Workplace dynamics have significantly changed in the last few years. See how employers have been forced to respond to increasing worker demands for workplace flexibility, well-being initiatives and inclusive cultures.
This article provides guidance for how employers can balance the needs of an age-diverse workforce when developing competitive benefits offerings.
Mental Health Parity rules originated in 1996, but significant issues with non-compliance have more recently triggered additional attention, traction and action at the federal level. The 2023 proposed regulations are a good illustration of increasing federal regulatory focus on mental health parity, particularly with respect to the NQTLs, which are explained in more detail here.
On August 30, 2023, the Wage and Hour Division of the Department of Labor (DOL) announced a proposed rule to “ensure that more workers receive extra pay” for working over 40 hours a week.
California Employers Beware: Your 5-Step Plan as Attorney General Announces CCPA Investigative Sweep
California employers, beware: the state’s top prosecutor just announced his office is conducting an investigative sweep of whether and how large California employers have complied with data privacy and consumer protection requirements as they relate to employees and job applicants. Find the summary and a 5 step plan here.
Discover ways to thoughtfully kick off open enrollment efforts, including offering competitive benefits to meet workforce needs, crafting employee messaging and effectively communicating benefits offerings.
Due to a variety of factors, benefit offerings are changing, placing new demands on employees and employers during open enrollment. To make the enrollment process as smooth as possible, it is important that employers educate and communicate with their employees effectively.
Legal Update: On July 21, 2023, the U.S. Citizenship and Immigration Services (USCIS) announced a new version of Form I‑9, also known as the Employment Eligibility Verification form. Employers are required to use this form to verify that their employees are authorized to work in the United States. Employers can begin using the new form Aug. 1, 2023.
Several key deadlines that affect employer-sponsored health plans were extended during an “Outbreak Period” associated with the COVID-19 National Emergency. These extensions are now coming to an end.
As companies compete for talent, many may take a total rewards approach to fulfill employees’ workplace desires. Others focus on monetary actions or find ways to optimize their ofference and their employee experience.
Offering voluntary benefits is a great way to enhance your benefits package, differentiate from competitors and increase employee satisfaction—all with little impact on your budget.
Educate your employees on the advantages of these voluntary benefits so that you both reap the rewards.
A holistic, deliberate, and tailored total rewards package gives your organization a compelling answer to the question, What’s in it for me? Taking a total rewards approach to your EVP is what your business needs and your people want.
The End of the COVID-19 National Health Emergency/Public Health Emergency: Update on Recent Changes that Impact Group Health Plans
The COVID-19 pandemic triggered several federal emergencies, but two of them directly impacted group health plans: the Public Health Emergency and the National Emergency.
Included in this post is a quick summary, a more in-depth summary, and at the bottom is PDF that can be downloaded or printed for your benefit and ease. Learn about how self & level funded plan sponsors must submit their PCORI fee by July 31 each year.