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Understanding the Legal Side of Wellness Programs


A healthy workforce is a critical business asset. Controlling health costs is a critical business imperative. New federal Wellness Rules, effective for benefit plan years beginning July 1, 2007, allow employers to implement mandatory wellness programs as part of their health benefit plans, with financial incentives to motivate employees to engage in healthy activities. But statutes prohibiting workplace discrimination—such as the Americans with Disabilities Act, Title VII of the Civil Rights Act and similar federal and state laws—pose obstacles to adoption of mandatory wellness programs because they may discriminate against employees based on their health status.

It is imperative that employers exercise care in creating and administering wellness programs and consult with counsel or experienced professionals. This program will aim to provide such guidance as well as caution employers to establish reasonable alternatives and accommodations for employees who cannot meet wellness program standards because of statutes that protect against workplace discrimination.

Learning Objectives:

  • Explain the new federal Wellness Rules and how to harmonize them with the laws that protect employees’ rights against workplace discrimination.
  • Help your business understand how to implement effective wellness programs for a healthier workforce and lower health costs, without violating employees’ rights against workplace discrimination.
  • Review current Wellness Programs and lawsuits.

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Who Should Attend:

  • Managers
  • Directors
  • Team Leaders
  • Supervisors
  • HR Professionals

Presented by:

David B. Ritter

David B. Ritter chairs Neal Gerber Eisenberg’s Labor & Employment Practice Group, where he represents management in all areas of labor and employment law. He has extensive nationwide experience in federal and state court litigation in the areas of employment discrimination, including harassment claims, noncompete, trade secret and restrictive covenants, employment torts and all other litigation related to the employment relationship. David routinely handles matters before governmental agencies, including the Equal Employment Opportunity Commission, state equal employment commissions, the Department of Labor and the OFCCP. David has also defended employers faced with claims under Sarbanes-Oxley. He handles National Labor Relations Board proceedings and arbitration, as well as affirmative action plans, employment issues related to corporate transactions and counseling of employers on employment issues. He represents mainly high-level executives on issues related to employment and separation agreements. David has a special knowledge in training employees in the entire range of employment law issues.

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*CD Only: $199.00

*All CD orders will be assessed a $20 Shipping & Handling Fee for CD and Conference Materials.

Questions About this AudioConference CD? Call 1-800-431-7571




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Continuing Education

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Recertification Institute (HRCI). Please note: HRCI credit is earned only by attending the live conference. CD only purchases do not qualify for HRCI credits. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

This Program is approved for 1.5 CM Continuing Education Credits. Please visit www.icpm.biz for more information.

This is a CEU presentation. Earn 0.15 CEU credits for attending. For a list of organizations accepting this CEU, please visit http://www.iacet.org
/resources/accept_
ceu.htm . For information on obtaining the CEU click here