{"id":13363,"date":"2018-05-30T14:01:32","date_gmt":"2018-05-30T14:01:32","guid":{"rendered":"https:\/\/www.wellable.co\/blog\/whiteboard-wednesday-new-eeoc-wellness-rules\/"},"modified":"2022-10-25T23:30:49","modified_gmt":"2022-10-26T03:30:49","slug":"whiteboard-wednesday-new-eeoc-wellness-rules","status":"publish","type":"post","link":"https:\/\/www.wellable.co\/blog\/whiteboard-wednesday-new-eeoc-wellness-rules\/","title":{"rendered":"Whiteboard Wednesday: New EEOC Wellness Rules"},"content":{"rendered":"

With the U.S. District Court\u2019s decision to vacate the Equal Employment Opportunity Commission’s (EEOC’s) wellness rule effective January 1, 2019, employers are rightfully scrambling to determine how to react and what the rule revisions mean for their wellness programs. In Wellable\u2019s first-ever guest appearance on Whiteboard Wednesdays, Al Lewis provides his perspective on how employee wellness programs will never be the same. Specifically, Al discusses the impact on wellness programs that offer incentives for \u201cclinical\u201d programs, such as biometric screenings<\/a> and health risk assessments. Although employers will not be required to scrap these programs altogether (they probably should<\/a>), they will need to provide non-clinical options that will allow employees to achieve the incentive without having to be coerced into completing clinical elements of the wellness program.<\/p>\n

Whiteboard Wednesdays<\/a>\u00a0are short-form video posts from Wellable on important topics to know for employee health and wellness professionals. Please post comments on the video or suggestions for future Whiteboard Wednesday sessions below!<\/p>\n