that need annual screenings and those that don’t. Here's why, and what you can do about it.

While it was the Honeywell case that gleaned most of the attention and caused a stir given its clear compliance with the Affordable Care Act (ACA), this particular case, EEOC v. Flambeau Inc., was viewed by many as significant because it highlighted a noteworthy gray area.

We’ve been anticipating proposed amendments to GINA (Genetic Information Nondiscrimination Act of 2008) for some time now. They were released Thursday October 29, 2015 and there is a 60 day period for public comment. Here's what you need to know.

"I suppose the world will always have “schemers” but when it comes to wellness programs and incentive designs, I’ve yet to meet anyone who set out on a mission to disguise a cost-shift as a wellness i