This was apparently a good week for issuance of final new regulatory rules from the federal government. Aside from the DOL overtime rule (above), the Equal Employment Opportunity Commission also rendered its final rule this week specifying the extent to which employer-sponsored wellness plans can comply with the American with Disabilities Act and the Genetic Information Nondiscrimination Act by offering incentives and still not discriminating against certain employees. Essentially, under the rule issued Monday, wellness programs will be considered voluntary as long as incentives don’t exceed 30% of the cost on an employee’s individual “self-only” coverage. The 30% limit applies separately to employees and their spouses so that couples can actually benefit up to a 60% of the costs of coverage. On another EEOC matter, earlier this year the agency issued revisions to its guidance for processing and investigating retaliation complaints against employers.