Insights: News Releases Kilpatrick Townsend’s Mark Stember and Martha Sewell: Featured Speakers at Legal Issues for Workplace Wellness and Disease Management Programs Webinar
NEW YORK (November 16) – Kilpatrick Townsend & Stockton announced today that partners Mark Stember and Martha Sewell will be a featured speakers at a firm sponsored webinar entitled, “Legal Issues for Workplace Wellness and Disease Management Programs.” The program will be held on Tuesday, November 17, from 12:30 – 1:30 pm.
There are a myriad of legal rules relating to wellness and disease management programs in the workplace. This webinar will examine three of these rules – the HIPAA nondiscrimination wellness regulations, the proposed wellness regulations under the American’s with Disabilities Act, and the wellness regulations under both Title I and Title II of the Genetic Information Nondiscrimination Act. Speakers will also examine typical wellness programs in the workplace and discuss how to better position and streamline these programs under applicable laws.
Mr. Stember concentrates his practice on counseling clients on the tax and related aspects of health and welfare benefits, flexible compensation, fringe benefits, executive compensation, and qualified retirement plans. He has counseled both private and public clients regarding health and welfare plans, cafeteria plans, fringe benefit plans, such as adoption assistance and tuition reimbursement, nonqualified deferred compensation plans, executive split dollar life insurance plans and section 401(k) and pension plans.
Ms. Sewell practices in the area of employee benefits, where she focuses on employee health and welfare benefit plans. She counsels clients on compliance with the numerous and often complex rules applicable to health and welfare plans, cafeteria plans and fringe benefit plans, including ERISA, HIPAA, and the tax code. In her twenty years of practicing in this area, Ms. Sewell has addressed a broad range of issues affecting all types of health and welfare plans, including plan design, documentation and administration issues, all aspects of COBRA compliance (including implementation of the COBRA subsidy), correction of past plan document, Form 5500 and operational problems and compliance with federal and state privacy and security laws.
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