On Dec. 27, 2024, the U.S. Department of Health and Human Services (HHS) released a proposed rule that would modify the HIPAA Security Rule to strengthen cybersecurity protections for electronic protected health information (ePHI). This Legal Update summarizes the proposed changes.
HHS Proposes Changes to HIPAA Security Rule to Strengthen Cybersecurity for Electronic PHIOn Dec. 23, 2024, federal agencies rescinded a proposed rule from February 2023 that would have eliminated an exemption to the ACA’s contraceptive coverage mandate for employers who objected to such coverage based on nonreligious moral objections. This Legal Update explains further.
Biden Administration Rescinds Proposed Changes to Contraceptive Coverage MandateThe IRS has released Notice 2024-83, which provides the adjusted PCORI fee amount for plan years ending on or after Oct. 1, 2024, and before Oct. 1, 2025. Employers with self-insured health plans must pay the PCORI fee by July 31, 2025. This Legal Update provides an overview of the updated PCORI fee.
PCORI Fee Amount Adjusted for 2025If you need assistance finding the right plan for you or your organization, we are here to help! Contact us today! Link
Read moreQuestion:
What is a Health Flexible Spending Account?
Answer:
A health flexible spending account (HFSA) lets employees set aside pre-tax money from their paycheck during the year, and they can use this money to pay for eligible healthcare expenses for themselves, their spouse, or their dependents. The funds in these accounts are typically “use it or lose it,” with some exceptions for carryover or grace period options, based on the employer’s plan design.
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This Q&A does not constitute legal advice and does not address state or local law.
Answer from Angela, CIC, CISR, SHRM-CP |
We were delighted to sponsor this year’s Nutcracker Tea Party at Midway Town Hall, supporting the incredible work of the Wasatch County Children’s Justice Center. Congratulations to everyone who made this wonderful event a success!
Answer:
We generally recommend including pay ranges in job postings even if it isn’t legally required. First, since the practice has become more common, more job seekers expect it, and many won’t apply for jobs that don’t include a pay range. By not including this information, you risk missing out on top talent. Second, sharing pay information upfront has the potential to save you time and money. You’re much less likely to have a candidate you’ve already spent a lot of time with reject your offer because the pay didn’t meet their expectations. You’re also less likely to get negotiated into a pay range that you can’t really afford or that would create pay equity issues in the organization.
That said, sharing pay information in job postings will put a spotlight on your overall pay practices and any pay disparities. Your current employees could start asking questions about their own pay, especially if their pay falls below the range for comparable work. You and your managers should prepare to have these conversations and make necessary adjustments. You can learn more about pay transparency by visiting our chart that outlines the states and localities that require pay ranges to be posted.
This Q&A does not constitute legal advice and does not address state or local law.
As the end of 2024 approaches, there are a number of compliance tasks employers should ensure are completed for their employee benefit plans. This Compliance Overview includes a year-end compliance checklist for employee benefit plans.
2024 Year-end Checklist for Employee Benefit PlansHere are some key dates for getting health insurance:
If you need assistance finding the right plan for you or your organization, we are here to help! Contact us today! Link
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