"This program, has been approved for 1 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org."
Overview: What could be wrong with encouraging your employees to live a healthier lifestyle so that your company could save on the costs of its group health program? Such "encouragement" must be considered "voluntary" under many laws and what is truly "voluntary"? And, what right does an employer have to tell their employees how to live their lives anyway? Finally, given so many restrictions on how much information an employer can have on an employee's health information, how can an employer determine if the employee is complying with the program so as to provide the awards offered under the program?
Why should you attend: Americans are among the unhealthiest in the world and use the health care system more than any other country. Health care costs are at an all time high, and now companies are facing with the legal requirements of Obama-care. Statistically speaking, if individuals were healthier and did not use the health care system as much, our health care costs would be lower. Companies have for a number of years considered wellness programs as a way of encouraging their employees to live healthier lives which in turn would mean that they would not need to use the company's group health insurance as often. It seems that every seemingly logical solution comes with significant legal risks - and wellness programs are no exception. And, the courts are just getting around to answering some of these thorny questions!
Areas Covered in the Session:
- What is a wellness program?
- Do wellness programs make sense in addressing the rising costs of health care benefits?
- Privacy concerns of wellness programs
- HIPAA Requirements for wellness programs
- Wellness programs and the Americans with Disabilities Act
- The Genetic Information Nondiscrimination Act's "Wellness" Exception
- ERISA preemption
- Taxability of wellness programs
- Potential lifestyle discrimination claims arising from wellness programs
Contact the event managers listed below for more information about how you can participate at the Legal Implications of a Wellness Program - Webinar by TrainHR.
|Conference/Event Dates:||08/14/2013 - 08/14/2013|
|Primary Industry:||Human Resources|
|Other Industries:||Business, Human Resources|
|Audience:||Who Will Benefit:
Human Resource Managers
|Booth Size||Booth Cost||Available Amenities|
|No exhibiting at this event.||Electricity:||n/a|
|Marketing Vehicles Allowed:||n/a|
|Other Booth Sizes Available: n/a|
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Susan Desmond is a partner with the firm of Jackson Lewis, LLP which has offices in 59 cities across the country. She has been representing management in the area of labor and employment law since her graduation from the University of Tennessee School Of Law. Susan is a frequent speaker and author on a number of labor and employment issues. She is named in Best Lawyers in America and has been named by Chambers USA as one of America's leading business lawyers for labor and employment law.