OBJECTIVE: The aim of this study was to identify areas of consensus in response to proposed Equal Employment Opportunity Commission Americans with Disabilities Act of 1990 and Genetic Information Nondiscrimination Act of 2008 regulations on employer-sponsored health, safety, and well-being initiatives. METHODS: The consensus process included review of existing and proposed regulations, identification of key areas where consensus is needed, and a methodical consensus-building process. RESULTS: Stakeholders representing employees, employers, consulting organizations, and wellness providers reached consensus around five areas, including adequate privacy notice on how medical data are collected, used, and protected; effective, equitable use of inducements that influence participation in programs; observance of reasonable alternative standards; what constitutes reasonably designed programs; and the need for greater congruence between federal agency regulations. CONCLUSION: Employee health and well-being initiatives that are in accord with federal regulations are comprehensive, evidence-based, and are construed as voluntary by employees and regulators alike.
OBJECTIVE: The aim of this study was to identify areas of consensus in response to proposed Equal Employment Opportunity Commission Americans with Disabilities Act of 1990 and Genetic Information Nondiscrimination Act of 2008 regulations on employer-sponsored health, safety, and well-being initiatives. METHODS: The consensus process included review of existing and proposed regulations, identification of key areas where consensus is needed, and a methodical consensus-building process. RESULTS: Stakeholders representing employees, employers, consulting organizations, and wellness providers reached consensus around five areas, including adequate privacy notice on how medical data are collected, used, and protected; effective, equitable use of inducements that influence participation in programs; observance of reasonable alternative standards; what constitutes reasonably designed programs; and the need for greater congruence between federal agency regulations. CONCLUSION: Employee health and well-being initiatives that are in accord with federal regulations are comprehensive, evidence-based, and are construed as voluntary by employees and regulators alike.
Authors: Chris Calitz; Charlotte Pratt; Nicolaas P Pronk; Janet E Fulton; Kimberly Jinnett; Anne N Thorndike; Ebyan Addou; Ross Arena; Alison G M Brown; Chia-Chia Chang; Lisa Latts; Debra Lerner; Michiel Majors; Michelle Mancuso; Drew Mills; Eduardo Sanchez; David Goff Journal: J Am Heart Assoc Date: 2021-08-28 Impact factor: 5.501