Fed Regist. 2016 May 17;81(95):31125-43.
The Equal Employment Opportunity Commission (EEOC or Commission) is issuing its final rule to amend the regulations and interpretive guidance implementing Title I of the Americans with Disabilities Act (ADA) to provide guidance on the extent to which employers may use incentives to encourage employees to participate in wellness programs that ask them to respond to disability-related inquiries and/or undergo medical examinations. This rule applies to all wellness programs that include disability-related inquiries and/or medical examinations whether they are offered only to employees enrolled in an employer-sponsored group health plan, offered to all employees regardless of whether they are enrolled in such a plan, or offered as a benefit of employment by employers that do not sponsor a group health plan or group health insurance. Published elsewhere in this issue of the Federal Register, the EEOC also issued a final rule to amend the regulations implementing Title II of the Genetic Information Nondiscrimination Act (GINA) that addresses the extent to which employers may offer incentives for an employee's spouse to participate in a wellness program.
平等就业机会委员会（EEOC或委员会）正在发布其最终规则，以修订实施《美国残疾人法案》（ADA）第一章的法规和解释性指南，就雇主在多大程度上可以使用激励措施鼓励员工参与要求他们回应与残疾相关询问和/或接受医学检查的健康计划提供指导。本规则适用于所有包含与残疾相关询问和/或医学检查的健康计划，无论这些计划是仅提供给参加雇主赞助的团体健康计划的员工，提供给所有员工（无论他们是否参加此类计划），还是由不赞助团体健康计划或团体健康保险的雇主作为就业福利提供。EEOC在本期《联邦公报》的其他地方还发布了一项最终规则，以修订实施《基因信息非歧视法案》（GINA）第二章的法规，该法规涉及雇主在多大程度上可以为员工配偶参与健康计划提供激励措施。
