Implementing the Affordable Care Act, GINA, and other  Discrimination Laws into Your Wellness Program Live Webinar HRCI 1.5

Smart HR Learn is a human resource consulting firm, is a full-service workplace employment law training, human resource consulting and human resource training firm specializing in the areas of workplace employment law and sexual and unlawful harassment. We provide employers with Employment Law Training and HR Training on the nuts and bolts of federal and state employment discrimination workplace laws including laws regarding sexual and unlawful harassment.Smart HR Learnis the ideal medium for Human Resources professionals.HR professionals benefit in numerous ways from these trainings: they can earn continuing education credits from renowned authorities/associations/organizations; they can get expert advice, and get to have the flexibility of viewing recorded webinars at their convenience.

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Live Webinar Implementing the Affordable Care Act, GINA, and other Discrimination Laws into Your Wellness Program HRCI 1.5
Speaker : Susan Strauss Ed.D. is an international speaker, trainer, consultant and recognized expert on harassment. She also conducts harassment and workplace bullying investigations and functions as a consultant to attorneys as well as an expert witness in harassment lawsuits. 
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This activity has been approved for 1.5 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 www.hrci.org
 
Overview
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 employee 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. Employers have until January 1, 2014 to ensure that their wellness programs comply with the final rule. Wellness programs have progressed from merely a newsletter, exercise incentives and enhancing one’s diet, to a more comprehensive strategy to purposely try to improve employee health while decreasing the employer’s healthcare costs. Wellness programs are increasingly considered a benefit for the employee and used to incent and reward employee engagement with the program. One of the challenges that has been created along the way is discrimination of employees based on their protected class such as a disability, race, or gender. It is imperative for organizations to recognize the need to incorporate non-discriminatory options in their wellness strategy for all employees.
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Session Highlights
- To provide examples of how wellness programs have resulted in discrimination lawsuits - To explain the role that the ADA, GINA, FMLA, and other civil rights laws play in the design and development of your wellness strategy - To provide specific examples of the alternative standards and why they are mandatory - To list the benefits of a Wellness strategy to minimize healthcare costs for the organization and the employee - To discuss the critical steps in designing and developing the Wellness strategy - To plan an effective organization-wide implementation process -To establish an effective evaluation method of the Wellness program
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Learning Objectives:
- To differentiate between the two 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 required for strategically planning a comprehensive wellness program
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Who will Benefit
- CFOs - Wellness Directors - Risk Management Directors - Occupational Health Nurse - Employers and Business owners - Human Resources Specialists and managers
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Instructor Profile
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Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert investigator 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 private sector.  Dr. Strauss also provides organizational, management, and employee development by conducting training, coaching, and facilitating workshops. She has been the Director of Training and Development and consults with a variety of organizations and industries, both large and small. Susan has also been the director of Wellness and has consulted with organizations to help them design, develop, implement and evaluate their Wellness programs.  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 professional certificate in training and development. She has been involved in the harassment and bullying arena since 1985. 
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