Forsite Benefits - Blog #employee benefitsForsite Benefits - Blog #employee benefitshttps://www.forsitebenefits.com/blogs/tag/employee-benefitsThu, 11 Jun 2026 16:50:12 -0700http://zoho.com/sites/<![CDATA[Closing the Gap Between Employee Benefits and Employee Engagement]]>https://www.forsitebenefits.com/blogs/post/closing-the-gap

Employee Benefits: Closing the Gap Between What You Offer and What Works


                With more than 17 years of experience in employee engagement and wellbeing strategy, Sarah Troup, Director of Engagement Strategy at Motion Connected, has worked with hundreds of organizations to better understand what drives employee participation and long-term program success.               


In our latest webinar, Sarah explores the gap between offering employee benefits and creating meaningful engagement, sharing practical insights on leadership, communication, incentives, and program structure. Watch the full webinar to learn how organizations can turn benefits into real employee impact.

Full Webinar

Why Great Benefits Don’t Always Drive Engagement


Employee benefits programs are everywhere today. Employers continue to invest in wellness initiatives, telehealth services, employee assistance programs, healthcare advocacy tools, and wellbeing platforms with the hope of improving employee health, increasing retention, and reducing long-term healthcare costs. Yet despite these growing investments, many organizations still struggle with the same frustrating reality: employees are not fully engaging with the resources available to them.


The issue is rarely that organizations lack benefits. More often, the challenge lies in the gap between offering a program and creating meaningful employee participation. Many companies assume that once a benefit is launched, employees will naturally understand it, trust it, and begin using it. But access alone does not create outcomes. Employees need more than a list of available resources during open enrollment. They need ongoing visibility, education, and encouragement that help them understand why these programs matter and how they fit into their everyday lives.


The “Missing Middle” of Employee Engagement


Many organizations encounter what could be called the “missing middle” of employee engagement. It is the implementation layer that exists between offering a benefit and seeing measurable results. It includes everything surrounding the program itself: leadership involvement, communication strategy, employee motivation, and the overall structure of the program.


Even organizations with nearly identical benefits can experience drastically different levels of engagement depending on how these factors come together.


Leadership Support Creates Legitimacy


One of the biggest influences on employee participation is leadership support. Employees pay attention to what leadership values, participates in, and reinforces. When managers and executives actively engage in wellness challenges, promote available resources, and openly discuss the importance of wellbeing, programs begin to feel legitimate rather than optional.


Employees are far more likely to trust and participate in initiatives that are visibly supported throughout the organization. Leadership involvement helps shift programs from being viewed as another HR requirement to becoming part of the company culture itself.


Communication Keeps Programs Alive


Communication is another area where strong programs either succeed or quietly lose momentum. Many organizations launch a new benefit with a single announcement email or enrollment presentation and assume employees will remember it throughout the year.


In reality, employees are busy, distracted, and constantly processing information. If they rarely see a program, they are unlikely to engage with it. Consistent communication keeps resources visible and familiar, which helps build trust over time.


The most effective organizations understand that communication must become part of the overall strategy, not just a launch task. Strong communication strategies often include:

  • Ongoing newsletters and reminders
  • Seasonal wellness campaigns
  • Resource hubs employees can revisit anytime

Repeated exposure helps employees feel more comfortable navigating their benefits when they actually need them. Familiarity reduces friction, and reducing friction is often one of the most important steps toward increasing participation.


Incentives Matter, But They Aren’t Everything


Incentives can absolutely help create initial curiosity and momentum, but larger rewards do not automatically guarantee stronger participation. Employees still need programs that feel accessible, relevant, and worthwhile.


In many cases, recognition and positive reinforcement can be just as impactful as financial rewards. Employees want to feel that their time and effort matter, and organizations that celebrate participation often create stronger long-term engagement than those relying solely on large incentive budgets.


Programs that successfully motivate employees often focus on:

  • Recognition and encouragement
  • Achievable participation goals
  • Creating a sense of connection and momentum

When motivation is paired with strong leadership and communication, engagement becomes much more sustainable over time.


Why Program Structure Matters


Program structure may be one of the most overlooked elements of all. Some programs become too restrictive and feel like a checklist that employees are forced to complete. Others try to offer so many options that employees become overwhelmed and disengage entirely.


The strongest programs strike a balance between flexibility and simplicity. Employees want enough choice to feel autonomy, but not so many options that participation becomes confusing.


Successful engagement strategies often include:

  • Clear and simple ways to get started
  • Opportunities for year-round participation
  • Programs that feel personalized to employee lifestyles


Step challenges are one example of how organizations can keep employees connected throughout the year. Beyond promoting physical activity, they encourage repeated interaction with the platform itself. Employees log in regularly, track progress, interact with coworkers, and naturally become more aware of additional resources and educational tools available within the program.


Engagement Ultimately Comes Down to Trust


At its core, employee engagement comes down to trust. Employees naturally question whether a program is worth their time, whether it will actually help them, and whether their organization genuinely values their wellbeing. Strong leadership creates legitimacy. Consistent communication creates clarity. Incentives create value. Thoughtful program structure creates confidence. Together, these factors help employees feel supported rather than overwhelmed.


Organizations that focus only on adding more benefits often miss the larger opportunity. Real success does not come from simply offering programs. It comes from helping employees understand, trust, and consistently engage with them. When organizations close the gap between benefits and participation, they create healthier employees, a stronger workplace culture, and better long-term outcomes for everyone involved.

]]>Fri, 29 May 2026 11:53:59 -0500<![CDATA[Disputing Medical Claims: Know Your Rights]]>https://www.forsitebenefits.com/blogs/post/disputing-medical-claims-know-your-rights1

Receiving a medical claim denial can feel overwhelming, especially when you were expecting your insurance to cover the service. The good news? Denials can sometimes be corrected or overturned with the right steps. Understanding how to dispute a medical claim can help you avoid unnecessary out-of-pocket expenses and ensure your benefits are applied correctly.

What Does It Mean to Dispute a Medical Claim?

Disputing a medical claim (also called filing an appeal) is the process of asking your insurance company to review and reconsider a decision they’ve made about a claim. This typically happens when a service is denied, applied incorrectly to your deductible, or paid at a lower level than expected.

Before starting an appeal, review your Explanation of Benefits (EOB). This document explains how the claim was processed and provides a reason for the denial or reduced payment. Sometimes the issue is as simple as missing information or a coding error.

Common Reasons Claims Are Denied

  • Services were deemed not medically necessary
  • Prior authorization was not obtained
  • The provider was out-of-network
  • Incorrect billing codes were submitted
  • Coverage had lapsed at the time of service

Understanding the reason is the first step in deciding how to move forward. Once you’ve determined the denial reasoning, the next step is to dispute (appeal) the decision. 

How to Dispute a Medical Claim

1. Contact Your Insurance Carrier

Call the member services number on your insurance ID card or the contact information listed on the denial notification. Ask for clarification on the denial and confirm what documentation may be required to appeal.

2. Speak with Your Provider’s Office

Sometimes the provider can resubmit the claim with corrected coding or additional information. Many billing offices are experienced in handling these situations. 

3. Gather Supporting Documentation

This may include medical records, a letter of medical necessity from your doctor, or prior authorization approvals.

4. Submit a Formal Appeal

Follow your insurer’s appeal process exactly as outlined in your plan documents. Be mindful of deadlines - appeals often must be filed within a specific timeframe.

5. Follow Up

Keep copies of everything you submit and document phone calls, including dates and representative names. If you don’t receive a response within the stated review period, call to check on the status.

If your internal appeal is denied, you may have the right to request an external review by an independent third party. 

While the process can take time, claim disputes can be successfully resolved when members advocate for themselves + provide thorough documentation.

Forsite member? We're here for you.

If you're a Forsite client, remember, we are always here to support you in the claims process. You can have your employees reach out directly to our advocacy team using the button below

Contact our Advocacy Team
]]>Wed, 06 May 2026 10:15:50 -0500<![CDATA[March 2022 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/march-2022-hr-newsletter
Understanding the Value of a Learning Culture
Benefits Offerings to Avoid the Great Resignation
FAQs on No Surprises Act Dispute Resolution
8 Ways to Bring Empathy to the Workplace

Understanding the Value of a Learning Culture​

As employers evaluate how to combat today’s attraction and retention challenges, learning and development (L&D) efforts are a great way for organizations to find and keep employees. Research found that the majority of employees would stay at an organization longer if they felt the employer was invested in their careers.

                                

An authentic learning culture supports a growth mindset, an independent pursuit of knowledge and open sharing of that knowledge with others. This type of culture supports employees’ desires to continually learn and build their careers. And in addition to being a powerful recruitment and retention tool for organizations, a learning culture has the potential to impact workplaces by closing skill gaps, increasing innovation and boosting productivity.

                                

Creating a Culture of Learning

Developing a learning and positive company culture takes time and dedication. Consider the following ways employers can build or reinforce a workplace culture of learning:

  • Personalize learning plans to help guide employees on their learning journeys to make learning efforts relevant, and design these plans to support employees’ long-term career goals.
  • Appreciate the value of learning regularly by focusing on how employees apply their newfound knowledge versus simply what was accomplished.
  • Conduct assessments and behavioral interviews to gauge if candidates are lifelong learners and likely to contribute to a learning culture. 
  • Personalize learning plans to help guide employees on their learning journeys to make learning efforts relevant, and design these plans to support employees’ long-term career goals.
  • Appreciate the value of learning regularly by focusing on how employees apply their newfound knowledge versus simply what was accomplished.
  • Conduct assessments and behavioral interviews to gauge if candidates are lifelong learners and likely to contribute to a learning culture. 


A culture of learning requires ongoing attention and effort from organizational leaders and managers, but can be an investment in employees—and the organization.

Benefits Offerings to Avoid the Great Resignation​

Employees are walking away from their employers in record numbers; some are calling it the “Great Resignation.” A Prudential survey conducted toward the end of 2021 found that 46% of workers were actively seeking or considering finding a new job, and labor statistics backed those findings. According to the U.S. Labor Department, approximately 4.5 million workers quit their jobs in November 2021, setting a new record.

                                

This might appear like welcome news for employers looking to hire—greater unemployment means more potential job candidates. However, confoundingly, there were still around 1.5 available jobs for each unemployed person near the end of 2021, according to USA Today. And, for the last six months of the year, job openings posted by employers topped 10 million, according to the U.S. Labor Department.

                                

This information helps illustrate the key problem employers face right now: Workers are willing to quit jobs—and turn down open positions—that don’t satisfy their needs. Expanding employee benefits offerings is one of the best ways employers can show they provide workers with more than just a paycheck. The following are some of the most attractive perks employers are using to strengthen their attraction and retention efforts:

  • Affordable health plan options
  • Retirement benefits
  • Flexible working conditions
  • Personalized well-being resources


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 >>        

Agencies Issue FAQs on No Surprises Act Dispute Resolution​

The Departments of Labor (DOL), Health and Human Services (HHS) and the Treasury (Departments) issued FAQs to provide more guidance on the Federal Independent Dispute Resolution (IDR) Process under the No Surprises Act (NSA), enacted as part of the Consolidated Appropriations Act, 2021 (CAA).

                                                                                                                                                                                                                                                                

These FAQs address:

  • IDR entity qualifications and the application process;
  • Fees; and
  • The Federal IDR Process

                                                                                                                                                                                                                                                                

The NSA prohibits “surprise billing,” or instances in which an individual receives an unexpected bill after obtaining items and services from an out-of-network provider or facility, when the individual did not have the opportunity to select a facility or provider covered by their health insurance network (such as during a medical emergency). The NSA provides for a Federal IDR Process to resolve payment disputes after unsuccessful negotiation, where a certified IDR entity will review the specifics of the case and services received and determine the final payment amount.

                                                                                                                                                                                                                                                                

The Departments previously issued guidance on the Federal IDR Process in the form of a Process Guide. This guide provides information for certified IDR entities on various aspects of the Federal IDR Process. It includes information on how the parties to a payment dispute may initiate the Federal IDR Process, as well as the requirements of the Federal IDR Process, including the requirements that certified IDR entities must follow in making a payment determination.

8 Ways to Bring Empathy to the Workplace​

The more meaningful resources an employer offers, the more the employee is likely – AND ABLE – to stay. 


Understanding and introducing empathy into your workforce can have a great return. Read 8 Ways to Bring Empathy to the Workplace >>, focus on one and measure its impact on your organization and your people. 

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, 03 Mar 2022 09:34:46 -0600<![CDATA[February 2022 HR Newsletter]]>https://www.forsitebenefits.com/blogs/post/february-2022-hr-newsletter
OSHA Withdraws COVID-19 ETS
3 Hybrid Work Model Mistakes to Avoid
3 Strategies for Reducing Benefits Costs in 2022
5 Must-Do's for Employee Orientation

OSHA Withdraws COVID-19 ETS, but Not the Proposed Permanent Rule​​​​​​​​​​​

On Jan. 25, 2022, OSHA provided notice that it is withdrawing its COVID-19 vaccination and weekly testing emergency temporary standard (ETS). The withdrawal will be effective once the notice is published in the Federal Register. The expected publication date is Jan. 26, 2022.

 

The ETS was adopted to protect unvaccinated employees working for employers with 100 or more employees from the risk of contracting COVID-19. This ETS required employers to adopt either a mandatory vaccination policy or a weekly testing and face-covering policy for all employees. When the ETS was published, OSHA also stated it was using the ETS as a proposed rule. OSHA is required by federal law to publish and accept public commentary on proposed rules before promulgating a new permanent occupational safety and health standard.

 

OSHA’s Withdrawal

On Jan. 13, 2022, the Supreme Court of the United States (SCOTUS) stayed the vaccination and testing ETS. Because of this ruling, OSHA is withdrawing the ETS as an enforceable ETS. However, the agency is not withdrawing the ETS as a proposed permanent rule, and the standard rule-making process will continue.

 

Impact on State Plans and Employers

States with OSHA-approved plans must implement and enforce workplace standards that are at least as effective as federal standards. However, since there are no new federal vaccination or testing requirements at this time, state plans are not required to take any action.

 

Similarly, employers are not required to comply with OSHA’s ETS at this time. However, employers are still expected to provide a safe and healthy workplace for their employees and follow other existing OSHA COVID-19 guidance. Employers should also monitor OSHA communications for information about the possible permanent standard.

Requirement Generally Applies to Group Health Plans Providing Prescription Drug Coverage

Group health plan sponsors are required to complete an online disclosure form with the Centers for Medicare & Medicaid Services (CMS) on an annual basis and at other select times, indicating whether the plan's prescription drug coverage is creditable or non-creditable. This disclosure requirement applies when an employer-sponsored group health plan provides prescription drug coverage to individuals who are eligible for coverage under Medicare Part D.


The plan sponsor must complete the online disclosure within 60 days after the beginning of the plan year. For calendar year health plans, the deadline for the annual online disclosure is March 1, 2022.


Employers that are required to report to CMS should work with their advisors to determine whether their prescription drug coverage is creditable or non-creditable. They should also visit CMS' creditable coverage website, which includes links to the online disclosure form and related instructions.

3 Hybrid Work Model Mistakes to Avoid​

It’s no shock that the COVID-19 pandemic fueled a pivot towards remote work. And as workplaces reopen, a significant number of employees want to retain their remote status. To accommodate this desire, many employers are using a hybrid work model, allowing employees to work in person some of the time and remotely for the rest. Within this model, it’s critical for employers to understand potential pitfalls and adapt as necessary.

 

Here are three common hybrid work model mistakes to avoid.

 

1. Inadequate Policies

If employers don’t have clearly defined hybrid policies detailed in writing, employees and their managers may not understand expectations, which could lead to confusion, improper conduct or missed deadlines. Among other topics, a hybrid work policy might include details on who is eligible for hybrid work, scheduling expectations and technology specifics.

 

2. Unfamiliar Leadership

While many employees may want to work at least some of the time remotely, leadership might feel differently, preferring in-person work. This can be problematic when these same people write and enforce workplace policies. It may be insightful for management to also try out hybrid work or discuss concerns with those participating in a hybrid schedule.

 

3. Inconsistent Communication

Staying up to date on timely developments is a constant struggle for most workplaces. While multichannel communication can reach dispersed workers and is generally an effective tool, employees still need to know where to expect messages to come from. A workplace may standardize communications through a messaging platform or intranet to keep employees informed.


Loop Your Communication and Resources Together 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 >>        

Employer Takeaway

When properly implemented, hybrid work models can provide flexibility to workers while still maintaining operational productivity. Read more on 5 HR Trends to Monitor, including hybrid workplace sustainability.

3 Strategies for Reducing Benefits Costs in 2022​

Health care costs continue to rise each year, and 2022 will be no exception. In the new year, experts predict a 6.5% increase in medical costs alone, according to PricewaterhouseCoopers.

With this increase in mind, employers will want to strategize methods to rein in benefits spending.

 

1. Consider Alternative Plan Modeling

Instead of raising premiums, which may push employees away, employers can think about offering alternative health plan models. These include consumer driven health plans and various self-funded plan models. At their core, alternative plan models give more control to employees and employers about how health care dollars are spent.

2. Promote Health Care Literacy​

The idea of health literacy is that if employees better understand their health care options, they can save more money and improve their overall well-being. Any amount of health literacy can go a long way toward keeping health costs down in 2022. Arming employees with answers to basic questions such as “What does my plan cover?” and “Where should I go for treatment?” can help them take better control over their health choices and make wiser decisions, ultimately driving your organization's premium down.


The moral of this story is to educate your employees on confidently navigating healthcare. Give them access to resources on; 

  • Smart healthcare navigation
  • Healthcare money-saving tips
  • Proactive healthcare 

You can give your employees access to a library of such resources using this tool >>

3. Explore Telemedicine Solutions

In basic terms, telemedicine allows consumers to visit their doctor over the internet. These appointments are often much more affordable compared to in-person visits. As of mid-2021, 46% of consumers were using telemedicine to replace in-person health visits they had originally planned, according to a McKinsey and Company survey. Those figures are expected to rise in 2022 as the cost savings of telemedicine are more widely understood.

5 Must-Do's for Employee Orientation​

Employee orientation is an important piece of HR and employee management. A formal orientation is essential to setting a new hire up for success and helping your company maintain the corporate image and values you portrayed during the interview process. Employee orientation can also be designed for current staffers who are being promoted to a new position within the company and need a similar type of program. 


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, 31 Jan 2022 14:29:09 -0600<![CDATA[8 Ways to Bring Empathy to the Workplace]]>https://www.forsitebenefits.com/blogs/post/8-ways-to-bring-empathy-to-the-workplace

Showing empathy continues to play a vital role in workplace success. So, how can organizations take action to be more empathetic and in return, engage their employees in a meaningful and thriving experience? Here are 8 ways you can start adding empathy into your workplace culture: 

  1.  Focus on building a human-first culture 
    Employees are looking for a human-first culture that prioritized PEOPLE over process.  

    You need recognize the ‘whole person’ that is the employee. Know employees as people as well as employees. Know what is important to your employees as individuals, and how they can contribute to the team. Find out what they are great at. 

    Your focus should be going beyond policies and instead focusing on meaningful ACTIONS that demonstrates visible and measured leadership commitment to employees. Take a look at your current culture and see what ways you can start to be more flexible, more family friendly and provide a better work-life balance.  

  1. Develop an empathetic communication approach 

Leaders need to demonstrate a vocal and measurable commitment to their employees by modeling the behaviors that you wish to promote. For example, if you want to promote more flexibility…. Leaders should model it by demonstrating what it means to work hybrid or flexible schedule. 

Train your managers to be empathic leaders by communicating respectfully, and nurturing needs. Employees care most about how they are treated by their managers. 

Promote solid company communication with a good dose of respect. Respectful communication is crucial to establishing a positive workplace culture that cultivates employee loyalty. 

  1. Start a recognition plan 
    Empathetic leaders reward merit, a job well done. And it is not done randomly walking down the hall – It is a consistent action. Research has shown that job satisfaction depends on a sense of accomplishment, recognition for a job well done and work-life balance. 

  1. Create intentional connections 

Building a strong connection between employees is challenging in any environment, and even more so in today’s digital world. Organizations and managers need to reframe team building from a passive action, to a proactive one. Encourage and reward managers to prioritize building social capital at work and seek to create a culture where social support thrives. 

  1. Focus on diversity, equity, and inclusion 
     
    When we talk about empathy, this also includes diversity, equity, and inclusion efforts. Today’s employees are homing in on what specifically organizations are doing from this standpoint– and they want more. 

    Employees are looking for diverse voices, diverse teams, with tools and resources that create transparency, as well as an examination of implicit, explicit and structural biases. An organization cannot hire their way into solving diversity goals. 

Lisa M. Coleman, PhD, Senior Vice President, Global Inclusion and Strategic Innovation, New York University states: “You can have diverse organizations and still fail to reimagine what equity and power looks like.” 
 
  1. Listen to your employees 
     
    An empathetic organization wants to know what employees NEED to be the best at their jobs.  Use surveys to see what employees need. When responding to survey results, listen to all voices within the organization and SHARE the results. Then, take action with a meaningful response. 

  1. Invest in your people 

The first opportunity to invest in your employees is at onboarding. This is a critical tool in your toolbelt to create a positive employee experience. It sets the tone from 1 day and demonstrates WHAT is important – the priorities, values, mission that makes up an organization.

Continuously invest in employees through learning & development training. This helps add to an employee’s personal value and encourages them to develop new skills to help the company. 
 
Another way to invest in people is to offer “returnship” programs for employees re-entering the workforce. Re-entering the workforce after an extended absence is often a difficult path, and the longer you're out, the harder it can be to get back in. Some organizations are offering "returnships", which are paid internships for adults who have been out of the workforce for an extended time. Companies train and mentor new hires so that they can sharpen their skills and reacquaint themselves with office culture.    

  1. ​

    Provide access to expanded benefits & resources 

Employees still want a generous benefits package, but with a twist: provide comprehensive benefits that support the whole person. 

  • ​

    Health benefits, health coverage 

  • ​

    Caregiving leave, caregiving solutions 

  • ​

    Flexibility: remote/hybrid options 

  • ​

    Financial benefits 

  • ​

    Mental health / EAP / Behavioral health resources 

  • ​

    Well-being 


The more meaningful resources an employer offers, the more the employee is likely – AND ABLE – to stay. 

Understanding and introducing empathy into your workforce can have a great return. Pick one of these to focus on improving in the new year and measure its impact on your organization and your people. 

This content originated from www.motionconnected.com

Readers are also enjoying:


Top 5 Employee Experiences to Bring to Your Next Leadership Meeting >>


4 Ways Employers Can Level-Up the Employee Benefit Experience >> 

Are you looking to take employee healthcare education to the next level? A proper method of communication is key to effective benefit offerings. Choose an uncluttered, engaging medium where you can relay important information to your employees. Whether email or a company intranet, know that choosing a communication method is the most important step you will take in helping your employees and organization thrive.


We communicate with our team using Forsite EXP >>

]]>Mon, 20 Dec 2021 08:54:56 -0600<![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[Forsite Move Challenge 2021 Results]]>https://www.forsitebenefits.com/blogs/post/forsite-move-challenge-2021-results

The 5th annual Forsite Move Challenge concluded at midnight on Thursday, September 30th. The following three teams out-stepped the competition:

  • In 3rd place, Team Optima Machinery averaged 14,823 steps a day
  • In 2nd place, Team Zepnick Solutions achieved a 16,735 team daily step average
  • In 1st place, Team WBAY-TV completed the challenge with a 17,576 team daily step average

The Forsite Move Challenge is a competitive company step challenge that takes place the entire month of September. This year, 48 organizations throughout Wisconsin took part in the event and raised $10,650 for this year’s beneficiary, CP. Since it’s inception in 2017, the Move Challenge has raised over $65,000 for charity.  

A large sum of the Move Challenge funds raised are made up of registration fees. However, $1,050 were donated in the names of the following teams that averaged at least 10,000 steps a day: WBAY-TV, Zepnick Solutions, Optima Machinery, Fox Valley Metal-Tech, Sartori Cheese, Lake Effect HR & Law, YMCA of the Fox Cities, Melotte Distributing, City of Green Bay- Park Shop, Somerville, City of Green Bay – Dept. of Public Works, Prospera Credit Union, Dean Distributing, WPS Health Insurance, City of Green Bay – Water Utility/Transit, Koerber Tissue North America, Valley Packaging Industries, Greatland Corporation, DeLeers Construction, M2 Logistics, and Fairchild Equipment.        

Move Challenge Participant Statistics

This year’s Forsite Move Challenge welcomed 999 participants. 82% of these participants stepped above the national average of 5,900 steps a day. An impressive 91% of participant survey responders reported a positive impact to their overall health and exercise routine habits as a result of this challenge. 

 

Here are some testimonials from participants: 

 

“I already have a daily exercise routine in place but found this (challenge) pushed me on the days I was feeling lazy! Made me want to walk and play golf instead of ride in the cart.” 

 

“I realized that getting up and moving is a mindset not a chore” 

 

“I have developed new friendships.” 

 

“The amount of people participating is awesome!” 

Keep up with the latest news and events from Forsite Benefits by following us on Facebook and LinkedIn.  


Are you looking for a wellness program or interested in learning more about what a wellness program entails? We recommend checking out Motion Connected’s Employee Experience and Wellbeing Platform >> 

]]>Mon, 08 Nov 2021 11:35:18 -0600<![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[Top 5 Employee Experiences to Bring to Your Next Leadership Meeting]]>https://www.forsitebenefits.com/blogs/post/top-5-employee-experiences-to-bring-to-your-next-leadership-meeting

We all know the value of providing a great experience to your customers. But what about your employees?


Sometimes, optimizing the employee experience gets swept to the side. But leaving these experiences unchecked can hurt your company in more ways than one. From lack of engagement, to distrust and retention issues, it can be hard for your company to succeed with these mediocre experiences stacked again you.


Let's go over 5 employee experiences that are typically executed poorly, and how to rethink them.


Employee onboarding

workplace wellness

communication of employee benefits

secondary employee benefits

& team building

1. ​Employee Onboarding​

Many companies continue to struggle to onboard efficiently. New hires often complain that paperwork is haphazardly handed out, clear expectations aren’t set, and business goals aren’t discussed.


If so, employees are left feeling confused and ready to leave. In fact, 20% of turnover comes in the first 45 days of employment, while reputable studies show around 69% of employees are more likely to stay with a company for three years if they experienced great onboarding.


If you can check the box on the following 3 items, you can make a real difference in retention:

  • Communicate expectations clearly
  • Frequently ask individuals for feedback
  • Provide an encouraging mentor

2. Workplace Wellness​

Investing in employee health and wellbeing by the way of a workplace wellness program helps your employees reach their full potential and maintain optimal physical and mental health. It is best practice to communicate and offer initiatives that;

  • Encourage a healthy diet
  • Motivate physical activity
  • Promote smarter healthcare navigation and spending


According to experts, having a wellness program helped reduce average medical costs by 40%, or 1.7 million dollars annually. In addition, companies engaged in a wellness programs average a 2% turnover rate compared to 17% for companies not participating in a wellness program.


If your place of work already participates in a wellness program, ensure employees know about it, understand how to participate, and are engaged in more than completing a biometric. Ask yourself, what experience is your wellness program creating for your workforce? Does it encourage healthier eating, daily movement, and education surrounding healthcare? 


By focusing on easy, daily health improvements and encouraging healthy actions year-round, you can make a difference in your employees lives and your companies bottom-line.

Are you looking for a wellness program or interested in learning more about what a wellness program entails? We recommend checking out Motion Connected’s Employee Experience and Wellbeing Platform >> 

3. Communication of Employee Benefits​

Oftentimes, employees review their copious and generous employer-sponsored benefits once a year -- at open enrollment. 

It would be very unfortunate and costly for employees not to understand and properly use the health benefits they are provided.


Did you know that employees who say their benefits were explained clearly and in a way that was easy to understand are 99% more likely to feel valued and appreciated? These employees are also 100% more likely to trust their leadership and 78% more likely to be happy with their job. 


With employee benefits typically being the second largest expense to an employer and largely beneficial to company moral and retention when communicated properly, perhaps the communication of said benefits should be revisited. Consider how you deliver this detailed information to your employees, how often, and with what support. What kind of experience is this creating for your workforce?

  • Ensure each benefit is explained
  • Remind your employees of their benefits multiple times a year
  • Encourage employees to contact HR with questions
  • Provide educational resources on smart healthcare consumption
  • Leverage technology to deliver your benefits information in a revolutionary and engaging way! Learn more >>

Additionally, raise the question whether your company has an open or active communication channel to the spouses of employees. Spouses and dependents are just as contributing a member to your company plan’s annual claims as your employees are. Just as well, employee spouses and dependents would greatly benefit from the same benefits communication and education as your employees. How can you create a positive spousal communication experience? Read more >>


4. Secondary Employee Benefits​

Non-traditional or secondary benefits are often underutilized. The reward of having such benefits only emerges when employees know about them and utilize them. According to one study, more than half of employees (55%) wish they were more informed about their benefits so they could get more value from them.


Do your employees know about the secondary benefits you offer such as gym memberships, tuition reimbursement, or cellphone coverage? If you are investing in secondary benefits, invest the necessary time to frequently communicate to your employees about them. By showing the true cost-saving / caring value provided, you will tie your employees tighter to your organization and highlight your company as the awesome place of employment it is.

5. Team Building​

Focusing on team building is another important experience for companies and their employees. Do you frequently encourage informal get togethers, friendly competitions, or company outings? Do you have a plan in place to ensure these ideas don’t happen infrequently or haphazardly without much communication? Prioritizing proper and effective team building has proven to help employees feel appreciated and connect to one another as well as your company culture.

There you have it! These are the top 5 employee experiences you should bring to your next leadership meeting for review. Do any of these resonate with you as areas your organization could improve upon? An easy place to start is with a simple survey to gauge where your employees rate these typical workplace experiences. Using said survey data, start addressing the issues today.

 

This content originated from Motion Connected https://www.motionconnected.com/blogs/post/are-these-6-employee-experiences-hurting-your-company

Readers are also enjoying:

Addressing Physical & Mental Health in the Workplace >>

4 Ways Employers Can Level-Up the Employee Benefit Experience >>

The Open Enrollment Checklist for Employees >>

Are you looking to take employee healthcare education to the next level? A proper method of communication is key to effective benefit offerings. Choose an uncluttered, engaging medium where you can relay important information to your employees. Whether email or a company intranet, know that choosing a communication method is the most important step you will take in helping your employees and organization thrive.


We communicate with our team using Forsite EXP >>

]]>Thu, 19 Aug 2021 14:03:07 -0500