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This rule amends the regulations to implement the equal employment provisions of the Americans with Disabilities Act (ADA) to address the interaction between title I of the ADA and wellness programs, which had been published as a final rule on May 17, 2016, (81 FR 31125) and completed in the fall 2016 agenda as RIN 3046-AB01. On August 22, 2017, the U.S. District Court for the District of Columbia ordered the Equal Employment Opportunity Commission (EEOC) to reconsider its May 17, 2016, final rule on employer-sponsored wellness plans under the ADA.  See AARP v. EEOC, 267 F. Supp. 3d 14 (D.D.C. 2017). In accordance with the court's ruling, the EEOC rescinded portions of its ADA wellness rule on December 20, 2018, (83 FR 65296). EEOC staff is now developing an NPRM to address wellness programs under the ADA in response to the court's ruling.