Forsite Benefits - Blog by Forsite BenefitsForsite Benefits - Blog by Forsite Benefitshttps://www.forsitebenefits.com/blogs/author/ForsiteBenefitsSat, 20 Dec 2025 13:57:44 -0800http://zoho.com/sites/<![CDATA[June 2023 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/june-2023-hr-newsletter
In-Person Inspection of Forms I-9 Due Aug. 30
Getting Buy-in on HR Initiatives
Form 5500 Annual Reporting Requirements
2024 HSA Plan Limits Released

In-Person Inspection of Forms I-9 Due August 30.​

Recently, the U.S. Department of Homeland Security (DHS) and the U.S. Immigration and Customs Enforcement (ICE) announced that employers have until Aug. 30, 2023, to complete the physical inspection of identity and employment eligibility documents for any employee whose Employment Eligibility Verification form (Form I-9) was completed virtually according to the temporary flexibilities extended during the COVID-19 pandemic.


Current Guidance

Since March 2020, virtual inspections of identity and employment eligibility documents have been permitted in situations where all employees are working remotely due to COVID-19 or when a new employee is working remotely due to COVID-19 after April 1, 2021. The DHS and ICE announced in October 2022 that the flexibility provisions would end on July 31, 2023; however, employers will now have one additional month to physically inspect identity and employment eligibility documents for employees hired on or after March 20, 2020, and who have received only a virtual or remote examination.


This guidance presumes that the same employer representative who reviewed the documents remotely will also conduct the in-person document review. However, if the employer representative who virtually examined the documents is not the one who performs the physical inspection, the DHS previously advised employers that the representative conducting the physical inspection complete a new Section 2 of the Form I-9 and attach it to the completed remote inspection Form I-9.


Employer Takeaway

Even with the extension, ICE recommends that employers plan ahead for the compliance deadline to avoid mishaps when completing the in-person inspections.


The DHS and ICE recently proposed a permanent rule to allow employers to remotely review Form I-9 identity and employment eligibility documents when hiring, reverifying and rehiring employees. Employers will want to follow the DHS’ rulemaking process closely.

Getting Buy-in on HR Initiatives.​

Building and maintaining successful HR initiatives can be challenging without support from the overall organization and leadership. HR professionals need stakeholders to listen, understand, and support their views before any initiative can get off the ground. Getting buy-in does not mean 100% agreement with a plan or initiative; rather, it’s receiving the support of key team members or stakeholders—even if they don’t wholly agree. HR professionals will spearhead a myriad of initiatives for an organization. Here are general strategies HR professionals should consider when they pursue a new idea but face roadblocks within the organization.


Lead with a clear vision.

A well-defined vision demonstrates confidence in the proposed idea. Developing a clear vision involves identifying the problem, providing examples of the proposed solution, leaning on data and metrics to substantiate the solution, and considering potential risks associated with the plan.


Align with business goals.

An initiative is more likely to gain support if aligned with business goals, core values and other companywide efforts.


Leverage metrics and data.

Harness the power of HR data to help prove the need for an initiative and demonstrate ways that others have experienced success. Facts and figures don’t lie, so HR professionals can use data to prove their points.


Calculate the return on investment (ROI).

ROI is often the ultimate measurement tool and the key piece of information stakeholders are interested in. Many organizational leaders understand and relate to ROI, and including this information can help validate the proposed initiative.


Summary

By selecting the appropriate workplace initiatives and striving to get buy-in from leadership, HR initiatives can achieve notable results for the organization. Reach out today for additional resources.

Educate Your Employees on Smart Healthcare Consumerism with Forsite EXP >>

Forsite EXP is the ultimate employee experience & wellbeing platform. This customizable app helps employers reach employees on their smartphone with healthcare education as well as important company updates, and provides benefits support as they navigate unique healthcare needs.

   LEARN MORE ABOUT FORSITE EXP >>                                     

Form 5500 Annual Reporting Requirements​

The Form 5500 Series is part of ERISA's overall reporting and disclosure framework, which is intended to assure that employee benefit plans are operated and managed according to certain standards and that participants and beneficiaries, as well as regulators, are provided or have access to sufficient information to protect the rights and benefits of participants and beneficiaries.



Who Must Comply

The Form 5500 requirements vary according to the type of filer. Certain employee benefit plans may be exempt from annual reporting or eligible for limited reporting options. A welfare benefit plan (including a group health plan) that covered fewer than 100 participants as of the beginning of the plan year and is unfunded, fully insured, or a combination of the two, is generally not required to file Form 5500. 


When Is It Due

Filing is generally by the last day of the 7th calendar month after the end of the plan year (not to exceed 12 months in length).  For January 1st plan years this would mean the filing is due by July 31st. A plan may obtain a one-time extension of time to file (up to 2½ months) by filing Form 5558 with the IRS on or before the date the Form 5500 would otherwise be due, without extension.

2024 HSA Plan Limits Released​

The IRS recently released Revenue Procedure 2023-23, which contains the health savings account (HSA) and high deductible health plan (HDHP) limits for 2024. We are notifying employers with active HSA plans of this announcement via email.


The limits from 2023 to 2024 will change as follows:



HSA Contribution Limits

•  The self-only maximum HSA annual contribution limit will increase from $3,850 to $4,150

•  The family maximum HSA annual contribution limit will increase from $7,750 to $8,300

•  There will be no change to the $1,000 HSA catch-up contribution limit


HDHP Limits

•  The self-only minimum HDHP annual deductible will increase from $1,500 to $1,600

•  The family minimum HDHP annual deductible will increase from $3,000 to $3,200

•  The self-only maximum HDHP annual out-of-pocket will increase from $7,500 to $8,050

•  The family maximum HDHP annual out-of-pocket will increase from $15,000 to $16,100


Please note that to be enrolled in an HSA-qualified HDHP, the plan must meet the minimum annual deductible and maximum out-of-pocket expense listed above. Additionally, not all plan designs that are compatible with the Affordable Care Act (ACA) are eligible for an HSA.

The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

Copyright © 2020 HR 360, Inc. All rights reserved.

]]>Tue, 06 Jun 2023 10:18:46 -0500<![CDATA[May 2023 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/may-2023-hr-newsletter
Upcoming EEO-1 Reporting Deadlines
Understanding the Basics of Pay Transparency
PCORI Fee Reminder - Calculating the Fee
3 Employee Policies to Review in 2023

Upcoming EEO-1 Reporting Deadlines​

Under Title VII of the Civil Rights Act (Title VII), employers with 100 or more employees and certain federal contractors must submit a report about their workforces to the Equal Employment Opportunity Commission (EEOC) by March 31 every year. This report, known as the EEO-1 report, is a federally mandated survey that collects workforce data categorized by race, ethnicity, sex and job category. However, the collection of this data from 2022 has been delayed, and the portal for submitting EEO-1 reports will not be opened before the usual deadline in 2023. Instead, the EEOC expects to open the portal for employers to begin entering 2022 EEO-1 information sometime in mid-July 2023.


Prior Year Deadline Guidance
EEO-1 reporting for the previous three years was also delayed, with the portal for submitting 2019 and 2020 information opening in April 2021 and ultimately closing in November 2021 and the portal for submitting 2021 information opening in April 2022 and ultimately closing in July 2022.


The unique situations in those prior years may limit their value as guidance for the current year. However, based on the usual deadline and timelines of prior years, employers subject to EEO-1 reporting in 2023 may expect the deadline for 2022 submissions to be set for no later than mid-September 2023.


Enforcement 

Although the EEOC sends notification letters to employers it knows to be subject to the EEO-1 requirements, all covered employers are responsible for obtaining and submitting the necessary information before the appropriate deadline. An employer who fails or refuses to file an EEO-1 report as required may be compelled to do so by a federal district court. Federal contractors also risk losing their government contracts for failure to comply.


Next Steps

Employers should monitor the EEOC’s EEO-1 webpage for updates. Employers filing EEO-1 Reports for the first time must register to receive a company login, password and further instructions for filing from the EEOC.

Understanding the Basics of Pay Transparency in 2023​

More employees are demanding pay transparency. Despite many employers’ reluctance to embrace this emerging practice, it has gained a stronger foothold in 2023. In fact, pay transparency laws are impacting more employers as a growing number of states and localities require organizations to share pay information with applicants and employees. Here are some pay transparency basics to know for 2023:


What Is Pay Transparency?

Pay transparency is the practice of openly sharing pay-related information with current and potential employees. It helps ensure fairness and equity in the workplace. This information generally includes pay scales or salary ranges.


Pay Transparency Laws

Colorado was the first jurisdiction to enact pay transparency laws in 2021. Since then, 14 states and localities have enacted their own pay transparency laws. In fact, an estimated one-fourth of all U.S. workers were covered under pay transparency laws at the start of 2023. Pay transparency laws vary depending on the jurisdiction. For example, covered employers in California must provide pay scale information in any job posting, and covered employers in New York City must provide the minimum and maximum annual salary or hourly wage for all job postings, promotions and transfer opportunities.


Challenges

Pay transparency laws present compliance challenges for employers since they vary based on the state or locality. Employer compliance difficulties are often greater for organizations that recruit and hire employees across state lines, since hiring remote workers can trigger obligations in states where employers do not have a physical presence.


Employer Takeaway

Regardless of current applicability, even employers who are currently unaffected by local mandates should consider how pay transparency practices may impact their workplace or labor trends. Reach out today for additional resources.

Educate Your Employees on Smart Healthcare Consumerism with Forsite EXP >>

Forsite EXP is the ultimate employee experience & wellbeing platform. This customizable app helps employers reach employees on their smartphone with healthcare education as well as important company updates, and provides benefits support as they navigate unique healthcare needs.

   LEARN MORE ABOUT FORSITE EXP >>                                     

Patient-Centered Outcomes Research Institute Fees (PCORI)​

The Affordable Care Act imposes a fee on employers that sponsor certain self-insured health plans to help fund the Patient-Centered Outcomes Research Institute (PCORI). PCORI fees support research to evaluate and compare health outcomes and the clinical effectiveness of certain medical treatments, services, procedures, and drugs. The fee must be reported once a year on the second-quarter Form 720. It must be paid by July 31 of the calendar year immediately following the last day of the plan year to which the fee applies.


The fee was originally effective for plan years ending on or after Oct. 1, 2012, and before Oct. 1, 2019. However, a 2019 continuing spending resolution reinstates PCORI fees for the 2020-2029 fiscal years. As a result, specified health insurance policies and applicable self-insured health plans must continue to pay these fees through 2029.


For plan years ending on or after Oct. 1, 2021, and before Oct. 1, 2022, the fee is $2.79, multiplied by the average number of lives covered under the plan. 

For plan years ending on or after Oct. 1, 2022, and before Oct. 1, 2023, the fee is $3.00 multiplied by the average number of lives covered under the plan.

3 Employee Policies to Review in 2023 ​

Employee handbooks are important tools for establishing employee expectations, addressing workplace issues and defending against potential lawsuits. Employment laws are often complicated, and new regulatory developments may impact these policies. Here are three employment policies employers should consider reviewing in 2023.


1. Pay Transparency

Pay transparency is the practice of an employer openly communicating pay-related information to prospective and current employees through established methods. With demands for pay transparency increasing, more states and localities have passed legislation in recent years. More employers are considering these policies to meet employee desires, even if they are in jurisdictions that do not require pay transparency.


2. Paid Leave

Paid leave laws ensure workers continue receiving a portion of their wages when they’re unable to work under certain circumstances. In 2022, many states and localities enacted paid leave laws. This year, several previously enacted leave laws became effective in various states and cities throughout the United States; many other states have recently proposed paid leave legislation. As such, employers should ensure their leave policies are current and comply with local laws. An employer’s leave policies can also clearly communicate eligibility to employees.


3. Remote and Hybrid Work Arrangements

Employers continue to allow employees to take advantage of flexible work arrangements, but many have not updated their employment policies to adequately address these arrangements. These policies can set clear expectations surrounding employee work hours, communication, productivity, technology usage and more.


Summary

Employers can take steps to ensure their employment policies are current and reflect the most recent regulatory developments. Reach out today for additional resources.                

The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

Copyright © 2020 HR 360, Inc. All rights reserved.

]]>Thu, 11 May 2023 11:04:29 -0500<![CDATA[January 2023 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/january-2023-hr-newsletter
The Trendiest Employee Benefits for 2023
Identifying and Retaining Key Employees
Recruiting Inside Your Company
Stress Management in a Crisis

The Trendiest Employee Benefits for 2023​


There’s no denying that employees’ needs have changed over the past few years, and many workers are paying more attention to their benefits and wondering how to stretch their dollars further. Employers will want to offer benefits to meet evolving worker needs shaped by the lingering effects of the COVID-19 pandemic and rising inflation.


This article highlights benefits that are likely to be popular in 2023.


Voluntary Benefits

A rising number of organizations recognize that voluntary benefits are advantageous to employees and their families—and many come at no cost to the employer. Examples of trending benefits include hospital indemnity, disability, accident, life and pet insurance.


Health Care Full Premium Coverage

As health care costs continue to skyrocket, some employers choose to pay 100% of employees’ monthly health care premiums. For reference, the Kaiser Family Foundation reports the monthly average for employer contributions to plans in 2021 was 83%. This type of benefit is more common in small organizations. Fully paid health plans could be a key differentiator for workers weighing their employment options.


Financial Wellness Benefits

Not only will inflation impact employees’ decisions about benefits, but it may also result in a need for financial wellness education and guidance. Common types of desired financial wellness benefits include financial planning assistance and coaching as well as contributions to retirement and tax-advantaged savings accounts.


Summary

Organizations can start optimizing benefits packages by evaluating employee preferences and thinking about ways to improve offerings or tailor them for their workforce.

Identifying and Retaining Key Employees​

Key employees are those who have a tangible positive impact on their organizations’ success and are hard to replace. These employees are essential to organizational success, making it important to figure out who they are and how to keep them.


Identifying Key Employees

While common traits of key employees may differ between organizations, such employees often exceed expectations, enhance strategies, affect performance, impact relationships with clients and vendors, and foster connections between employees and various teams. They often have special proprietary knowledge, additional certifications, degrees or licenses that help their organizations function more efficiently.


Retaining Key Employees

Employers can consider the following tips for retaining key employees:

·  Identify key employees as a starting point.

·  Maintain open communication with key employees to help ensure their needs are being met.

·  Evaluate compensation strategies to ensure top-performing workers are being paid fairly before they decide to leave for other organizations that may pay them more.

·  Provide learning and development opportunities to meet desires of overachieving employees.

·  Ask employees which benefits they get the most use out of and which additional offerings they might like to see.


Employers should stay alert to indicators of key employees within their organizations and figure out those workers’ desires so they can implement effective strategies to retain them.

Educate Your Employees on Smart Healthcare Consumerism with Forsite EXP >>

Forsite EXP is the ultimate employee experience & wellbeing platform. This customizable app helps employers reach employees on their smartphone with healthcare education as well as important company updates, and provides benefits support as they navigate unique healthcare needs.

   LEARN MORE ABOUT FORSITE EXP >>                                     

Recruiting Inside Your Company​​

A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development program has been effective. In cases like this, recruiting from inside the company may be the best option.

 

Benefits of Internal Recruitment

Some of the advantages of internal recruitment include encouraging talented employees to stay with the organization, having a greater understanding of the candidate's abilities than those of an outside applicant, potentially shortening the training period for the job, and saving on advertising costs.

 

Disadvantages of Internal Recruitment

There are, however, potential disadvantages to recruiting internally. For instance, filling a position from within the company could create an atmosphere of political infighting for promotions, and create morale problems with employees who do not receive them. Recruiting internally can also limit the number of applicants for a job opening. Along the same vein, hiring from within can limit the diversity of a company overall, with possible exposure to claims that a hiring policy has a negative or disparate impact on protected classes.

 

Some other disadvantages to internal recruitment include:

  • Foreclosing the opportunity for new perspectives and attitudes to be brought into the organization.
  • Missing external candidates who might be better qualified for the job.
  • Creating another vacancy that has to be filled.
  • Giving existing staff the sense that they have the right to be promoted, whether or not they are the best candidates for the job.

Stress Management in a Crisis​​

In the event of a workplace crisis, you, as a manager, can provide certain supports for workers to mitigate stress and help them effectively perform the tasks at hand.

 

Minimizing Stress During a Crisis

During a crisis, employees will look to managers for advice and instruction. Managers can do their part to minimize stress in a crisis by:

 

  • Clearly define individual roles and reevaluating them if the situation changes.
  • Instituting briefings at each shift change that cover the current status of the work environment, safety procedures, and required safety equipment.
  • Partnering inexperienced workers with experienced veterans. The buddy system is an effective method to provide support, monitor stress, and reinforce safety procedures.
  • Requiring outreach personnel to enter the community in pairs.
  • Rotating workers from high-stress to lower-stress functions.
  • Initiating, encouraging, and monitoring work breaks, especially when casualties are involved. During lengthy events, implement longer breaks and days off, and curtail weekend work whenever possible.
  • Establishing respite areas that visually separate workers from the scene and the public. At longer operations, establish an area where responders can shower, eat, change clothes, and sleep.
  • Implementing flexible schedules for workers who are directly affected by an event. This can help workers balance home and job responsibilities.
  • Reducing noise as much as possible by providing earplugs, noise mufflers, or telephone headsets.
  • Mitigating the effects of extreme temperatures through the use of protective clothing, proper hydration, and frequent breaks.
  • Ensuring that lighting is sufficient, adjustable, and in good working order.
  • Lessening the effect of odors and tastes, and protecting workers' breathing by supplying facemasks and respirators.
  • Providing security for staff at facilities or sites in dangerous areas, including escorts for workers going to and from their vehicles.
  • Providing mobile phones for workers in dangerous environments and ensuring that staff know who to call when problems arise.

 

Minimizing Stress After a Crisis

The ending of a disaster assignment, whether it involved immediate response or long-term recovery work, can be a period of mixed emotions for workers. Though there may be some relief that the disaster operation is ending, there is often a sense of loss and "letdown," with some difficulty making the transition back into family life and the regular job. The following are action steps that can help ease the disengagement and transition process for workers after a crisis:

 

  • Allow time off for workers who have experienced personal trauma or loss. Transition these individuals back into the organization by initially assigning them to less-demanding jobs.
  • Develop protocols to provide workers with stigma-free counseling so that workers can address the emotional aspects of their experience.
  • Institute exit interviews and/or seminars to help workers put their experiences in perspective and to validate what they have seen, done, thought, and felt.
  • Provide educational services or workshops around stress management and self-care.
  • Offer group self-care activities and acknowledgments.

The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

Copyright © 2020 HR 360, Inc. All rights reserved.

]]>Thu, 05 Jan 2023 14:35:43 -0600<![CDATA[December 2022 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/december-2022-hr-newsletter
EEOC Updates Workplace Poster
HR Trends to Monitor in 2023
Employees Seek a Focus on Well-Being
Winter Weather & the Workpalce

EEOC Updates Workplace Poster​

Recently, the Equal Employment Opportunity Commission (EEOC) issued a new poster titled “Know Your Rights, Workplace Discrimination is Illegal,” which updates and replaces the previous “EEO is the Law” poster. Under the Title VII of the Civil Rights Act (Title VII), the Americans with Disabilities Act (ADA) and other laws enforced by the EEOC, employers with 15 or more employees must prominently display the new poster at their work sites. Laws enforced by the EEOC generally prohibit employment discrimination based on certain protected traits, including race, color, religion, national origin, sex, disability and age. These laws also require employers to display a workplace poster that describes their prohibitions and requirements.”

                

Employer Takeaways

The new “Know Your Rights” poster includes the following differences from the previous version:


• Uses more straightforward language and formatting;

• Notes that harassment is a prohibited form of discrimination;

• Clarifies that sex discrimination includes discrimination based on pregnancy and related conditions, sexual orientation or gender identity;

• Adds a QR code for applicants or employees to link directly to instructions on how to file a charge of workplace discrimination with the EEOC; and

• Provides information about equal pay laws for federal contractors.

                

Employers must place the new poster in a conspicuous location in the workplace where notices to applicants and employees are customarily posted. The EEOC also encourages employers to post the notice on their websites. In most cases, the electronic posting should be in addition to a physical posting. However, an electronic poster may be the only one if there is no physical workplace, if employees work from home and in similar situations.

HR Trends to Monitor in 2023​

HR responsibilities continue to be reimagined, and employers should expect changes to continue in the new year. Here are two HR trends to follow in 2023.

 

1. Increased Wages

There are more open jobs than people to fill them, and high inflation rates are impacting employees’ pay expectations. Numerous reports show that companies are budgeting significant increases in wages in 2023. To compete, organizations are finding ways to offer more competitive compensation to meet employee demands.

 

2. Pay Transparency

An increasing number of states and localities have passed pay transparency requirements. In some cases, these require organizations to disclose salary amounts in job postings, but others require it only upon request. Although conditions will vary, many municipalities and states are poised to join the growing nationwide pay transparency movement. As a result, many U.S. employers feel pressured to provide salary information even when they are not required to do so. In 2023, more and more workers are likely to expect pay transparency, and this trend is top of mind for many organizations.


Employers can get ahead of the game by monitoring the trends that will impact the workplace and resonate with the current workforce. Other HR trends to monitor in 2023 include skillsbased hiring, a renewed focus on upskilling and advancements in HR technology. 


Educate Your Employees on Smart Healthcare Consumerism with Forsite EXP >>

Forsite EXP is the ultimate employee experience & wellbeing platform. This customizable app helps employers reach employees on their smartphone with healthcare education as well as important company updates, and provides benefits support as they navigate unique healthcare needs.

   LEARN MORE ABOUT FORSITE EXP >>                                     

Employees Seek a Focus on Well-Being​

Between the pandemic, inflation and job duties, organizations are expected to take more responsibility for workers’ wellbeing and help employees on a personal level. More employers will be considering a proactive approach. Benefits, perks and wellness programs may shift to being more holistic to account for mental, physical and financial well-being.


Today's buzz around employee well-being encompasses more than just physical health. Employees are seeking much more. There is a large opportunity – for organizations to build a more equitable workplace, for organizations to focus on the whole-person that is the employee, to create a more inclusive, diverse, flexible, and empathetic workforce and build a well workplace. So what are employees looking for?


1. A Human first culture

2. Empathetic leaders

3. Emotional balance

4. Strong social connections

5. A focus on diversity, equity, and inclusion efforts

6. Whole-health wellbeing

Winter Weather and the Workplace​

While the science of weather prediction has grown increasingly accurate, we cannot always rely on the weather report to know what might impact business. As we look to the coming days and weeks, especially during a Wisconsin winter, be sure your employees are aware of your inclement weather policy and have quick access to review it when needed. 



The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

Copyright © 2020 HR 360, Inc. All rights reserved.

]]>Tue, 06 Dec 2022 12:40:06 -0600<![CDATA[2022 Green Bay Community Drive]]>https://www.forsitebenefits.com/blogs/post/2022-green-bay-community-drive

Forsite Benefits along with Motion Connected is hosting a toy & animal shelter drive this holiday season!


On or before Wednesday, December 14th, please drop off your donations with the Forsite team at 2300 Riverside, Dr. in Green Bay, WI. Our team members will collect your donations just beyond the doors at the back, lower side of the 2300 building.

Toys for Tots

Donations should include toys and gifts for children up to the age of 16. Please deliver gifts unwrapped. No used items please! As older children are often overlooked, gift cards are an appreciated donation as well!

Bay Area Humane Society

Donations can include paper towel, dawn dish soap, disinfectant wipes, dry cat/dog food, non-retractable leashes, peanut butter, and/or baby food; chicken, turkey, and beef.

Shop Chewy.com >>

Shop Amazon Wishlist >>

]]>Tue, 08 Nov 2022 14:09:05 -0600<![CDATA[November 2022 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/november-2022-hr-newsletter
2023 Open Enrollment Communication
Understanding the Quiet Quitting Trend
The Forsite Health & Wellness Clinic
Help Your Retirement-Ready Employees

5 Tips for Effective 2023 Open Enrollment Communication​

Now more than ever, employees are looking to their employers for guidance on navigating their available benefits. Employees are likely paying more attention this year as they navigate record-high inflation and work to maximize every hard-earned dollar.


During the 2023 open enrollment season, employers should be poised to provide their employees with resources and tools they can use to better understand and act with more confidence when making benefits decisions.


Consider these five tips to enhance communication about benefits:


1. Start early.

Get the word out early about benefits offerings so employees have ample time to understand their benefits, consult with family members and determine their needs for the following year.


2. Develop key messaging.

Key messaging may include a focus on new or updated benefits offerings and FAQs to address common concerns quickly.


3. Keep it simple.

Employees don’t need to know everything, so employers should highlight necessary information about the benefit to help them decide if they need it. Links or attachments could explore the benefits further and offer the fine print.


4. Avoid jargon.

Avoiding HR or benefits-related jargon is best to help make benefits easier to understand. Many benefits are acronyms, so employers should help decode and explain what these mean.


5. Personalize communication. 

A personalized approach will depend on the workforce and their working environments. For example, open enrollment methods and communication could look different for remote, on-site and non-wired employees. Your communication methods will also look different if a portion of your workforce has a language barrier and could require translation. 


Forsite Benefits & Wellness clients have access to our Forsite EXP communications app which offers language translation assistance! Reach out to your Benefit Advisor to learn more. 


Summary

Educating and informing employees about their benefits options is an important part of open enrollment. Contact us today for more information on open enrollment. 

Understanding the “Quiet Quitting” Trend​

“Quiet quitting” occurs when workers only do what their job description entails or only complete work directly assigned to them—without going above and beyond.


Common signs of an employee quiet quitting could include:

•  Avoiding meetings that are not mandatory

•  Not being as productive as they once were

•  Contributing less to team projects

•  Not participating in meetings

•  Displaying a lack of enthusiasm


There are different reasons an employee may choose to quiet quit. For example, they may simply refuse to do work outside their job description because they feel they are not being compensated for it. Or, this behavior may be the result of a lack of engagement, decreased motivation or a high level of burnout.

                

What Employers Can Do

Employers can consider steps to engage employees and prevent quiet quitting from happening in the first place. Consider the following ideas:

•  Review job descriptions to ensure they accurately reflect the expectations of employees.

•  Conduct consistent performance reviews to reward high-performing employees and correct behaviors of those who are underperforming.

•  Provide learning and development opportunities to improve employee engagement and motivation.

•  Focus on effective management strategies to reduce the risk of burnout.


Employers should be aware of this trend and know that it will impact every workplace differently.


Additionally, leaving 'quiet quitting' unrectified can adversely impact your high performers. Without corrective attention on under-performing individuals, your highest performers may feel unappreciated, or that their efforts are going unrecognized. This can lead to their own efforts dipping, finding new employment, or harboring negative feelings towards management. 


Educate Your Employees on Smart Healthcare Consumerism with Forsite EXP >>

Forsite EXP is the ultimate employee experience & wellbeing platform. This customizable app helps employers reach employees on their smartphone with healthcare education as well as important company updates, and provides benefits support as they navigate unique healthcare needs.

   LEARN MORE ABOUT FORSITE EXP >>                                     

Bolster your benefits without adding to your budget!​

The Forsite Health & Wellness Clinic is a no-cost benefit available to Forsite Clients and their employees, regardless of insurance carrier or network.


Call ahead or walk right in!

For the best patient experience, call ahead to schedule an appointment to ensure your wait time is minimal to no time at all. Often times, same or next day appointments are available. While recommended, no appointment or referral is necessary. If scheduling an appointment online, you will need to schedule through myprevea.com.


If you are a Forsite client and Motion Connected app user, open your app and choose the bulletin board icon to access our clinic information at your fingertips whenever you need it.


Cost:

  • $35 for family medicine visit
  • $15 for most lab visits (save up to 80-90% on common labs!)

3 Steps For Employers to Help Retirement Ready Employees Make the Best Healthcare Decisions​

From newly hired team members to seasoned employees nearing retirement, every employee will have unique healthcare needs for their stage of life. If you provide employees sufficient education on how they can intelligently navigate healthcare, not only will employees save money, but claims will be mitigated which effect the cost of the employer-sponsored benefit plan.


When it comes to a stage of life and the healthcare education provided for said stage, the largest gap that we see, and employers often attest to, is among retirement ready employees.


Staying on the employer-sponsored benefit plan is rarely in the best interest of a retirement ready employee or the employer. With age, employees typically see more claims and complicated health issues that will weigh heavily on the company’s benefit plan. Alternative health insurance could save an eligible employee nearing retirement some financial strain and equip them with the options they need for their wellbeing. In turn, the employer could be spared high dollar claims that would affect their plan premium.


Because of these truths, your retirement ready employees knowing and understanding all healthcare options available to them is in the best interest of both the employee and the employer.


Here are 3 steps you can take as an employer to help your retirement-ready employees >>

The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

Copyright © 2020 HR 360, Inc. All rights reserved.

]]>Mon, 07 Nov 2022 09:53:12 -0600<![CDATA[October 2022 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/october-2022-hr-newsletter
Trending Employee Benefits
3 Tips for Supporting Employee Mental Health
Developing an Online Recruiting Strategy
How to Create an Effective Job Posting

Trending Employee Benefits That Strengthen Attraction and Retention Efforts.​

In the wake of the Great Reshuffle—the mass movement of workers to jobs that prioritize their needs—and macro trends like the tight labor market, attraction and retention are top-of-mind concerns for employers. As a result, many employers are expanding and enhancing their benefits offerings to remain or become more desirable to employees.

Here are some benefits that may be advantageous to attraction and retention efforts:


Telemedicine

Easy access to health care is very important to employees. Throughout the COVID-19 pandemic, many people turned to telemedicine, and it’s not going away anytime soon. Especially as health concerns surrounding COVID-19 linger, it’s essential that employers ensure employees can access health care services in ways that are convenient for them. Otherwise, workers may seek out employers who offer such benefits.


Student Loan Assistance

Student debt is a growing issue among newer members of the workforce, such as Generation Z, and these employees are looking for help mitigating it. Some employers are introducing repayment assistance; many companies that already offer this benefit are increasing contributions and expanding eligibility.


Career Development Opportunities

If employees feel they are unable to advance their professional development within their current roles, they may be likely to seek out new ones. Thus, many employers are now offering more learning and development initiatives and upskilling opportunities.


Employer Takeaway

There are various benefits employers can offer to attract and retain workers. These benefits highlight just a few trending perks­—others that have become more popular during the pandemic include flexible work options, such as remote and hybrid work, and competitive compensation.


3 Tips for Supporting the Mental Health of Remote and Hybrid Employees.​

With many employees continuing to work remotely or adapt to a hybrid schedule, workers face a new set of stressful challenges. Managers can play a crucial role in helping employees manage their stress levels by gauging the pulse of their team and offering the right support and resources.

This article highlights three tips for managing hybrid and remote employees to help support their mental health and reduce work-related stress.


1. Watch for Signs of Burnout

If an employee is behaving differently, it could be a sign of burnout. For example, someone who is typically talkative and bubbly is now quiet and has a short fuse, or a consistent high-performer begins to miss deadlines. If an employee demonstrates unusual signs, managers should consider how to help them reallocate or prioritize tasks to make their workload more digestible.

        

2. Offer Support to Employees

By prioritizing one-on-one conversations and asking individual employees open-ended questions, managers can find out more about specific employee worries and how to best support their team members.


3. Educate Employees About Available Resources

Some employees may be interested in getting help but may not know where to start. Managers can play a key role in educating about available mental health resources (e.g., employee assistance programs and telemedicine mental health support).


Employer Takeaway

Mental health is a significant factor in both the well-being and performance of employees, and managers can play a key role in supporting workers.


Educate Your Employees on Smart Healthcare Consumerism with Forsite EXP >>

Forsite EXP is the ultimate employee experience & wellbeing platform. This customizable app helps employers reach employees on their smartphone with healthcare education as well as important company updates, and provides benefits support as they navigate unique healthcare needs.

   LEARN MORE ABOUT FORSITE EXP >>                                     

Developing an Online Recruiting Strategy​

Today, online recruiting should play a key role in a recruiting strategy. 

Here are some topics to consider when developing an online recruiting strategy:

  • Often, the first place where potential employees may find your openings is on your organization’s website and social pages. Consider the image of the culture you would like to present as well as your organization’s recruiting goals before putting this resource into place.
  • Make sure the descriptions of the positions to be filled are accurate and clear. Don’t just provide a litany of what the duties are—show potential employees where the job fits into organizational goals. 
  • Your organization’s career page should clearly state you are an equal opportunity employer.
  • Ensure that your job postings and their respective minimum requirements won’t rule out potentially strong applicants by listing qualifications that aren’t necessary for an employee to succeed in a role. 
  • The application process should be clearly spelled out along with what the applicant can expect from your organization. 
  • Other than your site, there are many options for recruiting on the web—some free, some not. 
  • Social media is a part of many employers' recruiting strategies—LinkedIn, Indeed and others can play a key role.
  • Other online resources to consider:
    • Local college and university career centers
    • College sites that serve alumni
    • Professional association job boards
    • Your state’s workforce development site
  • Consider the position you are trying to fill; where are the candidates you are seeking going to look?

Be aware that the same laws and regulations apply to online recruitment regarding discrimination and disparate impact. For legal advice on employment law, employers should seek legal guidance from local legal counsel.

How to Create an Effective Job Posting​

To be effective, job postings must be developed thoughtfully and advertised strategically. Here is some advice for drafting and advertising job postings that will make a good first impression and attract qualified candidates.


Importance of the Title

An informative title is more effective at drawing in potential candidates than a generic one. For example, instead of just stating the exact title of the job, such as "Developer," consider something more descriptive, such as "Senior Developer for high-growth company in New York City." Building more information into the title makes it stand out from others and can motivate viewers to read further.


Company Image and Description

Sell your company brand—your image, market position, values, and culture—to potential employees. A company's brand also includes its size and location, expertise within a particular industry or service area, and awards and recognition. 


Job Description

The job description should include an overview of the position's responsibilities, as well as the job's requirements, such as skills and experience, education, or special certifications. State whether the position is full- or part-time, where it is located, and salary information. It is acceptable to use a phrase such as "salary commensurate with experience" instead of quoting actual figures.


Be aware that your job posting must comply with federal, state, and local nondiscrimination laws. For example, you cannot state that you want a person of a certain gender, age, or race. In addition, your advertisement should be realistic and honest. Do not make promises that you aren't going to keep, as it will reflect badly on you and your company, and could create contractual obligations.


Application Instructions

Provide clear, precise directions on how to apply. Outline specific steps such as emailing a resume or submitting an application through your website's recruitment portal. Be explicit as to what the candidate should include, such as a resume, portfolio, or a completed application form.


An applicant's ability to follow instructions is your first screening tool; feel free to add a very specific instruction in your directions to test attention to detail. For instance, you could direct applicants to copy and paste into their application a line from the job posting, such as "Attention to detail is an important part of the job."


Be Sure to Proofread

Proofread your job posting several times for spelling and grammar errors as well as accuracy, and have at least one other person proofread it as well. Any errors will reflect poorly on your company and may result in fewer candidates applying.

Advertising the Job Opening


You will want to place your job posting where it will attract the highest number of qualified candidates. When planning your recruitment advertising, consider the following tips:


  • Identify your targeted candidates. If these are people with specialized skills, identify those skills—e.g., computer programming, video editing, or quantitative analysis.
  • Research the best places to advertise based on your targeted candidates. You'll probably want to consider major job posting sites that cover many professions, as well as specialized online posting sites that target specific industries. Other ideas to consider are local colleges and graduate schools that have their own job posting boards for students and alumni, as well as newspapers that can offer a combination of print and online advertising.
  • Consider posting the job opening on your company's intranet, or in a company-wide email. Opening up the search to your existing employee base can result in candidates who know the company and whose qualifications you are already familiar with.
  • Implementing a candidate referral program at your company can also yield good results.
  • Develop a timeline, allowing enough time to place the advertising, receive a response, and conduct interviewing.

        

The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

Copyright © 2020 HR 360, Inc. All rights reserved.

]]>Fri, 30 Sep 2022 14:30:02 -0500<![CDATA[September 2022 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/september-2022-hr-newsletter
Building Employee Skills With Microlearning
2022: Second Half HR Trends to Monitor
Medicare Part D Notice Due October 14, 2022
DOL, ACA & Pay or Play Alerts!

Building Employee Skills With Microlearning​

Addressing current and future skill gaps is a top workplace challenge for employers today. In addition, learning and development are key priorities for workers in today’s competitive labor market who may seek out a new employer if their current one does not offer the career development opportunities they desire.


While employers can approach these challenges in various ways, many are leveraging microlearning, which provides an affordable, feasible and time-friendly opportunity to build employee skills.


Microlearning Explained

Microlearning is done with segments of information that each average 10 to 13 minutes. Generally, information is presented in small segments that can be easily consumed in a short time span. Further, this information can be presented in various easy-to-absorb ways. Some examples of bite-sized learning include:

·  Animations

·  E-books

·  Flashcards  

·  Gamification 

·  Infographics

·  Interactive PDFs 

·  Music 

·  Podcasts 

·  Quizzes


Implementing Microlearning

There are several ways to implement microlearning. Consider the following strategies:


·  Reinforce subjects in which employees have already been trained.  

·  Aim to teach relatively simple topics.  

·  Determine which learning channels and formats best suit the need of your organization and employees.

·  Engage employees by asking them to apply what they have learned.


Microlearning is one of several ways employers can help meet their workforce’s demand and expand their employees’ knowledge base.

2022: Second Half HR Trends to Monitor​

2022 has come with challenges causing HR professionals to pivot and adapt. Some of the most prevalent are employee mental health and ongoing attraction and retention challenges.


Here are some trends to monitor for the remainder of 2022. 


High Inflation Rates

According to the Bureau of Labor Statistics’ June consumer price index, inflation in the United States has increased to 9.1% in the past 12 months. This is its largest increase since 1981. As a result, workers desire competitive compensation during this time. In turn, employers are exploring strategies such as reevaluating employee benefits, continuing remote work, increasing compensation and offering improved retirement benefits.


Continued Tight Labor Markets

The labor market is expected to remain competitive in the second half of 2022. While employee quit rates remain high, unemployment rates keep trending down as employers struggle to fill open positions and keep valuable talent. Many workers realize their priorities have changed, and this has kickstarted their desire to move more readily between different jobs to find opportunities that align with their values.


Employee Mental Health and Well-being

Health and wellness have been ongoing challenges for employers and employees alike. Studies show the impact the pandemic has had on mental health, such as higher numbers of people reporting symptoms of anxiety and depression. As a result, employers are exploring options, such as programs that incentivize employees to be healthy, and offering additional mental health resources.


Forsite Benefits incentivizes healthy behaviors and continued healthcare education through Forsite EXP >>


Employer Takeaway

Employers should continue to monitor workplace trends, which may inform strategies to better attract and retain workers, and bolster employee health and wellness. Please contact Forsite Benefits for resources on any of these topics.


Educate Your Employees on Smart Healthcare Consumerism with Forsite EXP >>

Forsite EXP is the ultimate employee experience & wellbeing platform. This customizable app helps employers reach employees on their smartphone with healthcare education as well as important company updates, and provides benefits support as they navigate unique healthcare needs.

   LEARN MORE ABOUT FORSITE EXP >>                                     

Medicare Part D Notice Due October 14, 2022​

If you have an employer-sponsored group health plan, no matter the size, that offers prescription drug coverage, you are required to disclose your annual prescription drug coverage credibility to your Medicare Part D eligible policyholders by October 14th, 2022.


The Medicare Modernization Act (MMA) requires entities (whose policies include prescription drug coverage) to notify Medicare-eligible policyholders whether their prescription drug coverage is creditable coverage, which means that the coverage is expected to pay, on average, as much as the standard Medicare prescription drug coverage. Model notices that may be used to satisfy this requirement, issued by the Centers for Medicare & Medicaid Services, are available by clicking on the name of the notice in the chart below.


It is suggested to send notice to all policy holders, because it is not always known or disclosed if your employee or their dependents are Medicare eligible. These notices can be sent via mail or hard copy distribution; you can also email the notice, however you must provide a hard copy should it be requested.


Online disclosure to the Centers for Medicare & Medicaid Services is also required annually, no later than 60 days from the beginning of the plan year, within 30 days after termination of a prescription drug plan, or within 30 days after any change in creditable coverage status.

 DocumentType of InformationProvide ToProvided ByWhen Due
 Medicare Part D - Creditable Coverage Disclosure Notice
or
Non-Creditable Coverage Disclosure Notice		 Notifies Medicare-eligible individuals whether the plan's prescription drug coverage is creditable coverage.
  •  Medicare-eligible active employees and their dependents.
  • Medicare-eligible COBRA individuals and their dependents.
  • Medicare-eligible disabled individuals covered under the prescription drug plan.
  • Any retirees and their dependents.
 Employers who sponsor group health plans that offer prescription drug coverage to Medicare-eligible individuals.
  • By October 14, 2022
  • Prior to an individual's initial enrollment period for Medicare Part D.
  • Prior to the effective date of enrolling in the employer's prescription drug plan and upon any change that affects whether the coverage is creditable.
  • Upon request by the individual.

Note: Individuals who do not maintain creditable coverage for 63 days or longer following their initial enrollment period for Medicare Part D may be required to pay a late enrollment penalty. Accordingly, this information is essential to the decision to enroll in a Medicare Part D prescription drug plan.

ACA's Affordability Contribution Rate Significantly Decreases for 2023​

The IRS released the updated affordability contribution percentage for 2023 under the ACA’s pay or play rules. The updated percentage is the most substantial decrease since these rules were implemented, and is the lowest this percentage has ever been set. As a result, many employers may have to substantially lower the amount that they require employees to contribute for 2023.


Learn more about Affordability & Minimum Value >>


DOL Releases New Model Employer CHIP Notice

The Department of Labor (DOL) has released a new model Employer CHIP Notice with information current as of July 31, 2022. As a reminder, employers with group health plans that cover participants in states that provide premium assistance subsidies through Medicaid or the Children’s Health Insurance Program (CHIP) are required to notify their employees annually, regardless of the employer’s location.


Notice Requirements for Group Health Plans - Special Health Care Notices >>


Pay or Play Penalties Increase for 2023

The IRS released the adjusted pay or play penalty amounts for 2023 under the Affordable Care Act. For calendar year 2023, the adjusted $2,000 penalty amount is $2,880 and the adjusted $3,000 penalty amount is $4,320.

The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

Copyright © 2020 HR 360, Inc. All rights reserved.

]]>Mon, 29 Aug 2022 16:21:42 -0500<![CDATA[July 2022 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/july-2022-hr-newsletter
Prioritize Safety for Summer Youth Hires
Containing Costs of Chronic Health Conditions
Benefit & Payment Parameters for 2023
2022 PCORI Fees Due August 1, 2022

DOL Reminds Employers to Prioritize Safety for Summer Youth Hires​

With summer being a popular season for youth employment, the U.S. Department of Labor (DOL) recently reminded employers hiring youth-aged workers to comply with federal child labor laws to ensure these hires have a safe and beneficial experience.


The DOL’s Fair Labor Standards Act (FLSA) prohibits employers from allowing youth-aged employees—workers who are under 18 years old—to perform certain tasks and work more than a specified number of hours. However, child labor laws can vary based on the industry and state. Failing to comply with the FLSA can result in significant consequences for employers.


Notably, the DOL’s reminder highlights recent investigations uncovering child labor law violations. Most penalties were related to child labor violations, including:


·  Permitting minors to operate heavy machinery

·  Allowing minors to work beyond the number of legally permitted hours

·  Failing to pay for meal breaks


From 2017 to 2021, the DOL identified more than 4,000 cases of child labor law violations, with more than 13,000 youth-aged workers involved in violations.


What This Means

This recent warning is part of the DOL’s effort to ramp up enforcement and could translate to an increase in investigations this summer and beyond. As such, employers should continue to review relevant child labor laws to ensure compliance. Employers concerned about potential violations are encouraged to speak with legal counsel.

To aid employers in keeping youth-aged workers safe, the DOL provides some general tips.

Containing Costs of Chronic Health Conditions​

Chronic conditions are health conditions that require ongoing management over an extended period of time. They are the leading drivers of the nation’s $4.1 trillion in annual health care costs. Thus, they are significant sources of financial stress for employers and employees alike. 


According to the Partnership to Fight Chronic Disease, employer health care coverage for an employee with a chronic condition is, on average, five times higher than coverage for those without a chronic disease. The most common chronic conditions affecting the workforce today include cancer, diabetes, obesity and heart disease.


Fortunately, employers can help combat chronic conditions; this could, in turn, reduce your health care costs and yield a healthier workforce. Consider the following strategies:


·  Focus on prevention by making preventive care affordable through medical benefits and encouraging the use of such critical care.

·  Be accommodating and offer arrangements (e.g., alternative worksites and flexible work options) to help make chronic care management and treatment more accessible.

·  Make it personal by identifying programs that offer targeted messaging and support to keep employees informed, engaged and motivated to make healthy choices or changes.

·  Consider programs that address the common causes of chronic conditions (e.g., tobacco usage, unhealthy diet and a lack of physical activity).


One way you can manage and mitigate the costs associated with chronic conditions without adding to your budget, is by offering your employees the Forsite Health & Wellness Clinic. The Forsite Health & Wellness Clinic is a convenient and affordable healthcare option for Forsite Benefits & Wellness clients, their employees and families to access many of the same services you would receive from your primary care provider, at a fraction of the cost. Learn more >>


Ultimately, you’re uniquely positioned to influence and encourage employees to manage their conditions and develop healthy lifestyle habits. Following the COVID-19 pandemic, it’s critical to get regular health care back on track so your employees can better manage their conditions and improve outcomes.


If you feel your organization could benefit from our assistance in these areas, please email info@forsitebenefits.com.

Educate Your Employees on Smart Healthcare Consumerism with Forsite EXP >>

Forsite EXP is the ultimate employee experience & wellbeing platform. This customizable app helps employers reach employees on their smartphone with healthcare education as well as important company updates, and provides benefits support as they navigate unique healthcare needs.

   LEARN MORE ABOUT FORSITE EXP >>  

Notice of Benefit and Payment Parameters for 2023​

On April 28, 2022, the Department of Health and Human Services (HHS) filed its final Notice of Benefit and Payment Parameters for 2023. This final rule describes benefit and payment parameters under the Affordable Care Act (ACA) that apply for the 2023 benefit year.

Finalized standards in the rule include:


·  The individual mandate’s affordability exemption—The finalized 2023 required contribution percentage is 8.17%.

·  Standardized plan options in the Exchanges—Insurers in the federally facilitated Exchanges (FFEs) and state-based Exchanges using the federal platform (SBE-FPs) must offer certain standardized plan options beginning with the 2023 plan year.


HHS also separately announced the updated annual limitations on cost sharing for 2023 on Dec. 28, 2021. The finalized 2023 maximum annual limit on cost sharing is $9,100 for self-only coverage and $18,200 for other-than-self-only coverage.


HHS did not adopt standards for qualified health plans, states and Exchanges that prohibit discrimination based on sexual orientation and gender identity in benefit design and insurer marketing practices. Instead, HHS deferred finalizing these provisions to future rulemaking on ACA Section 1557.

A fact sheet on the rule is also available.

​​The Fee is $2.79 per Covered Life for Plan Years Ending on or After Oct. 1, 2021, and Before Oct. 1, 2022

The Affordable Care Act (ACA) requires health insurance issuers and self-insured plan sponsors to pay Patient-Centered Outcomes Research Institute fees (PCORI fees). Issuers and plan sponsors are generally required to pay the PCORI fees annually by July 31 of each year. However, the PCORI fee payment for plan years ending in 2021 is due Aug. 1, 2022, since July 31, 2022, is a Sunday.


The fees are reported and paid annually using IRS Form 720 (Quarterly Federal Excise Tax Return). In general, the PCORI fees are assessed, collected and enforced like taxes. The PCORI fee applies separately to "specified health insurance policies" and "applicable self-insured health plans," and is based on the average number of lives covered under the plan or policy.


Using Part II, Number 133 of Form 720, issuers and plan sponsors are required to report the average number of lives covered under the plan separately for specified health insurance policies and applicable self-insured health plans. That number is then multiplied by the applicable rate for that tax year ($2.66 for plan years ending on or after Oct. 1, 2020, and before Oct. 1, 2021, or $2.79 for plan years ending on or after Oct. 1, 2021, and before Oct. 1, 2022). The fees for specified health insurance policies and applicable self-insured health plans are then combined to equal the total tax owed.

The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

Copyright © 2020 HR 360, Inc. All rights reserved.

]]>Thu, 07 Jul 2022 09:14:54 -0500<![CDATA[June 2022 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/june-2022-hr-newsletter
HSA and HDHP Limits Increase for 2023
Attracting & Retaining Employees
ADA & the Use of Artificial Intelligence
Mental Health in the Workplace

HSA/HDHP Limits Increase for 2023​

Recently, the IRS released Revenue Procedure 2022-24 to provide the inflation-adjusted limits for health savings accounts (HSAs) and high deductible health plans (HDHPs) for 2023. The IRS is required to publish these limits by June 1 of each year. The limits include:

  • The maximum HSA contribution limit
  • The minimum deductible amount for HDHPs
  • The maximum out-of-pocket expense limit for HDHPs

These limits vary based on whether individuals have self-only or family coverage under an HDHP.


Eligible individuals with self-only HDHP coverage will be able to contribute $3,850 to their HSAs for 2023, up from $3,650 for 2022. Eligible individuals with family HDHP coverage will be able to contribute $7,750 to their HSAs for 2023, up from $7,300 for 2022. Individuals aged 55 or older may make an additional $1,000 “catch-up” contribution to their HSAs. The adjusted contribution limits for HSAs take effect as of Jan. 1, 2023.


The minimum deductible amount for HDHPs increases to $1,500 for self-only coverage and $3,000 for family coverage for 2023 (up from $1,400 for self-only coverage and $2,800 for family coverage for 2022). The HDHP maximum out-of-pocket expense limit increases to $7,500 for self-only coverage and $15,000 for family coverage for 2023 (up from $7,050 for self-only coverage and $14,100 for family coverage for 2022). The adjusted HDHP cost-sharing limits take effect for the plan year beginning on or after Jan. 1, 2023.

 

Action Steps

Employers that sponsor HDHPs should review their plan’s cost-sharing limits (minimum deductibles and maximum out-of-pocket expense limit) when preparing for the plan year beginning in 2023. Also, employers who allow employees to make pre-tax HSA contributions should update their plan communications for the increased contribution limits.


Attracting and Retaining Employees During the Great Reshuffle​

While employees continue to quit their jobs at high levels, it no longer appears that massive numbers of workers are leaving the workforce entirely. Economists have begun referring to the situation as the “Great Reshuffle” as total employment in the United States continues to trend up. Employees have been finding better jobs, with key decision factors generally revolving around compensation, benefits, career advancement and workplace flexibility.


Here are some common strategies employers can explore when it comes to attracting and retaining workers in today’s labor market.


Invest in career growth. Many workers desire professional development opportunities and are willing to leave their current jobs in search of career growth. Employers can simultaneously enhance their staffing levels and worker skill levels by offering these workers a chance to enrich their careers via upward mobility.


Offer flexibility. Surveys overwhelmingly indicate that many employees prefer to retain the flexible work options they’ve been afforded during the COVID-19 pandemic. Depending on what’s feasible, this could mean allowing employees to work from home, letting employees have flexible working hours or providing flexible time-off policies.


Provide mental health and well-being resources. Mental health and general well-being are now commonly discussed in employment conversations. Employers can help demonstrate how much they value their workers by expanding mental health and well-being resources.


There’s no one solution to today’s attraction and retention challenges. However, employers should consider what initiatives fit into their talent strategies.

Loop Your Communication and Resources Together with Forsite EXP >>

Forsite EXP is the ultimate employee experience & wellbeing platform. This customizable app helps employers reach employees on their smartphone with important company updates and healthcare education, and provides benefits support as they navigate unique healthcare needs.

   LEARN MORE ABOUT FORSITE EXP >>  


EEOC and DOJ Issue Guidance on the ADA and the Use of Artificial Intelligence, Algorithms and Software​

The U.S. Equal Employment Opportunity Commission (EEOC) and Department of Justice (DOJ) recently issued new guidance about how employers’ use of artificial intelligence (AI) and other software tools to make employment decisions may result in unlawful disability discrimination under the Americans with Disabilities Act (ADA).


The agencies warned that algorithmic decision-making tools—mainly when used to hire, monitor performance, determine pay or performance, or establish other terms and conditions of employment—may discriminate against people with disabilities.

“We are sounding an alarm regarding the dangers tied to blind reliance on AI and other technologies that we are seeing increasingly used by employers," said Kristen Clarke, DOJ assistant attorney general, during a press call.

 

EEOC Guidance

The EEOC’s guidance highlighted how employment software tools might violate the ADA, such as:

  • The employer does not provide a reasonable accommodation necessary for an individual to be rated fairly and accurately by software.
  • The software screens out an individual with a disability, even though the individual can do the job with a reasonable accommodation.
  • The software makes disability-related inquiries or includes medical examinations.

The EEOC also provided best practices to help employers avoid these violations.

 

DOJ Guidance

The DOJ’s guidance provides examples of the types of software tools employers use, clarifies that employers must consider various disabilities when designing or choosing their software and explains when an employer must provide a reasonable accommodation when using software tools.

 

Employer Takeaway

Several factors have led these agencies to address this topic. One is the ongoing unemployment challenge for workers with disabilities. The Bureau of Labor Statistics’ https://www.bls.gov/news.release/pdf/empsit.pdfApril data revealed a labor force participation rate of 23.1% for people with a disability, compared with 67.5% for those without.


Employers should review this guidance and assess their employment technology and processes to ensure they are not at risk for ADA violations.

​​In 2022 alone, America has seen 198 mass shootings, averaging 10 per week. Hardly a day goes by without news of a horrific act of violence. Additionally, the world has seen a dramatic increase in depression, anxiety, and stress in recent years. How can we take steps to protect our community? 


Forsite Benefits Presents The P.A.T.H. to Mental Health, a free in-person seminar addressing today's mental health challenges around us along with tips and training on how to create a safer work space for our employees and community. We will discuss:

  • Preparedness to face today's workplace challenges
  • Awareness of today's mental health dilemma
  • Training in how to handle matters of mental health
  • Human Resources perspective


KEY NOTE SPEAKER: Officer Jedd Bradley

Since 2014, Jedd has trained thousands of employees from all over the country on what to do in an active intruder situation.

Jedd Bradley has been in law enforcement for over 18 years, and is currently serving as an officer for the City of De Pere. We will close out our mental health seminar with active situational training from officer Bradley.


The seminar will take place Tuesday, June 28th | 8:00 a.m. - 10:00 a.m.

@ the Bemis Conference Center | 299 3rd St, De Pere, WI

The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

Copyright © 2020 HR 360, Inc. All rights reserved.

]]>Mon, 06 Jun 2022 11:56:39 -0500