{"id":157,"date":"2015-11-17T09:00:00","date_gmt":"2015-11-17T14:00:00","guid":{"rendered":"http:\/\/employerdefensereport.com\/?p=157"},"modified":"2026-03-20T11:40:46","modified_gmt":"2026-03-20T15:40:46","slug":"eeoc-expands-permissible-wellness-program-incentives-under-gina","status":"publish","type":"post","link":"https:\/\/www.connmaciel.com\/employer-defense-report\/eeoc-expands-permissible-wellness-program-incentives-under-gina\/","title":{"rendered":"EEOC Expands Permissible Wellness Program Incentives Under GINA"},"content":{"rendered":"

On October 30, 2015, the Equal Employment Opportunity Commission (“EEOC”) issued a Notice of Proposed Rulemaking<\/a> to amend regulations implementing Title II of the Genetic Information Non-Discrimination Act (“GINA”)\u00a0as they relate to wellness programs offered through a group health plan.\u00a0 With this new rule, the EEOC intends to broaden the use of incentives to encourage voluntary participation in employer-sponsored wellness programs under group health plans.\u00a0 Specifically, the EEOC clarifies that an employer can offer\u00a0a limited incentive to an employee’s spouse if the spouse (1) is covered by the employee’s health plan; (2) receives \"EEOC<\/a>health or genetic services offered by the employer, including as part of\u00a0a wellness program; and (3) provides information about his or her current health status.\u00a0 Such information is often provided through a health risk assessment.<\/p>\n

GINA prohibits\u00a0an employer from\u00a0using an employee’s or applicant’s genetic information in making employment decisions.\u00a0 Thus, an employer is prohibited from requesting genetic information from an employee unless the employee voluntarily accepts health or genetic services, including those offered as part of a wellness program.\u00a0 Even\u00a0under this exception, however, current regulations restrict wellness programs from requiring employees to provide genetic information\u00a0in order to receive an incentive.\u00a0 The proposed\u00a0rule\u00a0makes clear\u00a0that this restriction does not apply\u00a0to an employee’s spouse because there is a minimal chance that an employer could obtain information about an employee’s genetic make-up from the current or past health status of an employee’s spouse.\u00a0 For this reason, the proposed rule is limited to incentives for information\u00a0about an employee’s spouse and does not include an incentive for current or past health status of an employee’s child as the EEOC believes that information could provide insight into the\u00a0genetic make-up or predisposition\u00a0of an employee.<\/p>\n

Similar to other laws regulating incentives connected to wellness program participation, incentives permitted under GINA\u00a0would not be allowed to exceed 30% of the total cost of coverage for the health plan.\u00a0\u00a0Therefore, the total incentive for an employee and spouse to participate in the wellness program, together, may not exceed 30%.\u00a0 For instance, the EEOC explains that if the total cost of coverage is $14,000.00, the incentive offered for providing information on current or past health status could be no more than $4,200.00 total for both an employee and his or her spouse.\u00a0 Furthermore, the portion of the incentive attributable to the employee, alone,\u00a0cannot be more than 30% of the cost of self-only coverage.\u00a0 The proposed rule allows for a reward or penalty and the incentive can be financial or “in-kind”\u00a0(i.e., time-off awards, prizes, or other items of value not to exceed 30% of the cost of coverage).\u00a0 To participate, the spouse would have to provide knowing, written, and voluntary authorization for the employer to collect genetic information, just\u00a0like an employee.<\/p>\n

This\u00a0proposed rule\u00a0appears to be part of the EEOC’s continued effort over the last year to clarify the impact of federal statutes regulating health-related discrimination on wellness programs permitted and promoted\u00a0under\u00a0the Affordable Care Act.\u00a0 For instance, as we discussed in a prior post<\/a>,\u00a0the EEOC\u00a0put out a proposed rule to address the\u00a0Americans with Disabilities Act’s (“ADA”) impact on employer wellness programs last April.\u00a0 That rule clarifies when participation would be considered\u00a0voluntary under the ADA and\u00a0addresses\u00a0incentives associated with participation.\u00a0 Both of these proposed rules come amidst\u00a0a recent upswing in litigation over wellness programs, with the EEOC pursuing claims against employers for violating non-discrimination laws for which it had yet to even provide clear guidance.<\/p>\n

At this point, this is only a proposed rule and could potentially change based on comments received by the EEOC.\u00a0 Employers currently have the opportunity to submit comments on the proposed rule until December 29, 2015.\u00a0 Although the\u00a0proposed rule is not yet\u00a0controlling and could be altered, employers should continue to take proactive steps to ensure a compliant wellness program based on current regulations and the requirements likely to come down the pipeline.\u00a0 The ability to offer\u00a0incentives\u00a0for spouse’s to provide\u00a0current and past\u00a0health status information could benefit employers as they are continuing to look for ways to cut health care costs, as\u00a0long as those incentives are compliant and the program is implemented in a manner that meets GINA’s requirements.<\/p>\n","protected":false},"excerpt":{"rendered":"

On October 30, 2015, the Equal Employment Opportunity Commission (“EEOC”) issued a Notice of Proposed Rulemaking to amend regulations implementing Title II of the Genetic Information Non-Discrimination Act (“GINA”)\u00a0as they relate to wellness programs offered through a…<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_tribe_ticket_capacity":"","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[815],"tags":[],"class_list":["post-157","post","type-post","status-publish","format-standard","hentry","category-discrimination-harassment-retaliation"],"acf":[],"yoast_head":"\nEEOC Expands Permissible Wellness Program Incentives Under GINA - Employer Defense Report<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.connmaciel.com\/employer-defense-report\/eeoc-expands-permissible-wellness-program-incentives-under-gina\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"EEOC Expands Permissible Wellness Program Incentives Under GINA - Employer Defense Report\" \/>\n<meta property=\"og:description\" content=\"On October 30, 2015, the Equal Employment Opportunity Commission (“EEOC”) issued a Notice of Proposed Rulemaking to amend regulations implementing Title II of the Genetic Information Non-Discrimination Act (“GINA”)\u00a0as they relate to wellness programs offered through a…\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.connmaciel.com\/employer-defense-report\/eeoc-expands-permissible-wellness-program-incentives-under-gina\/\" \/>\n<meta property=\"og:site_name\" content=\"Employer Defense Report\" \/>\n<meta property=\"article:published_time\" content=\"2015-11-17T14:00:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-20T15:40:46+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2015\/11\/eeoc-nprm-for-gina.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"568\" \/>\n\t<meta property=\"og:image:height\" content=\"729\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Lindsay A. 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