Honeywell International Inc. has won a small wellness program victory in a federal court, and benefits groups and benefits advisors are celebrating.
Honeywell wants to cut the employees’ share of health premiums for employees and spouses who go through biometric screenings. Honeywell also wants to impose a penalty on employees and spouses who use tobacco and fail to submit to testing for tobacco use.
The employees objected, and the Equal Employment Opportunity Commission (EEOC) filed a suit on their behalf in a U.S. District Court in Minnesota. The EEOC was trying to get a preliminary injunction that would have kept Honeywell from implementing the program.
The EEOC said the program violates the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA).
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The court denied the request for the preliminary injunction, saying the wellness program would not cause permanent harm to the participants.