The EEOC issued a proposed rule earlier this month that aims to clarify how employers’ wellness programs would interact with a section of the Genetic Information Nondiscrimination Act (GINA).
The EEOC’s earlier GINA regulations prohibit employers from providing incentives to employees in return for their “genetic information” (typically info about family diseases or disorders). The new rule would allow employers that offer a company wellness programs to offer incentives—in the form of a reward or penalty—in exchange for an employee’s spouse to provide information about his or her current or past health status.
The EEOC will take comment on the proposed changes until Dec. 29, then issue their final changes sometime in 2016.
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