Petaluma, California, December 21, 2018: Arrow Benefits Group has joined hands with MORE Health to provide a unique opportunity to the clients of Arrow Benefits Group. Clients enrolled in Arrow Group medical plans will now have access to expert second opinion when taking an important decision regarding a serious illness. MORE Health will connect the client’s physicians to one of their physician specialists. Together, both the experts will develop a comprehensive treatment plan that ticks all the right boxes for the person.
The collaboration is expected to achieve operational synergies that will help serve clients better. The partnership will help hundreds of patients suffering from critical illnesses. Employees of client firms will have access to renowned medical experts, which will help them make informed decisions, and save time.
MORE Health does more than just offering a second opinion. The physician specialists of the provider collaborate with the doctor of the client to decide the most effective treatment plan for the person. This helps the client ensure that they are receiving the best possible medical attention, and do not have to sort through different treating strategies.
When hiring physician specialists, MORE Health considers various parameters such as the institutional associations of the experts, their experience, expertise, research, ability to establish a comprehensive diagnosis, and attitude towards patients. MORE Health claims to be a customer centric company and guarantees service delivery within five business days after receiving the medical records of the patient.
Arrow Benefits Group is an expert benefits administrator. The North Bay-based provider is a partner firm of United Benefit Advisors, one of the most renowned and largest benefits consulting and brokerage firms in the U.S. The provider caters to clients from different industries. The clientele of the company includes both local firms and MNCs. The provider serves these global firms through 200 plus UBA offices scattered around the UK and North America.
Arrow Benefits Group is the third largest benefits consultant San Francisco County. Over the years, the provider has designed custom benefits plans for a number of client firms. The focus of these plans is to help employees’ control costs and promote an overall sense of financial well-being.
Creating and monitoring an employee benefits program takes some doing. The person or the team at the helm of affairs must understand both how different benefit plans work, and the benefits that really matter. Additionally, the person should be at the top of their game and must update their knowledge base at regular intervals. Clearly, this is an expert job. To help their clients focus on other business KRAs, several employee benefits broker in San Francisco County design and monitor their employee benefits programs. An effective employee benefits program can help a business stand out from the crowd and help them retain their employees. To ensure their benefits plan is tailored to meet their unique needs, businesses need to hire the right benefits broker who has years of experienced and a proven track record of delivering sustainable results. To help, we impart a few tips to choose the right broker for your business. Take a look.
1. Enquire the range of services they offer
Look for a broker who offers a range of services. Instead of opting for a provider who has experience of managing just basic health insurance, look for a broker who has proven expertise of managing different types of coverage such as dental, disability, long term care, vision, and life.
2. Ask whether they can help with open enrollment communications
Designing and executing an open enrollment process can overwhelm your already burdened HR team. To ensure your team members are able to focus on other KRAs, look for a provider who can help with open enrollment communications. Before hiring a provider, ask them to suggest a communication plan, and how they propose to implement it.
3. Make sure they are aware of compliance regulations
Make sure your broker understands ACA regulations like the back of their hand. The provider must also be aware of other important federal and state regulations. Steer clear of brokers who avoid your questions or don’t have any satisfactory answers.
Follow these tips when choosing your employee benefits broker in San Francisco County. At Arrow Benefits Group, we understand diverse business requirements. We cater to businesses from different industries. To talk to our experts, call at 707–992-3780.A lternatively, if you want us to call you and answer your questions, fill out our contact form.
A highly productive person probably doesn’t bolt out of bed in a panic after a short night’s sleep or hit the snooze button several times — they more likely have nighttime habits the evening before which help set them up for success the next day. As a yoga instructor, I know the importance of both sleep and peace of mind. So if you’re looking to wake up well-rested, bright-eyed and actually excited about your day, here are 10 nighttime rituals to help you on your way!
1. Unplug to Recharge
Even your beloved smartphones can’t go nonstop without being recharged, and your mind is no different. At least 30 minutes before going to bed, turn off all your devices to allow your mind time to relax and unwind. You may notice the inevitable side effect of feeling more present to enjoy the final moments of your day.
2. “Un-wined”
Put down that glass of vino! “Rose all day” on weekends if you want to, but if you want to wake up alert, focused and productive, avoid alcohol before bed. It can lead to frequent sleep interruptions in the later half of the night as blood sugar levels spike. And those disruptions to your REM sleep can cause next-day drowsiness. Try some herbal tea to wind down instead!
3. Stretch It Out
Take some time to give your muscles and joints a little love! They work hard for you all day and deserve a little TLC each night. Try a few overhead stretches, heart openers and hamstring lengtheners. And don’t forget to open the hips! Preventing physical tension in the body helps keep mental tension at bay as well.
4. Prepare for Tomorrow
Take some time the night before to choose and lay out your wardrobe for the next day. Pack your bag or briefcase too, and don’t forget a healthy lunch! Being prepared the night before makes mornings less hectic and gives you time to consciously ease into your day.
5. List Your “Big Three”
Take just a few quick moments to write out the three main things you want to accomplish tomorrow. Make sure they are achievable tasks that help you elevate your productivity. Think “practice patience” rather than “meet and marry Brad Pitt.” This will give you a sense of accomplishment and help you feel successful the next day.
6. Set Aside “You Time”
Budget at least 20 minutes of intentional decompression time before bed. Whether it’s a candlelit shower or reading a feel-good book, give yourself some personal time to celebrate a successful day!
7. Have a Pajama Party
Put on those PJs! Experts say that a conscious transition into “bedtime” mode actually helps your body and mind begin to prepare for sleep. Choose something loose-fitting, cool and comfy for optimal relaxation.
8. Practice Gratitude
Avoid the habitual trap of replaying negative events or encounters from your day over and over again at night. When you’re tired, your brain tends to find things to worry about simply based on your conditioning. Reprogram your mind by taking five minutes to meditate on things you’re thankful for. You’ll find yourself going to sleep feeling content and abundant, which makes for better dreams.
9. Forgive and Forget
Keep a journal by your bed and take a few minutes each night to pour into it anything from your day that you want to get out of your brain. This can be a fantastic mental release as you practice forgiving those who have challenged you during the day. It’s also essential to your well-being that you forgive yourself for any mistakes or mishaps so you can start fresh the next day feeling great about yourself. Get it all out into your diary pages and go to sleep free from swirling negative thoughts.
10. Stick to Your Bedtime
Set an earlier, non-negotiable bedtime for optimal sleep. Getting a full night’s rest (seven to nine hours is the optimal range) gives your body time to replenish. It can help regulate your hormones, recharge your body on a cellular level and refresh your mind as well. A good night’s sleep is one of the best and most scientifically proven ways to enhance our mood, energy and productivity.
by Elise Joan
Originally posted on LiveStrong.com
Are your employees giving a cold shoulder to your open enrollment process? If yes, before meeting and facing them, you must take a good look at your process. Your open enrollment process need not be lengthy and boring. To engage your employees, you need to come up with fresh ideas. Creating a fun open enrollment process can be difficult, however, it’s not impossible by any stretch of imagination. To help you care for your employees better, we’ve compiled a list of some tips that you can follow to make your open enrollment process engaging. Take a look.
1. Get as much help as you can
Two (or more) heads are better than one. While some people in your business may have a better knowledge of employee benefits, and different types of open enrollment processes, it does not mean other teams aren’t capable of contributing. Collaboration holds the key to designing a campaign that ticks all the right boxes. To ensure their voices are heard, motivate your employees to put their thinking caps on, and come up with ideas to make the process more interactive.
2. Know what your employees expect
To get a better understanding of what your employees expect from your open enrollment process, talk to them regularly. Ask them to point out their major concerns, and how they expect the process to address these issues. If your employees do not know much about the benefits your business offers, conduct training sessions. Learn about the type of actionable information they seek when making decisions.
3. Come up with a fun theme
Your open enrollment process does not have to be boring. To ensure participating in the process is a fun experience for your employees, come up with fun themes revolving around games and music. Dare to think out of the box to come up with fun ways of educating your employees. You can, for instance, think of ways to incorporate important messages within especially designed products revolving around superhero themes.
4. Use multiple media
While some of your employees may prefer getting messages related to the open enrollment campaign delivered directly to their mailboxes, others may expect you to add a personal touch by mailing printed material to their home. To meet the expectations of your employees, use multiple media.
You don’t have to be a rocket scientist to figure out ways to make your open enrollment process more engaging. If you think a major change is necessary, consider getting an employee benefits administration expert in Marin Countyby your side. If you are in California, our team at Arrow Benefits Group would be happy to help. To learn more about us, call at 707–992-3780. Alternatively, to book an appointment, fill out our contact form.
Question: We give year-end bonuses based on attendance, and employees with a certain number of absences are disqualified. If an employee took FMLA leave, can we count those absences against them and withhold the attendance bonus?
Answer: Yes, if you apply the rubric used to qualify employees for the bonus consistently across all “equivalent leave status” reasons for absence. For example, if you count days off for vacation, paid time off, jury duty, or military leave as absences for the purpose of determining who receives the bonus, you can also count days taken under Family and Medical Leave Act (FMLA) leave.
The same answer applies to bonuses earned for other goals that may be impacted by FMLA leave, such as sales targets or total numbers of hours worked.
If a bonus or raise is not tied to a specific condition, but rather is a cost of living or annual increase provided by all employees, an employee may not be disqualified on the basis of having taken FMLA leave.
Picture this: You are sitting at your desk at 3pm and you realize you haven’t gotten up from your chair all day. You look around and see that you’ve been snacking instead of eating a lunch. You have read the same sentence 4 times and still can’t figure out what it means. Your back hurts, your eyes feel dry, and you feel kind of blah. You, my friend, are a victim of the sedentary lifestyle in America. How can we combat this lack of energy and inattentiveness in our workplace? By adopting healthy workplace initiatives, you will reap the benefits of a more engaged workforce and a healthier environment.
Add in couch time, sitting to eat meals, commute, and sleeping, and it could mean that the average adult is only active for 3 hours in a 24-hour period
Prolonged sitting is directly related to higher risk of heart disease, weight gain, and diabetes
Standing desks—Companies such as Varidesk make standing desks or sit/stand desks that lower and raise so that you vary your position during the day
Shown to ease depression, curb appetite, and enhance sleep
Spirit of gratefulness leads to more sustainable happiness because it’s not based on immediate gratification, it’s more of a state of mind
Get moving during the day—if your office doesn’t have sit/stand desks, schedule time to move each day
Stretch time/desk yoga
Computer programs to remind you to move such as “Move” for iOS and “Big Stretch Reminder” for Windows
Extra happiness in the office—
Add a plant
Aromatherapy
Host a cooking class to encourage healthy meal plans
Pet-friendly office days
By showing your employees that you care about their physical and mental health you are showing that you care about them as people and not just employees. This results in higher motivated staff who are healthier. The Harvard Business Review even says that “employers who invested in health and wellness initiatives saw $6 in healthcare savings for every $1 invested.” You cannot always measure ROI on personnel investment but it looks like for workplace wellness, you can! Now get moving and get your office moving!
The rapidly changing business landscape has forced businesses to change the way they look at their employees. Today, thanks to a tectonic shift in the way businesses think, employees, more than just workers, are considered stakeholders. For many businesses, addressing the needs and concerns of their employees is an important KRA that they can’t afford to overlook. To ensure employee satisfaction, many businesses have employee benefits programs in place. You just cannot set up your benefits program and forget it. Employee needs and aspirations keep on changing. To ensure your benefits program is relevant, you need to revisit it regularly, and introduce changes according to the latest benefits trends. As you get ready to revisit your benefits program for the coming year, we bring to you a few trends that are set to change the rules of the game in 2019. Take a look.
1. Personalized benefits plans are in
In 2019, more businesses will provide their employees the liberty to customize their benefits plan. Employers will provide more autonomy to their employees to opt for plans that meet their personal needs. Many businesses are also adding more muscle to their voluntary benefits options. In the coming years, more companies will offer benefits such as pet insurance, legal services, and accident coverage at discounted rates to their employees. Many organizations have gone a step ahead and are offering emergency childcare services.
2. More businesses will come up with plans to promote wellness in the workplace
To help their employees cope with work-related stress, many businesses are taking steps to promote a more employee-friendly work environment. Many companies are training their managers in mental health first aid. Employee health will continue to be a major concern in 2019, and more employers are expected to come up with flexible work schedules to help their employees maintain work-life balance.
3. Unlimited vacation to make way for increased time off
Many businesses are finding out that going on unlimited leaves is no longer a motivation for their employees. Thanks to peer pressure and busy schedules, many executives are unable to avail these benefits. To keep their employees motivated throughout 2019, several businesses will replace unlimited PTOs with other benefits such as maternity and paternity leaves, bereavement, and sick leaves.
These are some benefits trends you need to consider when revamping your employee benefits program for the coming year. If you want to stay on top of developments in the benefits industry or want an expert by your side to revamp your benefits program, Arrow Benefits Group would be happy to help. As an expert benefits consulting firm, we specialize in designing custom benefits packages for clients from different industries. To talk to our experts, call at 707–992-3780.If you want us to call you, fill out our contact form.
On November 29, 2018, the IRS released Notice 2018–94 to extend the due date for employers to furnish 2018 Form 1095‑C or 1095‑B under the Affordable Care Act’s employer reporting requirement. Employers will have an extra month to prepare and distribute the 2018 form to individuals. The due dates for filing forms with the IRS are not extended.
Background
Applicable large employers (ALEs), who generally are entities that employed 50 or more full-time and full-time-equivalent employees in 2017, are required to report information about the health coverage they offered or did not offer to certain employees in 2018. To meet this reporting requirement, the ALE will furnish Form 1095‑C to the employee or former employee and file copies, along with transmittal Form 1094‑C, with the IRS.
Employers, regardless of size, that sponsored a self-funded (self-insured) health plan providing minimum essential coverage in 2018 are required to report coverage information about enrollees. To meet this reporting requirement, the employer will furnish Form 1095‑B to the primary enrollee and file copies, along with transmittal Form 1094‑B, with the IRS. Self-funded employers who also are ALEs may use Forms 1095‑C and 1094‑C in lieu of Forms 1095‑B and 1094‑B.
Extended Due Dates
Specifically, Notice 2018–94 extends the following due dates:
The deadline for furnishing 2018 Form 1095‑C, or Form 1095‑B, if applicable, to employees and individuals is March 4, 2019 (extended from January 31, 2019).
The deadline for filing copies of the 2018 Forms 1095‑C, along with transmittal Form 1094‑C (or copies of Forms 1095‑B with transmittal Form 1094‑B), if applicable, remains unchanged:
If filing by paper, February 28, 2019.
If filing electronically, April 1, 2019.
The extended due date applies automatically so employers do not need to make individual requests for the extension.
More Information
Notice 2018–94 also extends transitional good-faith relief from certain penalties to the 2018 employer reporting requirements.
Lastly, the IRS encourages employers, insurers, and other reporting entities to furnish forms to individuals and file reports with the IRS as soon as they are ready.
by Kathleen Berger
Originally posted on ThinkHR.com
Executive Order 13813 takes a new approach to employer interaction with individual policy reimbursement. This is another shot at the Affordable Care Act and following regulations, some of which, like the allowance for individual plan reimbursement, had been tax policy for over 50 years. Now the allowance is back, albeit with a set of complex restrictions
Permits Health Reimbursement Accounts to be integrated with individual plans
Employees who case to be covered by the policy must forfeit the HRA
Employer can divide employees into separate classes for HRA or group plan
These classes include full time, part time, seasonal, CBA covered, under age 26
Pre Tax contributions allowed but not for subsidized exchange premium
HRA must be offered on the same terms to all members in a particular class
Verification and substantiation of the individual plan must be providedThe individual plan must provide medical and not just associated health benefits
No class of employees may be offered both an HRA integrating with both group and individual coverage
Employees have the ability to opt out of the HRA to keep eligibility on the Exchange
HRA for health related items not related to individual plans is limited to $1,800
ACA would continue to treat the HRA as an employer sponsored plan
Contrary to common understanding, a benefits broker and consultant are not the same. A benefits broker is typically an individual or company who takes the onus to look-over each of their client’s unique situations, and thereafter investigate and research the market to acquire the required coverage for each of its customers. These brokers can help your business get the benefits that are quintessential for proper employee compensation and satisfaction, which can be the key to the overall growth of your company.
When you need to hire the services of benefit brokers in San Francisco County, there is one name that stands out – Arrow Benefits Group. The greatest asset of any company is its employees. Savvy organizations recognize this and invest in benefits that fire up the potential and productivity of their team. It sounds logical to link benefits to the goals of a company, but this step is, more often than not, overlooked. Arrow Benefits Group works with you to connect benefits to business strategies, so that you obtain measurable results.
About Arrow Benefits Group
Arrow Benefits Group is one of the largest and expanding benefits consulting and brokerage firms in the United States. We not only provide personalized services to local companies, but also have global reach via more than 200 UBA office locations. We strive to provide assistance in resolving problems with claims or the administration of benefits, and to help your firm stay compliant with regulations. We also provide assistance in choosing various forms of insurance and educate your employees about their options during open enrollment.
Benefits of Hiring Arrow Benefits Group Personalized Solutions
Arrow benefits group brokers are a one-stop shop that can manage the complexities of employee benefits, provide personalized HR solutions and customized programs.
They serve local companies with expert advice on employee associated benefits and solutions. Their recommendations are based on solid research. The experienced professionals research the markets and analyze the results. Their goal is to help the clients meet financial goals.
Get an Innovative Approach to Ensure that Your Company Prospers and Your Team Thrives
If you need the services of the top benefit brokers in San Francisco, look no further than the award-winning Arrow Benefits Group. You can schedule a benefits review with one of the architects at our firm today. To find out more, visit us at arrowbenefitsgroup.com or give us a call today.
Most people, according to a new survey featured in HR Dive, have the greatest sense of belonging in their own homes. That may not be surprising news, but what is interesting is that one third of respondents felt the greatest sense of belonging in their workplace. A significant percentage, 40 percent, attribute that feeling to actions their colleagues and managers take to check in on them, both personally and professionally. Belonging improves employee retention and productivity, certainly, but it requires acknowledgement of diversity and efforts at inclusion.
This critical sense of belonging can be deepened, or hampered, during the holiday season. Beyond secular or national holidays like Thanksgiving and New Year’s, the fall and winter months are full of faith-based holidays beyond Christmas. The Society for Human Resource Management has some tips as well as a list of celebrations for the coming months intended to help companies create inclusive workspaces for people of more faiths and cultures. When employees feel valued and known, they are more engaged.
Mutual respect is not only good for morale, it’s good for productivity. Some tips include sharing more about holidays in internal communications, creating luncheons that feature traditional dishes or are mindful of dietary restrictions or fasting practices, or sponsoring a service or volunteer day.
Is what’s good for shareholders good for consumers? The Justice Department apparently thinks so as it has approved the merger of Aetna and CVS (actually, CVS buying Aetna, which will have many senior management leaving) Critics have weighed in with the expected – higher drug prices, higher insurance prices, higher out of pocket expenses. It’s not clear as to how they reached their conclusions, but…the bottom line is that it’s all part of a wave of mega mergers that, together, promise to transform a piece of the health care puzzle. Will be fun.
Principal at Arrow Benefits Group, Mariah Shields is honored with the North Bay Nonprofit Leadership Award. This honor is an affirmation of her commitment to employ the nation’s top benefits professionals via Arrow Benefits Group. During the last six years, Mariah has worked in almost every position available in the company to learn the intricacies of the business and build her skill set enough to become a Principal at the firm.
With the unemployment rate in the North Bay under 3%, it can safely be said that we are in an employee’s market, and the pain is being felt by companies in all industries. One of the most common questions we are asked is, “How do we retain our current employees and attract the ones we need?” Benefit consulting firms can provide solutions to address this issue.
Here is a look at 5 ways that you can keep the employees you have, and attract more in a tight labor market.
1. Focus and Invest in Your Organization’s Culture: First and foremost, as an employer, you need to focus on your organization’s culture. What is it at present, and what is your vision for it? 78% of the millennials, surveyed locally, answered that the corporate culture of an employer is more important than benefits and compensation. If an employee does not like where they work, they will leave, and if a prospective employee hears or reads negative things about a company, they will not seek employment there.
2. Professional Development: When it comes to retaining employees, employers must provide continuous on-the-job development. According to Deloitte, 73% of employees who plan to stick with their employers more than 5 years, say that their organizations diligently provide education and training. This makes perfect sense on more than one level. After all, employees are an investment in the future, and are the reason behind the growth of any company – small or medium-sized, and when employers invest in those employees, it makes them feel valued and respected rather than expendable. When your employees are strong and smart, it reflects on your business as well.
3. Flexibility: Traditional 9‑to‑5 employers are not only competing with other traditional employers, but with the “gig economy” as well. This is where individuals are able to work where and when they want. It is essential for committed and healthy employees to have balance between home-life and work-life. When you recognize that employees have priorities and responsibilities outside of work, you allow them to find the perfect balance that works for not just the employee, but also the company, and support them in being more productive as well as fully present when they are at work. This also reduces surprise “sick days,” and creates a more reliable workforce with lesser stress. Working with your employees to strike a balance that works for everyone is well worth it.
4. Competitive Compensation: While culture plays a critical role in attracting and retaining employees, you must be competitive in payments you make to employees. Have you read compensation studies (quite a few staffing agencies have them), do you know how much your competitors are paying their employees, and are you being realistic about the cost of living in the area of your business? It is, after all, an employee’s market, and it may cost you more in the long run, if you do not pay desired remuneration to deserving employees.
5. Competitive and Creative Offering of Benefits: Most employees nowadays expect medical benefits, also covering dental and vision care. So how do you differentiate yourself as an employer? If you do not think outside the box, the only way that you can be different (possibly) is through plan contribution and funding strategies. Over the years, there have been clients of benefit consulting firms that offer benefits that go beyond what is considered traditional. These include gym memberships, tickets to events, and company-sponsored lunches to name a few.
If you are looking for effective ways to attract and retain employees in your organization, you should seek the help of one of the best benefit consulting firms in California — Arrow Benefits Group. For more information, visit arrowbenefitsgroup.com or call today.
The Department of the Treasury (Treasury), Department of Labor (DOL), and Department of Health and Human Services (HHS) (collectively, the Departments) released their proposed rule regarding health reimbursement arrangements (HRAs) and other account-based group health plans. The DOL also issued a news release and fact sheet on the proposed rule.
The proposed rule’s goal is to expand the flexibility and use of HRAs to provide individuals with additional options to obtain quality, affordable healthcare. According to the Departments, these changes will facilitate a more efficient healthcare system by increasing employees’ consumer choice and promoting healthcare market competition by adding employer options.
To do so, the proposed rules would expand the use of HRAs by:
Removing the current prohibition against integrating an HRA with individual health insurance coverage (individual coverage)
Expanding the definition of limited excepted benefits to recognize certain HRAs as limited excepted benefits if certain conditions are met (excepted benefit HRA)
Providing premium tax credit (PTC) eligibility rules for people who are offered an HRA integrated with individual coverage
Assuring HRA and Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) plan sponsors that reimbursement of individual coverage by the HRA or QSEHRA does not become part of an ERISA plan when certain conditions are met
Changing individual market special enrollment periods for individuals who gain access to HRAs integrated with individual coverage or who are provided QSEHRAs
Public comments are due by December 28, 2018. If the proposed rule is finalized, it will be effective for plan years beginning on or after January 1, 2020.
A long working paper from the Mercatus Institute estimates the following
Would increase the federal budget commitments by $32.6 trillion in first 10 years
Projected increase in federal healthcare commitments would be 10.7% of GDP in 2022
The GDP percentage would increase to 12.7% in 2031
Doubling all currently projected federal individual and corporate income tax collections would be insufficient to finance the added federal costs of the plan
When it comes to benefit brokers, there is no firm that can provide the services that Arrow Benefits Group can. Their goal is to make sure that you obtain the perfect solution to manage the complexities associated with benefits. They provide tailored programs to meet your specific needs, and offer expert advice, as well as customized HR solutions. The firm serves local companies, but also boasts a wide global reach throughout North America and the United Kingdom.
The Congressional Budget Office has estimated that the House bill seeking to delay or repeal certain parts of the ACA will cost $51.6 billion over the next decade. Wait, I thought they were repealing it because it was costing us too much money…
An article in the Harvard Business Review suggests that the traits that make someone become a leader aren’t always the ones that make someone an effective leader. Instead, efficacy can be traced to ethicality. Here are a few tips to be an ethical leader.
Humility tops charisma A little charisma goes a long way. Too much and a leader risks being seen as self-absorbed. Instead, focus on the good of the group, not just sounding good.
Hold steady Proving reliable and dependable matters. Showing that—yes—the boss follows the rules, too, earns the trust and respect of the people who work for you.
Don’t be the fun boss It’s tempting to want to be well liked. But showing responsibility and professionalism is better for the health of the team—and your reputation.
Don’t forget to do Analysis and careful consideration is always appreciated. But at the top you also have to make the call, and make sure it’s not just about the bottom line.
Keep it up! Once you get comfortable in your leadership role, you may get too comfortable. Seek feedback and stay vigilant.
A company that highlights what happens when leaders aren’t the ones to champion ethics is presented in Human Resource Executive. Theranos had a very public rise and fall, and the author of the article cites the critical role compliance and ethics metrics might have played in pushing for better accountability. The article also makes the case for the powerful role of HR professionals in helping guide more impactful ethics conversations.
One high profile case study of a company recognizing that leadership needed to do more is Uber. Here, leadership realized that fast growth was leading to a crumbling culture. A piece in Yahoo! Sports shows how explosive growth can mean less time to mature as a company. Instead of focusing of partnerships with customers and drivers, Uber became myopically customer-and growth-focused. This led to frustrations for drivers and ultimately a class-action lawsuit. New initiatives, from tipping to phone support to a driver being able to select riders that will get them closer to home, have been rolled out in recent months. These changes have been welcome, but, as the leadership reflected, could have been more proactively implemented to everyone’s benefit. The mindset of bringing people along will also potentially help Uber maintain better ties with municipalities, which ultimately, is good for growth.
And no sooner do a lot of other major companies get involved in a business they do not understand other than they want to control it, Alphabet, the sister company of Google, has invested enough to own 10% of Oscar, a tech darling that seeks to disrupt the delivery of health care and health insurance through tech. As one consultant said, “(they) are looking to upend traditional modes of business in the healthcare arena by leveraging their experience in analyzing the vast amounts of data available to them.” Further, he stated that “they’re attempting to break the cost curve, not just bend it. They’re reconfiguring the value chain so that the value flows more between the provider and the patient or customer, which is similar to what you get in other industries.” Which is great, until they realize that health care is not like other industries, but it’s always a good idea to try…
A number of companies are trying to upend how health care will be delivered. CVS wants to buy Aetna, CIGNA wants to buy Express Scripts, major companies are combining their efforts. In the midst of all this, insiders such as Bernard Tyson (CEO of Kaiser Permanente) have said that the boundaries of health care are changing as organizations move into new lines of business. Health insurers are acquiring medical practices, hospitals are getting into the generic drug business, and large tech companies are looking to disrupt health care…with more going home for care rather than being put away.
While creating an employee benefit plan, many employers think no one knows their employees better than them. If this had been the case, many employee benefit plans would not have been falling apart. While creating your employee benefits plan, you must stay clear of preconceived notions and confirmation bias. To help you think with a clear mind, we have shared in this post some common employee benefits myths that often shroud the judgment of employers. Let’s have a look.
1.Employee Benefits are Usually Expensive
There are businesses that want to go overboard to flatter their employees and do not mind spending a whopping amount. On the other hand, you will also come across employers who are offering benefits without digging deep into their pockets. As, applicable to every decision, you must be willing to shop around to find an employee benefits health insurance company in Sonoma County that offers a solution within your budget. According to your needs many consultants can even customize their package.
2.Health Insurance is enough to Keep Employees Happy
If you think having a good insurance plan that offers comprehensive coverage is enough to make your employees fall in love with your company then think again. Offering nothing more than an insurance plan to your employees would have sufficed earlier, now, it’s no longer enough. Employees today expect their employers to provide more benefits such as sick leaves, retirement plans, and flexible work hours.
3. All Benefits Must have a Cash Value
Many employers strongly believe that every employee benefit must have a significant value. Such employers often frown at the idea of introducing non-monetary benefits such as offering more autonomy to employees, encouraging them to come up with meaningful contributions, and offering telecommunication options. Though these benefits do not carry a monetary value, however, it can help to boost employee morale and productivity; the end outcome that every employer seek while designing a benefits plan.
While designing your employee benefit plan, you need an expert by your side who can help you stay steer clear of these myths. If you are located in Petaluma or the surrounding area, then contact Arrow Benefits Group at 707–992-3780 to stay away from these myths.
Experts estimate that by 2020, millennials will comprise 35 percent of the total workforce. This study is an eye opener for employers who consider looking down on their millennial employees and ignore their needs. Millennials are often considered brash, irresponsible, and rebellious. The demands of millennial employees are often labeled as absurd and irrational. Thanks to the changing workforce dynamics, the preconceived notions is no longer a valid argument to ignore the needs that several employers have about their millennial employees. The need of the hour for employers is to build up the bridges with their millennial employees.
With every passing year, fierce competition has been growing among different businesses in the market. From here on, the tussle will only get fierce among employers to hire and retain the best resources growing in the market. A fat pay package is no longer enough to retain your employees. To score a point above your rivals, you need to think one step ahead of them and come up with employee benefits that really matter. At Arrow Benefits Group, we help you achieve your goal. As a reputable employee benefits service company in Sonoma County, we consider coming up with custom benefit plans for our clients, with a personal promise, and more than just a professional commitment. As 2019 approaches, there are concerns you must be aware of in order to stand out from the crowd of recruiters that will help you attract and retain the best talent. To help you stay on top of your game, we offer a list of some benefits trend that will be game changers in 2019.
Once upon a time, there was a fairly robust market for temporary health coverage. Because such policies had certain limits that were not allowed under the Affordable Care Act (notably that they could impose a limitation for the coverage of pre existing medical conditions) that market dried up. It was recently resurrected by President Trump, who said such a policy made sense, and even though it would do nothing more nor less than what such policies did before, there was a hue and cry about how such policies would hurt the American public. Responding to this, the state of California proposed and passed a bill that would prohibit such policies from sale.
The House has expanded the potential for HSA, FSA and HRA – an alphabet soup of possibilities. Some Democrats have argued against expansion (as they did against the inception of these programs), claiming that they do not help the working class, but a number of them voted for approval of this new bill, which passed 277 to 142. The changes:
Over the counter drugs may now be purchased through all three of these plans
Menstrual care products are also now qualified medical expenses for reimbursement
Gym memberships and the cost to participate in certain physical exercise programs will be treated as qualified medical expenses to a limit of $500 per year single or $1,000 joint
HSA contributions will be raised to $6,650 single and $13,300 for families
Working seniors participating in Medicare Part A may now continue to contribute to HSA
Spouses over age 55 may also make “catch up” contributions to an HSA
Individuals may contribute to an HSA even if they are in an FSA
At employer’s discretion, participant may roll over unused FSA balance to an HSA (though this would be capped at $2,650 individual and $5,300 for families)
Health FSA balances could be carried over to the following year (maximum 3 x the annual FSA contribution limit)
Health plans can now provide “first dollar” coverage up to $250 ($500 for family)
A Direct Primary Care service can be considered as a health plan for reimbursement
Employer may offer free or discounted medical services without violating HSA rules
There are over 70% of college graduates in debt, with an average amount of $30,000
Hundreds of companies are now offering student loan assistance to their workers
Now they are projecting increased popularity as more companies adopt the program
Even better, the IRS recently decided that one employer could offer the student loan repayment benefit as an element of their 401k – this is a Private Letter Ruling (which means it is specific to the case) but it’s a start…
We have entered Open Enrollment season and that means you and everyone in your office are probably reading through enrollment guides and trying to decipher it all. As you begin your research into which plan to choose or even how much to contribute to your Health Savings Account (HSA), consider evaluating how you used your health plan last year. Looking backward can actually help you plan forward and make the most of your health care dollars for the coming year.
Forbes magazine gives the advice, “Think of Open Enrollment as your time to revisit your benefits to make sure you are taking full advantage of them.” First, look at how often you used health care services this year. Did you go to the doctor a lot? Did you begin a new prescription drug regimen? What procedures did you have done and what are their likelihood of needing to be done again this year? As you evaluate how you used your dollars last year, you can predict how your dollars may be spent next year and choose a plan that accommodates your spending.
Second, don’t assume your insurance coverage will be the same year after year. Your company may change providers or even what services they will cover with the same provider. You may also have better coverage on services and procedures that were previously not eligible for you. If you have choices on which plan to enroll in, make sure you are comparing each plan’s costs for premiums, deductibles, copays, and coinsurance for next year. Don’t make the mistake of choosing a plan based on how it was written in years prior.
Third, make sure you are taking full advantage of your company’s services. For instance, their preventative health benefits. Do they offer discounted gym memberships? What about weight-loss counseling services or surgery? How frequently can you visit the dentist for cleanings or the optometrist? Make sure you know what is covered and that you are using the services provided for you. Check to see if your company gives discounts on health insurance premiums for completing health surveys or wellness programs—even for wearing fitness trackers! Don’t leave money on the table by not being educated on what is offered.
Finally, look at your company’s policy choices for life insurance. Taking out a personal life insurance policy can be very costly but ones offered through your office are much more reasonable. Why? You reap the cost benefit of being a part of a group life policy. Again, look at how your family is expected to change this year—are you getting married or having a baby, or even going through a divorce? Consider changing your life insurance coverage to account for these life changes. Forbes says that “people entering or exiting your life is typically a good indicator that you may want to revisit your existing benefits.”
As you make choices for yourself and/or your family this Open Enrollment season, be sure to look at ALL the options available to you. Do your research. Take the time to understand your options—your HR department may even have a tool available to help you estimate the best health care plan for you and your dependents. And remember, looking backward on your past habits and expenses can be an important tool to help you plan forward for next year.
Texas, acting as lead for a 20 state coalition, has sued the federal government to end the Affordable Care Act (Obamacare) saying the law is no longer constitutional since Congress essentially gutted a key provision – the individual mandate – by saying there would no longer be a penalty for failure to comply. A regional judge is now considering whether to let the law stand, block in part or entirely or ask for more arguments. A decision is expected by year end.
The data shows that communication is critical in helping your company achieve its employee benefit goals. As the leading Sonoma County employee benefits broker, we’re committed to helping you finetune your communications and support your employees more effectively. In this latest post, we’ll present our tips for improving communications with staff members. Read More »
Recently, the President signed a bill repealing the Affordable Care Act’s Individual Mandate (the tax penalty imposed on individuals who are not enrolled in health insurance). While some are praising this action, there are others who are concerned with its aftermath. So how does this affect you and why should you pay attention to this change? Watch this short video to learn more!
Your employee health insurance broker can help you to consolidate costs and select policies that support your team for the years to come. But it’s important that you carefully select your Napa County employee benefits health insurance broker based on expert guidance. Our team has significant experience in this area of the marketplace and in this latest post, we’re showcasing our tips for choosing a Napa County employee benefits health insurance broker. Read More »
An employer that is not an applicable large employer (ALE) under the employer shared responsibility provisions does not become an ALE due to participation in an AHP.
An employer that is an ALE under the employer shared responsibility provisions continues to be an ALE subject to the employer shared responsibility provisions regardless of its participation in an AHP.
The only circumstance when multiple employers are treated as a single employer for determining whether the employer is an ALE is if the employers have a certain level of common or related ownership.
As a small business owner, it’s critical you provide your employees with comprehensive employee benefits such as health insurance options. But many small business owners have a limited understanding of their insurance requirements, and so within this latest post, we’ll provide our guide to employee benefits and health insurance in Marin County.Read More »
Bernie Sanders has an idea. Now he needs a plan. Though he has sketched out the “Medicare for All” program to move us toward a Single Payer health system, the details he has shown so far prompted the Mercatus Center at George Mason University to claim that it would cost $32.6 trillion over ten years…and, yes, that would involve higher taxes. And that’s just the initial estimate.
Companies across the marketplace are now choosing to work with a qualified Sonoma County employee benefits consultant to ensure their team has the support they need in selecting benefits packages. There is a great financial imperative in collaborating with a consultant and so within this latest post, we’ll explore the financial benefits companies achieve in working with their employee benefits consultant. Read More »
If you can’t meet your enemy head on, you run a flanking maneuver. It has long been a given that any attempt to upend Obamacare would be difficult through alternate legislation, which has been proven many times. The option, of course, is to let it die through bureaucratic inertia or simply by skirting the primary objectives of the law. Now 12 cities, which include Baltimore, Chicago, Cincinnati and Columbus are suing the federal government, claiming the Trump administration “is unconstitutionally seeking to undermine Obamacare by failing to faithfully execute the healthcare law (and that he is) waging a relentless campaign to sabotage and, ultimately, to nullify the law” All true…and Trump makes no bones about it. But finally folks are pushing back.
Recently, the President signed a bill repealing the Affordable Care Act’s Individual Mandate (the tax penalty imposed on individuals who are not enrolled in health insurance). While some are praising this action, there are others who are concerned with its aftermath. So how does this affect you and why should you pay attention to this change?
Technology is now a central focus within the employee benefits administration process for Napa County companies. Without automation, companies often overspend on their benefits work and find they have little left to present employees and to use to target new hires. Our team at Arrow Benefits Group has great experience in working with the latest technology and in this latest post, we’ll highlight how technology aids Napa County employee benefits administration teams.
Manage eligibility
One of the key benefits of working with technology within the employee benefits administration process is that eligibility can be easily managed. Employees can become eligible for specific benefits over a short period of time, and technology can be used to manage the eligibility and to determine when specific options are unavailable.
Support compliance
Compliance is now a leading issue within the employee benefits marketplace. Specific HIPAA regulations must be carefully approached to ensure the company remains within the confines of the law. Technology can be used to safeguard data and follow practices that allow for the law to be upheld by the firm.
Speed-up adaptation
When the company changes structure or adds a new hire to the team, the employee benefits process must be considered. Working with technology can help to automate many of the changes to the system and ensure that information is kept up to date while the changes are made. This can also ensure that employees maintain access to their data around the clock and minimize issues with benefits not being carried over to the new system.
Streamline communications
By maintaining an active list of the employees within the company and the benefits offered, employee benefits administration teams across Napa County can disseminate information throughout the client’s company easily. This ensures each employee knows their benefits options and can choose based on the latest information available.
Our team at Arrow Benefits Group is here to guide you through the employee benefits administration process. To discover more about our company and our experience within the insurance marketplace, call us today.
During a merger with another firm, your Marin County company must be able to maintain control over its employee benefit services in order to maintain an effective benefits package for your employees. Many growing firms struggle within this process during their mergers. So, within this latest post, we’ll explore the process and explain how to effectively mitigate problems.
Don’t change everything immediately
There may be an urge to change the entire approach to the benefits offered immediately after the merger. But this can cause long-standing issues. Employees will already be nervous. Try to not change too much about the existing system as you consider the Marin County employee benefit services options. Speak with your team members and find out about their concerns.
Communicate with new employees about the broker
Make sure that any new employees joining your firm are informed about your employee benefits broker and the options provided. Ask that they open a new account for their insurance with your current broker as soon as possible. This can help to streamline the adaptation. However, any already scheduled vacation time and benefits payments should be matched as closely as possible to ensure your new employees are welcomed.
Present multiple coverage options
Work with your broker to determine the best options to offer your employees after the merger. This process should take place over several months and should take into consideration your current budget as well as the size of your current workforce. Make sure that employees are updated throughout this process and ask that your employee benefits services provider in Marin County is available to answer questions and guide employees in making their choices.
Schedule meetings with all staff members
Once the transition is completed and the new staff members are settled in, schedule meetings with the staff on an individual basis to find out what’s most important to them from their employee benefits. Once you have this information you can work with your broker to hone your packages and ensure talent is retained.
Arrow Benefits Can Help
Our experienced team at Arrow Benefits Group is here to guide you in choosing benefits for your team. To learn more about our firm, call us today.
For example, says Karsh, many millennials grew up with working parents, the privileges of after-school activities and clubs, and constant individual mentoring. In a work environment, this translates to a desire to be told what to do, to be monitored while doing it, and then to receive praise for doing everything successfully. While not every work environment is able to supply such a structure, for any number of good reasons, it’s important to remember that the desire for it is rooted in generational factors, not necessarily selfishness or weakness.
A solid compromise, offers Karsh, is to provide concrete explanations from the start, so that millennials always have a structure to return to when they desire it. At the same time, it is best practice to “ween them off structure,” for example, reminding them that a supervisor might not check in every day, and that this isn’t a bad sign. Often, he says, millennials respond well to direct communication. Of course, everyone is an individual no matter their generation, and over time, most new structures can be learned and put to effective use. Other best practices that have proved effective for millennials are future-focused credentials, real time conversations, and microlearning.
One area in which many companies are falling behind is in the area of communicating with their staff about the various benefits options available to them. This is a leading issue within the benefits industry, where companies struggle to manage their benefits resources and fail to work with staff in providing the best options in the marketplace. In this latest post, we’ll explore how Sonoma County benefits consultants can help hone staff messaging.
Targeted messaging
One area in which benefits consultants can help drive your Sonoma County company forward is by providing targeted messaging to your staff members. For example, when a new policy becomes available, the company can send out targeted messages to your management staff informing them of the new policy and the value it provides. This helps motivate your most skilled professionals and aligns them more closely with the company and its targets moving forward.
Resolving questions
Many staff members have a number of questions about the insurance options available to them and the value provided by these options. Working with your Sonoma County benefits consultants, you can ensure these questions are answered with precision and that your team achieves a full understanding of the policies on offer through the company. This can help calm your workforce and keep your brand at its productive best.
Incentives for new hires
When a company is competing with another firm for a talented professional, they need to be able to offer the best benefits package to help engage the candidate. This is another area in which the benefits consultants can take full control. They can help promote the company’s messaging on policies via social media and via recruitment websites, ensuring that talented individuals across the industry see the value of the company’s benefits packages and consider the brand the next logical step in their career.
Our team at Arrow Benefits Group can help guide you in choosing your benefits options for the coming years. To learn more about our services, call us today.
What do you do with a law you don’t like but that no one can seem to overturn? Starve it out.
President Trump’s administration has made a decision to suspend Risk Adjustment Payments to carriers, which was originally intended to subsidize them if they took disproportionate market risk. Without those subsidies, the carriers will most likely pass on their costs to consumers – which means higher premiums.
And then, in a startling reversal, the CMS administrator, Seema Verma changed this policy two weeks later. Who will reverse it next?
At the same time, the administration has cut the budget for ACA Navigators from $36.8 million to $10 million. Granted, agents do this work better and at no governmental cost, and most of those who needed to be “navigated” through the ACA system have done so, but it is still another example of the ACA’s “death by a thousand cuts”
The benefits broker you select will help you determine the ideal allocation of benefits resources. But many companies are now facing budget shortfalls and considering how best to improve their benefits packages. In this latest post, our team at Arrow Benefits Group explores the process of working with a new Sonoma County benefits broker, and the reasons to change brokers.
Does the benefits broker meet your needs?
One important consideration when working with a benefits broker is determining whether they can meet your needs over the long-term. Make sure the company is located close to your business and can provide expert resources with a large enough staff to guide you forward. The company should also work with the latest technology to help automate some of the administrative tasks that slow down and limit the efficiency of current benefit processes.
Reasons to change
Consider the reasons you might wish to switch brokers. In many cases, the broker simply isn’t meeting the needs of the company. For example, a growing company will require a broker that is savvy when it comes to compliance. What are the laws in this area and how can your company ensure it meets its obligations? Another reason many companies are switching their brokers is their current broker is simply costing their firm too much money considering the level of service provided. Do you feel your firm is getting the attention it needs? Your broker should communicate with you regularly and help you to answer insurance-based questions around the clock.
What to ask brokers
Make sure you are in a position to speak with new brokers once you’ve decided it’s time for a change. Ask your new potential brokers the following:
What is your schedule for meeting with clients?
Do you design benefit packages?
Can you help educate our employees?
Will you be able to manage our compliance issues?
What added service extras do you provide?
Our team at Arrow Benefits Group is committed to providing the highest return on investment for your benefits resources. To learn more about the company and the options we offer, please call our expert team today.
Senator Bill Cassidy will soon introduce legislation that mandates price transparency in health care “to enable patients to compare prices before getting procedures” Now, of course, comes the game playing, as if someone can actually drill deeply enough into the mystery of health care pricing to get an actual fix on it. Good luck…
Every year the trustees of the Medicare Hospital Insurance Trust Fund and Social Security weigh in with their projections about the long term viability of Medicare. Many years ago, it was said that Medicare would run out of money by now. The government responded by lifting the limit on the contributions that could or would be made to Medicare. This year, assuming no changes, the fund is expected to be depleted by 2026 and the Social Security Trust Fund by 2034. Unless, of course, the market picks up, limits are raised or the percentage of employee income is raised. Etc.
Don’t lie–we ALL love gadgets. From the obscure (but hilariously reviewed on Amazon) Hutzler 571 Banana Slicer to the latest iteration of the Apple empire. Gadgets and technology can make our lives easier, make processes faster, and even help us get healthier. Businesses are now using the popularity of wearable technology to encourage employee wellness and increase productivity and morale.
According to a survey cited on Huffington Post, “82% of wearable technology users in American said it enhanced their lives in one way or another.” How so? Well, in the instance of health and wellness, tech wearers are much more aware of how much, or how little, they are moving throughout the day. We know that our sedentary lifestyles aren’t healthy and can lead to bigger health risks long term. Obesity, heart disease, high blood pressure, and Type 2 Diabetes are all side effects of this non-active lifestyle. But, these are all side effects that can be reversed with physically getting moving. Being aware of the cause of these problems helps us get motivated to work towards a solution.
Fitbit, Apple Watch, Pebble, and Jawbone UP all have activity tracking devices. Many companies are offering incentives for employees who work on staying fit and healthy by using this wearable technology. For example, BP Oil gave employees a free Fitbit in exchange for them tracking their annual steps. Those BP employees who logged 1 million steps in a year were given lower insurance premiums. These benefits for the employee are monetary but there are other pros to consider as well. The data collected with wearable technology is very accurate and can help the user when she goes to her physician for an ailment. The doctor can look at this data and it can help connect the dots with symptoms and then assist the provider with a diagnosis.
So, what are the advantages to the company who creates wellness programs utilizing wearable technology?
Job seekers have said that employee wellness programs like this are very attractive to them when looking for a job.
Millennials are already wearing these devices and say that employers who invest in their well-being increases employee morale.
The overall health and fitness of the company can be the driving force behind introducing wearable technology in a business but the benefits are so much more than that. Morale and productivity are intangible benefits but very important ones to consider. All in all, wearable technology is a great incentive for adopting healthy lifestyles and that benefits everyone—employee AND employer.
Not only has Jeff Bezos just been named the richest person in the history of the world.
Not only has Jeff Bezos combined with Warren Buffet and Jamie Dimon to recreate health care
(and their yet to be named company just hired well known writer/physician Atul Gawande to give up his practice and head the operation)
Now Jeff and Amazon have entered the online pharmacy market by buying startup Pill Pack
While there are doubters, and Pill Pack is new, what they are doing makes sense for those who have had to wait in line at a pharmacy, get incorrect information, have claim filing problems, etc.
Stay tuned…there are sure to be more acqusitions. We are still awaiting the day when we can get a checkup while shopping at Whole Foods.
Now it’s Wellcare, which is to purchase pharmacy benefit manager and health plan operator Meridian for $2.5 billion in cash. It’s a Midwestern play, but a major one nevertheless.
You’ve just seen their commercials, and now Amazon is buying them. Amazon will be acquiring PillPack, an online pharmacy with national reach. So first they say they are going to get into health care (recently naming well known physician and journalist Atul Gawande to head their new company) and now they are acquiring the resources to run it.
Working with qualified Sonoma County benefits brokers can ensure you achieve the ideal results from your benefits programs. Our team at Arrow Benefits Group has significant experience in this area of the industry, and within our latest post, we’re highlighting the importance of working with qualified Sonoma County benefits brokers.
Learn the latest options
Your benefits brokers can introduce you and your team to new insurance products when they become available. This can help your business in two specific ways. Firstly, it ensures that your team is getting the coverage they need on an ongoing basis. Secondly, it ensures that you keep your most talented team members by continually offering the best benefits programs available.
Discuss cost consolidation
How much will your benefits programs cost your organization in the long-term? Working with qualified Sonoma County benefits brokers can help ensure that your expenditures are limited. The brokers can analyze the available options and find out which insurance options meet your needs with precision and to ensure that specific coverage needs are met. For example, if you have medical conditions within your team that are a consideration, your benefits brokers will respond with a program that assures full coverage.
Answering employee questions
Benefits brokers can also respond adeptly when your employees have questions about their coverage. The advantage of working with a broker is that you won’t have to employ a specialist within your team to handle the day-to-day running of the program. Any questions that your employees have can be answered by a professional with full access to the data. The broker will be able to help employees navigate the claims process and to work with your insurance companies to ensure their coverage requirements are resolved quickly and precisely. It’s a valuable element that helps drive harmony within your working team.
Our experts at Arrow Benefits Group are here to guide you in choosing your Sonoma County benefits brokers. To discover more about the value our team can provide to your firm, call us today.
Employers need to see if their premiums are “affordable” for purposes of compliance with the Affordable Care Act for penalties. Employees need to see the same to determine if they are eligible for a subsidy with the Exchanges. New figures for 2019
Household Income as New Percentage 2019
Percentage of FPL
Less than 133% 2.08%
133 – 150% 4.15
150 – 200 6.54
200 – 250 8.36
250 – 300 9.86
300 – 400 9.86
Overall, then, if an employee pays a percentage of their annual income higher than these amounts, based on their Household Income, they have an “unaffordable” plan
One of the leading challenges for growing companies is managing health insurance costs while ensuring a return on investment for their employees. Our team at Arrow Benefits Group has significant experience in guiding Napa County companies on their employee health insurance benefits, and within our latest post, we’ll provide several tips for saving money when choosing benefits options.
Work with a broker
A broker can help to guide you in choosing the employee health insurance benefits for your Napa County business. Because the industry is continually evolving, your team requires the latest information on the available options and their cost. Working with a broker can help to ensure that the information is at your disposal around the clock to mitigate the cost of extensive coverage and to ensure that coverage levels meet with employees’ needs with precision.
Analyze plans regularly
One of the reasons that companies often find they’re overpaying on employee health insurance benefits is their team doesn’t have the time to continually analyze the program options they’re utilizing. This can mean that insurance premiums rise without the company leadership recognizing the change in price. By working with a qualified specialist in the insurance industry, you can mitigate this issue and ensure that plans are regularly analyzed to ensure they’re providing the ideal return on investment. Qualified brokers can work with you and your insurance provider to manage the cost of the program and to ensure that additional costs are taken into consideration when budgeting for employee health insurance.
Build tiers within the company
Health insurance tiers should be available to employees in senior positions of the organization. By offering managerial positions a higher level of coverage, and greater precision, you can incentivize productivity across the company and ensure that talented individuals are recognized for their work. Tying coverage to company success in this way can ensure your program is cost-efficient for the long-term.
Our team at Arrow Benefits Group can work with you in setting up your employee health insurance benefits program in Napa County. To learn more and discuss your program options with an expert, call us today.
Enhancing employee productivity is the goal of the leading companies. Making sure that each individual is reaching their potential can help all organizations progress over the long-term. So, within this latest post, we’ll explain a little more about how employee benefits services can help enhance employee productivity for Marin County companies.
Gives lower-ranked employees a goal
Providing your team with employee benefit services and a comprehensive benefits program gives your lower ranked team members a goal to meet within their daily working schedule. If they meet their targets, they can achieve a higher level of coverage and greater benefits. This goal can be achieved by those with talent in the organization, and the organization will benefit by having a driven workforce in which the most effective employees rise to the top effectively.
Limits need for in-house specialists
One of the leading reasons so many companies are now turning to Marin County employee benefits services as a way to outsource their benefits program is to eliminate in-house costs. An in-house specialist will require a high salary and their own benefits to work with the company. Outsourcing to a local specialist can ensure the cost of the program is reduced significantly as the company doesn’t have to spend money on employee overheads and doesn’t have to be concerned with the employee not being available. Hiring an outside team ensures that one specialist is always available to organize the program and answer employee questions.
Retain talented individuals
The use of the employee benefits services offered by Marin County experts will ensure that your most talented individuals are always retained within the company. That’s because talented professionals are looking for the company with the best salary and benefits package. By limiting the cost of an in-house specialist, companies can provide higher salaries to talented staff members, while ensuring staff members have access to a benefits package that has been customized to the individual and for the organization. This process connects companies with driven, talented professionals ready to work for the company over many years.
We Can Help
Our team at Arrow Benefits Group has experience building dynamic employee benefits services programs for Marin County firms. To explore our services further, call us today.
More and more, we are learning that scientists, marketers, programmers, and other kinds of knowledge workers lead office lives very similar to famous innovators like Watson, Crick, and Franklin, who discovered the structure of DNA. How so?All of these people live work lives structured around progress in meaningful work. And when this progress occurs, it boosts emotions, perceptions, and productivity.
This could be an important key to supporting your employees at their desks, wherever those may be. While recognition, tangible incentives, and goals are important, leading managers must also consider nourishing progress through attention to inner work life, minor milestones, and appropriate modeling.
When progress is effectively monitored and encouraged, it can lead to a self-sustaining progress loop, which often results in increased success and productivity, especially toward larger, group-based goals. In other words, when managers support inner work life and recognize minor progress, it leads to major accomplishments.
Seeing employees as growing, positive individuals with a drive to experiment and learn, as opposed to mere means to an end goal, can make all the difference in an office, and over the years. One way to do this effectively is to incorporate humility into your leadership style. This doesn’t imply that you have low self-confidence or are yourself servile. Rather, it says you prioritize the autonomy of your office and support your employees to think responsibly for themselves. Ask them what their daily work lives are like, and how you can help them maximize effectiveness. Create low-risk opportunities for growth, and most importantly: follow through.
The consultants you hire for your employee benefits programs can help safeguard your organization and ensure that your team has access to the ideal coverage levels at the right price. Our experts at Arrow Benefits Group have significant experience in this area of the marketplace, and in this latest post, we’ll explore the value of hiring Sonoma County employee benefits consultants.
Bring cohesion to your coverage strategy
A leading benefit of hiring Sonoma County employee benefits consultants is that it can bring cohesion to your coverage strategy. It can ensure that your strategy matches your budget and your demands over time. One of the leading challenges companies face is optimizing their coverage levels as their teams grow. You must be able to adapt to a growing team and have a coverage policy that supports your organization over the long-term. Working with Sonoma County benefits consultants can help your company ensure the right options are chosen at each stage of organizational growth.
Minimizing confusion
It can be difficult to understand all the options available to your company through your benefits providers. Working with a benefits consultant helps ensure that the options are clear, both from a cost perspective and a benefits perspective. The consultant will highlight the various elements of the benefits program and how they might impact your company moving forward. And this can help you get ahead of any challenges that might arise.
Working with your team
The benefits consultant will also play a key role in working with your team to help them on how to use the coverage options available to them. For example, they may have questions about their available coverage left within the calendar year. The consultant can help to answer their questions and provide clarity on important program options. This reduces the need to hire in-house coverage experts and helps create a happy and productive workforce.
Employers that self-insured any group health plans in 2017, including health reimbursement arrangements (HRAs), are responsible for determining whether the annual PCORI fee applies to their plan. If so, use Form 720 to calculate, report, and pay the fee by July 31, 2018.
PCORI stands for the Patient-Centered Outcomes Research Institute. Federal law imposes a small annual fee on most health plans that include medical benefits in order to raise revenue to finance the Institute’s work. See our blog for details on which employer-sponsored plans are subject to the PCORI fee, how to calculate the 2017 amount, complete Form 720, and make payment.
To determine the ideal employee benefits broker for your Marin County business, it’s important that you understand the role of the broker in the current marketplace. To understand the role, you must know how the role has evolved in recent years. And so within this post, we’re highlighting the evolution of the Marin County employee benefits broker.
Your employees require protection for the future through company benefits. But managing these benefits on a daily basis and communicating messaging regarding your benefits system with employees can take away from your daily tasks. It’s the reason many are now employing professional employee benefits administration teams in Sonoma County. Let’s explore some of the benefits of outside administration services.
The latest data shows that, over the Americans that have health care coverage, 60% are covered by their employer. Our team at Arrow Benefits Group has great experience in the health insurance marketplace, and in this latest post, we’ll explain why so many are now reviewing the value of health insurance within the employee benefits provided by Marin County companies.
The world is connected nowadays through our screens. Whether it be email, texting, websites, FaceTime, or social media; we all use technology to connect us to others. Check out this short video for more!
Lately, there’s been a big focus on America’s opioid addiction in the news. Whether it’s news on the abuse of the drug or it’s information sharing on how the drug works, Americans are talking about this subject regularly. We want to help educate you on this hot topic.
By understanding more about the coverage options available to your employees, you can mitigate the cost of insurance and support their coverage requirements for the long-term. Our team at Arrow Benefits Group has significant experience in this area of the marketplace, and in our latest post, we explain more about employee benefits administration services.
Maximizing the value achieved through their employee benefits broker can help Sonoma County companies consolidate their insurance costs for the years ahead. In the company’s latest post, our team at Arrow Benefits Group explains how you can get the most from your local Sonoma County employee benefits broker.
By understanding more about the coverage options available to your employees, you can mitigate the cost of insurance and support their coverage requirements for the long-term. Our team at Arrow Benefits Group has significant experience in this area of the marketplace, and in our latest post, we explain more about employee benefits administration services.
There is no doubt that prescription drug prices are a major driver in the overall cost of care.
The question is what to do about it, and what repercussions would it have on other parts of the market and the manufacturers themselves? The President has made partial good on his campaign promise, proposing a number of solutions to the problem, but will they work? Some already say “no” because he is not using the purchasing power of Medicare to drive down prices, instead relying on legalistic prescriptions which will promote transparency and then…
Value based purchasing in federal programs
Using Medicare to pay different amounts for the same drug depending on the illness
Pressure other countries to raise their prices for prescription drugs (oh, sure)
Require drug ads to include the price (but if the carriers are paying, who cares?)
Ban gag clauses for pharmacists to they can recommend other, less expensive drugs
The patent system will change to reward innovation and not protect monopolies
Change the existing rebate system (but how, when no one understands how it works)
That’s what it comes to in the analysis. What was said in the long White Paper produced by the President and his team were the following goals:
Increasing competition – Accelerating FDA approval of generics, focus on FDA improving efficiency of generic development, clarify complex generics, closing loopholes allowing brand names to game the system, modernize Medicare Part D, put an inflation limit on Medicare Part B drugs, increasing the integrity of the Medicaid rebate program
Lowering list prices – transparency with Medicare, ACA rebate provisions, FDA evaluation on direct to consumer advertising
Reduce patient out of pocket spending – end gag clauses, require Part D providers to show lower cost alternatives on the Explanation of Benefits, evaluate options to alow high cost drugs to be priced differently based on indications
Anthem has changed their policy regarding imaging performed in hospitals on an outpatient basis and will expand this into fourteen states. Hospitals are not happy, nor amused and have filed suit. Anthem stakes its claim on the idea of medical necessity, and hospitals are saying that doctors have the right to show necessity, not carriers. And so the battle continues as carriers continue to try to dictate care but those who are responsible for care are not responsible for the payment. No winners here…
And as if that were not enough, Anthem has also begun pushing back on patients who visit the emergency room for ailments the carrier deems minor – called the “avoidable ER program” (as in avoiding payment). While Anthem has lightened up on their procedures somewhat, they are refusing to pay some ER visits as non emergency (after the fact) which is not making patients and doctors particularly happy. Stay tuned.
We know that small business owners have a number of challenges within their day-to-day operations. They must handle employee issues and work with customers to respond to their unique requirements. But it’s important that elements such as employee benefits are also managed effectively. This isn’t always a simple process. And so in this post, we’ll look at why so many business owners now hire a dedicated employee benefits administration professional for their Napa County business.
The California State Supreme Court, in the case of a suit against Dynamex Operations West, said simply that “when a worker has not independently decided to engage in an independently established business but instead is simply designated an independent contractor – there is a substantial risk that the hiring business is attempt to evade the demands of an applicable wage order through misclassification.” In short, to be independent they must be, you know, independent. Businesses must show that the worker is free from the control and direction of the employer, perform work that is outside the hirer’s core business and customarily engage in an independently established trade, occupation or business
On April 30, 2018 the California Supreme Court determined that California employers must always start with the presumption that a worker is a common law employee. They may classify them as independent ONLY IF ALL of these criteria are being met:
Worker is free from control and direction in connection with the performance of the work
The worker performs work that is outside the usual course of the hiring entity’s business
Worker customarily engaged in independently established trade, occupation or business
This gives common sense to what the Department of Labor has long used as their “twenty questions” to determine the independence of an independent contractor. The only question remaining now is that, if the DOL finds an employer responsible for an “employee” who may have previously been misclassified, if all rights and benefits that apply will be made retroactively
By learning more about the options available in the Napa County marketplace, you can select employee benefit services designed to support your company in the long-term. Our experts at Arrow Benefits have great experience in the marketplace, and in this latest post, we’re highlighting the employee benefit services available to Napa County companies.
This should be apparent, but apparently it isn’t. Sometimes prescription drugs, so often dispensed as generics, have a lower price than the copayment stated on the benefit card. A new study, however, shows that consumers aren’t asking, thus not only paying a higher amount than necessary, but this amount is then “clawed back” by the Pharmacy Benefit Manager (no, the pharmacy does not keep the difference, nor does the insurance carrier) which acts as a middleman between the carrier and the consumer. During a study period comprising the first half of 2013, a USC study found that overpayments totaled $135 million. A good example – hydrocodone acetaminophen (that would normally be called “Vicodin”) was prescribed 120,000 times and there was an average overcharge of $6.94. It is not just generics, moreover. The brand name drugs of longer standing also often fall under the brand name co payment (Ambien was cited as the most egregious example) So next time, don’t just reach for the card…
Lately, there’s been a big focus on America’s opioid addiction in the news. Whether it’s news on the abuse of the drug or it’s information sharing on how the drug works, Americans are talking about this subject regularly. We want to help educate you on this hot topic.
Opioids are made from the opium poppy plant. Opium has been around since 3,400 BC and it was first referenced as being cultivated in Southwest Asia. The drug traveled the Silk Road from the Mediterranean to Asia to China. Since then, the drug has gained popularity for pain relief but it also has gained notoriety as an abused drug. Morphine, Codeine, and Heroin are all derived from the opium poppy and are all highly addictive drugs that are abused all around the world. As the demand for these drugs has increased, so has the production. From 2016 to 2017, the area under opium poppy cultivation in Afghanistan increased by 63 percent. In 2016, it killed some 64,000 Americans, more than double the number in 2005.
We can see that the danger from this drug is growing rapidly. What can we do to recognize potential abuse problems and to get help? Here are some facts about opioid addiction:
How do they work? Opioids attach to pain receptors in your brain, spinal cord, and other areas that recognize pain signals. As they attach to the receptors, it reduces the sending of pain messages to the brain and therefore reduces the feelings of pain in your body.
Short-acting opiates are typically prescribed for injuries and only for a few days. They take 15–30 minutes for pain relief to begin and this relief lasts for 3–4 hours. Long-acting opiates are prescribed for moderate to severe pain and are used over a long period of time. Relief typically lasts for 8–12 hours and can be used alongside a short-acting drug for breakthrough pain.
Dependence is common with long-term use of an opiate. This means that the patient needs to take more of and higher doses of the medicine to get the same pain relieving effect. This does not necessarily mean the patient is addicted. Addiction is the abuse of the drug by taking it in an unprescribed way—like crushing tablets or using intravenously.
Help is available through many channels from private recovery centers to insurance providers. The Substance Abuse and Mental Health Services Administration helpline is 1–800-662-HELP. This line is confidential, free, and available 24-hours a day and 7 days a week. Family and friends may also call this number for resources for help. Additional resources can be found at drugabuse.com.
Make sure you are educated about the dangers of opioid abuse. But, don’t be discouraged and think that the abuse is incurable! There are many resources that can be used to break the addiction cycle and can make real change in the lives of its victims. Ask for help and offer help.
The Supreme Court has once again found that retiree benefits are not vested. So the employer can promise but… Actually, the Court simply clarified the need for clarity. In the absence of specific language that vests retiree health benefits, the retirees may no longer assume that silence or ambiguity allows a lifetime contract. Instead, the contract itself must state the case. Seems simple, but this has been kicking around, even though the Supreme Court said the same thing in 2015. Now it will show the unions that what they want needs to be negotiated and then put in writing (we will call this the “common sense” doctrine)
Bringing in Napa County employee benefits consultants can help to provide your team with better and more reliable levels of coverage for the years ahead. But it’s important that you know more about the selection process. Our team at Arrow Benefits Group has many years’ experience in the insurance field, and within our latest post, we’re highlighting what to expect when hiring Napa County employee benefits consultants.
No one foresees needing disability benefits. But, should a problem arise, the educated and informed employee can plan for the future by purchasing disability insurance to help cover expenses when needed. Check out this short video for more!
More and more businesses are turning to benefit brokers in Napa County to provide their employee benefits programs and sometimes manage them as well. For companies, particularly smaller businesses, this makes a lot of financial sense — the brokers have the contacts necessary to wrangle better deals on benefits, as well as the expertise to handle the increasing bureaucratic burdens. In most cases, companies can afford to offer better benefits programs than they could by handling everything on their own, and that’s critical for attracting the best employees. Read More »
Beyond their expertise in the insurance marketplace, and their understanding of complex coverage needs, your Napa County benefits consultant can help support your organization in various other important business areas. In this latest post, we’ll explore more about the surprising ways a Napa County benefits consultant can help support your business. Read More »
Have you ever heard the proverb “Knowledge is power?” It means that knowledge is more powerful than just physical strength and with knowledge people can produce powerful results. This applies to your annual medical physical as well! The #1 goal of your annual exam is to GAIN KNOWLEDGE. Annual exams offer you and your doctor a baseline for your health as well as being key to detecting early signs of diseases and conditions. For more, watch this short video:
A Napa County benefits consultant can help your company to select the right benefits package for its team members. This is a critical element in safeguarding your organization and retaining your most talented staff. But it’s important to understand the process for choosing a benefits consultant in Napa County before you begin. So to help you, we are highlighting the qualities to look for in a consultant. Read More »
Curious about when you should notify a participant about a change to their health care plan?
The answer is that it depends!
Notification must happen within one of three time frames: 60 days prior to the change, no later than 60 days after the change, or within 210 days after the end of the plan year.
For modifications to the summary plan description (SPD) that constitute a material reduction in covered services or benefits, notice is required within 60 days prior to or after the adoption of the material reduction in group health plan services or benefits. (For example, a decrease in employer contribution is a material reduction in covered services or benefits. So is a material modification in any plan terms affecting the content of the most recent summary of benefits and coverage (SBC).) While the rule here is flexible, the definite best practice is to give advance notice. For collective practical purposes, employees should be told prior to the first increased withholding.
However, if the change is part of open enrollment, and communicated during open enrollment, this is considered acceptable notice regardless of whether the SBC, SPD, or both are changing. Essentially, open enrollment is a safe harbor for all 60-day prior/60-day post notice requirements.
Finally, changes that do not affect the SBC and are not a material reduction in benefits must be communicated and summarized within 210 days after the end of the plan year.
When working with Napa benefit brokers, it’s important that you find a company that is on your side and ready to help guide you in choosing the ideal coverage options. Without experience in the process it can be difficult to make progress, and so within this latest post, we’ll look at the questions you must ask in finding qualified Napa benefit brokers.Read More »
The world is connected nowadays through our screens. Whether it be email, texting, websites, FaceTime, or social media; we all use technology to connect us to others. According to Hubspot, an online marketing and sales software provider, consumers are on social networks more than ever before. They wrote:
“In our survey of 1,091 global internet users, we’ve found people have dramatically increased content consumption on the three most popular social networks in the last two years: Facebook (+57% increase), Twitter (25% increase), and LinkedIn (21% increase). These networks have notably doubled down on content in the past few years to capture and retain the attention of their users — and it appears the playbook is working.” The Future of Content Marketing: How People Are Changing the Way They Read, Interact, and Engage With Content
So, how do you harness this tech to strengthen your connectivity to your audience? Here’s the top 5 tips for using social media that every agency can benefit from using.
Consistent Content Posting
Your followers want to know when they can expect new info to be posted on your website and social media. If you post once a week for 3 weeks and then not post again for another month, your audience will quit paying attention. Consistency is the key! Make a point to post at the same general time on the same days and you will see more interaction from your followers.
Images & Videos
62% of users thoroughly consume the social media post if it includes video as compared to only 25% consumption of traditional long content posts. That’s a HUGE difference! Grab your audience’s attention when they are scrolling through their social media by posting pictures and videos. They are telling us that they will stop and watch or read more than skimming because of the images they see.
Keep Up with Social Media Trends
Pay attention to what you are most engaged with on social media. Do you like to watch Facebook Live videos? Do you stop and scroll through pictures from companies when they post what they are doing in the community? Do you prefer to chat with a customer service representative online versus an email? If you are seeing your preferences change, there is a good chance your audience’s preferences are changing. Post pictures of your teams serving their community. Use videos to educate your clients on relevant issues in your field. Social media is constantly evolving so stay up on trends and use them on your pages!
Facebook is Still King
Consumers are using Facebook for more than just connecting to their high school friends—they are using it to read content from their favorite businesses and groups. This means you MUST keep your Facebook page updated and have new content posted regularly. According to a new Hubspot survey, 48% of consumers use their Facebook feed to catch up on news, business, and lifestyle stories. This ties back to Tip #1 and reiterates that consistent posting is the sweet spot for engaging customers.
Engage Your Audience
How are you talking to the people who use your business? Are you responding to inquiries on Facebook? When you post pictures on LinkedIn are you responding to the people who are looking and commenting on them? When you engage with your followers, they are more likely to have a stronger relationship with you. Entrepreneur Magazine says, “They are more likely to have a better evaluation of the brands, stay loyal to the brands and recommend the brands to others.”
By following these tips, your social media pages can grow into healthy sites and you can be more effective as you engage with your audience. Start using them today!
Technology has certainly made the workplace faster, smarter and more productive. New apps and systems continuously offer new ways to create, manage and collaborate. However, just as with many good things, workers can get too much of office tech. With each digitization of traditional job and team functions comes a cost in diminishing associated skills. Many forward-thinking companies are taking heed of the potential pitfalls of tech overload. Check out some particular hazards culled from across the Web.
Loss of Interpersonal Skills — Video chats, group chats, IMs, DMs, texts, pings, not to mention old-fashioned email certainly afford a multitude of ways to communicate, even collaborate. However, there’s no replacement for face-to-face interaction. Over-reliance on digital channels can diminish the opportunities and ability to collaborate in the most free-form manner, that being when folks share the same room.
Inhibits Big Thinking— Unlimited information flow can sometimes turn into overflow. Continuous text alerts, IMs and other pings can inhibit completion of the task at hand. They can also cause mistakes due to lack of concentration. While pressing issues can be quickly resolved, continual interruptions leave little or no time for working through larger projects and long-term planning.
Impaired Security — It’s an unfortunate fact of business life that the more freely information flows, even behind firewalls, the more susceptible it is to hacking, corruption and theft. As well-publicized incidents have shown, corporate information is not the only data at risk, but also financial and personal data of employees and customers. It’s vital that when companies upgrade their business tech, their security tech and protocols keep pace.
Time and Maintenance Costs— The only sure bet with a new application or system is that it will require updates. Also, while out-of-pocket expenses can be quantified, less-obvious costs of downtime devoted to system maintenance and training can pose significant drag on productivity, and in some cases job satisfaction. More companies are discovering that not every tech wave is worth catching, especially if it crashes against strained budgets.
Encroachment on Personal Time — Certainly boundaries of normal working hours have been significantly extended. While tech has indeed freed workers from cubicle and office tethers, it can also tempt managers and team members to infringe, often unknowingly, on the personal lives of their reports. Yes, emergencies may arise. But workers repeatedly besieged with after-hour queries may seek other places to use their devices.
It May Be Unhealthy — Work is stressful enough. While technology has certainly speeded operations, it’s concurrently raised everyone’s expectations. Some research indicates that over-reliance on devices may increase stress levels with potentially adverse health consequences. For better health, occasionally put down the phone!
Former acting CMS administrator Andy Slavitt was one of the fiercest defenders of the Affordable Care Act during the recent debates and attempts by Republicans to overturn it. Now he is leading a new nonpartisan group of politicians, policy makers, executives and other public figures, called United States of Care, that will push for policy changes based on the idea that despite deep political divisions, Americans want many of the same things when it comes to their health. Mike Leavitt, former HHS Secretary, will also be part of the new group.
The first problem in proving the value of wellness programs, of course, is that the data, while considerable, is also anecdotal. Further, the use of wellness does not necessarily correlate to some of the results claimed. Finally, though this is one good reason to do it anyway, is that you can’t quantify the results based on what diseases or injuries you would have prevented. A recent study in Health Affairs, which is the leading journal for health care theory and practice, said care coordination and management initiatives have not been drivers of savings in Medicare, and an earlier study shows that even if 90% of consumers utilized preventive services (much higher than the current takeup rate) the total effect on health care spending would be just under 0.2% — a lot of money overall, but not much money as part of the system. Cynics also point out that if we let people live longer, they will consume more health care services. This is, of course, a good societal thing, but if you want to look purely at how to save money and how to improve care, there is always contention with the “law of unintended consequences’ Overall, the argument should be about improving quality and not saving costs. Oh, well.
Well, now the concerns are over. Jamie Dimon JP Morgan, Jeff Bezos from Amazon and Warren Buffet from Berkshire Hathaway have all teamed up to solve our nation’s health care problems. There are no details at this point, of course, but they say they plan to hold down costs by bringing “their scale and complementary expertise to this long term effort” They will create an independent company “free from profit making incentives and constraints” to focus on technology solutions” This is great, except for the fact that technology is only one part of the problem (but definitely worth fixing) and that the scale these companies bring will really only benefit a narrow slice of consumers – their companies. By the way, Steve Case of AOL tried this years ago and failed miserably, but who remembers Steve Case any more?
Summary plan descriptions (SPDs) are required for all retirement, health, and welfare plans subject to the Employee Retirement Income Security Act of 1974 (ERISA). However, misconceptions about this requirement are widespread. ERISA attorney Stacy H. Barrow, partner with Marathas Barrow Weatherhead Lent LLP, had a chat with ThinkHR about the importance of having proper ERISA documentation and the consequences of failing to do so.
THR: What types of employers need to have an SPD?
SHB: We tell all employers — of any size — who offer plans subject to ERISA that they need to have an SPD. This is the first item in every Department of Labor (DOL) audit. If you don’t have one and you get audited or a participant asks for plan documents, you will be scrambling to put documents together and you can’t do them fast enough to avoid an issue. In addition, cafeteria plans can only be adopted prospectively, so if you don’t have a written cafeteria plan in place, you may be jeopardizing the tax qualified status of your plan.
THR: Won’t my broker or carrier take care of these documents?
SHB: Employers may think that brokers or carriers take care of all required benefits documentation, but at the end of the day, it’s the employer who is responsible for complying with ERISA’s SPD requirement. Your broker may help you, but they might not be aware of every benefit you offer or your eligibility guidelines. The carrier’s documentation often is missing some of the required language, which is why you use a wrap. You don’t specifically have to use a wrap to develop your SPD, but the carrier document won’t get you there and an wrap is often the best way to comply. If the plan documents aren’t compliant, that’s not the carrier’s or broker’s responsibility, it’s the employer’s.
THR: Do I really need to be concerned about a DOL audit?
SHB: Employers can get complacent about documentation, thinking that only large employers get audited, or it won’t happen to them. It’s not only the large corporations that get audited. It can happen to employers of any size or type. It’s important to make sure you have good benefits documentation, because if you don’t, and you do get audited, it might cause the DOL to dig deeper and look for other problems, such as looking into your 401(k) plan.
Plan documentation is a huge part of every DOL audit. I can’t stress strongly enough that they will want to see the summary plan description and plan documents. If you can get good, compliant documents to the DOL, it increases the chances of a speedy resolution. If you can provide them quickly, it sends a message that you are ready and in compliance.
THR: What are the consequences of being out of compliance?
SHB: Not having the proper documents may be an issue if you get audited or there is litigation over a denied claim. You need to be prepared for this possibility. If the DOL audits and imposes penalties, it may not be because the employer didn’t have a wrap document, but rather because the document wasn’t updated, wasn’t compliant, or wasn’t distributed to employees. And the DOL may impose penalties of up to $152 per day for failure to provide an SPD upon request. Also, failure to inform participants of plan changes may invalidate those changes.
When evaluating employee benefits, essentials such as health and dental plans, vacation time and 401(k) contributions quickly come to mind. Another benefit employers should consider involves subsidizing learning as well as ambitions. Grants and reimbursements toward advanced degrees and continuing education can be a smart investment for both employers and employees.
Educational benefits are strongly linked to worker satisfaction. A survey by the Society for Human Resource Management revealed that nearly 80 percent of responding workers who rated their education benefits highly also rated their employers highly. While only 30 percent of those rating their higher education benefits as fair or poor conversely rated their employer highly.
These benefits are popular with businesses as well. In a survey by the International Foundation of Employee Benefit Plans, nearly five of six responding employers offer some form of educational benefit. Their top reasons are to retain current employees, maintain or raise employee satisfaction, keep skill levels current, attract new talent and boost innovation and productivity. Tax credits offer additional advantages. Qualifying programs offer employers tax credits up to $5,250 per employee, per year.
At the same time, companies should offer these benefits with care as they do pose potential pitfalls. Higher education assistance can be costly, even when not covering full costs. Workers taking advantage can become overwhelmed with the demands of after-hour studies, affecting job performance. Also, employers would be wise to ensure their employees don’t promptly leave and take their new skills elsewhere.
When well-planned, educational benefits will likely prove a good investment. Seventy-five percent of respondents to SHRM’s survey consider their educational-assistance programs successful. To boost your employee morale, skill levels and job-satisfaction scores, consider the benefit that may deliver them all, and more.
Under the new Tax Act, and effective January 1, 2018, non profit employers must pay a corporate tax (defined as 21% under Section 13703 of amended section 512(A) of the Tax Code) for the following benefits made available to employees on a cost free basis:
Qualified transportation plan
Parking facilities used in connection with qualified parking
“Your most valued asset isn’t your house, car, or retirement account. It’s the ability to make a living.”
No one foresees needing disability benefits. But, should a problem arise, the educated and informed employee can plan for the future by purchasing disability insurance to help cover expenses when needed.
When you ask people what is the number one reason disability insurance is needed, most will answer that it is for workplace related injuries. However, the leading causes of long-term absences are back injuries, cancer, and heart disease and most of them are NOT work related. In addition, the average duration of absences due to disability is 34 months. So how do you prepare for an unplanned absence from work as a result of an injury or illness? Disability insurance is a great option.
Disability insurance is categorized into two main types.
Short Term Disability covers 40–60% of the employee’s base salary and can last for a few weeks to a few months to a year. There is typically a short waiting period before benefits begin after the report of disability. This plan is generally sponsored by the employer.
Long Term Disability covers 50–70% of the employee’s base salary and the benefits end when the disability ends or after a pre-set length of time depending on the policy. The wait period for benefits is longer—typically 90 days from onset of disability. This plan kicks in after the short-term coverage is exhausted. The individual purchases this plan to prevent a loss of coverage after short-term disability benefits are exhausted.
While the benefits of these disability plans are not a total replacement of salary, they are designed for the employee to maintain their current standard of living while recovering from the injury or illness. This also allows the individual to pay regular expenses during this time.
There are many ways to enroll in a disability insurance plan. Often times your employer will offer long-term and short-term coverage as part of a benefits package. Supplemental coverage can also be purchased. Talk with your company’s HR department for more information on how to enroll in these plans. Individuals who are interested in purchasing supplemental coverage can also contact outside insurance brokers or even check with any professional organizations to which they belong (such as the American Medical Association for medical professionals) as many times they offer insurance coverage to members.
As you begin planning for your future, make sure you research the types of coverage available and different avenues through which to purchase this coverage. For more information on disability and the workplace, check out:
To encourage employers to provide eligible employees with paid leave under the FMLA, the new tax law provides them with a new business credit equal to 12.5% of the amount of wages paid to “qualifying employees” during any period in which such employees are on family and medical leave as long as the rate of payment under the program is at least 50% of the employee’s normal wages.
As the costs of health care soar, many consumers are looking for ways to control their medical spending. Also, with the rise of enrollment in high deductible health plans, consumers are paying for more health care out-of-pocket. From medical savings accounts to discount plans for prescriptions, patients are growing increasingly conscious of prices for their healthcare needs. Price shopping procedures and providers allows you to compare prices so that you are getting the best value for your care.
Why do you need to look beyond your nearby and familiar providers and locations for healthcare? Here’s a hypothetical example: Chris is a 45-year old male in good physical health. During his last check-up he mentions to his doctor that he’s had some recent shortness of breath and has been more tired as of late. His doctor orders an EKG to rule out any problems. If Chris went to his local hospital for this procedure, it would cost $1150. He instead looks online and shops around to find other providers in his area and finds he can get the same procedure for $450 at a nearby imaging center. His potential savings is $700 simply by researching locations.
So where do you start when shopping around for your health care? A good place to begin is by researching your health plan online. Insurance companies will post cost estimates based on facility, physician, and type of procedure. Keep in mind that these are just estimates and may vary based on what coverage you are enrolled in. Another way to shop is by checking out websites that have compiled thousands of claims information for various procedures and locations to give an estimate of costs. However, deciphering whether a site is reporting estimates based on the “medical sticker price” of charges or rates for private insurance plans or Medicare is difficult. There are huge differences in prices at different providers for the exact same procedure. This is because contracts between insurance agencies and providers vary based on negotiated amounts. This makes it hard to get consistent pricing information.
Check out these sites that do a great job comparing apples to apples for providers:
Publishes data on hospitals so patients can compare facilities and costs for treatments and procedures
After compiling all the information on prices and procedures, you can still call and negotiate costs with the location of your care. Fair Health Consumer has tips on how to negotiate with providers and plan for your healthcare needs.
Knowledge is POWER and when you spend time researching and comparing healthcare costs, you are empowering yourself! Exercising due diligence to plan for you and your family’s medical needs will save you money and give you confidence in your decisions for care.
On March 15, 2018, the U.S. Citizenship and Immigration Services (USCIS) announced via fact sheet that E‑Verify and E‑Verify Services would be temporarily unavailable from 12 a.m. March 23 to 8 a.m. March 26 Eastern Time for system enhancements. However, on March 22 the USCIS released an email stating that the enhancements were “still in the works,” and the modernization launch was postponed. Subsequently, E‑Verify will remain available, and all regular employment eligibility verification timelines continue to apply.
IRS Adjusts 2018 Inflation Amounts for Health Savings Accounts
On March 5, 2018, the federal Internal Revenue Service (IRS) announced 2018 annual limits on deductions for individuals covered under a high deductible health plan (HDHP) in Rev. Proc. 2018–18. The deduction limit is $3,450 for an individual with self-only coverage and $6,850 for an individual with family coverage.
Additionally, for calendar year 2018, an HDHP is defined as a health plan with an annual deductible that is not less than $1,350 for self-only coverage or $2,700 for family coverage, and the annual out-of-pocket expenses (deductibles, co-payments, and other amounts, excluding premiums) do not exceed $6,650 for self-only coverage or $13,300 for family coverage.
EEO‑1 Reporting and Employees Who Regularly Report to Client Sites
The portal for 2017 EEO‑1 reporting is open and reports must be submitted and certified by March 31, 2018 at the latest.
The federal Equal Employment Opportunity Commission (EEOC) has addressed the issue that there may be some confusion as to how employers are to report employees working at client sites (a workplace the employer does not own but where the employee reports for work). According to the EEOC’s 2017 EEO‑1 User Guide (see page 132), employers must still submit an EEO‑1 report under the address of the client site for those employees, as opposed to the employer’s own address.
IRS Updates Withholding Calculator and Releases New Form W‑4
On February 28, 2018, the federal Internal Revenue Service (IRS) released an updated Withholding Calculator and a new version of Form W‑4 following passage of the Tax Cuts and Jobs Act in December.
The Tax Cuts and Jobs Act made changes to the tax law, including increasing the standard deduction, removing personal exemptions, increasing the child tax credit, limiting or discontinuing certain deductions, and changing the tax rates and brackets.
If changes to withholding should be made, the Withholding Calculator gives employees the information they need to fill out a new Form W‑4, Employee’s Withholding Allowance Certificate.
NLRB Vacates Hy-Brand and Browning-Ferris Joint Employment Standard Reinstated
On February 26, 2018, the National Labor Relations Board (NLRB) announced that it vacated its December 14, 2017 decision in Hy-Brand Industrial Contractorsregarding the joint employment standard. As a result, the Obama-era, employee-friendly joint employment standard established by Browning-Ferris Industries was reinstated. Under the reinstated Browning-Ferris standard, a company can be found to be a joint employer based on the potential of its ability to exercise control over terms and conditions of employment, regardless of whether the actual authority is exercised. This is an “indirect control” standard and is considered the main factor in determining whether a joint employer relationship exists, and thus liability, under the National Labor Relations Act (NLRA).
According to the NLRB, Hy-Brand was vacated due a determination by the board’s designated agency ethics official that member William Emanuel is, and should have been, disqualified from participating in the Hy-Brand proceeding. In a memorandum issued on February 9, 2018, the U.S. Inspector General found that Emmanuel’s former law firm was involved in the original Browning-Ferris decision, and subsequently, he should have recused himself from the Hy-Brand decision.
Because the Board’s Decision and Order in Hy-Brand has been vacated, the overruling of the Board’s decision in Browning-Ferris Industries, 362 NLRB No. 186 (2015), is of no force or effect.
The 2,232-page budget spending bill that was signed by President Trump on March 23, 2018, included an amendment to the Fair Labor Standards Act (FLSA) prohibiting employers, managers, or supervisors from collecting or retaining tips made by employees, regardless of whether the employer takes a tip credit.
This law essentially blocked the U.S. Department of Labor’s 2017 proposed rule which would have allowed tip sharing between employees who directly earn them with “back of the house” employees who “[c]ontribute to the overall customer experience,” but do not traditionally receive direct tips, such as cooks and dishwashers.
The next step with the DOL’s proposed rule could be that the agency pulls it or conforms the rulemaking to the spending bill. However, experts are concerned that the bill did not go far enough to provide clear and concise definitions. For example, in the restaurant industry employees can wear many hats. So what happens when a food server is the shift lead? Is a shift lead a manager or supervisor because they are granted authority, be it minimal authority, over other food servers? Employers will be looking to the DOL to provide more specifics.
For the time being, the FLSA standard continues, “[a] valid tip pool may not include employees who do not customarily and regularly received tips, such as dishwashers, cooks, chefs, and janitors.”
Get the basics in our Federal Employment Law Update or go more in depth into the background and implications of tipping regulations on Eater.
More and more businesses, of all sizes, are discovering the value of benefit consulting firms. The right benefits partner can be an investment which almost immediately pays for itself with better benefits packages, streamlined administration, and far fewer costly mistakes or legal compliance problems.
The issue is finding the right employee benefits administration service to meet your needs. With so many benefit consulting firms out there, each targeting different sectors, it’s vital to find one which aligns with your own goals.
These are some of the factors our team at Arrow Benefits Group think you should look into when evaluating them.
Five Aspects to Finding the Right Benefits Consulting Firms for Your Needs
1 — Experience and track record
Benefits consulting is not a field easily entered into, and many would-be consultants fold quickly. Those who survive will have a long track record of success and experience working with a wide variety of businesses. Ask for case studies or testimonials, so you can evaluate them for yourself.
2 — Overall size
When it comes to insurance and related fields, bigger usually is better. Bigger means better access to a wider variety of plans and services, and more opportunities to leverage economies of scale. Stability is particularly important if you’re looking at outsourcing key administrative processes. You need a partner you know will be by your side for years to come.
3 — Personalization
Employee benefits are never a one-size-fits-all proposition. The best benefit consulting firms will work with you carefully to understand your workforce, their needs, and your overall long-term goals to create fully personalized plans that meet all your needs.
4 — Are they national or global?
If your company operates offices overseas, finding a partner who can handle your benefits packages in any company is a must. There are few who can do this effectively! If you have global ambitions, pick a benefits consultant with the global expertise to match.
5 — Employee outreach
Are they capable of working with your employees, creating training materials, conducting seminars, and otherwise helping in education? These are services you want since well-educated employees are a crucial component of a well-optimized benefits administration system.
Choose Arrow Benefits Group to Streamline Your Benefits
As one of the world’s leaders in benefits administration, we have the reach and the expertise to cut costs and improve quality in your employee benefits administration. Contact us today for more details.
Enrollment has dropped nearly 4% in those areas covered by the Federal Exchange, but remained about the same in states that ran their own (e.g. California). Meanwhile, a“Treasury watchdog” reported that the IRS overpaid the ACA tax credits by $3.5 billion in 2017. The good news is that the total was actually $5.8 billion but they were able to get recovery on the amounts that can be recovered – but the rest seems to be lost. Oops.
Fear of missing out—is more than just a hashtag. Many Millennials admit that #FOMO drives a lot of their decisions on what they wear, what they do, even what they eat and drink. We live in a world of social influence.
But one area where #FOMO really does you a disservice? No one is afraid of missing out on the benefits of life insurance. And why should you? There are so many other things competing for your dollars. That said, do you know what you’re missing out on by not having it? Are you making one or more of these mistakes?
You think life insurance is much more expensive than it actually is. Three in four Millennials overestimate the cost of life insurance—sometimes by a factor of 2, 3, or even more! (2017 Insurance Barometer Study by Life Happens and LIMRA) Imagine being able to afford life insurance for the cost of that daily latte, and for less money than your avocado toast habit!
You think you can’t qualify for life insurance. Nothing could be further from the truth, and yet four in 10 Millennials think this is true, according to the same study! Younger candidates have an easier time getting life insurance because they are generally healthier.
You’ll turn to GoFundMe if something goes wrong. In an era where social networking does all things, it’s natural to think that your loved ones can crowdfund their way to solvency after something happens. But life insurance benefits aren’t taxed like GoFundMe proceeds are, and life insurance has a defined, immediate payout that GoFundMe does not. Plus, your loved ones don’t need the stress or the stigma of having to ask others for help.
You’d rather spend that money on other things. In fact, one study recently suggested that many Millennials are more concerned about planning their next night out with a significant other than planning for their financial future. But sensible steps now will make for a better future with that significant other long past tomorrow night’s date.
You don’t care because you don’t have people depending on you for money. Take a look at your student loans. Were any of them private loans? Who is liable for them—in full, often immediately—if something happens to you? There are other debts you may need to consider as well—anything where you have a co-signer.
You keep saying you’ll get around to buying insurance, but don’t. Millennials are getting married, having families! Young families have enough to worry about with daycare costs and increased medical costs, right? Well, imagine what your young family would do about those bills if something happened to you. Could your spouse pay the rent or mortgage without your income?
You tune out when “adulting” gets too hard. One recent college grad recently confessed to me that he hadn’t elected into any of his employee benefits at the dream job he got in his field because “my dad takes care of that.” He was shocked to learn what he was missing out on!
Yes, adulting *is* hard, but a sound financial plan that includes retirement and insurance coverage (health, life, and disability insurance are all part of that plan) goes a long way to making sure that you don’t look back on your younger years and think, “Oh, why didn’t I start this sooner?” Plus, you don’t have to do it alone—that’s what insurance agents are for. They will sit down with you at no cost, or obligation, to discuss what you need and how to get coverage to fit your budget. But then, signing up—that IS on you. Don’t miss out.
Insurance carriers are dismayed that the individual mandate is being repealed for the simple reason that the ability of individuals to opt out of coverage will cause a negative spiral in health care costs, as the pool of covered people devolve into those who are more in need of services. Some states, however, including California, are fighting back and considering a state mandated mandate. We shall see.
The right Napa County employee benefits broker can be an invaluable partner — saving you money, preventing legal problems, and providing quality service when handling your employees’ claims. However, not all employee benefit services are equal, and the wrong one could just as easily create far more problems than it solves.
If it’s time for your company to embrace off-site employee benefits administration,
Five Questions to Ask Before Choosing a Napa County Employee Benefits Broker
1 — What are your certifications and licensing?
Always make sure a benefits broker is fully licensed with all state and industry regulatory bodies and certified as competent. Don’t be afraid to follow up on those licenses, either. All relevant bodies will be happy to do a records lookup if you have any doubts about the validity of their credentials.
2 — Have you received any disciplinary actions?
The occasional mishap doesn’t indicate a bad company — but a coverup certainly does. Take their answer and then verify it with the state insurance commission to see if they’re honest about their history.
3 — What services can you provide us?
There are a huge range of employee benefit consultants out there. Some are purely insurance brokers. Others handle claims processing. Some are able to effectively take over all aspects of your benefits administration. In most cases, the latter will be your best option — they’ll offer the most cost-savings while taking the most burdens off your internal HR team.
4 — Do you offer compliance advice and consulting?
The laws and regulations surrounding employee benefits — and related topics such as data handling — are extremely complex, and only becoming more complex over time. You want a Napa County employee benefits broker who is deeply familiar with changing regulations, and constantly keeping tabs on new regulations that are on the horizon.
It’s your own best chance of remaining in compliance, without spending a lot of money hiring or training experts in-house.
5 — Do you handle open enrollment communication?
Another area where a benefits consultant can potentially help is in communicating with your workforce. It’s difficult for even well-educated workers to understand all their insurance benefit options. The right partner can handle the outreach and education, so employees will pick the best options available.
Our February 1, 2018 blog post reported on the late February release of the Form W‑4 and guidance on the income withholding rules that changed under the Tax Cuts and Jobs Act. On February 28, 2018, the federal Internal Revenue Service (IRS) released the new 2018 Form W‑4 and an updated withholding calculator.
Why a Withholding Calculator?
The IRS encourages the use of the withholding calculator for a quick paycheck checkup in light of the changes to the tax law for 2018. According to the IRS, employees may be encouraged to use the calculator to ensure the correct tax amount is being withheld from their paychecks. For example, reviewing withholding may help protect employees against having too little tax withheld and facing an unexpected tax bill or penalty during next year’s tax season. Alternatively, with the average refund being $2,800, the IRS anticipates that some employees may have less tax withheld up front and instead receive more in their paychecks. If an employee needs to make changes to his or her withholding, the calculator provides the necessary information to fill out a new W‑4.
Next Steps
Make sure your employees know about the availability of the calculator. Only employees changing their withholding need to complete a new W‑4, and they may use results from the calculator to complete the new form. Encourage those employees to submit updated W‑4s as soon as possible to ensure their withholdings are accurate.
The IRS also suggests that if employees follow the calculator’s recommendations and change their 2018 withholding, they should recheck their withholding at the beginning of 2019 to protect against having too little withheld. This is important where an employee reduces his or her withholding sometime during 2018 because a mid-year withholding change in 2018 may have a different full-year impact in 2019.
California Supreme Court Rules on Overtime Calculations with Retroactive Application
On March 5, 2018, the California Supreme Court ruled in Alvarado v. Dart Container Corporation of California (Alvarado) that when calculating overtime in pay periods when an employee earns a flat rate bonus, employers must divide the total compensation earned in a pay period by only the non-overtime hours worked. This means, according to the Alvarado decision, the correct calculation of overtime associated with a flat sum bonus is the amount of the bonus divided by the regular hours worked by the employee, multiplied by 1.5 (not a 0.5 multiplier, which the employer used in the case):
(Overtime Hours x Regular Rate x 1.5) + (Bonus/Regular Hours Worked x Overtime Hours Worked x 1.5) = Total Overtime Compensation in California
This decision applies retroactively; thus all California employers who pay flat rate bonuses must ensure immediate compliance with these calculations or risk incurring penalties and liability.
For just about any business, employee benefits are a huge expense. In fact, according to the US Department of Labor, most businesses are spending at least 30% of their payroll on benefits — and that’s a number most businesses want to reduce however they can. Unfortunately, many look towards cutting benefits, but that’s a poor long-term strategy. Reducing benefits can lead to the loss of experienced workers, and a shallow hiring pool, creating more problems rather than solutions.
However, there is an alternative: employee benefit services. An off-site specialist can streamline your benefits system, saving your company substantial money in the long run and without sacrificing the quality of your benefits package.
Three Ways Off-Site Employee Benefits Administration Improves Your Bottom Line
1 — More options in benefits packages
A dedicated employee benefits broker is going to have access to most or all of the major providers across the country, and that gives them superior ability to create custom-made packages. In some cases, it’s even possible to improve the overall quality of benefits, while still lowering costs. Additionally, the larger brokers can also leverage economies of scale to bring you further cost savings you could not possibly achieve as a single business entity.
2 — Better data for decision-making
The data for benchmarking almost any benefits plan is out there, but not everyone knows how to access it — and even fewer can interpret the data. A qualified employee benefits consultant, however, is someone who can. They can put together easily-understood data sets and improve the decision-making processes within your business.
3 — Improving regulatory compliance
As insurance and benefits regulations become ever more complicated, it becomes easier for a business to unknowingly fall out of compliance with the law. Even a single violation can be a substantial financial blow. In this way, hiring outside experts becomes a form of insurance — but one which almost immediately pays for itself through avoided problems.
Cut Your Benefits Costs with Arrow Benefits Group
In the swirl surrounding the new Tax Act, there was some good news on the benefits front.
The Cadillac tax, which was given a lot of time to germinate and grow on everyone, was kept in but the deadline for meeting it was pushed back from 2018 to 2020. As rates continue to rise, the specter of this tax, which penalizes plans that have a value exceeding a certain dollar threshold, nags at employers, particularly those in high cost states like California. The tax does not vary based on geographic factors, so once again the left and right coasts get hit. What’s puzzling is that the tax was supposed to help pay for the ACA, so why don’t they just get to it?
Benefits packages may be necessary to attract the best and brightest to your workplace, but they’re an expensive investment for any business. The plans themselves can be a significant expenditure, which is then compounded by the costs of oversight and administration. On top of that, there are numerous legal requirements which must be met, and failure to do so could mean extremely costly penalties.
This is exactly why employee benefit services can also bring big benefits to your business. With Arrow Benefits Group on your side helping you find the best policies for your needs, implementing those policies, and overseeing the details, you can ultimately save time and money.
Four Clear Gains from Contacting Employee Benefit Services
1 — Receive a custom-built benefits package
Benefit brokers have a distinct advantage when it comes to creating benefits packages because they can usually pick and choose features from across the entire benefits industry. Rather than having to accept one-size-fits-all benefits packages from single companies, you can have one tailored to your exact needs.
2 — No longer worrying about compliance issues
The legal tangles surrounding insurance, HR, employee data, and related topics are already extremely complicated, and only becoming more so over time. Keeping up with regulations has become a full-time job. A quality employee benefits administration service will be keeping up with such matters as part of their own jobs, so you gain from their expertise without having to do the legwork.
3 — Efficient handling of employee needs
HR departments have enough on their plate already without having to deal with the details of claims reporting, handling employee complaints, and other matters that – realistically — are closer in nature to “customer service.” With off-site employee benefits administration, your workforce will have a single point of contact dedicated to handling their issues. They receive more efficient claims processing, and your HR team can focus on more immediate concerns.
4 — Attract a better caliber of worker
Most workers today are more concerned with the quality of their benefits than their base pay. Being able to advertise top-quality benefits and benefits processing can be a major draw in hiring. If your benefits package stands out, so too will the quality of your hiring applicants.
Arrow Benefits Group Simplifies Your Benefits
As one of North America’s leading employee benefit services, we can streamline every aspect of your benefits and processing. Contact us to learn more.
This year’s flu season is a rough one. Although the predominant strains of this year’s influenza viruses were represented in the vaccine, they mutated, which decreased the effectiveness of the immunization. The flu then spread widely and quickly, and in addition, the symptoms were severe and deadly. The U.S. Centers for Disease Control and Prevention (CDC) reported that the 2017 – 2018 flu season established new records for the percentage of outpatient visits related to flu symptoms and number of flu hospitalizations.
Younger, healthy adults were hit harder than is typical, which had impacts on the workplace. In fact, Challenger, Gray & Christmas, Inc. recently revised its estimates on the impact of this flu season on employers, raising the cost of lost productivity to over $21 billion, with roughly 25 million workers falling ill.
Fortunately, the CDC is reporting that it looks like this season is starting to peak, and while rates of infection are still high in most of the country, they are no longer rising and should start to drop. What can you do as an employer to keep your business running smoothly for the rest of this flu season and throughout the next one?
Help sick employees stay home. Consider that sick employees worried about their pay, unfinished projects and deadlines, or compliance with the company attendance policy may feel they need to come to work even if they are sick. Do what you can to be compassionate and encourage them to stay home so they can get better as well as protect their co-workers from infection. In addition, make sure your sick leave policies are compliant with all local and state laws, and communicate them to your employees. Be clear with the expectation that sick employees not to report to work. For employees who feel well enough to work but may still be contagious, encourage them to work remotely if their job duties will allow. Be consistent in your application of your attendance and remote work rules.
Know the law. Although the flu is generally not serious enough to require leaves of absence beyond what sick leave or PTO allow for, in a severe season, employees may need additional time off. Consider how the federal Family and Medical Leave Act (FMLA), state leave laws, and the Americans with Disabilities Act (ADA) may come into play for employees who have severe cases of the flu, complications, or family members who need care.
Be flexible. During acute flu outbreaks, schools or daycare facilities may close, leaving parents without childcare. Employees may also need to be away from the workplace to provide care to sick children, partners, or parents. Examine your policies to see where you can provide flexibility. Look for opportunities to cross-train employees on each other’s essential duties so their work can continue while they are out.
Keep it clean. Direct cleaning crews to thoroughly disinfect high-touch areas such as doorknobs, kitchen areas, and bathrooms nightly. Provide hand sanitizer in common areas and encourage frequent handwashing. Keep disinfecting wipes handy for staff to clean their personal work areas with.
Limit exposure. Avoid non-essential in-person meetings and travel that can expose employees to the flu virus. Rely on technology such as video conferencing, Slack, Skype, or other platforms to bring people together virtually. Consider staggering work shifts if possible to limit the number of people in the workplace at one time.
Focus on wellness. Offer free or low-cost flu shots in the workplace. If your company provides snacks or meals for employees, offer healthier options packed with nutrients.
Employer Response to Immigration Inspection Notice
In January 2018, the California Department of Labor Standards and Enforcement (DLSE) released its pre-inspection notice, Notice to Employee — Labor Code section 90.2.
Effective January 1, 2018, and except as otherwise required by federal law, California employers must provide notice to current employees of any inspection of I‑9 Employment Eligibility Verification forms or other employment records conducted by an immigration agency. This notice is completed by posting the DLSE’s Notice to Employee — Labor Code section 90.2 in the language the employer normally uses to communicate employment-related information to the employee within 72 hours of receiving notice of the inspection.
A copy of the Notice of Inspection of I‑9 Employment Eligibility Verification forms, and any accompanying documents, must be posted or given to employees with the DLSE notice.
In managing the requirements of your employees, you’re likely considering the options in terms of benefits plans. But it’s important that experts are brought in early in this process to help guide you on the available options. A San Francisco benefits consultant can help you make the right choices when determining benefits plan for your firm, and our Arrow Benefits Group team will delve further into the role of the consultant and their services in this blog.
Keeping Up-to-Date with the Options
One key advantage of working with a San Francisco County benefits consultant is they can keep you up-to-date on all the options available to your organization. They can help you review health benefits and packages and determine which personal benefits best suit those within your organization. Rather than choosing a one-size-fits-all plan, their benefit brokers can customize the elements within your benefits package so that your team gets the most value from your organizational investment.
Finding Plan Administrators
A San Francisco County benefits consultant can also help you with finding plan administrators. They can guide you in choosing an administrator who can manage your company’s retirement benefit accounts for example. Managing this type of plan is essential in ensuring the ideal return on retirement investments over the coming years. Administrators can work to keep plans moving forward and ensure individual accounts meet the return standards required.
Conducting Surveys within the Company
Another part of the role carried out by employee benefits consultants is in conducting surveys within the company and finding out more information on employees and their particular requirements. They solicit feedback on the employee’s needs and find out how satisfied they are with their current benefits plans. By doing so, they can help companies maintain a happy and productive workforce and ensure that companies build on the productivity of their staff while retaining talent.
Our team at Arrow Benefits Group is here to guide you in choosing benefits for your employees. To discover more about the industry and about the work of our qualified team, call us today. Our experts are ready to build customized benefits plans for your organization.
Automation is now helping companies consolidate costs across the country. Where once administration tasks would take entire teams hours or more to complete, they can now be completed more effectively in minutes. To help guide you on the value of automation as a benefits consultant, we’re highlighting the advantages of the latest automation tools for Sonoma companies in completing employee benefits administration work.
Simplify Compliance
One clear advantage of using the latest tools is in simplifying compliance with the latest regulations. Meeting compliance with the ACA and other HIPAA rules now mean administration teams must consider a full range of elements when entering and managing data. Automation tools simplify this process and help support teams in meeting their objectives under the law.
Improve Decision-Making
Another clear advantage of the automation of employee benefits administration in Sonoma companies is that it can improve the decision-making process. No longer do companies require months to make a decision about the type of healthcare their employees require. Now software can compare packages directly and drill down on the most important elements in a short timeframe. Online savings calculators and side-by-side comparisons offered by benefits administration software help further support prudent decision making.
Make the Employees’ Jobs Easier
In any industry, software that makes your employees’ jobs easier will help improve their job satisfaction. This means companies can better retain their most talented team members and they can also improve their team’s productivity over time. It’s a commitment to team-building that drives organizational success.
Enhanced Accuracy
A leading consideration in the administration of employee benefits is data accuracy for Sonoma companies. It’s incredibly important that all data related to health benefits, retirement benefits, and other elements are highly accurate. And working with automation can ensure that each figure is accurately represented in the system.
Our team here at Arrow Benefits Group has many decades of experience as a benefits consultant employing the latest technology in supporting employee benefits administration. If you wish to speak with a specialist about your organization and its requirements, call our team today. We have professionals ready around the clock to answer your questions and guide you in making decisions.
Have you ever heard the proverb “Knowledge is power?” It means that knowledge is more powerful than just physical strength and with knowledge people can produce powerful results. This applies to your annual medical physical as well! The #1 goal of your annual exam is to GAIN KNOWLEDGE. Annual exams offer you and your doctor a baseline for your health as well as being key to detecting early signs of diseases and conditions.
The #1 goal of your annual exam is to GAIN KNOWLEDGE
According to Malcom Thalor, MD, “A good general exam should include a comprehensive medical history, family history, lifestyle review, problem-focused physical exam, appropriate screening and diagnostic tests and vaccinations, with time for discussion, assessment and education. And a good health care provider will always focus first and foremost on your health goals.”
Early detection of chronic diseases can save both your personal pocketbook as well as your life! By scheduling AND attending your annual physical, you are able to cut down on medical costs of undiagnosed conditions. Catching a disease early means you are able to attack it early. If you wait until you are exhibiting symptoms or have been symptomatic for a long while, then the disease may be to a stage that is costly to treat. Early detection gives you a jump start on treatments and can reduce your out of pocket expenses.
When you are prepared to speak with your Primary Care Physician (PCP), you can set the agenda for your appointment so that you get all your questions answered as well as your PCP’s questions. Here are some tips for a successful annual physical exam:
Bring a list of medications you are currently taking—You may even take pictures of the bottles so they can see the strength and how many.
Have a list of any symptoms you are having ready to discuss.
Bring the results of any relevant surgeries, tests, and medical procedures
Share a list of the names and numbers of your other doctors that you see on a regular basis.
If you have an implanted device (insulin pump, spinal cord stimulator, etc) bring the device card with you.
Bring a list of questions! Doctors want well informed patients leaving their office. Here are some sample questions you may want to ask:
What vaccines do I need?
What health screenings do I need?
What lifestyle changes do I need to make?
Am I on the right medications?
Becoming a well-informed patient who follows through on going to their annual exam as well as follows the advice given to them from their physician after asking good questions, will not only save your budget, but it can save your life!
Perhaps the most important consideration when choosing a new employee is the value the employee will bring to the team. It’s no different than when considering service providers. And many are now discovering the unique value that having on-call employee benefits administration can bring to their Marin County offices. In this latest post, we’ll explain more.
Single Point of Contact
In some cases, companies find themselves dealing with a large corporation when trying to having their benefits and employee insurance questions answered. This can be difficult when team members need answers to questions on short notice. Having one point of contact through a benefits consultant can mitigate this problem. Team members can simply call their employee benefits administrator and to get information quickly to make informed choices about their benefits options.
Significant Knowledge Regarding Benefits
An employee benefits administrator is also likely to have great knowledge on the benefits options available to their clients. And this means they can help companies select customized benefit packages that suit each member of their staff with precision. When staff members feel appreciated by having a custom plan built precisely for them, they can then work more productively, helping the company succeed in the long-term.
Ongoing Training
Marin County employee benefits administration professionals receive ongoing industry training as part of their job. And this means that if there are any changes to the industry in terms of new legislation, they can help the organization respond to these changes. With new training taking place regularly, administration experts will also be able to implement new technology within the industry, thereby helping the company manage their benefits packages more efficiently, and reducing the cost of administration significantly.
When choosing an employee benefits administration specialist, Marin County business leaders must select a benefits consultant with experience and expertise in all areas of the marketplace. It’s why so many are now turning to our team at Arrow Benefits Group when they need guidance on coverage options. Experts with decades of experience are standing by to answer your questions. Talk to an expert today by calling at (707) 992‑3780.
IRS Releases Publication 15 and W‑4 Withholding Guidance for 2018
On January 31, 2018, the federal Internal Revenue Service (IRS) released Publication 15 — Introductory Material, which includes the following:
EEOC Penalty Increases for Failure to Post Required Notices
On January 18, 2018, the U.S. Equal Employment Opportunity Commission (EEOC) released a final rule increasing the penalty amount from $534 to $545 for violations of Title VII of the Civil Rights Act (Title VII), the Americans with Disabilities Act (ADA), and the Genetic Information Nondiscrimination Act (GINA) notice posting requirements.
If you’ve been getting questions from your employees about completing new 2018 W‑4 forms to take advantage of the tax reform rules, we’ve finally received some answers. You can continue to rely on the current W‑4 forms for now until the new 2018 form is released in late February.
The January 29th Internal Revenue Service (IRS) Notice 2018–14 provides additional guidance on the income withholding rules that were changed under the recently passed Tax Cuts and Jobs Act. The guidance:
Extends the effective period of Forms W‑4 furnished to claim exemption from withholding for 2017 until February 28, 2018.
Permits employees to claim exemption from withholding for 2018 by temporarily using the 2017 Form W‑4. This procedure will expire 30 days after the 2018 Form W‑4 is released.
States that employees experiencing a change in status that causes a reduction in the number of withholding exemptions are not required to furnish employers with new withholding certificates until 30 days after the 2018 Form W‑4 is released.
Provides that employees who have a reduction in the number of withholding allowances solely due to changes made by the Tax Cuts and Jobs Act are not required to furnish employers with new withholding certificates during 2018. However, employees may choose to update their withholding at any time in response to the act. Employees who choose to update their withholding may use the 2017 Form W‑4 instead of the 2018 Form W‑4 to report changes in withholding allowances until 30 days after the 2018 Form W‑4 is released.
Confirms that the optional withholding rate on supplemental wage payments is 22 percent for 2018 through 2025.
Specifies that, for 2018, withholding under IRC 3405(a)(4) on periodic payments when no withholding certificate is in effect will be based on treating the payee as a married individual claiming three withholding allowances.
In addition to the guidance, the IRS also released a new Publication 15, (Circular E), Employer Tax Guide, for 2018. Publication 15 includes the 2018 withholding tables and explains an employer’s tax responsibilities, such as withholding, depositing, reporting, paying, and correcting employment taxes.
ThinkHR will continue to follow developments in this area and report on the availability of the new 2018 W‑4 Form and other IRS guidance as it becomes available.
As the first month of 2018 wraps up, companies have already begun the arduous task of submitting budgets and finding ways to cut costs for the new year. One of the most effective ways to combat increasing health care costs for companies is to move to a Self-Funded insurance plan. By paying for claims out-of-pocket instead of paying a premium to an insurance carrier, companies can save around 20% in administration costs and state taxes. That’s quite a cost savings!
The topic of Self-Funding is huge and so we want to break it down into smaller bites for you to digest. This month we want to tackle a basic introduction to Self-Funding and in the coming months, we will cover the benefits, risks, and the stop-loss associated with this type of plan.
THE BASICS
When the employer assumes the financial risk for providing health care benefits to its employees, this is called Self-Funding.
Self-Funded plans allow the employer to tailor the benefits plan design to best suit their employees. Employers can look at the demographics of their workforce and decide which benefits would be most utilized as well as cut benefits that are forecasted to be underutilized.
While previously most used by large companies, small and mid-sized companies, even with as few as 25 employees, are seeing cost benefits to moving to Self-Funded insurance plans.
Companies pay no state premium taxes on self-funded expenditures. This savings is around 1.5% — 3.5% depending on in which state the company operates.
Since employers are paying for claims, they have access to claims data. While keeping within HIPAA privacy guidelines, the employer can identify and reach out to employees with certain at-risk conditions (diabetes, heart disease, stroke) and offer assistance with combating these health concerns. This also allows greater population-wide health intervention like weight loss programs and smoking cessation assistance.
Companies typically hire third-party administrators (TPA) to help design and administer the insurance plans. This allows greater control of the plan benefits and claims payments for the company.
As you can see, Self-Funding has many facets. It’s important to gather as much information as you can and weigh the benefits and risks of moving from a Fully-Funded plan for your company to a Self-Funded one. Doing your research and making the move to a Self-Funded plan could help you gain greater control over your healthcare costs and allow you to design an original plan that best fits your employees.
Benefits brokers are now tasked with guiding companies on their potential benefit options and working with employees to determine the quality of the options available. But the role of Napa County employee benefits broker has evolved considerably over time. And in this latest post, we’ll look more into how the role has evolved, from decades ago to the current industry.
The Role in the Past
In past decade, the role of a Napa County employee benefits broker looked very different to how it looks now. The important element to note is that there were many more brokers in the past, with more options for companies to select from. The primary roles of the broker at the time included:
Consulting on issues related to HIPAA, COBRA and the FSA.
Acting on insurance transactions to connect companies and insurers
Handling billing issues such as unpaid claims and incorrect bills
Negotiating with the carriers for their clients and marketing work
The New Environment for the Broker
The consolidation of the brokerage marketplace means that the broker’s role within the industry has changed significantly, even from just 10-to-15 years ago. Their new role encompasses a range of elements of the trade. Brokers are now considered to be experts in various areas of the insurance marketplace. For example, to become an employee benefits broker in Napa County, you must have a clear understanding of the following:
Compliance law
Insurance technology
Wellness data and programs
Cost management
Networking
Public speaking
Employee engagement
Client retention
Customer service
In many ways, the Napa benefits consultant of the past has become the business consultant. They’re there to help companies move forward in meeting the needs of employees while maintaining a commitment to the latest regulations and their budgetary requirements. Our team here at Arrow Benefits Group has witnessed this change in the marketplace as benefit brokers, and we’re now offering an expert-led service to help you get a full return on investment from your broker. To learn more about our employee benefits services, call today.
In August 2017, the United States District Court for the District of Columbia held that the U.S. Equal Employment Opportunity Commission (EEOC) failed to provide a reasoned explanation for its decision to adopt 30 percent incentive levels for employer-sponsored wellness programs under both the Americans with Disabilities Act (ADA) rules and Genetic Information Nondiscrimination Act (GINA) rules.
At that time, the court declined to vacate the EEOC’s rules because of the significant disruptive effect it would have. However, the court remanded the rules to the EEOC for reconsideration.
In September 2017, the EEOC filed a status report indicating its schedule to comply with the court order, including issuing a proposed rule by August 2018 and a final rule by October 2019. It stated that it did not expect to require employers to comply with a new rule before 2021.
In December 2017, the court found the EEOC’s process of not generating applicable rules until 2021 to be unacceptable. Instead, the court determined that one year was ample time for employers to adjust to new EEOC rules. The court vacated the EEOC rules under the ADA and GINA effective January 1, 2019, and ordered the EEOC to promulgate any new proposed rules by August 31, 2018.
In January 2018, the EEOC asked the court to reconsider the portion of the court’s order that required the EEOC to promulgate new proposed rules by August 31, 2018. The court vacated that portion of its order. The court’s order to vacate the portions of the EEOC’s wellness rules under the ADA and GINA as of January 1, 2019, remains.
Current and Upcoming Impact on Employer Wellness Plans
Employers are still subject to the EEOC’s wellness rules, including the incentive limits, through 2018.
If the EEOC does not promulgate new rules by the end of 2018, then the EEOC’s incentive limit rules will not apply to employers’ wellness programs starting on January 1, 2019. Employers would only be subject to HIPAA’s more lenient incentive limits.
Last week’s drama that shut down the federal government, then un-shut it three days later, was settled when agreement was reached on a Continuing Resolution. Included in the resolution are three tax breaks of particular interest to employers that offer group health coverage to their workers.
Cadillac Tax: Delayed until 2022
The Affordable Care Act (ACA) imposes a 40 percent excise tax on the value of employer-provided health coverage exceeding certain thresholds. This so-called Cadillac tax was scheduled to take effect in 2020 but now is delayed until 2022.
Efforts to repeal the Cadillac tax are expected to continue. It originally had been scheduled to take effect in 2018, then was delayed to 2020. This additional two-year delay, to 2022, provides further relief to employers while giving Congress time to consider permanent action.
Health Insurance Providers (HIP) Fee: Suspended for 2019
Starting in 2014, the ACA has imposed an annual fee on certain health insurers that generally is passed on to their policyholders. It affects insured plans, including medical, dental, and vision insurance, but does not apply to self-funded plans. Most advisors estimate the current fee impacts health insurance costs by 3 to 4 percent.
The HIP fee was suspended for 2017, then resumed for 2018. Last week’s resolution will provide another one-year moratorium: the fee is suspended for 2019.
Medical Device Tax: Suspended for 2018 and 2019
The ACA added a 2.3 percent excise tax on the sale of medical device products, starting in 2013. It was suspended for 2016 and 2017, then scheduled to resume for 2018. Analysts cite the tax as one factor in increased health care expenses that are passed on to health insurers and employers.
The new resolution suspends the medical device tax retroactively for 2018 and 2019.
ThinkHR continually monitors legislative and regulatory changes that affect employers and their benefit offerings.
In November 2017, the California Division of Labor and Employment updated its workplace discrimination poster, California Law Prohibits Workplace Discrimination and Harassment, to include the new supervisor training requirements to prevent sexual harassment and a revision date of November 2017. All employers must conspicuously post this document in hiring offices, on employee bulletin boards, in employment agency waiting rooms, union halls, and other places employees gather. Any employer whose workforce at any facility or establishment consists of more than 10 percent of non-English speaking persons must also post this notice in the appropriate language or languages.
The City of Oakland updated its official notice for the city’s minimum wage. Beginning January 1, 2018, employees who perform at least two hours of work per workweek and within the geographic limits of the city must be paid a minimum wage of at least $13.23 per hour.
Health insurance can help your employees to remain protected over the coming years. It’s a consideration that many growing business owners will have to make in the future. Should you offer your employee health insurance benefits? We’ll explain the importance of health insurance in this latest post.
The Process is Simple
One of the main reasons many companies don’t offer employee health insurance benefits is that leaders think the selection process is complex. But by working with a benefits broker, they can learn more about the marketplace, and ensure they simply select the best option available. The process doesn’t have to take a considerable amount of time.
Happy Employees are More Productive
The studies show that happier employees provide a better return for their company. And health insurance benefits are a great way to make an employee happy. By offering your team health insurance options through an employee benefits broker, you can show them that you value their input and that they are a key element within your organization. This can ensure that your best team leaders are retained and motivated within their job.
It Can Reduce the Cost for the Employee
Both the employee and employer can save money when buying group health insurance. Individual health insurance is purchased through after-tax dollars, while group insurance is offered with pre-tax dollars through a business cost. And this means that all members of the group save money on their coverage needs. For business leaders looking to the private insurance marketplace, this can be the ideal way to reduce expenditures.
Group Insurance Presents Wider Access
Rather than relying on private insurance plans with only selective access, employees can turn to group insurance through their company for a wider range of coverage options. Group options often come with access to better hospitals and higher quality treatment. It’s the type of service your employees deserve.
Our team at Arrow Benefits is here to explain your full range of health insurance options as a trusted employee benefits broker. To discover more about the industry and our services, call us today.
Have you heard the saying “the eyes are the window to your soul”? Well, did you know that your mouth is the window into what is going on with the rest of your body? Poor dental health contributes to major systemic health problems. Conversely, good dental hygiene can help improve your overall health. As a bonus, maintaining good oral health can even REDUCE your healthcare costs!
Researchers have shown us that there is a close-knit relationship between oral health and overall wellness. With over 500 types of bacteria in your mouth, it’s no surprise that when even one of those types of bacteria enter your bloodstream that a problem can arise in your body. Oral bacteria can contribute to:
Endocarditis—This infection of the inner lining of the heart can be caused by bacteria that started in your mouth.
Cardiovascular Disease—Heart disease as well as clogged arteries and even stroke can be traced back to oral bacteria.
Low birth weight—Poor oral health has been linked to premature birth and low birth weight of newborns.
The healthcare costs for the diseases and conditions, like the ones listed above, can be in the tens of thousands of dollars. Untreated oral diseases can result in the need for costly emergency room visits, hospital stays, and medications, not to mention loss of work time. The pain and discomfort from infected teeth and gums can lead to poor productivity in the workplace, and even loss of income. Children with poor oral health miss school, are more prone to illness, and may require a parent to stay home from work to care for them and take them to costly dental appointments.
So, how do you prevent this nightmare of pain, disease, and increased healthcare costs? It’s simple! By following through with your routine yearly dental check ups and daily preventative care you will give your body a big boost in its general health. Check out these tips for a healthy mouth:
Maintain a regular brushing/flossing routine—Brush and floss teeth twice daily to remove food and plaque from your teeth, and in between your teeth where bacteria thrive.
Use the right toothbrush—When your bristles are mashed and bent, you aren’t using the best instrument for cleaning your teeth. Make sure to buy a new toothbrush every three months. If you have braces, get a toothbrush that can easily clean around the brackets on your teeth.
Visit your dentist—Depending on your healthcare plan, visit your dentist for a check-up at least once a year. He/she will be able to look into that window to your body and keep your mouth clear of bacteria. Your dentist will also be able to alert you to problems they see as a possible warning sign to other health issues, like diabetes, that have a major impact on your overall health and healthcare costs.
Eat a healthy diet—Staying away from sugary foods and drinks will prevent cavities and tooth decay from the acids produced when bacteria in your mouth comes in contact with sugar. Starches have a similar effect. Eating healthy will reduce your out of pocket costs of fillings, having decayed teeth pulled, and will keep you from the increased health costs of diabetes, obesity-related diseases, and other chronic conditions.
There’s truth in the saying “take care of your teeth and they will take care of you”. By instilling some of the these tips for a healthier mouth, not only will your gums and teeth be thanking you, but you may just be adding years to your life.
Question: We are a California employer. If we notify a nonexempt employee of a disaster-related closure via voice mail, text, or email, and they show up saying they never got the message, do we still owe them the half-day pay?
Answer: The answer depends upon how the company manages its notification process. If the company has communicated to all employees the method that will be used for notifying employees of workplace closures, reinforces that policy prior to or during weather events, and can verify that the message was sent and received by the employee, then the employer would not be liable for the show-up pay.
As a best practice, we recommend asking employees to respond to the voicemail, text, or email acknowledging that they have received the message. Otherwise, especially with weather emergencies where power, internet, or phone service may be interrupted, the employee’s claims of not getting the message may in fact be true. Consult with counsel prior to denying show-up pay if you cannot prove that the message was received. Paying the employee a few hours of pay costs far less than responding to a state agency if a wage complaint is filed.
By understanding more about the benefits options available, companies can choose the right plans for their teams. And this is the reason many are now turning to benefits consultant for guidance about the market options. In this latest post, our team explains the role of a benefits consultant.
Using Latest Data to Explain Options
One of the biggest advantages of working with employee benefit consultants is that they can use the latest tools to provide a clear understanding of the latest options. They research the market regularly to provide clients with a comprehensive selection of information on benefits programs and new options supported by the leading firms.
Independent from Insurers
While benefits consultants have a full understanding of the marketplace, they remain independent of insurance companies to ensure they can provide their clients with the best information for their unique coverage needs. They take an unbiased approach to the process so that customers have the information they need to make an effective decision.
Advise on Other Companies
Employee benefit consultants can also advise their clients on what other companies are doing in terms of their benefits plans. This can ensure that the organization remains competitive within their industry and is able to respond to the needs of their employees when new benefits options arise within the marketplace.
Analysis of the Business
An important element of the work completed by benefits consultants is their work analyzing the client business to determine their needs. For example, they work with employees to provide them the information they need to make an informed decision on their plans. They also work with the company owners directly to learn more about their budget and their growth plans for the coming years. This helps them to devise a budget for the benefits package and ensures that companies don’t waste money on coverage options that are not suitable for their organization.
Working with a benefits consultant can help save thousands of dollars for your company in the coming years. To learn more about the role of a benefits consultant in the current marketplace, call our team today.
Department of Labor Publishes Updated Penalties for OSHA Violations
On January 2, 2018, the U.S. Department of Labor (DOL) published updated, inflation-adjusted penalties for violations of various laws regulated by the DOL and its internal components or divisions, including the Occupational Health and Safety Administration (OSHA). The DOL is required to adjust the level of civil monetary penalties for inflation by January 15 each year pursuant to the Federal Civil Penalties Inflation Adjustment Act of 1990, as amended by the Federal Civil Penalties Inflation Adjustment Act Improvements Act of 2015 (Inflation Adjustment Act).
Because of the Inflation Adjustment Act, rates for OSHA penalties have increased three times in the last 17 months (August 1, 2016, January 13, 2017, and January 2, 2018). Therefore, for violations occurring after November 2, 2015, the penalty amounts incurred by employers will depend on when the penalty is assessed, as follows:
If the penalty was assessed after August 1, 2016 but on or before January 13, 2017, then the August 1, 2016 penalty level applies.
If the penalty was assessed after January 13, 2017 but on or before January 2, 2018, then the January 13, 2017 penalty level applies.
If the penalty was assessed after January 2, 2018, then the current penalty level applies.
The applicable January 2, 2018 penalty levels for violations of the Occupational Safety and Health Act of 1970 (OSH Act) are as follows:
Willful violations: $9,239 – 129,936 (up from $9,054 – $126,749 after January 13, 2017 and $8,908 – $124,709 after August 1, 2016)
Repeated violations: $129,936 (up from $126,749 after January 13, 2017 and $124,709 after August 1, 2016)
Serious violations: $12,934 (up from $12,675 after January 13, 2017 and $12,471 after August 1, 2016)
Other-than-serious violations: $12,934 (up from $12,675 after January 13, 2017 and $12,471 after August 1, 2016)
Failure to correct violations: $12,934 (up from $12,675 after January 13, 2017 and $12,471 after August 1, 2016)
Posting requirement violations: $12,934 (up from $12,675 after January 13, 2017 and $12,471 after August 1, 2016)
These increases apply to states with federal OSHA programs and states with OSHA-approved state plans. Violations occurring on or before November 2, 2015 are assessed at pre-August 1, 2016 levels.
Employers are encouraged to familiarize themselves with these increased penalties and consult counsel if they have questions about the penalty level applicable to a potential violation.
Benefit consulting firms are now being used by companies across the country to help provide a guide on benefits options. But it’s important to learn more about the value of these organizations before partnering with a consulting firm directly. Our team has knowledge and experience in this area of the marketplace, and in this latest post, we’re highlighting the importance of benefit consulting firms.
Providing Insight on Benefit Options
One of the more difficult challenges for growing businesses is having to choose a benefits package specifically for their organization. Benefits consulting firms have experience working with the insurance companies on benefits packages. They can review the latest options for their client and help them to pinpoint a plan that best suits their organization and their employees. They identify the best plans by reviewing the company budget and employee requirements and then making a selection based on the data available.
Management of Benefits Technology
The latest technology for the administration of employee benefits packages can be complex for small businesses to run on-site. Many turn to consulting companies for the management of their plans. The management process can be completed by a specialist with years of experience in the technology, and this means that any errors can be reduced and questions that employees have can be answered. Maintaining full control of HR systems also means that companies can respond quickly to any changes within their team to ensure that their benefits packages continually provide the best value.
Streamlining Plan Harmonization
When businesses grow they often require different employee benefits packages. They must grow to meet the demands of employees that have been with the company several years. Benefits consulting firms can offer a guide on scaling plans to the size of the business. They can help keep costs under control while providing the optimal level of coverage to their client’s staff.
Our team at Arrow Benefits is here to help you choose the best benefits plan for your organization. To discover more about the options available, call us today!
Petaluma, California, December 21, 2018: Arrow Benefits Group has joined hands with MORE Health to provide a unique opportunity to the clients of Arrow Benefits Group. Clients enrolled in Arrow Group medical plans will now have access to expert second opinion when taking an important decision regarding a serious illness. MORE Health will connect the client’s physicians to one of their physician specialists. Together, both the experts will develop a comprehensive treatment plan that ticks all the right boxes for the person.
The collaboration is expected to achieve operational synergies that will help serve clients better. The partnership will help hundreds of patients suffering from critical illnesses. Employees of client firms will have access to renowned medical experts, which will help them make informed decisions, and save time.
MORE Health does more than just offering a second opinion. The physician specialists of the provider collaborate with the doctor of the client to decide the most effective treatment plan for the person. This helps the client ensure that they are receiving the best possible medical attention, and do not have to sort through different treating strategies.
When hiring physician specialists, MORE Health considers various parameters such as the institutional associations of the experts, their experience, expertise, research, ability to establish a comprehensive diagnosis, and attitude towards patients. MORE Health claims to be a customer centric company and guarantees service delivery within five business days after receiving the medical records of the patient.
Arrow Benefits Group is an expert benefits administrator. The North Bay-based provider is a partner firm of United Benefit Advisors, one of the most renowned and largest benefits consulting and brokerage firms in the U.S. The provider caters to clients from different industries. The clientele of the company includes both local firms and MNCs. The provider serves these global firms through 200 plus UBA offices scattered around the UK and North America.
Arrow Benefits Group is the third largest benefits consultant San Francisco County. Over the years, the provider has designed custom benefits plans for a number of client firms. The focus of these plans is to help employees’ control costs and promote an overall sense of financial well-being.
Creating and monitoring an employee benefits program takes some doing. The person or the team at the helm of affairs must understand both how different benefit plans work, and the benefits that really matter. Additionally, the person should be at the top of their game and must update their knowledge base at regular intervals. Clearly, this is an expert job. To help their clients focus on other business KRAs, several employee benefits broker in San Francisco County design and monitor their employee benefits programs. An effective employee benefits program can help a business stand out from the crowd and help them retain their employees. To ensure their benefits plan is tailored to meet their unique needs, businesses need to hire the right benefits broker who has years of experienced and a proven track record of delivering sustainable results. To help, we impart a few tips to choose the right broker for your business. Take a look.
1. Enquire the range of services they offer
Look for a broker who offers a range of services. Instead of opting for a provider who has experience of managing just basic health insurance, look for a broker who has proven expertise of managing different types of coverage such as dental, disability, long term care, vision, and life.
2. Ask whether they can help with open enrollment communications
Designing and executing an open enrollment process can overwhelm your already burdened HR team. To ensure your team members are able to focus on other KRAs, look for a provider who can help with open enrollment communications. Before hiring a provider, ask them to suggest a communication plan, and how they propose to implement it.
3. Make sure they are aware of compliance regulations
Make sure your broker understands ACA regulations like the back of their hand. The provider must also be aware of other important federal and state regulations. Steer clear of brokers who avoid your questions or don’t have any satisfactory answers.
Follow these tips when choosing your employee benefits broker in San Francisco County. At Arrow Benefits Group, we understand diverse business requirements. We cater to businesses from different industries. To talk to our experts, call at 707–992-3780.A lternatively, if you want us to call you and answer your questions, fill out our contact form.
A highly productive person probably doesn’t bolt out of bed in a panic after a short night’s sleep or hit the snooze button several times — they more likely have nighttime habits the evening before which help set them up for success the next day. As a yoga instructor, I know the importance of both sleep and peace of mind. So if you’re looking to wake up well-rested, bright-eyed and actually excited about your day, here are 10 nighttime rituals to help you on your way!
1. Unplug to Recharge
Even your beloved smartphones can’t go nonstop without being recharged, and your mind is no different. At least 30 minutes before going to bed, turn off all your devices to allow your mind time to relax and unwind. You may notice the inevitable side effect of feeling more present to enjoy the final moments of your day.
2. “Un-wined”
Put down that glass of vino! “Rose all day” on weekends if you want to, but if you want to wake up alert, focused and productive, avoid alcohol before bed. It can lead to frequent sleep interruptions in the later half of the night as blood sugar levels spike. And those disruptions to your REM sleep can cause next-day drowsiness. Try some herbal tea to wind down instead!
3. Stretch It Out
Take some time to give your muscles and joints a little love! They work hard for you all day and deserve a little TLC each night. Try a few overhead stretches, heart openers and hamstring lengtheners. And don’t forget to open the hips! Preventing physical tension in the body helps keep mental tension at bay as well.
4. Prepare for Tomorrow
Take some time the night before to choose and lay out your wardrobe for the next day. Pack your bag or briefcase too, and don’t forget a healthy lunch! Being prepared the night before makes mornings less hectic and gives you time to consciously ease into your day.
5. List Your “Big Three”
Take just a few quick moments to write out the three main things you want to accomplish tomorrow. Make sure they are achievable tasks that help you elevate your productivity. Think “practice patience” rather than “meet and marry Brad Pitt.” This will give you a sense of accomplishment and help you feel successful the next day.
6. Set Aside “You Time”
Budget at least 20 minutes of intentional decompression time before bed. Whether it’s a candlelit shower or reading a feel-good book, give yourself some personal time to celebrate a successful day!
7. Have a Pajama Party
Put on those PJs! Experts say that a conscious transition into “bedtime” mode actually helps your body and mind begin to prepare for sleep. Choose something loose-fitting, cool and comfy for optimal relaxation.
8. Practice Gratitude
Avoid the habitual trap of replaying negative events or encounters from your day over and over again at night. When you’re tired, your brain tends to find things to worry about simply based on your conditioning. Reprogram your mind by taking five minutes to meditate on things you’re thankful for. You’ll find yourself going to sleep feeling content and abundant, which makes for better dreams.
9. Forgive and Forget
Keep a journal by your bed and take a few minutes each night to pour into it anything from your day that you want to get out of your brain. This can be a fantastic mental release as you practice forgiving those who have challenged you during the day. It’s also essential to your well-being that you forgive yourself for any mistakes or mishaps so you can start fresh the next day feeling great about yourself. Get it all out into your diary pages and go to sleep free from swirling negative thoughts.
10. Stick to Your Bedtime
Set an earlier, non-negotiable bedtime for optimal sleep. Getting a full night’s rest (seven to nine hours is the optimal range) gives your body time to replenish. It can help regulate your hormones, recharge your body on a cellular level and refresh your mind as well. A good night’s sleep is one of the best and most scientifically proven ways to enhance our mood, energy and productivity.
by Elise Joan
Originally posted on LiveStrong.com
Are your employees giving a cold shoulder to your open enrollment process? If yes, before meeting and facing them, you must take a good look at your process. Your open enrollment process need not be lengthy and boring. To engage your employees, you need to come up with fresh ideas. Creating a fun open enrollment process can be difficult, however, it’s not impossible by any stretch of imagination. To help you care for your employees better, we’ve compiled a list of some tips that you can follow to make your open enrollment process engaging. Take a look.
1. Get as much help as you can
Two (or more) heads are better than one. While some people in your business may have a better knowledge of employee benefits, and different types of open enrollment processes, it does not mean other teams aren’t capable of contributing. Collaboration holds the key to designing a campaign that ticks all the right boxes. To ensure their voices are heard, motivate your employees to put their thinking caps on, and come up with ideas to make the process more interactive.
2. Know what your employees expect
To get a better understanding of what your employees expect from your open enrollment process, talk to them regularly. Ask them to point out their major concerns, and how they expect the process to address these issues. If your employees do not know much about the benefits your business offers, conduct training sessions. Learn about the type of actionable information they seek when making decisions.
3. Come up with a fun theme
Your open enrollment process does not have to be boring. To ensure participating in the process is a fun experience for your employees, come up with fun themes revolving around games and music. Dare to think out of the box to come up with fun ways of educating your employees. You can, for instance, think of ways to incorporate important messages within especially designed products revolving around superhero themes.
4. Use multiple media
While some of your employees may prefer getting messages related to the open enrollment campaign delivered directly to their mailboxes, others may expect you to add a personal touch by mailing printed material to their home. To meet the expectations of your employees, use multiple media.
You don’t have to be a rocket scientist to figure out ways to make your open enrollment process more engaging. If you think a major change is necessary, consider getting an employee benefits administration expert in Marin Countyby your side. If you are in California, our team at Arrow Benefits Group would be happy to help. To learn more about us, call at 707–992-3780. Alternatively, to book an appointment, fill out our contact form.
Question: We give year-end bonuses based on attendance, and employees with a certain number of absences are disqualified. If an employee took FMLA leave, can we count those absences against them and withhold the attendance bonus?
Answer: Yes, if you apply the rubric used to qualify employees for the bonus consistently across all “equivalent leave status” reasons for absence. For example, if you count days off for vacation, paid time off, jury duty, or military leave as absences for the purpose of determining who receives the bonus, you can also count days taken under Family and Medical Leave Act (FMLA) leave.
The same answer applies to bonuses earned for other goals that may be impacted by FMLA leave, such as sales targets or total numbers of hours worked.
If a bonus or raise is not tied to a specific condition, but rather is a cost of living or annual increase provided by all employees, an employee may not be disqualified on the basis of having taken FMLA leave.
Picture this: You are sitting at your desk at 3pm and you realize you haven’t gotten up from your chair all day. You look around and see that you’ve been snacking instead of eating a lunch. You have read the same sentence 4 times and still can’t figure out what it means. Your back hurts, your eyes feel dry, and you feel kind of blah. You, my friend, are a victim of the sedentary lifestyle in America. How can we combat this lack of energy and inattentiveness in our workplace? By adopting healthy workplace initiatives, you will reap the benefits of a more engaged workforce and a healthier environment.
Add in couch time, sitting to eat meals, commute, and sleeping, and it could mean that the average adult is only active for 3 hours in a 24-hour period
Prolonged sitting is directly related to higher risk of heart disease, weight gain, and diabetes
Standing desks—Companies such as Varidesk make standing desks or sit/stand desks that lower and raise so that you vary your position during the day
Shown to ease depression, curb appetite, and enhance sleep
Spirit of gratefulness leads to more sustainable happiness because it’s not based on immediate gratification, it’s more of a state of mind
Get moving during the day—if your office doesn’t have sit/stand desks, schedule time to move each day
Stretch time/desk yoga
Computer programs to remind you to move such as “Move” for iOS and “Big Stretch Reminder” for Windows
Extra happiness in the office—
Add a plant
Aromatherapy
Host a cooking class to encourage healthy meal plans
Pet-friendly office days
By showing your employees that you care about their physical and mental health you are showing that you care about them as people and not just employees. This results in higher motivated staff who are healthier. The Harvard Business Review even says that “employers who invested in health and wellness initiatives saw $6 in healthcare savings for every $1 invested.” You cannot always measure ROI on personnel investment but it looks like for workplace wellness, you can! Now get moving and get your office moving!
The rapidly changing business landscape has forced businesses to change the way they look at their employees. Today, thanks to a tectonic shift in the way businesses think, employees, more than just workers, are considered stakeholders. For many businesses, addressing the needs and concerns of their employees is an important KRA that they can’t afford to overlook. To ensure employee satisfaction, many businesses have employee benefits programs in place. You just cannot set up your benefits program and forget it. Employee needs and aspirations keep on changing. To ensure your benefits program is relevant, you need to revisit it regularly, and introduce changes according to the latest benefits trends. As you get ready to revisit your benefits program for the coming year, we bring to you a few trends that are set to change the rules of the game in 2019. Take a look.
1. Personalized benefits plans are in
In 2019, more businesses will provide their employees the liberty to customize their benefits plan. Employers will provide more autonomy to their employees to opt for plans that meet their personal needs. Many businesses are also adding more muscle to their voluntary benefits options. In the coming years, more companies will offer benefits such as pet insurance, legal services, and accident coverage at discounted rates to their employees. Many organizations have gone a step ahead and are offering emergency childcare services.
2. More businesses will come up with plans to promote wellness in the workplace
To help their employees cope with work-related stress, many businesses are taking steps to promote a more employee-friendly work environment. Many companies are training their managers in mental health first aid. Employee health will continue to be a major concern in 2019, and more employers are expected to come up with flexible work schedules to help their employees maintain work-life balance.
3. Unlimited vacation to make way for increased time off
Many businesses are finding out that going on unlimited leaves is no longer a motivation for their employees. Thanks to peer pressure and busy schedules, many executives are unable to avail these benefits. To keep their employees motivated throughout 2019, several businesses will replace unlimited PTOs with other benefits such as maternity and paternity leaves, bereavement, and sick leaves.
These are some benefits trends you need to consider when revamping your employee benefits program for the coming year. If you want to stay on top of developments in the benefits industry or want an expert by your side to revamp your benefits program, Arrow Benefits Group would be happy to help. As an expert benefits consulting firm, we specialize in designing custom benefits packages for clients from different industries. To talk to our experts, call at 707–992-3780.If you want us to call you, fill out our contact form.
On November 29, 2018, the IRS released Notice 2018–94 to extend the due date for employers to furnish 2018 Form 1095‑C or 1095‑B under the Affordable Care Act’s employer reporting requirement. Employers will have an extra month to prepare and distribute the 2018 form to individuals. The due dates for filing forms with the IRS are not extended.
Background
Applicable large employers (ALEs), who generally are entities that employed 50 or more full-time and full-time-equivalent employees in 2017, are required to report information about the health coverage they offered or did not offer to certain employees in 2018. To meet this reporting requirement, the ALE will furnish Form 1095‑C to the employee or former employee and file copies, along with transmittal Form 1094‑C, with the IRS.
Employers, regardless of size, that sponsored a self-funded (self-insured) health plan providing minimum essential coverage in 2018 are required to report coverage information about enrollees. To meet this reporting requirement, the employer will furnish Form 1095‑B to the primary enrollee and file copies, along with transmittal Form 1094‑B, with the IRS. Self-funded employers who also are ALEs may use Forms 1095‑C and 1094‑C in lieu of Forms 1095‑B and 1094‑B.
Extended Due Dates
Specifically, Notice 2018–94 extends the following due dates:
The deadline for furnishing 2018 Form 1095‑C, or Form 1095‑B, if applicable, to employees and individuals is March 4, 2019 (extended from January 31, 2019).
The deadline for filing copies of the 2018 Forms 1095‑C, along with transmittal Form 1094‑C (or copies of Forms 1095‑B with transmittal Form 1094‑B), if applicable, remains unchanged:
If filing by paper, February 28, 2019.
If filing electronically, April 1, 2019.
The extended due date applies automatically so employers do not need to make individual requests for the extension.
More Information
Notice 2018–94 also extends transitional good-faith relief from certain penalties to the 2018 employer reporting requirements.
Lastly, the IRS encourages employers, insurers, and other reporting entities to furnish forms to individuals and file reports with the IRS as soon as they are ready.
by Kathleen Berger
Originally posted on ThinkHR.com
Executive Order 13813 takes a new approach to employer interaction with individual policy reimbursement. This is another shot at the Affordable Care Act and following regulations, some of which, like the allowance for individual plan reimbursement, had been tax policy for over 50 years. Now the allowance is back, albeit with a set of complex restrictions
Permits Health Reimbursement Accounts to be integrated with individual plans
Employees who case to be covered by the policy must forfeit the HRA
Employer can divide employees into separate classes for HRA or group plan
These classes include full time, part time, seasonal, CBA covered, under age 26
Pre Tax contributions allowed but not for subsidized exchange premium
HRA must be offered on the same terms to all members in a particular class
Verification and substantiation of the individual plan must be providedThe individual plan must provide medical and not just associated health benefits
No class of employees may be offered both an HRA integrating with both group and individual coverage
Employees have the ability to opt out of the HRA to keep eligibility on the Exchange
HRA for health related items not related to individual plans is limited to $1,800
ACA would continue to treat the HRA as an employer sponsored plan
Contrary to common understanding, a benefits broker and consultant are not the same. A benefits broker is typically an individual or company who takes the onus to look-over each of their client’s unique situations, and thereafter investigate and research the market to acquire the required coverage for each of its customers. These brokers can help your business get the benefits that are quintessential for proper employee compensation and satisfaction, which can be the key to the overall growth of your company.
When you need to hire the services of benefit brokers in San Francisco County, there is one name that stands out – Arrow Benefits Group. The greatest asset of any company is its employees. Savvy organizations recognize this and invest in benefits that fire up the potential and productivity of their team. It sounds logical to link benefits to the goals of a company, but this step is, more often than not, overlooked. Arrow Benefits Group works with you to connect benefits to business strategies, so that you obtain measurable results.
About Arrow Benefits Group
Arrow Benefits Group is one of the largest and expanding benefits consulting and brokerage firms in the United States. We not only provide personalized services to local companies, but also have global reach via more than 200 UBA office locations. We strive to provide assistance in resolving problems with claims or the administration of benefits, and to help your firm stay compliant with regulations. We also provide assistance in choosing various forms of insurance and educate your employees about their options during open enrollment.
Benefits of Hiring Arrow Benefits Group Personalized Solutions
Arrow benefits group brokers are a one-stop shop that can manage the complexities of employee benefits, provide personalized HR solutions and customized programs.
They serve local companies with expert advice on employee associated benefits and solutions. Their recommendations are based on solid research. The experienced professionals research the markets and analyze the results. Their goal is to help the clients meet financial goals.
Get an Innovative Approach to Ensure that Your Company Prospers and Your Team Thrives
If you need the services of the top benefit brokers in San Francisco, look no further than the award-winning Arrow Benefits Group. You can schedule a benefits review with one of the architects at our firm today. To find out more, visit us at arrowbenefitsgroup.com or give us a call today.
A highly productive person probably doesn’t bolt out of bed in a panic after a short night’s sleep or hit the snooze button several times — they more likely have nighttime habits the evening before which help set them up for success the next day. As a yoga instructor, I know the importance of both sleep and peace of mind. So if you’re looking to wake up well-rested, bright-eyed and actually excited about your day, here are 10 nighttime rituals to help you on your way!
Question: We give year-end bonuses based on attendance, and employees with a certain number of absences are disqualified. If an employee took FMLA leave, can we count those absences against them and withhold the attendance bonus?
On November 29, 2018, the IRS released 
Most people, according to a new survey featured in 
The Department of the Treasury (Treasury), Department of Labor (DOL), and Department of Health and Human Services (HHS) (collectively, the Departments) released their 
We have entered Open Enrollment season and that means you and everyone in your office are probably reading through enrollment guides and trying to decipher it all. As you begin your research into which plan to choose or even how much to contribute to your Health Savings Account (HSA), consider evaluating how you used your health plan last year. Looking backward can actually help you plan forward and make the most of your health care dollars for the coming year.
Texas, acting as lead for a 20 state coalition, has sued the federal government to end the Affordable Care Act (Obamacare) saying the law is no longer constitutional since Congress essentially gutted a key provision – the individual mandate – by saying there would no longer be a penalty for failure to comply. A regional judge is now considering whether to let the law stand, block in part or entirely or ask for more arguments. A decision is expected by year end.
On August 20, 2018, the Department of Labor (DOL) posted the 
Bernie Sanders has an idea. Now he needs a plan. Though he has sketched out the “Medicare for All” program to move us toward a Single Payer health system, the details he has shown so far prompted the Mercatus Center at George Mason University to claim that it would cost $32.6 trillion over ten years…and, yes, that would involve higher taxes. And that’s just the initial estimate.
Millennials, commonly but not exclusively defined as people born between 1981 and 1996, occupy a complicated space in today’s workplace—predominantly because they’re the youngest generation in it. While many consider this group “ambitious” and “tech-savvy,” others understand it to be “whiney,” “distracted,” or “entitled.” As with any stereotype, this is a flat, un-nuanced version of a partial truth. 
Don’t lie–we ALL love gadgets. From the obscure (but hilariously reviewed on Amazon) Hutzler 571 Banana Slicer to the latest iteration of the Apple empire. Gadgets and technology can make our lives easier, make processes faster, and even help us get healthier. Businesses are now using the popularity of wearable technology to encourage employee wellness and increase productivity and morale.
More and more, we are learning that scientists, marketers, programmers, and other kinds of knowledge workers lead office lives very similar to famous innovators like Watson, Crick, and Franklin, who discovered the structure of DNA. How so?
Employers that self-insured any group health plans in 2017, including health reimbursement arrangements (HRAs), are responsible for determining whether the annual PCORI fee applies to their plan. If so, use 
Milpitas Minimum Wage
Curious about when you should notify a participant about a change to their health care plan?
The world is connected nowadays through our screens. Whether it be email, texting, websites, FaceTime, or social media; we all use technology to connect us to others. According to Hubspot, an online marketing and sales software provider, consumers are on social networks more than ever before. They wrote:
Technology has certainly made the workplace faster, smarter and more productive. New apps and systems continuously offer new ways to create, manage and collaborate. However, just as with many good things, workers can get too much of office tech. With each digitization of traditional job and team functions comes a cost in diminishing associated skills. Many forward-thinking companies are taking heed of the potential pitfalls of tech overload. Check out some particular hazards culled from across the Web.
FLSA Amendments to Tip Sharing Provisions
The 2,232-page budget spending bill that was signed by President Trump on March 23, 2018, included an amendment to the Fair Labor Standards Act (FLSA) prohibiting employers, managers, or supervisors from collecting or retaining tips made by employees, regardless of whether the employer takes a tip credit.
Fear of missing out—is more than just a hashtag. Many Millennials admit that #FOMO drives a lot of their decisions on what they wear, what they do, even what they eat and drink. We live in a world of social influence.
Our 
This year’s flu season is a rough one. Although the predominant strains of this year’s influenza viruses were represented in the vaccine, they mutated, which decreased the effectiveness of the immunization. The flu then spread widely and quickly, and in addition, the symptoms were severe and deadly. The U.S. Centers for Disease Control and Prevention (CDC) reported that the 2017 – 2018 flu season established new records for the percentage of outpatient visits related to flu symptoms and number of flu hospitalizations.
Have you ever heard the proverb “Knowledge is power?” It means that knowledge is more powerful than just physical strength and with knowledge people can produce powerful results. This applies to your annual medical physical as well! The 
If you’ve been getting questions from your employees about completing new 2018 W‑4 forms to take advantage of the tax reform rules, we’ve finally received some answers. You can continue to rely on the current W‑4 forms for now until the new 2018 form is released in late February.
As the first month of 2018 wraps up, companies have already begun the arduous task of submitting budgets and finding ways to cut costs for the new year. One of the most effective ways to combat increasing health care costs for companies is to move to a Self-Funded insurance plan. By paying for claims out-of-pocket instead of paying a premium to an insurance carrier, 
Last week’s drama that shut down the federal government, then un-shut it three days later, was settled when agreement was reached on a 
