In its latest regulatory agenda, the Equal Employment Opportunity Commission (EEOC) lists a re-examination of the rules for company wellness programs as one of its priorities, determined to wring every ounce of discrimination out of these programs.
As an example, the disabled might not be able to participate in all the incentives in such programs, as these incentives often include exercises such as walking that the disabled might not be capable of.
The EEOC is also planning to look again at the health assessment forms used for wellness programs to insure that the questions asked don't violate the Genetic Information Nondiscrimination Act (GINA).