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EEOC Tries to Ground HIPAA-Compliant Wellness Programs Through Litigation
Seyfarth Shaw LLP Link to more items from this source
Oct. 9, 2014

"Nothing in the ADA restricts wellness programs to those that are 'voluntary.' To the contrary, the ADA contains a benefit plan safe harbor that limits ADA applicability in the benefit plan context to claims that a plan is used as a subterfuge for disability-based discrimination in non-benefit aspects of employment. The EEOC conveniently ignores this safe harbor."

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