by admin | Apr 18, 2023 | Employee Benefits
A Lifestyle Spending Account (LSA) offers employers an opportunity to help fund health and wellness costs that a traditional group health plan won’t cover. LSAs are often used as perks to attract and retain quality employees and could be a desirable piece of the employee benefits puzzle.
What Is a Lifestyle Spending Account?
A Lifestyle Spending Account (also called Personal Spending Accounts or Wellness Spending Accounts) is a relatively new employee perk that is designed to encourage spending on wellness activities. Many employers already offer Health Savings Accounts (HSAs) or Flexible Spending Accounts (FSAs) to help employees save and cover health-related costs but an LSA opens an entirely different type of spending.
In short, LSAs are flexible after-tax funds to support life’s everyday needs. Lifestyle Spending Accounts allow employers to build an account to fund employees’ everyday needs without the burden of managing additional reimbursements. Each employee is unique and a LSA gives the choice to use after-tax funds on expenses that aren’t covered by traditional benefits. With an LSA, employers create the program parameters by defining how much employees will receive and what the funds can be used for. Typically, these benefits support the physical, mental, emotional and financial health of employees.
As employees demand customized benefits packages and more employers offer LSAs, it’s important for employers to understand the specifics of this spending account and consider if they are a good fit for their organization and employees.
What Are Some Examples of LSAs?
- Financial Services (Financial Education, Student Loan Repayment)
- Care Services (Child and Adult Care, Adoption and IVF Services, Pet Care)
- Physical Health (Gym Memberships and Fitness Equipment)
- Work from Home Expenses (Office Supplies and Office Equipment)
- Professional Development (Continuing Education Courses and Conferences)
- Mental Health Services (Counseling Services, Virtual Therapy)
- Wellness (Nutrition Counseling)
How Does a LSA Work?
Employers are the decision-makers when determining what expenses are eligible for reimbursement through a Lifestyle Spending Account. It’s another potential perk that employers can offer to improve their relationship with employees. Additionally, the emphasis on health and wellness can help the employer foster a healthy workplace culture.
Let’s say that you have a lifestyle spending account with $1,000 in it for the year. You spend $500 on a gym membership. When you are reimbursed by your employer for the $500, you’ll have to report that as income at tax time. Although you pay income taxes on the funds spent, it’s a way for employers to prioritize your wellness. You’ll only have to pay taxes on your Lifestyle Spending Account if you actually spend the funds.
While many benefits, like health insurance, are seen as reactive perks for when problems arise, LSAs encourage a more proactive approach. By implementing a LSA, you can encourage your employees to focus on all aspects of wellness by giving them the financial means to build healthy habits and offset costs they’ll face along the way.
Remember, LSAs are entirely employer-funded so it does add to the budget. If you do decide to offer LSAs, it is important to educate your employees on these additional benefits available to them to increase employee utilization. Employers are uniquely positioned to help employees understand the importance of LSAs and how to best spend and boost their overall well-being.
We are, after all, living in the age of personalization. Everything in our lives, from our Netflix subscriptions to our Spotify playlists is customized to us and our preferences. Likewise, lifestyle benefits can be designed in a way that addressed the various needs of your diverse workforce. For example, a working parent can use their monthly allowance on childcare or work from home expenses while a Gen Z employee can use their allowance for paying down student loans or pet care. LSAs offer the choice and personalization that your diverse, multi-generational workforce needs and wants.
by admin | Apr 11, 2023 | Health & Wellness
According to WebMD, the eyes are the most highly developed sensory organs in your body. Did you know that more of your brain is dedicated to the sense of sight than to all of the other senses combined? So, it makes sense that you would do all that you can to protect and care for these important organs. Vision insurance can be a great asset as you work keep your eyes healthy.
What is vision insurance?
In a nutshell, vision insurance functions like a discount. It is an ancillary benefit used to reduce the costs of eye-related care, eye products, and eye surgeries. Group vision plans are typically purchased through employers, associations, or government programs like Medicare or Medicaid. Plan subscribers usually receive free eye care, like annual eye exams, and a fixed discount on eye wear in exchange for a monthly premium. Typically, vision insurance is a separate policy from your health insurance.
What are the benefits of having vision coverage?
Because your eyes are the most complex sensory organ in your body, it is important to keep them healthy. Vision coverage allows you to have annual eye exams. At these exams, the optometrist determines if you need corrective contact lenses or glasses to improve your eyesight. Vision plans vary but typically you can get a new pair of glasses or contact lenses every 12 months.
Eyes aren’t just the window to your soul – they also offer a glimpse into your health. A little known fact is that during a comprehensive eye exam, your doctor is able to evaluate the health of the blood vessels in your retina. This is a good indicator of the health of your blood vessels in the rest of your body. These exams can even detect hidden medical conditions like brain tumors, diabetes, high cholesterol, high blood pressure, or even cancer.
What does vision insurance cover?
When it comes to the cost of your glasses, you need to understand that there is a difference between lenses and frames. Usually, standard lenses are covered 100% but if you want any added features like reflective coatings, anti-scratch resistance, or anti-glare coatings, you would be responsible for the additional cost. For frames, your insurance provider will give you an allowance. Let’s say that they will give you a $130 allowance. If you pick a pair of frames that costs $200, you are responsible for the difference. Contact lenses are also covered but usually in lieu of frames. In other words, you need to pick one or the other.
Very few vision plans cover elective surgeries such as Lasik surgery or Photorefractive Keratectomy (PRK), but oftentimes your insurance provider may provide you a discount for those services. Also, if you take part in a Flexible Spending Account (FSA) or Health Savings Account (HSA), you can use those funds to cover expenses not covered by your vision plan.
As with other types of health insurance, vision insurance works with a network of doctors to provide discounted prices. So, you want to make sure that your eye care practitioner is in your network to get the most savings. Typically, out-of-network benefits aren’t very good.
Vision insurance plays a huge part in keeping your eyes healthy. Through regular eye exams, not only are your eyes evaluated, but the health of the rest of your body is too. By scheduling eye exams, you are also able to obtain corrective eye wear that allow you to see clearer and without eye strain. Healthy vision is a benefit you don’t want to lose!
by admin | Apr 10, 2023 | Compliance
IRS RELEASES 2024 EMPLOYER SHARED RESPONSIBILITY PROVISION PENALTIES
The dollar amount used to calculate the employer shared responsibility provision penalties (ESRP) has been provided for 2024.
As background, the penalties can be assessed under Code § 4980H(a) if an applicable large employer (ALE) fails to offer minimum essential coverage to the required number of full-time employees (and their dependents) through a qualified group health plan for any month.
Additionally, ALEs may be subject to a Code § 4980H(b) penalty if they offer minimum essential coverage to the required number of full-time employees, but the offered coverage is not affordable or does not provide minimum value.
The adjusted penalty amount per full-time employee for non-compliance occurring in the 2024 calendar year will be $2,970 under Code § 4980H(a) and $4,460 under Code §4980H(b).
GUIDANCE ON GAG CLAUSE PROHIBITION FOR HEALTH PLAN AGREEMENTS
Additional guidance was issued by the Department of Labor (DOL), the Department of Health and Human Services (HHS), and the Internal Revenue Service (IRS) (the “Agencies”) on the gag clause provision of the Consolidated Appropriations Act of 2021 (CAA). The guidance addresses questions from stakeholders to help people understand the law and promote compliance. The FAQs speak to the CAA’s annual attestation, prohibiting group health plans from preventing specific disclosures regarding provider cost or quality-of-care information as well as a gag clause prohibition. This prohibition specifically applies to agreements between group health plans or insurers and providers, third-party administrators (TPAs), or other service providers. Further, the FAQs explained that a gag clause is a “contractual term that directly or indirectly restricts specific data and information that a plan or issuer can make available to another party.”
Health plans, insurers, and other health plan vendors must attest to their compliance with the gag clause prohibition annually, beginning no later than December 31, 2023, with subsequent attestations due each December 31. Visit the Centers for Medicare and Medicaid Services (CMS) website for instructions, a user manual, and reporting template. Plans and issuers should submit an annual attestation of compliance at https://hios.cms.gov/HIOS-GCPCA-UI.
CMS FACT SHEET PROVIDES FACT SHEET FOR CONSUMERS ABOUT END OF COVID-19 PUBLIC HEALTH EMERGENCY
The Centers for Medicare & Medicaid Services (CMS) issued a consumer-facing fact sheet to help individuals know what to expect at the end of the COVID-19 Public Health Emergency (PHE). The Department of Health and Human Services is planning for the federal PHE and the COVID-19 national emergency to expire at the end of the day on May 11, 2023. This will trigger the 60-day countdown to the end of the outbreak period and the end of the tolling period for many plan-related deadlines.
This fact sheet covers COVID-19 vaccines, testing, and treatments; telehealth services; continuing flexibilities for health care professionals; and expanded hospital capacity by providing inpatient care in a patient’s home.
IRS ISSUES FAQS ON NUTRITION, WELLNESS, AND GENERAL HEALTH EXPENSES
The IRS has provided FAQs to explain how health flexible spending arrangement (FSAs), health reimbursement arrangements (HRAs) and health savings accounts (HSAs) can be used to pay for or reimburse eligible medical expenses related to nutrition, wellness, and general health under Internal Revenue Code Section 213.
Medical expenses are defined as the costs of diagnosis, cure, mitigation, treatment, or prevention of disease, and for the purpose of affecting any part or function of the body and must be primarily to alleviate or prevent a physical or mental disability or illness. Not included are expenses that are merely beneficial to general health.
IRS TO REQUIRE ELECTRONIC FILING FOR MOST EMPLOYER RETURNS STARTING IN 2024
A final rule issued by the IRS addresses a change in the way employers file certain forms. Beginning in 2024, employers will be required to aggregate most information returns, including W-2, 1099, ACA reporting Forms 1094-B/1095-B and Forms 1094-C/1095-C, and Form 5330 (Return of Excise Taxes Related to Employee Benefit Plans) among others. Once aggregated, forms totaling ten or more must be submitted electronically.
Previously, an employer was not required to file electronically unless were filing at least 250 of the same form.
Any corresponding corrected returns must also be filed electronically. Waivers may be available for those facing an undue hardship related to the cost of filing electronically. Applicable penalties will apply for non-electronic filing when electronic filing is required. See the IRS website for information on secure filing of electronic tax information.
QUESTION OF THE MONTH
Q: What is a “gag clause?”
A: In general a “gag clause” is a contractual term that directly or indirectly restricts specific data and information that a plan or issuer can make available to another party. Gag clauses in this context might be found in agreements between a plan or issuer and any of the following parties:
- a health care provider
- a network or association of providers
- a TPA
- another service provider offering access to a network of providers
© UBA. All rights reserved.
| This information is general in nature and provided for educational purposes only. It is not intended to provide legal advice. You should not act on this information without consulting legal counsel or other knowledgeable advisors. |
by admin | Apr 4, 2023 | Benefit Plan Tips, Tricks and Traps, Compliance
When the COVID-19 public health emergency and national emergency were declared in 2020, no one anticipated they would still be in place in 2023.
On January 30, 2023, the President announced the intent to end the emergencies on May 11, 2023. The impact of the emergencies on employer-sponsored benefits affected certain coverages, reimbursements, and timelines. Multiple laws and regulations passed after 2020 created temporary rules tied to the end of the emergencies. As a result, employers will face significant tasks and obligations to unwind the changes from the last three years.
There are two areas of significance for employers: free coverages that will end, and required deadlines that will begin. Here’s what you need to keep in mind for each:
1. Free coverages that will end
The Families First Coronavirus Response Act (FFCRA) required health plans to cover the cost of COVID-19 testing and related services with no cost-sharing. The Coronavirus Aid, Relief, and Economic Security Act (CARES Act) expanded the FFCRA by adding over-the-counter tests and vaccinations by out-of-network providers.
When the emergency ends, this required no-cost coverage of testing and related services will sunset. Employers with fully insured plans should speak with their carrier to discuss whether there will be any option to continue the coverage with no cost-sharing. Each state’s Department of Insurance should provide guidance to carriers on when cost-sharing will resume. Self-funded groups may have more flexibility to continue to offer testing and related services with no-cost sharing. Due to the Affordable Care Act’s preventative services requirement, fully approved COVID-19 vaccines will remain covered, without cost, by in-network providers. A reduction in coverage will require a 60-day advance notice to affected employees.
Another specific impact is stand-alone telehealth benefits. Employees who were ineligible for their employer’s health plan were permitted to enroll in stand-alone telehealth benefits. The relief applies for the plan year that begins on or before the end of the emergency. An employer providing stand-alone telehealth will not be able to continue the coverage past the end of the current plan year and should review their policy to modify the language for stand-alone coverage. A reduction in coverage requires sending a notice to affected employees 60 days prior to the plan year end date.
2. Required deadlines that will begin
Many provisions of the last three years are tied to outbreak period rules issued in May 2020. The outbreak period lasts until 60 days after the end of the national emergency. These rules extended several key deadlines related to COBRA, special enrollment periods, claim submission, and appeal processes.
The Employee Benefits Services Administration issued a notice in 2021 providing guidance and clarity for employers, stating that the maximum period a deadline may extend is the earlier of one year from the date an original deadline would begin, or 60 days after the end of the outbreak period. This one-year period is known as tolling.
The challenge for employers will be tracking each individual’s tolling period as the end of the outbreak period nears. For example, an employee traditionally has 60 days to elect COBRA continuation coverage. The 60-day deadline would not begin until one year and 60 days later or 60 days after the outbreak period.
To illustrate this, imagine this scenario:
- Employee A’s benefits were terminated on December 31, 2022.
- Traditionally, they would have until March 2023 to elect COBRA.
- The relief states the 60-day countdown would not begin until the earlier of one year (December 2023) or July 10, 2023 (60 days after the end of the outbreak period).
- Since the outbreak period end date is planned for May 11, 2023, which is earlier than the one-year tolling, Employee A must make their COBRA election by September 20, 2023.
The tolling period has been a point of confusion for employers and may be more confusing as the outbreak period now has a planned end date of May 11, 2023.
The Department of Health and Human Services (HHS) provided a roadmap on February 9, 2022, outlining what may and may not be affected by the end of the emergencies. HHS also indicated it will continue “to review the flexibilities and policies implemented during the COVID-19 PHE to determine whether others can and should remain in place, even for a temporary duration, to facilitate jurisdictions’ ability to provide care and resources to Americans.”
Employers and plan sponsors should continue monitoring federal and state government resources. Employers may need to revise plan documents and provide new notifications to employees when coverage is changed or eliminated.
By Angela Surra
Originally posted on Mineral
by admin | Mar 30, 2023 | Hot Topics, Human Resources
Rage applying is when young employees in professional fields get fed up with the workload, boss, compensation, or all of the above and apply to as many other companies as they can while soaking in their anger. The act of applying to other jobs when one’s morale is low is nothing new. But the term “rage applying” is the latest buzzword to surface in Human Resources as Gen Z and some Millennials grapple with a wide range of disappointments and setbacks.
Many of them began their careers in a pandemic that had people feeling more isolated and forcing them to work from home. As a result, they have not cultivated the kinds of relationships that get people to stay. They might have lacked the mentorship that can fuel a new worker.
Why Is This Happening?
Most importantly, they are now facing serious financial hardship. Some have loads of student debt. Inflation is high, and it is making the prices of housing, groceries, and other necessities skyrocket. Even if wages rose recently, they are not going as far as they might have before the economic downturn. So, sadness quickly turns to anger when the boss asks them to add one more thing to their already overflowing plate or when other colleagues are quiet quitting and leaving them with all the work.
Watching these TikTok videos reveals that rage applying might be a way to deal with anger, but it can also pay off. CNBC reported that one person who was rage applying earned a $14,000 raise. The woman whose viral video introduced the concept of rage applying said she earned $25,000 more annually.
Warning When Rage Applying
Still, experts warn that rage applying comes with its risks. There is no discrimination or vetting of the organization. Sending out mass applications increases the odds of getting an interview and therefore an offer, but applicants could end up in a similar situation to the one they are trying to escape.
“The high that comes from a potential pay bump at another toxic job is going to wear off pretty quickly,” Career Coach Jenna Greco says to CNBC.
This is an excellent point because leaving the devil you know does not guarantee you will find an angel around the corner. Rage applying raises another issue because it is a demonstration of how differently the generations act in the workplace. For instance, Baby Boomers, who are retiring, tend to be more loyal to employers. They also expected to meet with managers in person, and they prefer to be in the office. In addition, they communicate more about their frustrations.
Gen Z and Millennials are used to texting. They are working remotely often. Many of them live behind their screens. As a result, communication is not the way they handle these problems. The issue is that communication is necessary for success. Without expressing these frustrations, the managers will never know what they could be improving or how the workplace could be transformed. No one will ever know what is in this young person’s head or how she would like to grow in her career. Rage applying is a form of hiding from one’s problems.
What Should HR Do?
Frankly, businesses are going to have to fess up to the fact that their cultures are causing these HR trends like quiet quitting and rage applying and the Great Resignation. They’re going to have to address the problems that are motivating Gen Z and some Millennials to react to their employers in these ways. The moral of the story is that the future of work depends on better communication. And the future is now.
By Francesca DiMeglio
Originally posted on HR Exchange Network
