Consistent with its strategic plan to provide up-to-date
guidance on the requirements of antidiscrimination laws, last week, the United States Equal Employment Opportunity
Commission issued this
press release in which it announced that it had revised guidance on how the
Americans with Disabilities Act applies to applicants and employees with
cancer, diabetes, epilepsy, and intellectual disabilities. You can find links
to that revised guidance here.
And earlier in the month, the EEOC held a public meeting
on employer wellness programs and how they may be impacted by not only the ADA,
but also the Genetic Information Non-Discrimination Act (GINA). You can view a
copy of the press release here.
Suffice it to say that, until the EEOC offers further guidance on these issues
-- and even when it does -- consult with an employment lawyer before
implementing or updating one of these programs.
This article was originally published on Eric B. Meyer's blog, The Employer
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