Three federal agencies have released final regulations on what is allowable as part of company wellness programs including premium discounts, health risk assessments, and more. The regulations are required reading to avoid ERISA, HIPAA, ADA, and IRS issues. Allow our panel of seasoned counsel to highlight the requirements of the regulations and the interplay between applicable statutes, and identify best practices throughout the country to (legally) help control health costs. Every plan sponsor will find this to be a helpful overview on a current concern as employers will no doubt be developing their programs, or tweaking them, in 2007 to come into compliance by 2008.
Region:
United States
Interest Area:
Compliance and Ethics,
Employment and Labor,
Litigation and Dispute Resolution