Is Your Wellness Program in Line With All of the New Regulations?
This session examines the alphabet soup of laws that apply to wellness programs, including the new proposed EEOC regulations, and gives you a clear understanding of how to design a wellness program that fits within today’s regulatory environment.
In a recent development, the EEOC published proposed rules describing how the Americans with Disabilities Act applies to employer wellness programs that form part of group health plans. In some cases, the proposed EEOC rules are inconsistent with regulations issued by other government agencies under the Affordable Care Act. Our speakers will explain how all of the laws fit together and influence the design of your wellness programs. By the end of this session, you will:
- Know which laws apply to employer wellness programs.
- Understand the types of wellness programs.
- Gain insight into the new EEOC proposed regulations.
- Develop a clear understanding of how to design a wellness program that fits within today’s regulatory framework.
- Develop a strategy to use if an employee fails to satisfy a standard under an outcome based program or is found to be dishonest (e.g., “I never use tobacco”).
Anne Pachciarek, Esq.
Anne Pachciarek helps companies establish and operate their employee benefit plans, such as medical plans, 401(k) plans, pension plans and executive compensation programs.
With more than 20 years of experience, Anne works with public companies and closely held businesses to find solutions to a wide range of ERISA compliance, fiduciary responsibility and plan administration problems. She advises on welfare plans, pension and profit sharing plans, cafeteria plans and deferred compensation programs, as well as on the handling of benefit plans in mergers and acquisitions.
Anne has been a member of the Hiring Committee and the Chair of the summer program for the Chicago office.
Mark Boxer, Esq.
Mark Boxer advises employers on all aspects of employee benefit matters.
He designs and drafts qualified retirement plans and welfare plans and advises clients on their fiduciary duties under Title I of ERISA and on the design and funding of executive deferred compensation arrangements.
His experience extends to the benefit issues in mergers and acquisitions, plan self-audits and error correction, including comprehensive compliance audit services, and advice and assistance in correcting errors under the Internal Revenue Service's Employee Plans Compliance Resolution Program, the Department of Labor's Delinquent Filer Voluntary Correction Program and similar programs.