Brislin J A
Empl Benefits J. 1992 Mar;17(1):9-13.
The Americans With Disabilities Act will have a significant impact upon plan sponsors and the administration of an employee benefit plan. Prior to the July 26, 1992 effective date, a plan sponsor or trustee should meet with the plan's attorney, provider and other insurance advisers and review the effect ADA will have upon the plan. The EEOC will be issuing additional interpretive rules before the effective date of ADA, and there will be numerous court challenges after the effective date. Plan sponsors and trustees should keep abreast of the developments as they occur. Before a benefit change or premium adjustment is made, it should be reviewed with legal counsel to assure that it conforms to ADA's insurance exemption. Plan sponsors and trustees should have legal counsel, the provider and the plan's insurance advisers develop the documentation that will enable the plan to establish ADA's insurance exemption to defend any legal challenge.
《美国残疾人法案》将对计划主办方及员工福利计划的管理产生重大影响。在1992年7月26日生效日期之前，计划主办方或受托人应与计划的律师、供应商及其他保险顾问会面，并审查该法案对计划的影响。美国平等就业机会委员会将在该法案生效日期之前发布更多解释性规则，生效日期之后还会有大量的法庭质疑。计划主办方和受托人应随时了解这些动态。在进行福利变更或保费调整之前，应与法律顾问进行审查，以确保其符合该法案的保险豁免规定。计划主办方和受托人应让法律顾问、供应商及计划的保险顾问准备好相关文件，以便计划能够确立该法案的保险豁免，以应对任何法律质疑。
