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219 results found


Butler Snow LLP | USA | 16 Jun 2017

Avoiding snares in workplace wellness programs

Encouraged by health insurance companies, workplace wellness programs have become trendy. Wellness programs help prevent disease and encourage


Husch Blackwell LLP | USA | 8 Nov 2016

EEOC’s targeting of wellness programs and what that means for your company

Husch Blackwell was recently named a finalist for the St. Louis Business Journal's Healthiest Employers 2016 competition. The Business Journal's


Kelley Drye & Warren LLP | USA | 1 Nov 2016

AARP Sues EEOC Over Wellness Program Rules

The American Association of Retired Persons (AARP), the nation’s largest consumer interest group for Americans over 50, is suing the Equal Employment


Hunton Andrews Kurth LLP | USA | 17 Oct 2016

Application of the HHS Nondiscrimination Rules to Employee Health Plans

In May 2016, the Department of Health and Human Services (HHS) Office of Civil Rights (OCR) published final rules implementing Section 1557 of the


Graydon Head & Ritchey LLP | USA | 12 Sep 2016

Is Your Health Plan Covered Under the New Section 1557 Nondiscrimination Rules?

Section 1557 is a new anti-discrimination section added by the ACA that prohibits in certain health programs and activities discrimination on the


Jones Day | USA | 6 Jul 2016

EEOC Issues Final Wellness Plan Regulations and Immediately Asserts Retroactive Effect

On May 16, 2016, the Equal Employment Opportunity Commission ("EEOC") finalized highly anticipated regulations that purport to define the extent to


Baker & Hostetler LLP | USA | 4 Aug 2011

HIPPA exempts employment records from privacy and securitybut ADA and GINA may have something to say on that!

According to a recently released opinion letter by the DOL’s Equal Employment Opportunity Commission, employers must ensure that strict confidentiality and separation is provided to personnel records containing personal medical information, and that occupational health information must not be intermingled in an electronic health record of an individual patient.


Dinsmore & Shohl LLP | USA | 12 Oct 2009

GINA interim final rules affect health risk assessments and other health plan rules

The Health Insurance Portability and Accountability Act of 1996 ("HIPAA") introduced new non-discrimination requirements applicable to group health plans.

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