Employee wellness programs are frequently a source of ulcer-causing angst for employers, but the Equal Employment Opportunity Commission (EEOC) is making moves to treat some of the underlying issues.
Late last week, the EEOC issued a proposed rule to amend Title II of the Genetic Information Non-Discrimination Act of 2008 (GINA) that would “allow employers who offer wellness programs as part of group health plans to provide limited financial and other inducements … in exchange for an employee’s spouse providing information about his or her current or past health status.”
