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A reasonable accommodation is a modification or adjustment to a job or the work environment that enables a qualified applicant or employee with a disability to participate in the application process or perform essential job functions.

Drug and alcohol testing for candidates and employees is regulated at the federal level by the Drug-free Workplace Act (DFWA), the Americans with Disabilities Act (ADA), the Fair Credit Reporting Act (FRCA) and U.S. Department of Transportation regulations. Many states also regulate workplace drug screening policies. Pre-employment testing must be conducted consistently to either all candidates or just to all candidates in safety-sensitive positions. Tests should be conducted after a contingent offer of employment has been extended

The Employment Eligibility Verification form, or Form I-9, must be on file for every employee who was hired after Nov. 6, 1986. When an employee is hired, he or she should complete Section 1 of Form I-9. The employer must complete Section 2 of the form within three days of the date of hire.

HIPAA divides wellness programs into two categories: Participatory and Health Contingent. Participatory programs do not require individuals to meet a health-related standard to obtain a reward (or they do not provide a reward at all. Health-contingent programs require individuals to satisfy a health-related standard to qualify for a reward.

When the qualifying event is the end of employment or reduction of the employee’s hours and the employee became entitled to Medicare less than 18 months before the qualifying event, COBRA coverage for the employee’s spouse and dependents can last up to 36 months after the date the employee became entitled to Medicare.

Yes. Internal Revenue Code (Code) Section 105(h) contains nondiscrimination rules for self-insured health plans. Under these rules, self-insured health plans cannot discriminate in favor of highly compensated individuals (HCIs) with respect to eligibility or benefits.