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The information and content contained in this blog are for general informational purposes only, and does not, and is not intended to, constitute legal advice. As always, for specific questions concerning your health or 401(k) plans, please consult your own ERISA attorney or professional advisor.
H&W: Settlement Highlights Need for Business Associate Agreements
The HIPAA privacy rule (“Privacy Rule”) regulates how health information may be used or disclosed by certain organizations (“Covered Entities”) and protects the unauthorized disclosure of certain medical information known as protected health information (“PHI”). These Covered Entities include health
H&W: FINAL REGULATIONS: ADA & GINA and Employer Sponsored Wellness Programs – Part 3
In our first two blogs regarding the newly issued ADA and GINA regulations, we discussed the ways in which the ADA constrains the use of employer-sponsored wellness programs. In this blog, we cover the same topic under the GINA Title
H&W: FINAL REGULATIONS: ADA & GINA and Employer Sponsored Wellness Programs – Part 2
This is the second in a series of blogs on the new final ADA and GINA rules for wellness programs. In our first blog, we noted that certain wellness programs are permitted by the ADA if they are voluntary. We
H&W: FINAL REGULATIONS: ADA & GINA and Employer Sponsored Wellness Programs – Part 1
The EEOC has issued final regulations on the application of the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) to employer sponsored wellness programs. These final rules expand upon proposed rules issued last year. Since the