Husch Blackwell was recently named a finalist for the St. Louis Business Journal's Healthiest Employers 2016 competition. The Business Journal's
In EEOC v. Orion Energy Systems, Inc., the Eastern District of Wisconsin rejected the EEOC’s claims that Orion Energy’s wellness program violated the
The Equal Employment Opportunity Commission (EEOC) issued final regulations on Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA or the Act) on Nov. 9, 2010.
Many federal employment oversight agencies have been ramping up their enforcement activity, so prudent employers are ramping up their compliance efforts.
New year, new hurdles to face for employers doing business in California.
One of the more frustrating changes in the health care reform law (the Patient Protection and Affordable Care Act or PPACA) has been the extension of nondiscrimination rules under Internal Revenue Code Section 105(h) to insured group health plans.
On December 22, 2010, the Internal Revenue Service ("IRS") released Notice 2011-1, which defers application of certain nondiscrimination requirements applicable to insured group health plans under the Affordable Care Act (the "Act").
Facing the application of new nondiscrimination rules imposed by national health care reform legislation, insured health plans have been granted a reprieve.
This is the eleventh in a series of articles about health care reform.
On November 9, 2010, the US Equal Employment Opportunity Commission ("EEOC") issued its long-awaited final rule implementing the employment-related provisions of the Genetic Information Nondiscrimination Act ("GINA").