New rules published on May 17, 2016, under the Americans with Disabilities Act (ADA) require employers that offer wellness programs that collect employee health information to provide a notice to employees informing them what information will be collected, how it will be used, who will receive it

On May 17, 2016, the U.S. Equal Employment Opportunity Commission (EEOC or the Commission) issued a final rule to amend the regulations implementing Title II of the Genetic Information Nondiscrimination Act (GINA) as they relate to employer wellness programs. A notice of proposed rulemaking (NPRM)

On May 17, 2016, the U.S. Equal Employment Opportunity Commission (EEOC or the Commission) issued a final rule, available at https://www.federalregister.gov/articles/2016/05/17/2016-11557/genetic-information-nondiscrimination-act, to amend the regulations implementing Title II of the Genetic

Agency Sub-agency Title RIN/ OMB # Summary of Initiative Status Target Completion Date Inclusion of Pilot Projects, Safe Harbor Exemptions, Sunset Provisions, Trigger Provisions, Streamlined Requirements, State Flexibilities, or Similar Strategies? Use of Experimental Design? Methods to Identify

On February 24, the EEOC issued a notice of proposed rulemaking (NPRM) to amend the regulations at 29 C.F.R. § 1614.203 implementing Section 501 of the Rehabilitation Act of 1973 (Section 501). The proposed rule provides guidance to federal agencies on what they must do to satisfy their Section 501

On February 24, 2016, the Equal Employment Opportunity Commission ("EEOC" or "Commission") issued a notice of proposed rulemaking ("NPRM") on the federal government's obligation to engage in affirmative action in employment for people with disabilities, imposed by Section 501 of the Rehabilitation

On Friday, October 30, 2015, the Equal Employment Opportunity Commission (EEOC or the Commission) issued a Notice of Proposed Rulemaking (NPRM) to amend the regulations implementing Title II of the Genetic Information Nondiscrimination Act (GINA) as they relate to employer wellness programs that are

On Friday, October 30, 2015, the U.S. Equal Employment Opportunity Commission (EEOC or the Commission) issued a Notice of Proposed Rulemaking (NPRM) to amend the regulations implementing Title II of the Genetic Information Nondiscrimination Act (GINA) as they relate to employer wellness programs

Agency Sub-agency Title RIN/ OMB # Summary of Initiative Status Target Completion Date Inclusion of Pilot Projects, Safe Harbor Exemptions, Sunset Provisions, Trigger Provisions, Streamlined Requirements, State Flexibilities, or Similar Strategies? Use of Experimental Design? Methods to Identify

On April 20, 2015, the Equal Employment Opportunity Commission (EEOC or the Commission) will issue a notice of proposed rulemaking (NPRM) on how Title I of the Americans with Disabilities Act (ADA) applies to employer wellness programs that are part of a group health plan. The NPRM proposes changes