“The U.S. Equal Employment Opportunity Commission issued two final rules May 16, 2016 that guide employers on the manner with which their wellness programs that ask health-related questions and/or require participants to undergo medical examinations can incentivize employee participation, while remaining in compliance with Title I of the Americans with Disabilities Act (ADA) and Title II of the Genetic Information Nondiscrimination Act (GINA). … Both rules allow employers to continue providing wellness programs that offer financial incentives so long as the wellness plans are ‘reasonably designed to promote health or prevent disease’ and are not ‘a subterfuge for violating’ the ADA, GINA or other employment discrimination laws.” (Stinson Leonard Street LLP)