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Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
On Oct. 30, the Equal Employment Opportunity Commission (EEOC) issued a proposed rule under the Genetic Information Nondiscrimination Act (GINA) defining how employers may obtain voluntary health information from employees’ spouses for purposes of a wellness plan.
GINA prohibits employment discrimination based on genetic information and generally prohibits employers from obtaining genetic information. GINA makes an exception for situations in which an employee voluntarily participates in an employer wellness plan. The proposed rule allows employers to offer an incentive that is a maximum of 30 percent of the total cost of the plan in which the employee and dependents are enrolled. The proposed rule also requires written authorization from the spouse before any collection of health or genetic information.
SHRM anticipates commenting on the rule to encourage continued coordination of regulations addressing wellness. The proposal is open for public comment until Dec. 29, 2015.
Capitol Hill Update
Budget Agreement Includes Provisions Affecting Employer-Provided Benefits
SHRM-Supported Legislation to Restore “Joint Employer” Standard Moves in House
EEOC Issues Proposed Rule Detailing Wellness Plan Incentives Under GINA
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