Preserving Employee Wellness Programs Act

Bill: 114-s-620
Sponsor: full_name: Sen. Alexander, Lamar [R-TN]
Introduced: 2015-03-02
Policy area: Health
Subjects: Administrative law and regulatory procedures

Department of Health and Human Services

Department of Labor

Department of the Treasury

Disability and health-based discrimination

Employee benefits and pensions

Genetics

Health care costs and insurance

Health information and medical records

Health promotion and preventive care
Latest action: action_date: 2015-03-02
text: Read twice and referred to the Committee on Health, Education, Labor, and Pensions.

Summaries:
action_date: 2015-03-02
action_desc: Introduced in Senate
text: <p><b>Preserving Employee Wellness Programs Act</b></p> <p>This bill declares that a workplace wellness program, by offering a reward to participants, does not violate the Americans with Disabilities Act of 1990 or title I or II of the Genetic Information Nondiscrimination Act of 2008 if the program complies with Public Health Service Act requirements.</p> <p>Collection of information about a family member's manifested disease or disorder is not considered an unlawful acquisition of genetic information with respect to another family member participating in a workplace wellness program.</p> This bill takes effect as if enacted on March 23, 2010.

tv_txt: II 114th CONGRESS 1st Session S. 620 IN THE SENATE OF THE UNITED STATES March 2, 2015 Mr. Alexander (for himself, Mr. Isakson , Mr. Hatch , Mr. Scott , Mr. Roberts , and Mr. Enzi ) introduced the following bill; which was read twice and referred to the Committee on Health, Education, Labor, and Pensions A BILL To clarify rules relating to nondiscriminatory employer wellness programs as such programs relate to premium discounts, rebates, or modifications to otherwise applicable cost sharing under group health plans.

1. Short title This Act may be cited as the Preserving Employee Wellness Programs Act . 2. Findings Congress finds that— (1) Congress has a strong tradition of protecting and preserving employee workplace wellness programs, including programs that utilize a health risk assessment, biometric screening, or other resources to inform and empower employees in making healthier lifestyle choices; (2) health promotion and prevention programs are a means to reduce the burden of chronic illness, improve health, and limit the growth of health care costs; (3) in enacting the Patient Protection and Affordable Care Act ( Public Law 111–148 ), Congress intended that employers would be permitted to implement health promotion and prevention programs that provide incentives, rewards, rebates, surcharges, penalties, or other inducements related to wellness programs, including rewards of up to 50 percent off of insurance premiums for employees participating in programs designed to encourage healthier lifestyle choices; and (4) Congress has struck an appropriate balance among employees, health care providers, and wellness plan sponsors to protect individual privacy and confidentiality in a wellness program which is designed to improve health outcomes. 3. Nondiscriminatory employee wellness programs (a) Offering of program rewards (1) In general Notwithstanding any other provision of law, workplace wellness programs, or programs of health promotion or disease prevention offered by an employer or in conjunction with an employer-sponsored health plan, described in section 2705(j) of the Public Health Service Act ( 42 U.S.C. 300gg–4(j) ), shall not violate the Americans with Disabilities Act of 1990 ( 42 U.S.C. 12101 et seq. ) or title I or II of the Genetic Information Nondiscrimination Act of 2008 ( Public Law 110–233 ) because such program provides any amount or type of reward (as provided for in section 2705(j)(3)(A) of the Public Health Service Act (42 U.S.C. 300 gg–4(j)(3)(A))) to program participants if such program complies with such section 2705(j) (or any regulations promulgated with respect to such section by the Secretary of Labor, the Secretary of Health and Human Services, and the Secretary of the Treasury). (2) Application of subsection With respect to workplace wellness programs, or programs of health promotion or disease prevention offered by an employer or in conjunction with an employer-sponsored health plan, described in section 2705(j)(1)(B) or section 2705(j)(2) of the Public Health Service Act ( 42 U.S.C. 300gg–4(j)(1)(B) or (j)(2)), this subsection shall apply if the reward with respect to such programs is less than or equal to the maximum reward amounts provided for by section 2705(j)(3)(A) of such Act ( 42 U.S.C. 300gg–4(j)(3)(A) ) (or any regulations promulgated with respect to such section by the Secretary of Labor, the Secretary of Health and Human Services, and the Secretary of the Treasury). (b) Collection of information Notwithstanding any other provision of law, the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information with respect to another family member participating in workplace wellness programs, or programs of health promotion or disease prevention offered by an employer or in conjunction with an employer-sponsored health plan, described in section 2705(j) of the Public Health Service Act ( 42 U.S.C. 300gg–4(j) ), and shall not violate title I or title II of the Genetic Information Nondiscrimination Act of 2008 ( Public Law 110–233 ). For purposes of the preceding sentence, the terms family members and manifestation shall have the meanings given such terms for purposes of title I or II of the Genetic Information Nondiscrimination Act ( Public Law 110–233 ), or the amendments made by such titles, as appropriate. (c) Rules of construction (1) Relating to the ADA Nothing in this Act shall be construed to limit or otherwise restrict the application of section 501(c)(2) of the Americans with Disabilities Act of 1990 ( 42 U.S.C. 12201(c)(2) ) to any programs or arrangements described in this Act. (2) Relating to employer deadlines Nothing in the regulations referred to in subsection (a) shall be construed to prevent an employer that is offering a wellness program to an employee from establishing a deadline of up to 180 days for employees to request and complete a reasonable alternative standard (or waiver of the otherwise applicable standard). A reasonable alternative standard (or waiver of the otherwise applicable standard) is provided for in section 2705(j)(3)(D) of the Public Health Service Act (42 U.S.C. 300 gg–4(j)(3)(D)) (or any regulations promulgated with respect to such section by the Secretary of Labor, the Secretary of Health and Human Services, and the Secretary of the Treasury). 4. Effective date This Act shall take effect as if enacted on March 23, 2010, and shall apply to the Americans with Disabilities Act of 1990 ( 42 U.S.C. 12101 et seq. ) and the Genetic Information Nondiscrimination Act of 2008 ( Public Law 110–233 ), including the amendments made by such Acts.