by Strategic HR Partners
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by Strategic HR Partners
If your wellness program includes a health risk assessment or biometric screening or seeks spousal information, evaluate whether the program meets the new Equal Employment Opportunity Commission rules.
Confirm your plan meets recent parity guidance on coverage of mental health and substance use disorders, and prepare for possible DOL audits of health plans’ compliance.
Ensure delivery practices and procedures for your health plan’s summary of benefits and coverage align with final rules now in effect.
Revisit health plans’ privacy and security obligations under HIPAA.
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