Human Resources News & Insights

Bill allowing firms to ask for workers’ genetic info passes first hurdle

A new bill would give employers a lot more freedom with their wellness program requests — and essentially override the protections under GINA.  

EEOC has big news on poster rule fines

Is your company covered by Title VII of the Civil Rights Act, the ADA or GINA? If so, you need to know what the feds just did. 

EEOC’s proposed regs aim to ‘harmonize’ wellness programs and GINA

Employers may soon have a lot more freedom to get employees’ spouses involved in their wellness plans.  

No matter how crappy the behavior, be careful about asking for DNA

OK, so you’re probably not going to run into this exact situation in your workplace. This case is still a good reminder of the perils of violating the Genetic Information Nondiscrimination Act.  

Introducing Congress’ proposed fix for wellness incentives

If you’re frustrated by the EEOC’s recent lawsuits against wellness programs, and are confused about what a legal wellness incentive is nowadays, you’ll probably like this: 

When do fitness-for-duty inquiries go too far? EEOC weighs in

By now you know the Americans with Disabilities Act (ADA) allows to you subject an employee to a job-related fitness-for-duty exam. But even if the exam is job-related, that doesn’t mean you can ask whatever you want as part of that exam.

Unraveling the mysteries of GINA: What HR should know

As two recent lawsuits show, the feds have the Genetic Information Nondiscrimination Act (GINA) clear in their sights. Here’s what HR should do about it.

New GINA recordkeeping requirements issued

And the paper trail rolls on for HR and Benefits pros, thanks to a new rule that took effect April 3.

DOL late to issue new FMLA forms: What employers can do

The Department of Labor’s model Family Medical Leave Act forms have expired. What are you supposed to do before new ones are issued?

EEOC clarifies stance on using medical history in wellness programs

Many companies have been operating wellness programs under the belief that when a participant’s medical history is used, no incentives/penalties can be tied to the program. Now the feds are saying that’s not the case.