While a recently proposed rule from the Equal Employment Opportunity Commission aims to clarify how the Americans with Disabilities Act applies to wellness programs that are part of a group health plan potentially easing fears employers may have about their wellness programs running afoul of the EEOC many organizations are already re-examining their wellness strategies and even re-defining what they consider to be wellness initiatives.
Traditional wellness programs focused on biometric screenings, health risk assessments and other efforts related to physical health remain popular, but are slowly giving way to more nontraditional wellness benefits such as paid time-off, parenting classes, leadership training and communication and community volunteer projects.
