Raj Singh

"Don't run out of the store when stocks go on sale! This may be the greatest buying opportunity of your lifetime".

As health care costs continue to climb, employers are actively looking for impactful mitigation strategies. Expanding cost-sharing methods, such as offering high deductible health plans, has been one approach; yet, shifting costs onto employees might affect recruitment in a tight labor market. Instead, some employers are switching to self-insuring to reduce costs and improve service.

From 1999 to 2021, the average inflation has been 12.91%, oh heck, let’s call it 13%! So, in context the increase in the price of eggs that everyone is howling about as the abnormal black swan occurrence, well…. that’s every year in my world.

Open enrollment can be an extremely positive and rewarding experience for you and your employees, providing you plan for it well in advance. During this unprecedented time, it’s important to review and modify your benefits offerings to enhance your employees’ physical, mental and financial health.
Use this general checklist to help your organization prepare for a successful open enrollment period, from early planning to follow-up.

COVID-19 testing continues to be a significant hurdle in the management of the disease. We have compiled a document with useful information and testing solutions as you re-enter the workforce.

Bay Area employers with 50 or more full-time employees within the Bay Area Air Quality Management District (Air District) geographic boundaries are required to register and offer commuter benefits to
their employees in order to comply with Air District Regulation 14, Rule 1 , also known as the
Bay Area Commuter Benefits Program. Employers must select one of four Commuter Benefit options to offer their employees.

In response to the coronavirus (COVID-19) pandemic, many organizations have been faced with making tough decisions—often leading to layoffs, furloughed employees, and reduced pay. Post-coronavirus, many employers find themselves torn between balancing fair compensation and the current financial realities of their business—while hoping to return to a new sense of normalcy.

On June 11, 2020, the Equal Employment Opportunity Commission (EEOC) issued more guidance concerning COVID-19 and return to work. This article compiles some of the frequently asked questions (FAQs) from the new guidance. Click on the link for more information.

The EEOC’s pandemic guidance clarifies that employers may:
 Ask employees if they have covid-19 symptoms;
 Require employees to stay home (and to provide medical notes before returning to work) if they have covid-19 symptoms; and
 Screen applicants for covid-19 symptoms after making conditional job offers.

The Affordable Care Act (ACA) imposes a fee on health insurance issuers and self-insured plan sponsors in order to fund comparative effectiveness research. These fees are widely known as Patient-Centered Outcomes Research Institute (PCORI) fees, and were originally scheduled to expire for plan or policy years ending on or after Oct. 1, 2019. However, a federal spending bill enacted at the end of 2019 extended the PCORI fees for an additional 10 years.
As a result, on June 8, 2020, the… Show more

The Affordable Care Act (ACA) imposes a fee on health insurance issuers and self-insured plan sponsors in order to fund comparative effectiveness research. These fees are widely known as Patient-Centered Outcomes Research Institute (PCORI) fees, and were originally scheduled to expire for plan or policy years ending on or after Oct. 1, 2019. However, a federal spending bill enacted at the end of 2019 extended the PCORI fees for an additional 10 years.
As a result, on June 8, 2020, the Internal Revenue Service (IRS) issued Notice 2020-44, which increases the PCORI fee amount for plan years ending on or after Oct. 1, 2019, and before Oct. 1, 2020, to $2.54 multiplied by the average number of lives covered under the plan. It also provides transition relief for calculating the average number of lives covered under the plan or policy (which is what the PCORI fee is based on).
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Due to the COVID-19 pandemic, employers and unions that are subject to equal employment opportunity (EEO) reporting under Title VII of the Civil Right Act will not be required to file EEO surveys in 2020, the U.S. Equal Employment Opportunity Commission (EEOC) announced on May 8, 2020.
The following EEO surveys, which the EEOC had previously expected to open in 2020, have been delayed:
• The 2019 EEO-1 Component 1 (required from private employers with 100 or more employees and certain… Show more

Due to the COVID-19 pandemic, employers and unions that are subject to equal employment opportunity (EEO) reporting under Title VII of the Civil Right Act will not be required to file EEO surveys in 2020, the U.S. Equal Employment Opportunity Commission (EEOC) announced on May 8, 2020.
The following EEO surveys, which the EEOC had previously expected to open in 2020, have been delayed:
• The 2019 EEO-1 Component 1 (required from private employers with 100 or more employees and certain federal contractors);
• The 2020 EEO-3 (required from local referral unions with 100 or more members); and
• The 2020 EEO-5 (required from public elementary and secondary school districts with 100 or more employees).
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IRS COVID-19 Guidance for Section 125 Mid-year Election Change Rules:

a. The IRS released Notice 2020-29, which provides temporary flexibility for mid-year election changes under a Section 125 cafeteria plan.

b. Permitted Employee Election Changes: Make new elections and/or revoke an existing election.

c. An employer using this relief may determine the extent to which such changes are permitted and applied

IRS Provides Guidance for Unused Funds in Health FSAs and Dependent Care:

a. The IRS announced more options with respect to unused amounts in health flexible spending accounts and dependent care assistance programs.
b. For plan years beginning in 2020, the health FSA carryover limit increases to $550.
c. In addition, the IRS relaxed the mid-year election change rules for Health FSAs and Dependent Care FSA for 2020.

Effective March 2020, Congress has officially passed the CARES Act, which means two revolutionary changes for those with a health care spending account: Over the counter medications and feminine hygiene products are now FSA eligible effective January 1, 2020

As the COVID-19 outbreak continues to spread, employers may get questions from employees about their health plan’s coverage for COVID-19 testing, including whether they will need to pay a deductible or copayment. This is a rapidly evolving issue, with many health insurance issuers announcing that they will voluntarily waive any cost sharing for COVID-19 testing.

This interim guidance is based on what is currently known about the coronavirus disease 2019 (COVID-19). The Centers for Disease Control and Prevention (CDC) will update this interim guidance as needed and as additional information becomes available.

CDC is working across the Department of Health and Human Services and across the U.S. government in the public health response to COVID-19. Much is unknown about how the virus that causes COVID-19 spreads. Current knowledge is largely based… Show more

This interim guidance is based on what is currently known about the coronavirus disease 2019 (COVID-19). The Centers for Disease Control and Prevention (CDC) will update this interim guidance as needed and as additional information becomes available.

CDC is working across the Department of Health and Human Services and across the U.S. government in the public health response to COVID-19. Much is unknown about how the virus that causes COVID-19 spreads. Current knowledge is largely based on what is known about similar coronaviruses.
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On Dec. 2, 2019, the Internal Revenue Service (IRS) issued Notice 2019-63 to:
• Extend the due date for furnishing forms under Sections 6055 and 6056 for 2019 from Jan. 31,
2020, to March 2, 2020;
• Extend good-faith transition relief from penalties related to 2019 information reporting under Sections 6055 and 6056; and
• Provide additional penalty relief related to furnishing 2019 forms to individuals under Section 6055. Under this relief, employers will only have to provide Form… Show more

On Dec. 2, 2019, the Internal Revenue Service (IRS) issued Notice 2019-63 to:
• Extend the due date for furnishing forms under Sections 6055 and 6056 for 2019 from Jan. 31,
2020, to March 2, 2020;
• Extend good-faith transition relief from penalties related to 2019 information reporting under Sections 6055 and 6056; and
• Provide additional penalty relief related to furnishing 2019 forms to individuals under Section 6055. Under this relief, employers will only have to provide Form 1095-B to covered individuals upon request.

The due date for filing forms with the IRS for 2019 remains Feb. 28, 2020 (March 31, 2020, if filing electronically). Show less

The Affordable Care Act (ACA) has made a number of significant changes to group health plans since the law was enacted in 2010. Many of these key reforms became effective in 2014 and 2015, including health plan design changes,increased wellness program incentives and the employer shared responsibility penalties. Certain changes to some ACA requirements take effect in 2020 for employers sponsoring group health plans, such as increased dollar limits. To prepare for 2020, employers should review… Show more

The Affordable Care Act (ACA) has made a number of significant changes to group health plans since the law was enacted in 2010. Many of these key reforms became effective in 2014 and 2015, including health plan design changes,increased wellness program incentives and the employer shared responsibility penalties. Certain changes to some ACA requirements take effect in 2020 for employers sponsoring group health plans, such as increased dollar limits. To prepare for 2020, employers should review upcoming requirements and develop a compliance strategy.

This ACA Overview provides an ACA compliance checklist for 2020. Please contact ExpertQuote Insurance Services Inc. for assistance or if you have questions about changes that were required in previous years. Show less

Each year, the Kaiser Family Foundation and the Health Research & Educational Trust conduct a
survey to examine employer-sponsored health benefit trends. This document summarizes the
main points of the 2019 survey and suggests how they could affect employers.

Bay Area employers with 50 or more full-time employees within the Bay Area Air Quality Management District (Air District) geographic boundaries are required to register and offer commuter benefits to their employees in order to comply with Air District Regulation 14, Rule 1, also known as the Bay Area Commuter Benefits Program.

Each year, Medicare Part D requires group health plan sponsors to disclose to individuals who are eligible for Medicare Part D and to the Centers for Medicare and Medicaid Services (CMS) whether the health plan’s prescription drug coverage is creditable. Plan sponsors must provide the annual disclosure notice to Medicare-eligible individuals before Oct. 15, 2019—the start date of the annual enrollment period for Medicare Part D.

To prepare for open enrollment, group health plan sponsors should be aware of the legal changes affecting the design and administration of their plans for plan years beginning on or after Jan. 1, 2020. Employers should review their plan documents to confirm that they include these required changes.

10th Wellness in the Workplace survey of 544 U.S. employers shows well-being programs seen as more vital to attracting and retaining talent, boosting employee morale. Study also finds digital technologies are increasingly important to helping employees engage in their health and wellness

If you’ve ever received a surprise medical bill, you’re not alone. According to a survey conducted by
NORC at the University of Chicago, over half of American adults have been surprised by a bill that they
had assumed would be covered by their medical insurance. Moreover, only 1 in 5 of these surprise bills
were the result of a patient actively seeking out-of-network care.

Employee benefits are a crucial but often complicated part of an employment package, and it is not always as easy to understand quantifiable perks such as salary and vacation time. However, insurance benefits are much more than just a workplace bonus—they are key safeguards that can enhance your quality of life for decades to come.

There are many different ways to incorporate wellness into your company, whether by making small
changes or by introducing larger programs. This guide will provide basic information and tips to
implement various wellness initiatives.
According to a RAND survey, approximately half of U.S. employers with 50 or more employees sponsor
some type of workplace wellness program. As the issues of rising health care costs and increased
absenteeism due to health problems grow, wellness… Show more

There are many different ways to incorporate wellness into your company, whether by making small
changes or by introducing larger programs. This guide will provide basic information and tips to
implement various wellness initiatives.
According to a RAND survey, approximately half of U.S. employers with 50 or more employees sponsor
some type of workplace wellness program. As the issues of rising health care costs and increased
absenteeism due to health problems grow, wellness programs are seen as an effective method of
improving employee health and morale and decreasing health-related costs for employers. Show less

State marijuana laws do not affect employer's right to:
• Prohibit employees from using marijuana at work or during work hours
• Prohibit employees from being under the influence of marijuana at work or during work hours
• Require employees or applicants to undergo drug testing

When your organization has reached 50 or more employees there are several federal, state and local ordinances that should be considered to ensure that you are legally compliant. Here’s a summary of the most common laws that affect businesses of 50 or more employees.

The Affordable Care Act (ACA) imposes a fee on health insurance issuers and plan sponsors of self-insured health plans to help fund the Patient-Centered Outcomes Research Institute. The fee, called
the Patient-Centered Outcomes Research Institute (PCORI) fee, is calculated based on the average number of lives covered under the policy or plan.

Employers must comply with numerous reporting and disclosure requirements throughout the year in connection with their group health plans. This Compliance Overview explains key 2019 compliance deadlines for employer-sponsored group health plans

Employers have until Sept. 30, 2019, to submit pay and work-hour (“Component 2”) data from both 2017 and 2018 as part of their 2018 EEO-1 Reports, the Equal Employment Opportunity Commission (EEOC) announced on May 3, 2019. The announcement followed a federal court decision that required the EEOC to collect Component 2 data from 2018 and to decide whether it would collect that data from either 2017 or 2019 as well. The EEOC chose to require the 2017 information and indicated that a system for… Show more

Employers have until Sept. 30, 2019, to submit pay and work-hour (“Component 2”) data from both 2017 and 2018 as part of their 2018 EEO-1 Reports, the Equal Employment Opportunity Commission (EEOC) announced on May 3, 2019. The announcement followed a federal court decision that required the EEOC to collect Component 2 data from 2018 and to decide whether it would collect that data from either 2017 or 2019 as well. The EEOC chose to require the 2017 information and indicated that a system for employers to submit the Component 2 data from both 2017 and 2018 will be available starting in mid-July 2019. Show less

Given the high cost of commuting, employers may consider implementing a qualified transportation benefit program for their employees. Internal Revenue Code (Code) Section 132(f) permits employers to provide certain transportation benefits to employees on a tax-free basis. These benefits include qualified parking, transit passes and transportation to and from work in a commuter highway vehicle (“vanpooling”).

In today’s age of the multigenerational workforce, your organization likely has employees from four
different generations: the baby boomers, Generation X, millennials and Generation Z. While millennials
have become the most predominant generation at many organizations, it’s estimated that 35 percent of
the U.S. labor force will be 50 years old or older by 2022.

The term “onboarding” is often tossed around in the HR realm, but not everyone knows what it is or
how to do it. In basic terms, onboarding is the process of getting new hires acclimated to their new
roles. It includes setting clear guidelines for performance and company culture, and sharing the
knowledge necessary for success within an organization.

Over the last few years, employers nationwide have been all about wellness, particularly when it
concerns return on investment (ROI). With the increased focus on wellness, employers are shifting away
from only offering workplace wellness initiatives that encourage improvements in physical health and
wellness. Instead, there’s been a shift to integrate total wellness, which is often referred to as wellbeing,
into their company’s culture.

Annual performance reviews have dominated the HR landscape for decades. In recent years, though, questions have been raised about the effectiveness of annual performance reviews, due to the time strain they pose on leadership and the outcomes achieved (or lack thereof).

The Cyber Security Policy forms the foundation of the corporate Information Security Program. Information security policies are the principles that direct managerial decision-making and facilitate secure business operations. A concise set of security policies enables the IT team to manage the security of information assets and maintain accountability. These policies provide the security framework upon which all subsequent security efforts will be based. They define the appropriate and… Show more

The Cyber Security Policy forms the foundation of the corporate Information Security Program. Information security policies are the principles that direct managerial decision-making and facilitate secure business operations. A concise set of security policies enables the IT team to manage the security of information assets and maintain accountability. These policies provide the security framework upon which all subsequent security efforts will be based. They define the appropriate and authorized behavior for personnel approved to use information assets. Show less

Offering employees time off from work can be an easy way to round out your benefits package. When
taken advantage of, paid time off (PTO) can bring employees back into the workplace with renewed
energy and productivity. Moreover, workers want flexibility in the workplace and want to find a healthy
work-life balance. A well-drafted PTO policy can show your commitment to employee wellness and help
keep your workforce happy.

The California Fair Employment and Housing Act (FEHA) broadly prohibits workplace
harassment. All employers in the state are prohibited from harassing individuals or allowing
harassment based on any of the protected traits listed below. Employees, applicants, unpaid
interns, unpaid volunteers and anyone providing services under a contract in the workplace are
all protected under the law.

Terminating an employee can be one of the most difficult parts of an HR professional’s job. Many HR
professionals rush through the process in order to make it less painful; however, this is a big mistake.
Having a termination process in place is just as important as creating a comprehensive onboarding program. Employers that don’t follow best practices when deciding to terminate an employee can face claims of discrimination or wrongful termination.

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