The Equal Employment Opportunity Commission (EEOC) issued a rule to set limits on the incentives given through wellness programs that include employees answering disability related questions or taking medical exams. The rules went into effect on January 1, 2017, and although objected by the AARP, the rule is still in effect for now.
It is important for human resource departments to understand these rules when designing their wellness programs and the implications for the amount of incentives given or the increases in insurance premiums for those employees who do not participate. HR departments also must be aware of the implications of programs in light of ADA and GINA. You may read more here and read the EEOC’s FAQs here. You can always contact HRTrust for guidance on policies.