Current and Past Articles

At first glance, having someone work for you and having someone work with you might seem like the same thing. After all, the job gets done either way, right? But when you dig deeper, this difference can transform your team’s productivity, spark creativity, and fuel long-term success. It’s not just semantics—it’s a shift that can redefine your entire approach to leadership.

A lot has happened (or simply been a hot topic of discussion) this year in benefits compliance.   Join us as we wrap up the Top 10 compliance topics you need to add to your to-do list or update going into 2025.

We will cover topics as newsworthy as the final Mental Health Parity rules and more niche topics like new notice requirements you may have missed.

In the fast-paced and always-changing landscape of benefits compliance, it may feel like keeping up is the hardest part. But we’ve got you! We’ll break down the Top 10 things you need to know for the next year and why you need to focus on these changes for your plans.

On September 6th, 2024, the Department of Labor (DOL) issued a press release reminding ERISA plan fiduciaries that it considers cybersecurity to be an area of “great concern.” Due to a rash of cybersecurity incidents, the DOL has increased its investigations of violations in this area. The DOL also published updated cybersecurity guidance that builds on documents the Department released in 2021. Most importantly, these new publications clarify that the DOL’s cybersecurity guidelines apply to all types of ERISA plans, including health and welfare plans.

Many sponsors of fully insured health plans either already have or will soon receive checks from their insurance carriers, along with a notice informing them that the review is a medical loss ratio (MLR) rebate. Plan sponsors should have received these checks by September 30, 2024. The MLR rules implemented as part of health care reform are designed to ensure that insurance carriers spend no more than a specified percentage of premiums collected on overhead-type expenses. Carriers must issue a rebate check when this percentage is exceeded.

If a plan sponsor receives an MLR rebate, they typically have a fiduciary responsibility to manage the funds according to specific guidelines. The following section briefly overviews the administrative rules plan sponsors should follow when processing these carrier rebates.

Diversity, Equity, and Inclusion (DEI) initiatives have become a major focus for organizations seeking to create more inclusive and equitable workplaces. While some companies, like Salesforce and PayPal, have embraced efforts to drive positive change, others, like Tractor Supply and John Deere, are backing away from DEI altogether. In contrast, companies like Meta, Google, and Microsoft have quietly dialed back their DEI efforts. Microsoft, for instance, claims its commitment to Diversity and Inclusion (D&I) remains unchanged, yet this ignores the broader concept of Equity. This raises concerns about the future of workplace culture—and, more broadly, about humanity. Moving away from DEI may signal to others that the company is moving away from kindness, respect, and inclusion. Without these guiding principles, organizations can struggle to connect with team members and balance the needs of diverse groups while maintaining their values and integrity.

Offering and providing flexible, customizable employee benefits can enhance employee satisfaction with your benefit plan, and allows employees to tailor their benefits so they can get the most out of your investment—which is great for both them and you. That’s where Lifestyle Spending Accounts (LSAs) come in. LSAs help companies support employee wellness, work-life balance, and job satisfaction. Let’s delve into the whats and whys of LSAs.

What are Lifestyle Spending Accounts?
An employer-funded LSA account supports employees’ lifestyle and wellness needs. While LSAs sound similar to Health Spending Accounts (HSAs) or Flexible Spending Accounts (FSAs), they differ slightly. HSAs and FSAs are more focused on medical expenses, while LSAs are designed to cover non-medical lifestyle expenses.