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APPLIES TO Varies |
EFFECTIVE Varies |
QUESTIONS? Contact HR On-Call (888) 378-2456 |
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APPLIES TO All Employers |
EFFECTIVE January 1, 2017 |
QUESTIONS? Contact HR On-Call |
Implementing a company wellness program can reduce overall health-related costs, such as reducing the amount of employee absences or lack of productivity due to illness. It can also help retain and attract talent in a competitive market. Given the positive impact on a company’s well-being, many employers are implementing wellness programs for employees.
On May 16, 2016, the U.S. Equal Employment Opportunity Commission (“EEOC”) published two Final Rules (“Rule(s)”) clarifying under what conditions employers can offer incentives for employee participation in workplace wellness programs, while also protecting employees from discrimination. The two Rules apply to the Americans with Disabilities Act (“ADA”) and the Genetic Information Non-Discrimination Act (“GINA”).
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APPLIES TO All Employers |
EFFECTIVE Varies; See Below |
QUESTIONS? Contact HR On-Call |
OSHA has released its final rule prescribing the regulations and effective dates for its new regulations on exposure to respirable crystalline silica. Silica dust—which workers may be exposed to by breathing in dust produced by drilling, cutting, crushing or grinding silica-containing materials such as stone or concrete—can cause severe health issues, such as lung cancer, silicosis, and kidney disease. OSHA’s new measures are intended to provide better protections by limiting exposure.
Key components of the rule are as follows: