More and more organizations are implementing Wellness programs to encourage their employees to engage in a healthier lifestyle. The programs have progressed from being not much more than healthy diets and exercise to measuring one's biometrics and offering employee incentives if they improve their health. With these enhanced wellness offerings have come organizational challenges to ensure that organizations are not discriminating against any of their employees specifically as it relates to a disability, their family history of genetics, even their gender and age. This webinar will address these issues to assist organizations in minimizing their liability risks as well as discuss the elements of planning, developing, implementing and evaluating your wellness strategy.

Course Objectives:

The federal government believes wellness programs can cut healthcare costs and decrease the cost of employer-sponsored health insurance by promoting health and preventing disease. The new federal regulations have divided wellness programs into two types with specific rules for each. A major piece of the regulations addresses the issue of employee discrimination based on health/disability, age, gender and other protected classes. The U. S. Department of Labor, the Treasury, and Health and Human Services regulations require that regardless of the type of wellness program, every individual participating should be able to receive the full amount of any reward or incentive, regardless of any health factor. Specific regulations have been created to prevent employee discrimination in wellness programs. Employers have until January 1, 2014 to ensure that their wellness programs comply with the final rule.

Course Outline:

• To create a wellness strategy including developing a mission, goals and objectives
• To identify the essential elements of determining if your wellness strategy has met its goals
• To define Title VII civil rights laws most likely to be challenged in organization wellness programs
• To differentiate between the two types of wellness programs and why it matters
• To list the four standards required by the ACA for health-contingent wellness programs to follow to ensure nondiscrimination
• To discuss HIPAA and specific discrimination laws and their requirements for compliance in wellness programs
• To recognize the EEOC's new proposed GINA regulations
• To examine the ADAAA's wellness requirements.
• To contrast the reasonable alternative standard for activity-based wellness programs and the reasonable alternative standard for outcome-based plans
• To identify tactics to ensure the legal requirements are incorporated into the wellness strategy

Why Should You Attend:

To ensure that the organization's wellness strategy is compliant with civil rights law so none of their employees is discriminated against based on their protected class, specifically disability, age, gender, genetics.

What You Get:

• Training Materials
• Live Q&A Session with our Expert
• Participation Certificate
• Access to Signup Community (Optional)
• Reward Points

Who Will Benefit:

• VP, Director, Manager of HR
• Employees that are involved in their organization's wellness strategy; any employees on the wellness committee
• Any organization that has a Wellness Program
• HR Personnel
• Risk Management Personnel
• Wellness Coordinators