Implementing the ACA, HIPPA, GINA, ADA, and Title VII Discrimination Laws into Your Organization’s Wellness Strategy
  • CODE : SUST-0020
  • Duration : 60 Minutes
  • Level : Intermediate
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Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and the private sector.

Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She has been featured on 20/20, CBS Evening News and other television and radio programs as well as interviewed for newspaper and journal articles such as Harvard Education Newsletter, Lawyers Weekly and Times of London.

Susan is the recipient of the Excellence in Educational Equity Award from the Minnesota Department of Education for her work in sexual harassment in education. She has spoken about sexual harassment at international conferences in Botswana, Egypt, Thailand, and the U.S. She consulted with the Israeli Ministry of Education, as well as with educators from Israel, England, Australia, St. Maartin, Bali, and Canada. She traveled to Poland and conducted research on sex discrimination and sexual harassment in Polish workplaces with Minnesota Advocates for Human Rights. She has consulted with health professionals in Beirut regarding violence in healthcare. Susan has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in psychology and counseling, a master’s degree in community health, and the professional certificate in training and development. She has been involved in the harassment and bullying arena since 1985.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at

The federal government believes wellness programs can cut healthcare costs and decrease the cost of employer-sponsored health insurance by promoting health and preventing disease. The new federal regulations have divided wellness programs into two types with specific rules for each. A major piece of the regulations addresses the issue of employment discrimination based on health/disability, age, gender, and other protected classes. The U. S. Department of Labor, the Treasury, and Health and Human Services regulations require that regardless of the type of wellness program, every individual participating should be able to receive the full amount of any reward or incentive, regardless of any health factor. Specific regulations have been created to prevent employee discrimination in wellness programs.

Learning Objectives

  • Discrimination laws will refer to civil rights discrimination such as GINA (genetic information non-discrimination act), ADA (American Disabilities Act), Title VII (1964 workplace anti-discrimination act), ADEA (Age Discrimination in Employment Act)
  • HIPAA( Health Insurance Portability and Accountability Act)
  • Challenges include: designing, developing and implementing an employer wellness program for employees without violating the various civil rights laws and the ACA
  • Financial incentives include: healthcare cost containment when implementing a wellness program, diminishing liability when designing the program with the required laws in place
  • To differentiate between the two major types of wellness programs and why it matters
  • To list the four standards required by the ACA for health-contingent wellness programs to follow to ensure nondiscrimination
  • To discuss HIPAA and specific discrimination laws and their requirements for compliance in wellness programs
  • To contrast the reasonable alternative standard for activity-based wellness programs and the reasonable alternative standard for outcome-based plans To list the steps in designing, developing, implementing and evaluating a comprehensive wellness strategy

Who Should Attend

Any industry would benefit from this webinar who is either considering a wellness program, is looking at expanding its existing program or is just wanting to increase their knowledge about the legal aspects of their wellness strategy. Specific job titles would be VP/Director/Manager of HR, Wellness coordinator/committee members, managers, Wellness program employees

Why Should Attend

  • Internet resources for a variety of wellness planning guidelines
  • EEOC Internet resources regarding GINA, the ADA and compliance with the EEOC
  • Copy of Q and A  from the U.S. Department of Health and Human Services regarding HIPAA and wellness programs
  • Sample wellness strategy mission statements, goals and objectives
  • Decision-making chart when implementing a wellness program
  • Copy of a portion of HIPPA regarding Wellness programs from the Department of Health and Human Services
  • $149.00

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