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
by admin | Mar 20, 2023 | Human Resources
As businesses big and small struggle with high inflation and an economic downturn that may turn into a recession, recruiting and talent acquisition often gets pushed aside. Human Resources leaders are doing more with less and trying to handle the additional stresses of the times. As a result, strategizing for the future – when the economy may be better – is not a priority.
Recently, HR Exchange Network put hiring back at the front burner at the Recruiting and Talent Acquisition online event. During the sessions, experts shared their advice for pursuing talent, dealing with layoffs, and positioning one’s self for a brighter future. Here are the main takeaways:
Flip the Old Layoffs Script on Its Head
Once upon a time, people got laid off and it was their problem. Now, communities come together to help. Recruiters are among them. Ky Cunningham, Director of Talent Acquisition at Hair Cuttery Family of Brands, mentioned how she appreciates the fact that people unite to help those who have been laid off to find a new job. While she found this fact to be a beautiful gesture, she also wants people to realize that the application process is challenging.
“It’s not just rainbows and kittens, but it’s also making sure you’re well-informed throughout the process,” said Cunningham, who later in the session suggested that those seeking a job call people inside the organization and try to get the real deal about the culture, transparency, and mission.
Recognize the Depth and Breadth of the Talent Pool
In the age of remote work, employers are no longer limited by geography, and people have a range of new options available to it.
“So we can say that talent no longer necessarily needs to move to get a world-class job in a world-class company,” said Barry Rudden, Global 3rd Party Director at G-P. “Said another way, we can say that talent no longer needs to move for opportunity. In many cases, opportunities now follow talent wherever they may be located.”
Use Artificial Intelligence for Efficiency in Hiring
AI has shown the most promise in Human Resources when it comes to recruiting. In fact, the advanced technology is so good that many people fear it will replace them eventually. But Vikram Ahuja, Managing Director of ANSR and Co-Founder of Talent500, reassured the event audience.
“AI and machines are essentially good at automating simple and repetitive tasks, making sense of data, identifying trends and patterns, enhancing human capabilities, and learning and improving continuously. So, that’s really what AI does. What it doesn’t do is replace humans.”
Handle Layoffs with Care
Layoffs are happening every day, even at some of the biggest companies in the world, including Microsoft and other tech sector companies. Erica Briody, former SVP, Global Talent Acquisition and Leadership Hiring at REEF, opened up about having to lay off talent. She offered alternatives to letting people go, and discussed how hard it can be for HR after having recruited the people in the first place. An important part of the process is being transparent.
“The most important thing you can do is consult with your employees and explain to them what’s happening, and be transparent and get them to feel part of the process, and not telling them what’s happening,” said Briody. “Get them involved. No downsizing alone, and it’s been proven over and over again.”
Being Human Never Goes Out of Style
Kurt Webster, Director of Recruitment & Workforce Planning at MainGeneral Health, reminded the audience that some things never change regardless of the unique challenges presented to the workforce in recent years. There are basic truths that can carry recruiters into the new world of work.
“You know, as human beings, we’re not just a title, a job, a scripture set of tasks,” said Webster. “We want to be valued as human beings. One of the things I think that’s important in this case from our CEO here is we honor each person for the intrinsic value as a human being.”
By Francesca Di Meglio
Originally posted on HR Exchange Network
by admin | Mar 13, 2023 | Employee Benefits
Employee benefits and open enrollment may be something you only think about a few times a year, and for your employees, it might be even less often. However, with a thoughtful, year-round communications plan, your business can increase employee engagement and smart benefits utilization.
Many employees don’t know what benefits are available or how to utilize them. And with many employees working remotely or on a hybrid schedule, communication is even harder. Only communicating with employees regarding their benefits package during open enrollment will most definitely result in them not taking full advantage of all it has to offer. So, what are some creative ways to engage employees with their employee benefits throughout the calendar year?
START WITH THE END IN MIND
As you begin crafting your engagement plan, think of the overall goal you want to accomplish. Perhaps you simply want your employees to be better educated on their plan offerings. Maybe you’d like to reduce the number of questions that employees ask during open enrollment meetings. Maybe you want your employees to utilize a certain plan benefit that has been historically underused resulting in higher costs to the employee or the company. Whatever the case, first set your goal for the communication plan.
CREATE A CALENDAR
Now that you have an end-goal in mind, start thinking of how frequently you want to communicate. Schedule your communication moments to post consistently. Maybe you start a “Benefits Minute” that hits the first Monday of the month. You could also start a “Benefits Blog” that posts every other Friday. Whatever the case, make the communication happen on a schedule so that employees know when to expect it and know what it’s called.
9 out of 10 employees will choose the same benefits year after year. Creating a consistent educational calendar gives people time to find out and digest changes. Be sure to send information and reminders to avoid unwelcome surprises.
KEEP IT SIMPLE
Get to the main point quickly. If your communications are long-winded, employees will likely tune out before they receive the pertinent information. Instead, follow this simple formula when crafting your communication:
- Pitch – “Here’s something you may not know about your benefits.”
- Why – “This is why it’s important/relevant to you.”
- Call to Action – “Here’s what you should do to learn more,
MIX UP YOUR COMMUNICATION STYLE
Communication isn’t one-size-fits-all. People learn in different ways—some may be visual learners while others may be oral learners. Make sure you mix up the way you communicate to cover both types. Also, change up the method of communication. Try emails, videos, printed flyers, and quick virtual presentations. The idea is to get your message out through every channel available to ensure you’re reaching the entirety of your audience.
Ultimately, a good benefits package attracts and retains talent and increases the productivity of people. Following through with strong employee benefit communication is equally as important as the implementation. By following through with consistent and relevant benefits education, you will see that your employees will reap the benefits of a healthy understanding of their benefit plan!
by admin | Mar 7, 2023 | Employee Benefits, Hot Topics
Health care is expensive but there is good news: Most insurance plans come with free preventive care and benefits. There is a lot of confusion around what is and isn’t preventive care – and why it matters. Here is what you need to know.
What is Preventive Care and Why Is It Important?
Preventive care is routine health care that includes screenings, services and counseling to help prevent illness, disease or other health problems. It is care that helps detect or prevent serious diseases and other medical issues before they become worse.
When you subscribe to a health plan—regardless of whether it’s one offered by your work or one you purchase in the marketplace—most plans will include an array of preventive care services free of charge if you use an in-network provider. Due to the Affordable Care Act (ACA), plan providers are required by law to offer basic preventive care services to you and those covered by your plan with no additional copay, coinsurance, or requirement to meet a deductible.
So why should you go to the doctor when you’re healthy? The simple answer is that preventive care can help you stay healthier and, as a result, lower your health care costs. It can also help identify health problems earlier like diabetes, high blood pressure, or even cancer, when these diseases are most treatable.
Preventive Health Care Examples
- Annual Checkups – This is when your primary care physician checks your overall health. These visits are a great opportunity to bring up anything you may be worried about with your doctor.
- Immunizations – These include Tdap (Tetanus, Diphtheria and Pertussis) boosters, and immunizations against Pneumococcal Conjugate and Shingles. Your annual flu shot is also covered.
- Cancer Screenings – Most people don’t experience cancer symptoms when it is in the earliest, most treatable stage. That’s why it’s important to have regular screenings throughout your life. Preventive screenings for women include pap test and mammograms. It’s also recommended that both men and women begin colorectal cancer screenings starting at age 45.
- Tests and Screenings – These include tests for blood pressure, cholesterol, diabetes, obesity and depression
- Pediatric Screenings – These include screenings for hearing, vision, autism and developmental disorders
- Colonoscopy – 1 typically every 10 years, usually after the age of 50
- Mammogram – 1 per calendar year, usually after the age of 40
Unfortunately, most people in the United States are not taking advantage of preventive care. In fact, one study from 2018 found that only 8% of adults 35 and older received the preventive care recommended to them. Today, the vast majority of deaths in America stem from preventable chronic diseases and 90% of the nation’s $4.1 trillion in annual health care spending goes for people with chronic and mental health conditions.
The U.S. Department of Health and Human Services has provided lists of preventive services that must be covered by most health insurance plans. Lists are available for adults, women and children. Click here for the lists of covered preventive care services.
Preventive health services offer significant health benefits and are covered by most insurance companies. In other words, participating in preventive care usually won’t cost you anything. So, go get those freebies – and improve your health – while you’re at it!
