Implementing HIPAA, GINA, ADA, and Title VII Discrimination Laws into Your Organization’s Wellness Strategy
- Speaker:Dr. Susan Strauss
- Product Code:GRC-90271
HRCI Credits: 1.5
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- Discrimination laws will
refer to civil rights discrimination such as: GINA (genetic information non-discrimination
act), ADA (American Disabilities Act), Title VII (1964 workplace
anti-discrimination act), ADEA (Age Discrimination in Employment Act)
- HIPAA( Health
Insurance Portability and Accountability Act)
- Challenges include:
designing, developing and implementing an employer wellness program for
employees without violating the various civil rights laws and the ACA
- Financial incentives include: healthcare cost containment when implementing a wellness program, diminishing liability when designing the program with the required laws in place
The federal government believes wellness programs can cut healthcare costs and decrease the cost of employer-sponsored health insurance by promoting health and preventing disease. The new federal regulations have divided wellness programs into two types with specific rules for each. A major piece of the regulations addresses the issue of employee discrimination based on health/disability, age, gender and other protected classes. The U. S. Department of Labor, the Treasury, and Health and Human Services regulations require that regardless of the type of wellness program, every individual participating should be able to receive the full amount of any reward or incentive, regardless of any health factor. Specific regulations have been created to prevent employee discrimination in wellness programs.Why you must attend:
- Internet resources for a
variety of wellness planning guidelines
- EEOC Internet resources
regarding GINA, the ADA and compliance with the EEOC
- Copy of Q and A from the U.S. Department of Health and Human
Services regarding HIPAA and wellness programs
- Sample wellness strategy
mission statements, goals and objectives
- Decision making chart when
implementing wellness program
- Copy of a portion of HIPAA regarding Wellness programs from the Department of Health and Human Services
differentiate between the two major types of wellness programs and why it
list the four standards required by the ACA for health-contingent wellness
programs to follow to ensure nondiscrimination
discuss HIPAA and specific discrimination laws and their requirements for
compliance in wellness programs
contrast the reasonable alternative standard for activity-based wellness
programs and the reasonable alternative standard for outcome-based plans
- To list the steps in designing, developing, implementing and evaluating a comprehensive wellness strategy
Who will benefit:
Any industry would benefit from this webinar who is either considering a wellness program, is looking at expanding their existing program, or is just wanting to increase their knowledge about the legal aspects of their wellness strategy. Specific job titles would be: VP/Director/Manager of HR, Wellness coordinator/committee members, managers, Wellness program employees,
Dr. Susan Strauss has been a workplace wellness consultant to a variety of small and medium sized companies. She was also the director of a comprehensive corporate wellness program including developing an in-house fitness center, designing educational programs, employee screenings, among others. She is a seasoned health educator as well as a national and international speaker, trainer and consultant on a variety of training and organization development issues. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector. In addition to her consulting and positions in wellness, Susan has held positions in training, organization development, and management which enable her to use her multitude of real life experiences to draw on in her training sessions. She is also an author of over 30 books, book chapters, and articles in professional publications. She has presented to thousands of people over her career to a variety of audiences and receives outstanding evaluations. Susan is a registered nurse, has a bachelor’s degree in psychology and counseling, a master’s degree in community health, and a doctorate in organizational leadership.