Many companies are offering incentives to employees in exchange for their participation in wellness programs. This trend has gotten the attention of the U.S. Equal Employment Opportunity Commission, which argues that, under the Americans with Disabilities Act and the Genetic Information Nondiscrimination Act, employee wellness programs must be voluntary. To ensure employees don’t feel pressured to participate, the EEOC has now provided guidance on what sort of incentives companies can legally offer.
In a press release issued on Monday, the EEOC announced that it has released final rules describing how companies can make wellness programs compliant with the ADA and GINA. The rules, which go into effect in 2017, state that:
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