Forsite Benefits - Blog #CoronavirusForsite Benefits - Blog #Coronavirushttps://www.forsitebenefits.com/blogs/tag/coronavirusSat, 20 Dec 2025 17:53:41 -0800http://zoho.com/sites/<![CDATA[December 2021: Stay Informed of the Latest HR News]]>https://www.forsitebenefits.com/blogs/post/december-2021-stay-informed-of-the-latest-hr-news
5th Circuit Court of Appeals Extends Stay of OSHA ETS
Final Forms for 2021 ACA Reporting Released: IMPORTANT DATES
3 Workplace Perks Part-time Workers Want Right Now
How to Conduct effective 1-on-1 Benefits Meetings With Your Employees

5th Circuit Court of Appeals Extends Stay of OSHA ETS​

On Nov. 12, 2021, the 5th Circuit Court of Appeals (the Court) extended the preliminary stay it ordered for the Occupational Safety and Health Administration (OSHA) vaccine and testing emergency temporary standard (ETS) on Nov. 6, 2021. The judicial stay will remain in effect until the ETS’ legality is ultimately decided in the judicial system.

The Court granted the petitioners’ original request for a stay because it found cause to believe there are grave statutory and constitutional issues with the ETS. Both OSHA and parties challenging the ETS in court submitted responses to this legal challenge on Nov. 8, 2021, and Nov. 9, 2021, respectively.


Extending the Stay
After initial review, the Court found that the petitioners’ challenges merit a stay until the validity of OSHA’s ETS is determined. The Court found:

  • A strong showing the petitioners are likely to succeed on the merits of their petition;
  • Petitioners would be irreparably injured if a stay pending review is not granted;
  • There is no substantial injury to OSHA by issuing the stay; and
  • Issuing the stay is in the best interest of the public.

Additional Legal Challenges
Challenges to the OSHA ETS have also been filed in other federal court of appeals circuits. All challenges to the ETS are due by Nov. 16, 2021, in all circuit courts. On Nov. 16, 2021, all lawsuits filed challenging the ETS were consolidated for review in the 6th Circuit Court of Appeals.

Impact on Employers
As a result of this stay, OSHA has suspended implementation and enforcement of the ETS pending future developments in the litigation. This situation is fluid and additional action by the courts is expected. Employers may wish to become familiar with the ETS requirements and should monitor related legal developments in the event future compliance is required.


Forsite Benefits recommends learning more about the Motion Connected Simple and Secure Covid-19 Test and Tracking Solution >>

Final Forms for 2021 ACA Reporting Released​

The Internal Revenue Service (IRS) released final 2021 forms for reporting under Internal Revenue Code (Code) Sections 6055 and 6056.

  • 2021 Forms 1094-B and 1095-B are the forms that will be used by providers of minimum essential coverage (MEC), including self-insured plan sponsors that are not applicable large employers (ALEs), to report under Section 6055.
  • 2021 Forms 1094-C and 1095-C are the forms that will be used by ALEs to report under Section 6056 and for combined Section 6055 and 6056 reporting by ALEs who sponsor self-insured plans.
No substantive changes were made to the forms for 2021 reporting. These forms are substantively identical to the final 2020 versions.

Final instructions have not been released yet. However, draft instructions (for Forms 1094-B and 1095-B as well as for Forms 1094-C and 1095-C) are available, which include updated penalty maximums for 2021. Keep in mind that certain other changes may be made once the instructions are finalized.

Important Dates
 Employers should note the upcoming deadlines for Affordable Care Act (ACA) reporting:

  • Individual statements for 2021 must be furnished by Jan. 31, 2022.
  • Paper IRS returns for 2021 must be filed by Feb. 28, 2022.
  • Electronic IRS returns for 2021 must be filed by March 31, 2022.

Action Steps
Employers should become familiar with these forms for reporting for the 2021 calendar year. Note that additional information may become available regarding these forms once final instructions are released.

3 Workplace Perks Part-time Workers Want Right Now​

In some cases, part-time employees don’t qualify for benefits packages. In others, they are only offered limited perks. Employers can consider offering benefits that speak directly to the unique needs of part-time workers. Here are three to think about:

1. Scheduling Power
Scheduling autonomy is a huge perk for part-time employees. These workers might not work full time for a variety of reasons, scheduling conflicts chief among them. Allowing part-time employees to choose when they work can be a huge attraction and retention tool.

2. Early Wage Access
This is when an employee receives money they earned a few days ahead of their normal pay date. This early access can lead to greater overall employee productivity and well-being, as it saves employees from seeking high-interest loans that can lead to further debt. Moreover, since the employees have already earned the money they’re gaining access to, there is little risk to employers.

3. Streamlined Communication Solutions
Employers can consider streamlining communication using a consistent technology platform, such as a company webpage or app. On such a platform, employers could post scheduling information and communicate directly with employees in one spot rather than using individuals’ personal emails.


One such platform is Forsite Benefits EXP >>


Summary
Part-time workers can be just as important to businesses as full-time employees. Offering workplace perks that speak to part-time employees’ unique needs can be critical for productivity, well-being and retention.

How to Conduct Effective 1-on-1 Benefits Meetings With Your Employees​​

Employee benefits programs are a big part of attracting and retaining top talent. You’ve likely worked hard to develop a competitive benefits package, but you may be undermining your hard work by not communicating effectively. 


Limitations of Group Benefits Meetings

  • Not every employee attends
  • Those who do may not participate fully
  • Employees may be uncomfortable asking personal questions in a crowd
  • The needs of each employee and his or her family are unique, and may not be addressed in a general presentation


Successfully education employees about benefits comes down to effective communication.

LEARN SOME TIPS FOR HOLDING 1-on-1 BENEFITS MEETINGS IN THIS VIDEO >>    


Keep Employees Educated, Engaged, & Healthy with Forsite EXP >>

Forsite EXP is the ultimate employee experience 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 >>                             

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, 03 Dec 2021 09:29:05 -0600<![CDATA[Covid-19 Vaccine and Testing Management]]>https://www.forsitebenefits.com/blogs/post/covid-19-vaccine-and-testing-management

On November 4, 2021, the Biden Administration announced details of two major vaccination policies. 

Here is the statement >>


In response to many employers' need for a quick solution regarding the January 4th deadline to comply with the new Covid-19 Vaccine or Testing Mandate, Forsite Benefits & Motion Connected have developed an affordable standalone, short-term commitment option for employers seeking such a solution.

This simple and secure management solution allows your organization to:


  • Actively communicate company updates and notices
  • Collect and manage Covid-19 test results
  • Easily view submission with real-time reports
  • Track vaccination and exempt status
Click to request more information

Our Technology is easy to Launch & Manage. Users simply download the Motion Connected app, use your company code to register, and fill in the required information to comply.


Forsite Benefits & Motion Connected are flexible, secure, and reliable partners who can adjust quickly to changing needs, while also supporting your employees' questions and concerns.

]]>Thu, 04 Nov 2021 15:25:54 -0500<![CDATA[November 2021: Stay Informed of the Latest HR News]]>https://www.forsitebenefits.com/blogs/post/november-2021-stay-informed-of-the-latest-hr-news
What the Biden Vaccine Mandate Means for Employers
Impact of HIPPA Privacy Rule on COVID-19 Vaccine Inquiries
Complex Health Benefits Can Hinder Employee Success
Prevent Sexual Harassment in the Workplace

What the Biden Vaccine Mandate Means for Employers​

Recently, the White House directed the Occupational Safety and Health Administration (OSHA) to draft an emergency temporary standard (ETS) for private employers. Soon, employers with 100 or more employees (likely measured companywide, not by location) will need to adapt their vaccine policies and enforce one of the following:

  • Require employees to get vaccinated against COVID-19
  • Require unvaccinated employees to produce evidence of a negative COVID-19 test each week
The rule will also reportedly require large employers to provide their workers with paid time off to get vaccinated and recover from any vaccination-related side effects (e.g., chills).

What Employers Can Do Now

Here are some actions employers can consider to prepare for the mandate:

  • Determine whether weekly negative testing will be allowed as an alternative to COVID-19 vaccination.
  • Consider how to handle accommodation requests for those seeking vaccination exemptions.
  • Plan out systems to adequately and confidentially track employee vaccination statuses, such as Motion Connected’s Vaccine Verifier >>
  • Plan for potential staffing shortages or scheduling changes to afford employees time to get vaccinated.
This list is non-exhaustive, as certain considerations will be unique to individual employers. Employers should stay tuned for specific details to be announced by OSHA shortly.

Impact of the HIPPA Privacy Rule on COVID-19 Vaccine Inquiries​

On Sept. 30, 2021, the Department of Health and Human Services (HHS) issued frequently asked questions (FAQs) on the application of the Health Insurance Privacy and Accountability Act (HIPAA) Privacy Rule on COVID-19 vaccination and the workplace.


Overview of the FAQ Guidance
The FAQs provide that the HIPAA Privacy Rule does not prohibit any person (an individual or an entity, such as a business)—including HIPAA-covered entities and business associates—from asking whether an individual has received a COVID-19 vaccine. Rather, the Privacy Rule regulates how and when a covered entity or its business associate may use or disclose protected health information (PHI), including information about an individual’s vaccination status.


In addition, the Privacy Rule does NOT:

  • Prevent any individual from disclosing whether he or she has been vaccinated against COVID-19 or any other disease. 
  • Apply to individuals’ disclosures about their own health information.
  • Prohibit an employer from requiring an employee to disclose whether they have received a COVID-19 vaccine to the employer, clients or other parties.
  • Apply to employment records. 
  • Regulate what information can be requested from employees as part of the terms and conditions of employment. However, documentation or other confirmation of vaccination must be kept confidential and stored separately from the employee’s personnel files under Title I of the Americans with Disabilities Act (ADA).

    In addition, other federal or state laws do address terms and conditions of employment. Similarly, other state or federal laws address whether individuals are required to disclose whether they have received a vaccine under certain circumstances.

Complex Health Benefits Can Hinder Employee Success​

Health care is rarely straightforward for the average consumer. Many individuals need help making sense of their options both during open enrollment and when receiving health services. In fact, 8 out of 10 people said they faced challenges when receiving care, according to a recent study from Quantum Health.

According to the study, the vast majority of consumers have reported facing hurdles in the past two years when receiving care. These challenges include issues understanding coverage levels, locating providers and navigating the insurance claims process. Issues like these were compounded for individuals with chronic conditions—90% of whom said they faced additional challenges, such as making sense of diagnoses or test results.


Employers spend a lot of time tailoring their health benefits to ensure they meet the needs of their employees. But, if only half of those employees can effectively use such benefits—let alone understand them—then employers may need to refocus their efforts. One of the best ways to help reduce employee confusion and maximize benefits value is through education.

Reach out to discuss a benefits communication plan and secure health literacy resources for your employees.

Keep Employees Educated, Engaged, & Healthy with Forsite EXP >>

Forsite EXP is the ultimate employee experience 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 >>                             

Preventing Sexual Harassment in the Workplace​

Despite decades of attention in the media and courts, sexual harassment remains a significant and costly problem in today's business environment. Learn how to prevent sexual harassment in your workplace by watching this video >>

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, 01 Nov 2021 11:57:05 -0500<![CDATA[October 21: Stay Informed of the Latest HR News]]>https://www.forsitebenefits.com/blogs/post/october-21-stay-informed-of-the-latest-hr-news
OSHA to Mandate Vaccine and Testing Temporary Standard for COVID-19
IRS Issues Employer Guidance for Reporting 2021 FFCRA Leave
Proposed Rule Would Expand Electronic Filing, Including ACA Reporting
Tune Up Your Communication Strategy For 2021

OSHA to Mandate Vaccine and Testing Temporary Standard for COVID-19​​

On Sept. 9, 2021, President Biden announced that the Occupational Safety and Health Administration (OSHA) is developing an emergency temporary standard (ETS). The new ETS will require private-sector employers with 100 or more employees to ensure their workforce is fully vaccinated or test negative for COVID-19 every week before coming to work.

This announcement follows the vaccination, masking and social distancing requirements issued by the president in July for the public sector—federal employees and on-site contractors.

There currently is no time frame as to when the new ETS will be released. The government estimates that the ETS will impact over 80 million private-sector workers.


Current OSHA ETS
OSHA currently has a COVID-19 ETS for the health care and health care support workers. This ETS covers hospitals, nursing homes and assisted living facilities; emergency responders; home health care workers; and employees in ambulatory care settings where suspected or confirmed COVID-19 patients are treated.

OSHA has also issued guidance to help employers and workers not covered by the health care ETS. This guidance is to help employers protect workers who are unvaccinated, otherwise at-risk, or fully vaccinated but in areas of substantial or high community transmission.

Next Steps
Employers should continue to protect at-risk, unvaccinated and fully vaccinated workers. Employers should also monitor OSHA communication channels to become familiar with the expected private sector ETS once it is published.

IRS Issues Employer Guidance for Reporting 2021 FFCRA Leave​​

IRS Notice 2021-53, issued Sept. 7, 2021, provides guidance for employers on how to report sick and family leave wages for employee leave taken in 2021 under the Families First Coronavirus Relief Act (FFCRA), as amended by the COVID-related Tax Relief Act of 2020 and the American Rescue Plan Act of 2021. In July 2020, the IRS issued Notice 2020-54 about reporting for FFCRA leave taken in 2020.

Reporting Requirement
Employers are required to report qualified 2021 FFCRA leave wages to employees on either a 2021 Form W-2, Box 14, or in a separate statement provided with the Form W-2. The requirement applies only to employers who claim tax credits for the leave wages under the relevant legislation.


According to the notice, there are separate reporting requirements for leave provided from Jan. 1, 2021, to March 31, 2021, and for leave provided from April 1, 2021, to Sept. 30, 2021. The notice gives additional specific reporting instructions for leave wages that must be entered on Box 1, 3 or 5 of Form W-2. The guidance also includes model language employers may provide as part of the Form W-2, Box 14 “Instructions for Employee,” or in a separate statement.

Paid Sick and Family Leave Under FFCRA
The FFCRA, passed in March 2020, required employers with fewer than 500 employees to provide paid sick and family leave for specific COVID-19-related reasons and included employer tax credits to cover leave costs. The leave requirement expired in December 2020. However, the Tax Relief Act of 2020 and the American Rescue Plan Act extended the tax credits for employers who chose to continue to provide FFCRA leave, first through March 31, 2021, and then through Sept. 30, 2021.

Requirement Applies to Employers that Offer Prescription Drug Coverage
Employers who sponsor group health plans that offer prescription drug coverage to Medicare-eligible individuals must provide a Medicare part D Creditable or Non-Creditable Coverage Notice to those individuals before October 15.

These notices inform Medicare-eligible individuals whether the plan's prescription drug coverage is expected to pay, on average, as much as the standard Medicare prescription drug coverage (meaning it is "creditable").
For more information on this notice requirement, including links to downloadable model notices, click here >>

Proposed Rule Would Expand Electronic Filing​​​​

On July 23, 2021, the IRS published a proposed rule that would expand the requirement to file certain information returns electronically, including those under the Affordable Care Act’s (ACA) reporting requirements in Internal Revenue Code Section 6055 and Section 6056.

  • For Form 1094 series, Forms 1095-B and 1095-C, Form 1099 series and Form 5498 series, electronic filing would be required for entities that file 100 or more returns for due dates in 2022, and 10 or more returns after that. The proposal would also require aggregation of most information returns when calculating these thresholds.
  • Entities that file at least 10 returns of any type would be required to electronically file Form 5330 for tax years ending on or after the date final rules are published, and Form 8955-SSA for plan years beginning on or after Jan. 1, 2022.
  • For entities required to file Form 5500, the proposed rule would require entities that file at least 10 returns of any type to file Form 5500 electronically for plan years beginning after Dec. 31, 2021.

This proposal would effectively eliminate paper filings for most employers. However, the proposed rule has not been finalized and is not effective at this time.

Tune Up Your Communication Strategy For 2022​​

Effective managers must be strong communicators to inspire and lead their teams. Unfortunately, the demands of the day-to-day workplace ensure communication gets put on the back burner which can be detrimental to employee engagement, company culture, and the retention of your workforce. 


Consider this: You are always communicating with your employees through the organization’s work environment, corporate culture, and the relationship built with employees.

Employees should be;

1.      Consistently engaged in company culture

2.      Provided resources to perform their job efficiently but also take care of themselves

3.      Communicated with on a regular basis using an effective, convenient platform.


Get a Communication Tune Up! >>

The 5th Annual Forsite Move Challenge

The 5th annual Forsite Move Challenge was completed on September 30th and the results are in! 

  • 1st place: Team WBAY | 17,576 daily step average 
  • 2nd place: Team Zepnick Solutions | 16,735 daily step average 
  • 3rd place: Team Optima Machinery 14,823 daily step average 

48 Wisconsin teams stepped with us for CP, raising $10,650. $1,050 of those dollars were earned by the 21 teams that achieved above 10,000 daily steps. We continue to be humbled and grateful for our community, and the ability to come together and give back.

Keep Employees Connected, Engaged, & Healthy with Forsite EXP >>

Forsite EXP is the ultimate employee experience 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 >>                             

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, 05 Oct 2021 16:37:50 -0500<![CDATA[Webinar: The American Rescue Plan Act (ARPA) COBRA, FSA and Other Adjustments]]>https://www.forsitebenefits.com/blogs/post/webinar-the-american-rescue-plan-act-arpa-cobra-fsa-and-other-adjustments

The following webinar was recorded Tuesday, April 20th, 2021. Sue Sieger, Senior Compliance Consultant with Employee Benefits Corporation joins Forsite benefits to answer how the American Rescue Plan Act or ARPA, will impact important areas of healthcare.


AUDIENCE: Wisconsin Employers, HR Professionals, and leadership Teams


CONTENT: In this webinar, Sue covers COBRA subsidies and changes, FSA adjustments and additional questions brought by listeners including;

1. Who is eligible for the subsidy?

2. Which plans are eligible for the subsidy?

3. How do you recoup the subsidy from the federal government?


About Sue Sieger: Sue has over 25 years of experience in the employee benefits industry and is a frequent speaker on employee benefits. As Senior Compliance Consultant at Employee Benefits Corporation, she has worked with hundreds of employers and has become a leading specialist in Section 125 and Section 105 Plan design and administration.


]]>Tue, 20 Apr 2021 16:00:17 -0500<![CDATA[April 2021: Stay Informed of the Latest HR News]]>https://www.forsitebenefits.com/blogs/post/april-2021-stay-informed-of-the-latest-hr-news

Temporary COVID-19 Relief for Section 125 Plans

On Feb. 18, 2021, the IRS released Notice 2021-15 to clarify special rules for Section 125 plans, health flexible spending arrangements (FSAs) and dependent care assistance programs (DCAPs).


Special Rules for Health FSAs and DCAPs

The Notice is intended to clarify the application of special rules for health FSAs and DCAPs under the Consolidated Appropriations Act, 2021 (CAA). The CAA provides flexibility for carryovers of unused amounts, extends the time period for incurring claims, allows post-termination reimbursements from health FSAs and provides special rules for dependents who “age out” of DCAP coverage during the COVID-19 public health emergency. The Notice provides details and examples regarding these rules.


Section 125 Mid-year Election Changes

The Notice’s relief for mid-year Section 125 plan elections for plan years ending in 2021 is similar to prior guidance for 2020. Section 125 plans may allow employees to make or revoke election changes in certain circumstances.

The Notice clarifies that employers can decide how long to allow mid-year election changes with no change in status during the plan year and can limit the number of election changes during the plan year that are not associated with a change in status.


Over-the-Counter Drugs

The Notice also provides relief with respect to plan amendments expanding reimbursable expenses for health FSAs and HRAs to include over-the-counter drugs and menstrual care products. Amendments to these plans must normally be made on a prospective basis, but these amendments may allow these reimbursements beginning on or after Jan. 1, 2020.

COBRA Subsidy Provisions of the American Rescue Plan Act

The American Rescue Plan Act (ARPA), signed into law March 11, 2021, provides a 100% subsidy of premiums for employer-sponsored group health insurance continued under the Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) and similar state continuation of coverage (mini-COBRA) programs. 

ARPA subsidies cover the full cost of COBRA or mini-COBRA premiums from April 1, 2021, through Sept. 30, 2021, for employees (and their qualifying family members), if the employee lost or loses group health insurance due to an involuntary job loss or reduction in work hours. The subsidy applies to people who are still within their original COBRA or mini-COBRA coverage period, for the length of that coverage period, even if they declined or dropped COBRA or mini-COBRA coverage earlier. 

The subsidy does not apply to:

  • Individuals whose job loss was voluntary or the result of gross misconduct; or
  • Individuals who are eligible for another group health plan or Medicare. 

The subsidies are funded through a payroll tax credit. Employers are required to provide new notices about the subsidy to employees. The U.S. Department of Labor (DOL) will issue model notices for this purpose.

Employers should familiarize themselves with the provisions of the ARPA and watch for agency guidance on its implementation.

Overview

COBRA requires group health plans to allow covered employees and their dependents to continue their group health plan coverage when it would be lost due to specific events, such as a termination of employment or reduction in working hours. Individuals are usually allowed to continue their COBRA coverage for 18 months, although some similar state mini-COBRA laws mandate a longer coverage period.


Under COBRA, group health plans may require those covered to pay 102% of the premium for their continuing health insurance, leading many eligible individuals to decline coverage. The ARPA subsidy covers the full cost of COBRA or mini-COBRA premiums from April 1 - Sept. 30, 2021, for "assistance-eligible individuals." 

Covered Plans

The COBRA subsidy in the ARPA applies to group health plans subject to federal COBRA or to a state mini-COBRA program. Plans subject to federal COBRA are plans maintained by employers with 20 or more employees on more than 50% of the business days in the previous calendar year. Small-employer plans, small governmental plans and church plans are not subject to federal COBRA, but may be subject to a state mini-COBRA law and therefore be covered by the ARPA's COBRA subsidy provisions. 


Health flexible spending arrangements under Section 125 cafeteria plans are not covered by the ARPA COBRA subsidy. 

Eligible Individuals

Individuals are eligible for the COBRA subsidy if they:

  • Are a qualified beneficiary of the group health plan; and
  • Are eligible for COBRA or mini-COBRA continuation coverage because of the covered employee's involuntary termination (unrelated to gross misconduct) or reduction in hours of employment. 

The subsidy is not available for people who voluntarily left their job. It is also unavailable for people who are eligible for Medicare or another group health plan, not including: 

  • A plan covering only excepted benefits;
  • A qualified small employer health reimbursement arrangement; or
  • A flexible spending arrangement. 


Furthermore, individuals receiving a COBRA subsidy who become eligible for a group health plan or Medicare must inform the health plan for which they are receiving the subsidy of that fact, or face a penalty. The premium subsidy is not counted as gross income. 

Extended Election Period

The ARPA allows individuals to elect subsidized COBRA if they:

Become eligible for COBRA or mini-COBRA due to involuntary job termination (not caused by gross misconduct) or reduction in hours between April 1 and Sept. 30, 2021;

  • Previously declined COBRA or mini-COBRA after becoming eligible due to involuntary job termination (not caused by gross misconduct) or reduction in hours, but would still be within their COBRA or mini-COBRA coverage period had they elected the coverage at that point; or
  • Previously elected COBRA or mini-COBRA but discontinued the coverage before April 1, 2021.
  • The election period for subsidized COBRA under ARPA begins on April 1, 2021, and runs until 60 days after the date individuals receive notice from the health plan of the availability of the COBRA subsidy.

Duration of Coverage

COBRA and mini-COBRA coverage under the ARPA election extension starts with the first period of coverage beginning on or after April 1, 2021, and continues through the end of the individual's COBRA or mini-COBRA coverage period. The individual's COBRA or mini-COBRA coverage period is the period that would have applied had the individual elected the continuation coverage when first eligible following the initial qualifying event. For individuals who previously elected COBRA or mini-COBRA, discontinued it, and are now using the ARPA extended election period to obtain COBRA, the COBRA coverage period is calculated as if they had not dropped the coverage. 

Switching Coverage

The ARPA contains a provision that-at the employer's option-allows individuals eligible for the COBRA subsidy and enrolled in the employer's group health plan to change to different health coverage also offered by the employer. The new coverage cannot have a higher premium than the individual's previous coverage, and it must be offered to similarly situated active employees. The option does not apply to plans that provide only excepted benefits, to qualified small employer health reimbursement arrangements or to health flexible spending arrangements.


The change must be elected within 90 days of the employee receiving notice of the option. 

Notice Requirements

The ARPA imposes new COBRA notice requirements on health plans.


General Notice

Plan administrators must provide notification of COBRA benefits under ARPA. The notice must be written in clear and understandable language, and it must inform recipients of the availability of ARPA premium assistance and the option under the ARPA to enroll in different coverage (if the employer permits the option).


The notice must be provided to individuals who become eligible for COBRA or mini-COBRA during the period of April 1 - Sept. 30, 2021. In addition, it must be provided by May 31, 2021, to people who have already elected COBRA coverage, and to people subject to the ARPA election extension-that is, people eligible for the subsidy who declined or discontinued COBRA or mini-COBRA before April 1, 2021.


The notification may be included in an amendment to a plan's existing notices or be given in a separate notice, but it must contain the following information: 

    1. The forms necessary for establishing eligibility for premium assistance
    2. The name, address and telephone number necessary to contact the plan administrator and any other person maintaining relevant information in connection with premium assistance
    3. A description of the extended election period under the ARPA
    4. A description of the obligation of qualified beneficiaries to notify the plan if they become eligible for another group health plan or Medicare, and the penalty for failure to do so
    5. A prominently displayed description of the right to a subsidized premium and any conditions on entitlement to the subsidized premium
    6. A description of the option of the right to enroll in different coverage (if the employer permits this option)


The DOL is charged with issuing a model general notice by April 10, 2021, for plans to use to meet the general notice requirement.

Notice of Expiration of Subsidy

Plans must also provide individuals eligible for the ARPA subsidy with notice of its expiration. The notice must be written in clear and understandable language, and inform recipients that: 

  • The premium assistance will expire soon, prominently identifying the expiration date; and
  • The individual may be eligible for coverage without premium assistance through COBRA continuation or a group health plan.


Plans are not required to issue an expiration notice to individuals whose subsidy is expiring because they became eligible for other group health plan coverage or Medicare.


The notice must be provided during the 45 - 15-day period before the individual's subsidy expires. The DOL must issue model expiration notices by April 25, 2021.

Tax Credit

The ARPA COBRA subsidy is funded through a tax credit to employers whose plans are subject to federal COBRA or are self-insured, to the plan for multiemployer plans, and to the insurer for other plans. The credit is taken against payroll taxes. It can be advanced (according to forms and instructions to be provided by federal agencies) and is fully refundable. The credits will be provided each quarter in an amount equal to the premiums not paid by assistance-eligible individuals.

Top 10 Workplace Discrimination Claims

In the 2020 fiscal year, the Equal Employment Opportunity Commission (EEOC) resolved more than 70,804 charges of workplace discrimination. Discrimination lawsuits can be very time-consuming and expensive for employers, and can result in a loss of employee morale or reputation within the community.

Top Causes of Discrimination

According to the EEOC, the following are the top 10 reasons for workplace discrimination claims in fiscal year 2020:

These percentages add up to more than 100% because some lawsuits were filed alleging multiple reasons for discrimination.

Steps for Employers to Protect Themselves From Discrimination Claims

Employers should consider the following steps to protect themselves from retaliation and other discrimination claims:

    • Audit their practices to uncover any problematic situations.
    • Create a clear anti-retaliation policy that includes specific examples of what management can and cannot do when disciplining or terminating employees.
    • Provide training to management and employees on anti-retaliation and other discrimination policies.
    • Implement a user-friendly internal complaint procedure for employees.
    • Uphold a standard of workplace civility, which can reduce retaliatory behaviors.
    • For more information and for tips on how to protect your business, reach out today.
    • Benefits Education for Young Employees

Employee benefits aren’t always simple. In fact, for many young employees, they’re downright confusing. Look at basic health insurance term knowledge, for example. Only 7% of individuals can define terms like premium, deductible and coinsurance, according to UnitedHealthcare. Here are five ways you can start informing young employees about their benefits right away:


1. Start with benefits 101— Start educating with benefits 101 initiatives, assuming employees have no base knowledge. Resources in this area cover insurance basics, such as common terms, group health coverage ins and outs, and enrollment period restrictions.

2. Explain what’s in it for them— At the core of any transactional conversation is the question of “What’s in it for me?” Employees, especially younger ones, will undoubtedly want to understand why it’s worth it to learn insurance basics.


3. Vary the messaging— Use several formats to help reinforce benefits literacy among employees and capture more attention. Examples include email announcements, PowerPoints, videos, mail-home flyers, posters and comprehensive packets.


4. Don’t stop educating— Benefits literacy isn’t something achieved overnight. Rather, it should begin immediately and continue year-round.


5. Be there for questions— Have a dedicated person on the HR team help answer benefits-related questions. This individual should be available to respond to emails as well as attend in-person or virtual meetings.


You have a responsibility to educate your employees about their benefits. Young employees can’t be expected to understand their benefits nor make wise health care choices if they don’t understand benefits basics. Reach out for sample employee education materials.

How to Conduct a Job Interview

The most important tasks in conducting a job interview are preparing questions and evaluating candidate answers. However, there are other key items you can attend to that will ensure a successful job interview. Learn the action steps you need to know by watching the video below.


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, 01 Apr 2021 11:55:58 -0500<![CDATA[Webinar: The COVID 19 Vaccine and the Workplace: Legal and Medical Insight]]>https://www.forsitebenefits.com/blogs/post/webinar-the-covid-19-vaccine-and-the-workplace-legal-and-medical-insight

The following webinar, recorded on Thursday, March 11, 2021, combines the expertise of a labor and employment legal professional and a medical professional to answer employers' most pressing questions regarding the COVID-19 vaccine, compliance, and creating a safe workplace. 


AUDIENCE: Wisconsin Employers and Leadership teams.


CONTENT: President and CEO of Prevea, Dr. Ashok Rai, and Davis & Kuelthau Labor and Employment Attorney Anthony Steffek joined Forsite Benefits to discuss the current state of the COVID-19 vaccine regarding legal and medical insight in the workplace as well as what to expect moving forward. 


Some of the questions answered during this webinar include:

  • What is the current state of vaccine administration?
  • As employees continue to return to the workplace, what safety practices should employers be taking?
  • Can employers request administration of the vaccine at their worksite? 
  • Can employers require the COVID-19 vaccine for employment?
]]>Tue, 16 Mar 2021 14:03:09 -0500<![CDATA[Webinar: Elevating the Employee Experience]]>https://www.forsitebenefits.com/blogs/post/webinar-elevating-the-employee-experience



The following webinar session was hosted by the Fox Cities Chamber of Commerce featuring speakers from workplace wellness experts Motion Connected and Forsite Benefits.


AUDIENCE: HR professionals, Management, Operations, and others in positions of leadership. 


CONTENT:  If 2020 taught us anything, it is that the workplace is changing. How can organizations adapt to these changing needs, build a more employee-friendly workplace, and achieve long-term business success?  In this session, we discuss ways to increase engagement, boost retention, and create a positive employee experience. 


  • Learn best-practice communication methods to reach a diverse workforce.
  • Discover engagement strategies to attract and retain employees.
  • Better understand the role of well-being in the time of COVID; is worksite wellness a solution?

Speakers:


Sarah Troup, Director of Wellness Strategy | MotionConnected
Sarah Troup has over 10 years of experience helping employers, healthcare systems, and brokers implement engaging wellness programs that drive positive health outcomes.

 


Amanda Rudd, Senior Wellness Strategist | MotionConnected
Amanda's passion is to help individuals make positive lifestyle changes affecting body, mind, and spirit.  By implementing evidence-based strategies and programs, she brings customization to a population's needs.



Will Robinson, Director of Business Development, Forsite Connected Team | wrobinson@forsitebenefits.com

Will plays the role of connector and strategic resource for area organizations by identifying their most urgent challenges and aligning them with the right solutions, talent and strategic partners to move their business forward.


]]>Tue, 16 Feb 2021 09:57:16 -0600<![CDATA[A Legal Perspective on the FFCRA]]>https://www.forsitebenefits.com/blogs/post/a-legal-perspective-on-the-ffcra


A Legal Perspective on Families First Coronavirus Response Act (FFCRA)


AUDIENCE: HR professionals, business owners, and other members of leadership.


CONTENT: This webinar addresses frequently asked questions and other potential pitfalls one could face in complying with the new, complex FFCRA. Whether you're a seasoned HR professional or a small business owner, the Families First Coronavirus Response Act has brought questions and uncertainty for businesses with less than 500 employees, including those with less than 50.


GUEST PRESENTER: Tony Steffek, Labor and Employment Attorney with Davis & Kuelthau, s.c.


]]>Sat, 09 Jan 2021 08:49:11 -0600<![CDATA[New Business Acquisition in a COVID-19 Economy]]>https://www.forsitebenefits.com/blogs/post/the-customer-handshake-is-gone



The Customer Handshake is Gone


AUDIENCE: This webinar is intended for CFOs, business owners, those in leadership roles, and anyone with an interest in new business acquisition & driving revenue.


CONTENT: We are facing change. New business acquisition is always tough. Sales, and, ultimately, your company's revenue, need to be rethought. As we adjust to our new normal, have you considered how your top-line growth will be impacted?

    • Tradeshows for lead generation are dead for the foreseeable future.
    • Salespeople are working from home instead of getting in front of customers.
    • Customer acquisition must be driven remotely.
    • The customer handshake is gone.

Guest Presenter Russ Salzer is an accomplished business leader with over 25 years of demonstrated expertise. His background includes building marketing, sales, and operational teams, and revitalizing infrastructure.

Resources:

Scary Times Success Manual: How to Be a Leader When Times Get Touch by Dan Sullivan


]]>Sat, 09 Jan 2021 08:44:36 -0600