How to Protect Employees While Promoting Health and Well-Being

The EEOC safe harbor protecting the use of 30% of premium for wellness incentives that are tied to an exam and disability-related questions has been vacated since January 1. In a nation where health risks and chronic conditions are the norm, not the exception, we can see that the wellness industry is seeking a balance between protecting employee privacy and promoting well-being. Join this session to learn the latest information from the EEOC on the regulations to employer health promotion programs and what employers can do to inspire personal improvement in their populations. Session attendees will walk away with before and after comprehensive health promotion program designs to guide their wellness program strategy, interventions and incentives. After completing this session, participants will be able to: (1) Receive answers to frequently asked questions regarding the vacated EEOC 30% safe harbor (including questions regarding spousal inclusion, how the 30% applies to wellness program design, and primary care exams); (2)Gain perspective on the EEOC regulations for ADA and GINA as they apply to comprehensive wellness program design; and (3) Obtain practical examples of comprehensive wellness program designs that can be used in the midst of the vacated 30% safe harbor.