For large group health plans, GINA provides the primary legal and regulatory structure for protecting plan participants and employees from discrimination based on genetic information. GINA compliance—particularly in the context of wellness program design—involves implementing a complex and evolving set of plan design and administrative requirements. The Business Group supports policies and regulations that minimize group health plans’ administrative and cost burdens and therefore allow employers to devote more resources toward maintaining and improving benefits for employees.
EEOC Finalizes ADA & GINA Wellness Incentive Rules
This Public Policy Alert summarizes final regulations that amend current guidance on how the ADA and GINA apply to employer-sponsored wellness programs.
NBGH Public Policy Webinar: EEOC Regulatory Update
This webinar provides an overview of the latest regulations from the EEOC on how the ADA and GINA apply to wellness program incentives.
EEOC Wellness Incentive Rules: Design Strategies and Examples for 2017
This webinar provides examples of common incentive designs and discusses whether or not they comply with the existing and new wellness incentive regulations under the ADA and GINA.
Comments to EEOC on Title II of GINA
This comment letter details the Business Group’s positions related to GINA Title II's application to employer-sponsored wellness programs.