After a federal court ruled that effective Jan. 1, 2019, workplace wellness programs must be fully voluntary (without monetary incentives or penalties), employers were left with more questions than answers. We huddled up a panel of experts to offer guidance for employers on how to move forward.
Read our tip sheet to get their insights on how to keep your organization’s wellness program on the right side of the law, including specifics around:
- Whether the deadline applies to non-calendar plan years.
- How to handle premium surcharges for tobacco users.
- Addressing wellness programs based on points, not penalties.
- And more!