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On Aug. 20, the Eleventh Circuit upheld a ruling by the U.S. District Court for the Southern District of Florida that an employer group health plan’s wellness program did not violate the Americans with Disabilities Act’s (ADA’s) prohibition on nonvoluntary medical examinations and disability-related inquiries because the program falls within the ADA’s safe harbor for bona fide benefit plans. Seff v. Broward County, No. 11-12217 (11th Cir. Aug. 20, 2012).
Background
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Providing working parents with time and resources to care for their children during times of illness offers returns in the forms of productivity and retention.
Benefits that effectively support employee caregivers have a dramatic impact on their ability to remain healthy and productive at work.
A combination of benefits, education and career training help arm women with the support, education and skills they need to be successful in the workplace.
Novo Nordisk will cut prices for Ozempic and Wegovy by up to 50% next year, prompting employers to plan for rising use and manage benefits costs.
When personalized, holistic financial offerings are available and well communicated, employee productivity, retention and recruitment improves.
