The Coronavirus has progressed to the point that Employers should communicate about it with their employees and also prepare for an infection in their area. Employers are encouraged to communicate with their employees about the Coronavirus calmly, simply and in
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Be Prepared – Resources to Address Domestic Violence in the Workplace
South Carolina was ranked earlier this year by the Domestic Violence Advisory Committee as “the nation’s sixth-worst state” among the rates of women murdered by men. The Committee also found that the state’s “domestic-violence homicide rate” is more than 1.5
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Court’s Ruling Requiring The EEOC To Reconsider Its “Wellness” Regulations Is Not Necessarily A Good Thing For Employers
The ruling in the AARP v. EEOC case may be detrimental to employers and their healthcare plans because the EEOC may either reduce the percentage of its allowable inducement (or penalty) below 30% of the employee cost for participation in
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Another Win for Wellness
On Monday, September 19, the U.S. District Court for the Eastern District of Wisconsin issued an opinion finding that penalizing an employee by requiring the employee to pay the entire premium for participation in an employer’s healthcare plan if the
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Final Rules on Employer Wellness Programs
The EEOC issued its Final Rules on how the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) apply to wellness programs employers offer that request health information from employees and their spouses.[1] The main issue
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A Win for Wellness Programs
The EEOC’s thwarting of otherwise compliant wellness programs under the auspices of the Americans with Disabilities Act (ADA) is a bone of contention for many in our industry, me included. So I was intrigued to learn that a Wisconsin federal
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Long Awaited Guidance from the EEOC Regarding Wellness Programs!
The EEOC has issued its long-awaited guidance on wellness programs and what is considered involuntary under the ADA. The EEOC is the administrative agency charged with enforcing the ADA. It issued a Notice of Proposed Rule Making (NPRM) of Proposed
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PART TWO – Wellness Programs and the ADA: I disagree with the EEOC…
Prior to the EEOC’s lawsuit against Orion Energy Systems, Inc., filed on August 20, 2014 in federal court in Green Bay, WI, the EEOC had only commented on the validity of wellness programs under the ADA twice and then only
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PART ONE – Wellness Programs and the ADA: I disagree with the EEOC…
I disagree with the EEOC – an employer does not violate the Americans with Disabilities Act (ADA) by offering health insurance premium discounts to those who participate in its wellness program.
Orion Energy Systems, Inc., a publicly traded company based
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