Blog
The information and content contained in this blog are for general informational purposes only, and does not, and is not intended to, constitute legal advice. As always, for specific questions concerning your health or 401(k) plans, please consult your own ERISA attorney or professional advisor.
H&W: FINAL REGULATIONS: ADA & GINA and Employer Sponsored Wellness Programs – Part 3
In our first two blogs regarding the newly issued ADA and GINA regulations, we discussed the ways in which the ADA constrains the use of employer-sponsored wellness programs. In this blog, we cover the same topic under the GINA Title
H&W: FINAL REGULATIONS: ADA & GINA and Employer Sponsored Wellness Programs – Part 2
This is the second in a series of blogs on the new final ADA and GINA rules for wellness programs. In our first blog, we noted that certain wellness programs are permitted by the ADA if they are voluntary. We
H&W: FINAL REGULATIONS: ADA & GINA and Employer Sponsored Wellness Programs – Part 1
The EEOC has issued final regulations on the application of the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) to employer sponsored wellness programs. These final rules expand upon proposed rules issued last year. Since the
H&W: 2017 HSA Limits Released
HSA (health savings account) cost-of-living contribution and coverage adjustments for 2017 have been issued in Revenue Procedure 2016-28. The new 2017 HSA limits, minimum deductibles and maximum out-of-pocket expense levels for calendar year 2017 are as follows: HSA Annual Contribution Limitation Self-Only