Federal Court Instructs EEOC to Reconsider Final ADA/GINA Wellness Regulations | Practical Law
In AARP v. EEOC, the US District Court for the District of Columbia held that the Equal Employment Opportunity Commission (EEOC) failed to provide a reasoned explanation for its decision to adopt a 30% limit on wellness program incentives in its final wellness program rules under the Americans with Disabilities Act (ADA) and Genetic Information Nondiscrimination Act of 2008 (GINA). The court remanded the final rules to the EEOC for reconsideration, but stopped short of vacating the rules.