"Unlike the previous two lawsuits the EEOC filed against employers' wellness plans, which focused solely on ADA violations, the suit against Honeywell alleges both the ADA and GINA had been violated.... Specifically, according to the EEOC, by imposing a penalty on the employee if the his or her spouse does not participate in the program's biometric screening -- a screening which information related to conditions such as the spouse's hypertension and diabetes -- Honeywell's program is providing a financial inducement to obtain genetic information[.]"