---
kind: "diff"
citation: "H.R. 1313"
bill: "115-hr-1313"
heading: "Preserving Employee Wellness Programs Act"
from: "ih"
from_label: "Introduced in House"
to: "rh"
to_label: "Reported in House"
sections_amended: 1
sections_added: 0
sections_removed: 0
url: "https://uscodex.org/bills/115/hr/1313/changes/rh"
---

# H.R. 1313 — what changed

H.R. 1313, Preserving Employee Wellness Programs Act — 1 section amended between Introduced in House and Reported in House.

Edits are marked `<del>struck</del>` and `<ins>inserted</ins>`.

## Sec. 3 Nondiscriminatory workplace wellness programs

- (a) Uniformity across Federal agencies—
  - (1) Programs offered in conjunction with an employer-sponsored health plan—
    - (A) In general— Notwithstanding any other provision of law, <ins>a </ins>workplace wellness <del>programs </del><ins>program </ins>and <del>programs </del><ins>any program </ins>of health promotion or disease prevention offered by an employer in conjunction with an employer-sponsored health plan that <del>meet </del><ins>complies with section 2705(j) of </ins>the <del>requirements set forth in subparagraph (B) </del><ins>Public Health Service Act (42 U.S.C. 300gg–4(j)) (and any regulations promulgated with respect to such section by the Secretary of Labor, the Secretary of Health and Human Services, or the Secretary of the Treasury) </ins>shall be considered to be in compliance <del>with—</del><ins>with the following provisions (to the extent such programs are subject to the Acts described in such provisions):</ins>
      - (i) the acceptable examinations and inquiries set forth in section 102(d)(4)(B) of the Americans with Disabilities Act of 1990 (42 U.S.C. 12112(d)(4)(B));
      - (ii) section 2705(d) of the Public Health Service Act (42 U.S.C. 300gg–4(d)); and
      - (iii) section 202(b)(2) of the Genetic Information Nondiscrimination Act of 2008 (42 U.S.C. 2000ff–1(b)(2)).
    - (B) <del>Program requirements—</del><ins>Safe harbor—</ins> <del>The requirements referenced </del><ins>Notwithstanding any other provision of law, section 501(c)(2) of the Americans with Disabilities Act of 1990 (42 U.S.C. 12201(c)(2)) shall apply to any workplace wellness program or program of health promotion or disease prevention offered by an employer </ins>in <del>subparagraph (A) are that—</del><ins>conjunction with an employer-sponsored health plan.</ins>
      - (i) <del>the programs described in such subparagraph comply with section 2705(j) of the Public Health Service Act (42 U.S.C. 300gg–4(j));</del>
      - (ii) <del>any reward provided or offered by a program described in such subparagraph shall be less than or equal to the maximum reward amounts provided for by section 2705(j)(3)(A) of the Public Health Service Act (42 U.S.C. 300gg–4(j)(3)(A)), regardless of whether such programs are otherwise subject to such limitations; and</del>
      - (iii) <del>the programs described in such subparagraph comply with any regulations promulgated with respect to section 2705(j) of such Act by the Secretary of Labor, the Secretary of Health and Human Services, or the Secretary of the Treasury.</del>
    - (C) <del>Safe harbor—</del> <del>Notwithstanding any other provision of law, section 501(c)(2) of the Americans with Disabilities Act of 1990 (42 U.S.C. 12201(c)(2)) shall apply to workplace wellness programs or programs of health promotion or disease prevention offered by an employer in conjunction with an employer-sponsored health plan.</del>
  - (2) Other programs offering more favorable treatment for adverse health factors— Notwithstanding any other provision of law, <ins>a </ins>workplace wellness <del>programs </del><ins>program </ins>and <del>programs </del><ins>a program </ins>of health promotion or disease prevention offered by an employer that <del>provide </del><ins>provides </ins>for more favorable treatment of individuals with adverse health factors as described in <del>45 CFR </del><ins>section </ins>146.121(g) <ins>of title 45, Code of Federal Regulations </ins>(or any successor regulations) shall be considered to be in compliance with—
    - (A) the acceptable examinations and inquiries set forth in section 102(d)(4)(B) of the Americans with Disabilities Act of 1990 (42 U.S.C. 12112(d)(4)(B));
    - (B) section 2705(d) of the Public Health Service Act (42 U.S.C. 300gg–4(d)); and
    - (C) section 202(b)(2) of the Genetic Information Nondiscrimination Act of 2008 (42 U.S.C. 2000ff–1(b)(2)).
  - (3) Programs not offered in conjunction with an employer-sponsored health plan—
    - (A) In general— Notwithstanding any other provision of law, <ins>a </ins>workplace wellness <del>programs </del><ins>program </ins>and <del>programs </del><ins>any program </ins>of health promotion or disease prevention offered by an employer that are not offered in conjunction with an employer-sponsored health plan that <del>are </del><ins>is </ins>not described in section 2705(j) of the Public Health Service Act (42 U.S.C. 300gg–4(j)) that meet the requirement set forth in subparagraph (B) shall be considered to be in compliance with—
      - (i) the acceptable examinations and inquiries as set forth in section 102(d)(4)(B) of the Americans with Disabilities Act of 1990 (42 U.S.C. 12112(d)(4)(B));
      - (ii) section 2705(d) of the Public Health Service Act (42 U.S.C. 300gg–4(d)); and
      - (iii) section 202(b)(2) of the Genetic Information Nondiscrimination Act of 2008 (42 U.S.C. 2000ff–1(b)(2)).
    - (B) Limitation on rewards— The requirement referenced in subparagraph (A) is that any reward provided or offered by a program described in such subparagraph shall be less than or equal to the maximum reward amounts provided for by section 2705(j)(3)(A) of the Public Health Service Act (42 U.S.C. 300gg–4(j)(3)(A)), and any regulations promulgated with respect to such section by the Secretary of Labor, the Secretary of Health and Human Services, or the Secretary of the Treasury.
- (b) Collection of information— Notwithstanding any other provision of law, the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information with respect to another family member as part of a workplace wellness program described in <del>paragraph (1) or (2) </del><ins>subsection (a) </ins>offered by an employer (or in conjunction with an employer-sponsored health plan described in section 2705(j) of the Public Health Service Act (42 U.S.C. 300gg–4(j))) and shall not violate title I or title II of the Genetic Information Nondiscrimination Act of 2008 (Public Law 110–233). For purposes of the preceding sentence, the term family <del>member has </del><ins>memberhas </ins>the meaning given such term in section 201 of the Genetic Information Nondiscrimination Act (Public Law 110–233).
- (c) Rule of construction— Nothing in subsection (a)(1)(A) shall be construed to prevent an employer that is offering a wellness program to an employee from requiring such employee, within 45 days from the date the employee first has an opportunity to earn a reward, to request a reasonable alternative standard (or waiver of the otherwise applicable standard). Nothing in subsection (a)(1)(A) shall be construed to prevent an employer from imposing a reasonable time period, based upon all the facts and circumstances, during which the employee must complete the reasonable alternative standard. Such a reasonable alternative standard (or waiver of the otherwise applicable standard) is provided for in section 2705(j)(3)(D) of the Public Health Service Act (42 U.S.C. 300 <del>gg–4(j)(3)(D)) </del><ins>gg-4(j)(3)(D)) </ins>(and any regulations promulgated with respect to such section by the Secretary of Labor, the Secretary of Health and Human Services, or the Secretary of the Treasury).