Compass Retirement Consulting Group, Inc. |
Nova 401(k) Associates |
United 401(k) Plans, Inc. |
DPS Retirement Plan Consultant EPIC Retirement Plan Services |
Central Pension Fund of the IUOE |
Prime Pensions, Inc. |
Bates & Company |
Nicholas Pension Consultants |
Trucker Huss, A Professional Corporation |
Benefit Associates, Inc. |
Defined Benefit Calculation Specialist/Actuary The Angell Pension Group, Inc. |
Central Pension Fund of the IUOE |
Retirement Plan Legal Specialist Pentegra |
Retirement Plan Relationship Manager ERISA Services, Inc. |
Carpenter Morse Group |
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EEOC Proposes Wellness Program Rule Hodgson Russ LLP ![]() [Guidance Overview] May 21, 2015 "While the standard in the Proposed EEOC Rule for determining whether a program is reasonably designed to promote health is similar to the standard articulated in the FAQ guidance, the HIPAA Wellness Rule standard applies only to health-contingent programs while the standard in the Proposed EEOC Rule applies to all wellness programs, including participatory programs.... The Proposed EEOC Rule provides that offering a reasonable alternative standard and giving notice to the employee of that alternative as part of a health-contingent program under the HIPAA Wellness Rule would likely fulfill an employer's obligation to provide a reasonable accommodation under the ADA. The EEOC goes on to note, however, that the ADA requires employers to provide reasonable accommodations for participatory programs even though the HIPAA Wellness Rule does not require participatory programs to provide reasonable alternative standards." |
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