What’s happening with AARP vs. EEOC on March 30?

The the EEOC’s ADA regulations permit an employer wellness program that is open only to employees who are enrolled in a particular plan to offer a financial incentive, provided it did not exceed 30% of the total cost for self-only coverage of the plan in which the employee is enrolled. In the fall of 2016, the AARP brought suit on behalf of its members, arguing that the regulations are inconsistent with Congress’s statutory requirement that employers’ wellness programs be “voluntary.”

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