Final Wellness Program Regulations from the EEOC: New Rules and Challenges in Design and Administration

Event ID:14870

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DL Only                 $349.00 includes DL and materials
Duration: 90 minutes including question and answer period.
Presenter: Christine Williams, founder, Health Plan Plain Talk
Price: $349.00, DL includes full audio presentation, question and answer session, and presentation slides.
CE Credits: This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
Who Should Attend? HR, employee benefits, financial officers, in-house counsel, and CEOs

The wellness program compliance landscape is on the verge of significant changes. Under the HIPAA wellness nondiscrimination rules that took effect in 2014, many new requirements were added and new options for incentives were made available. Now the Equal Employment Opportunity Commission (EEOC) has issued new final regulations under the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) that will require plan sponsors to review their wellness programs for compliance with the EEOC guidance and, perhaps, revise their programs. Unfortunately, the new EEOC regulations do not always allow the same wellness program designs as the HIPAA regulations. The new EEOC regulations will take effect on the first day of the first plan year beginning on or after January 1, 2017, leaving a relatively short time to examine wellness programs and make any necessary changes.

Join Christine Williams, senior counsel at Perkins Coie LLP, as she reviews the new EEOC regulations, compares them to the HIPAA regulations, and highlights areas that may require change.


Just a sampling of what will be covered:

  • How do the new EEOC regulations define a voluntary wellness program?
  • How do the new EEOC regulations differ from the HIPAA regulations?
  • What are the differences between the maximum permissible incentives under the new EEOC regulations and the HIPAA regulations, and can a wellness program be designed to comply with both?
  • How are incentives for spouses of employees handled under the new EEOC regulations?
  • How do the two sets of regulations affect smoking cessation incentives?
  • What new notice requirements have the EEOC regulations added?
  • What confidentiality and privacy requirement have been added by the new EEOC regulations?


Your conference leader for “Final Wellness Program Regulations from the EEOC: New Rules and Challenges in Design and Administration” is Christine Williams. Ms. Williams has worked in the employee benefits field since 1987, both in private practice and as in-house counsel to a Fortune 100 company, and recently founded, an online resource for benefit plan sponsors and employee benefit professionals. She has extensive experience with all types of health and welfare plans, and was the editor and a contributing author of HIPAA Portability, Privacy, & Security, published by the Employee Benefits Institute of America (EBIA), a division of Thomson Reuters, and is now a contributor to that publication. She was a contributing author of Health Care Reform for Employers and Advisors, also published by EBIA. She has provided advice on HIPAA, health care reform, and benefit plan compliance to a wide range of health plans, employers that sponsor health plans, and business associates, and she regularly teaches seminars for employee benefit professionals. Before moving into employee benefits, Ms. Williams was a trial attorney at the U.S. Department of Justice and an assistant professor at the University of Maryland School of Law. She earned her J.D. degree from the University of Kentucky College of Law.


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