There are a few things you need to know about the EEOC’s final ADA wellness rules.
The ADA, because of its limitation on employer’s request for medical information, unless the requests are job related and for business necessity, has to be voluntary. This impacts the many employer’s that have wellness plans. All wellness plans are covered under EEOC’s rules, however retaliation for non‐participation in wellness plans is prohibited.
Frank C. Morris, Jr.
Epstein Becker & Green, P.C.
- Senior Partner in the employment law practice in Washington, D.C., and co-chair of the ADA and Public Accommodations Group for the national law firm of Epstein Becker & Green, P.C.
- Speaker on the ADA and employment law to the judicial conferences for the federal judges of the Third, Fourth, Fifth, Sixth, Seventh, and Eleventh Circuits
- Adjunct professor at the George Washington University Law School
- Named to The Best Lawyers in America and the Washington, D.C. Super Lawyers, and Washington, D.C. and Baltimore Top-Rated Lawyers
- Represents and counsels employers and public accommodations nationally in employment, labor, leave, and disability matters
- Can be contacted at [email protected]
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