Forsite Benefits - Blog #Employee ResourcesForsite Benefits - Blog #Employee Resourceshttps://www.forsitebenefits.com/blogs/tag/employee-resourcesSat, 20 Dec 2025 18:01:34 -0800http://zoho.com/sites/<![CDATA[Webinar: Group Health Captives ]]>https://www.forsitebenefits.com/blogs/post/webinar-group-health-captives
A DIFFERENT APPROACH TO MANAGING YOUR HEALTHCARE SPEND.

Forsite Benefits, in partnership with Captive Resources, invites you to learn more about Medical Stop Loss Group Captives. Listen in to the on-demand webinar below to gain a better understanding of Captive solutions. A great learning opportunity for those employers with over 50 plan participants.


UNIQUE ATTRIBUTES OF CAPTIVE MEMBERSHIP

·  Ownership of the insurance company provides a voice through a vote

·  Greater transparency in comparison to fully insured plans

·  Enhanced ability to structure the benefits offered, including prescription coverage

·  Potential capture of underwriting profits

 

WHO SHOULD LISTEN IN?

Employers with 50 or more plan participants.

 

TOPICS COVERED:

History of Captive Insurance

·  How Group Captives work

·  Advantage & Disadvantages

·  Risk & Rewards

·  Financial Requirements

Watch Recording Now
]]>Mon, 30 Sep 2024 14:26:52 -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[Understanding Healthcare Transactions and Confidently Paying Your Provider]]>https://www.forsitebenefits.com/blogs/post/understanding-healthcare-transactions-and-confidently-paying-your-provider

Typical service transactions are straight forward. When you walk into your frequented barber shop or hair salon, you should have a pretty good idea of what the bill will be when the service is complete. You will receive the service and pay the bill before heading out the door. All done! This familiar process translates to an oil change, car wash, pet grooming, and many other services we consume on a regular basis. Where we do not see this transaction sequence, is when purchasing healthcare services. 

The Healthcare Transaction Process

It is important that you, as a healthcare consumer, feel confident in the accuracy of the payment you send to your provider after a healthcare visit. Healthcare reimbursement is a multi-step, lengthy and complicated process that could go a little something like this;


1.  A patient visits their healthcare provider for a particular service and checks in, presents their ID card and pays a copay fee if applicable.


2.  The patient receives care from their healthcare provider, who enters notes into an electronic file throughout the visit. These notes will later be used to create codes that the insurance carrier pays by.


3.  The patient’s visit is concluded and the patient leaves with no immediate bill or charge aside from a possible copay.


4.  The codes interpreted from your healthcare provider’s notes will be sent in an electronic data file to your insurance carrier, which will likely be automatically adjudicated and paid by the carrier. 


5.  The patient will receive their explanation of benefits (EOB) from the insurance carrier and an invoice from the doctor’s office if additional payment is needed.

Know the Cost of Your Healthcare Before Receiving It.

If a possible unknown medical bill in the mail from your healthcare visit stirs up more fear in you than the effects of untreated injury and illness, this article is for you. The Healthcare Transparency Rule, effective January 1, 2021, brings patients closer to knowing what care will cost before a visit to the doctor even happens. Read more >>>

The Explanation of Benefits

An explanation of benefits, or EOB, is a summary of your insurance benefits that have been applied to your medical claim. It is important to note that an explanation of benefits is NOT a final invoice and should not be treated as such. A crucial area of the patient’s EOB that should be examined is under ‘Member’s Responsibility’. The amount listed under ‘Member’s Responsibility’ should exactly match the amount due in the invoice from your doctor’s office. If the EOB and invoice amounts do not match, it is time to give your company’s Benefit Broker a call for assistance in resolving the claim discrepancy. 

EOBs should be filed and stored away for future reference. 

Making a Payment:

When a claim has been finalized, either the insurance company will cover the invoice in full, or an outstanding payment will be requested of the patient. When a patient receives the invoice from their doctor’s office and has confirmed that the amount due matches the EOB, a few pieces of information are needed to complete the payment.


1.  Date of healthcare service(s) provided.

2.  Patient ID number and billing number.

3.  Total amount owed by patient, not covered by insurance carrier, to service provider.


Keep in mind that if you have a high-deductible or other qualifying plan, your HSA is an acceptable method of payment.

What is a Health Savings Account?

A health savings account, or HSA account, is a savings account where you can deposit money on a pre-tax basis to pay for qualified medical expenses. The list of qualified medical expenses is huge... Read more >>>

Asking for Help

When in doubt, contact your employer’s Benefits Broker for assistance resolving billing and claims discrepancies, help understanding your explanation of benefits or other insurance and billing related questions. For Forsite Benefits' clients, rely on our Forsite Assist team for benefit guidance. If you find your explanation of benefits does not match the doctor’s invoice, reach out to your doctor’s office for an itemized list of services and invoice coding to ensure coding is correct before finalizing a payment. 

Did you enjoy this educational read?

Check out our library of Nav Series newsletter topics and remember to subscribe to our employee healthcare education and receive a new healthcare topic each month to your inbox! 

]]>Wed, 19 May 2021 15:18:11 -0500<![CDATA[4 Ways Employers Can Level-Up the Employee Benefit Experience]]>https://www.forsitebenefits.com/blogs/post/4-ways-employers-can-level-up-the-employee-benefit-experience

Unicorns, flying pigs, golden eggs, and a money tree. What do these have to do with your company’s Employee Benefits you ask? Absolutely nothing. But now that I have your attention let us talk about the benefits you, as an employer, offer and how you communicate those benefits to your employees.

 

Whether you are a company of under 50 or a fortune 100, benefits are typically promoted at onboarding for new hires and once a year at open enrollment. That is where it usually stops. Seriously! Outside of Payroll, your second or third greatest expense to be in business is only addressed one to two times per year. Not only are employee benefits expensive for you as the employer, but a big decision for us employees too. So, would you say addressing employee benefits 1-2 times a year is sufficient? I do not think so.

Address the Education and Communication Gaps.

Employees are most often not taught how to use their benefits and what might be worse is that most do not even know what benefits they have even after electing them. If an employee does not know what benefits he or she may have, do you think their spouse or significant other knows? More than likely not. Some of the most common questions or comments I receive as a Benefit Advisor include:


  • I do not know what benefits I have.
  • Where do I go with questions about my benefits?
  • Does my company have a wellness plan?
  • Do I have life insurance through work?
  • Is my doctor in-network?
  • Are there more affordable options for my prescription medications?


If Joe, the employee, does not know what his benefits are, how to use them, or where to go with questions about coverage, how can you expect him to make the most informed decisions about his health and wellbeing? See where I am going with this?


OK Brad, we hear ya. So, what can we do? Glad you asked!

Distribute a Simple To-Do List for Immediate Progress.

Each employee & their plan dependent(s) should be provided with this list to take action on the following items.

 

1.  Get registered on the Insurance Carrier’s website.

a.  Create a username & password for medical, dental & vision plans.

2.  Confirm that chosen care providers are in-network.

3.  Know the plan deductible and coinsurance and have a summary of benefits readily available.

a.  I always recommend calling the insurance customer service to verify my benefits before my appointments.

4.  Create a list of phone numbers & email address to call when you have question or need help with benefits-related questions.

5.  Obtain most recent ID cards for the plan holder and dependents.

a.  This list should contain the contact information of the company’s employee advocacy program through your benefits broker.

Forsite provides another helpful checklist, called The Open Enrollment Checklist, you can share with employees to ensure they are equipped with the resources and information they need to navigate benefit needs all year long.

Provide Employees with Year-Round Benefit Education.

Here are some ideas for topics you could address with your employees consistently throughout the year to increase employee engagement in healthcare education and awareness and reduce unnecessary claims.

    • Diabetes management - most health insurance plans have a program to help.
    • Employee Assistance Programs.
    • Heart health.
    • Mammograms.
    • Prescription medication saving tools (Amazon Pharmacy, Wal-mart $4 drug list, and GoodRx)
    • Safety reminders for those in manufacturing plants, shops or production lines.
    • Smoking cessation.
    • The importance of scheduling and attending an annual wellness exam.


Engage Employees Wherever They Are.

Recognize that not all your employees are in an office, cubicle, or storage B (“Excuse me, I believe you have my stapler” Melvin). You may have employees on the production floor, out in the field, on the road, working from home, across multiple locations, etc.


My assumption is that not every employee is effectively engaged or knows where to find important employee benefits info. You probably send all corporate communications via email, intranet, break room postings, or your Human Resources team members are fielding the questions. These are just the most common communication methods I hear.


Instead of these multi-channel communication approaches, don’t you think housing all communication and resources in one spot would be easiest, most effective, and provide the best employee experience?


Invest in the Best.

Your company can pay a gazillion dollars for the best benefits. But in order for those expensive benefits to attract and retain the best employees and build the best company culture, your company needs the best technology to effectively communicate year-round with employees and their family.

Get the Best Solution With Forsite Benefits' EXP.

We at Forsite Benefits have that solution to house all your important company communications and employee benefit information in one place; on the employees' smart phones. I love our App. We have been using our technology internally and are now offer our solution to companies who want to engage their employees in effective communications, benefits information and education, wellness initiatives, and company culture.

  

All those roadblocks of not knowing what benefits I have and where to go with insurance questions are gone as my company’s communications are in one spot. I don’t have to log onto my computer, get a printout, and ask my boss or HR team questions on what to do because my spouse asked me a question about our insurance.


“Hey, do we have life insurance through your work?”

“I don’t know.”

“Well do you know where you can find out?”

“No.”

“Who do we have to ask?”

“I don’t know!”


With EXP, employees and their dependent(s) can easily find the answers they seek right on the app.

EXP Educates Employees and Encourages Healthy Habits.

Education around benefits & wellness is oftentimes only covered at open enrollment. Our solution, EXP, aims to fix that. We surround your employees with the education they need to confidently navigate care, and improve their daily health habits.

LEARN MORE ABOUT EXP >>>

In summary, most companies do not have a consistent or effective way to communicate with their employees all year round. Most employees do not know what benefits they have or where to go with questions about their coverage. 2020 has spread our workforces out more than ever. Having the right communication tool to engage your employees has become so much more important.


Thanks for giving me your time! Now, let’s help our employees become the best, most educated and communicated-with healthcare consumers they can be!


This article was written by Brad Lindemann |blindemann@motionconnected.com

As a Business Development Manager for Motion Connected, Brad is an invaluable resource for employers when establishing, building upon or rebuilding the way employees are communicated with and engaged in company culture. With 15 years of experience assisting employees in benefit navigation, Brad can provide detailed insight into the struggles employees are facing today that employers might not know about, communication solutions to address these struggles and what information employers need to share with their employees for an elevated employee experience.


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A webinar recording on Elevating the Employee Experience

The Three Es That Make or Break Your Employees' Experience


]]>Wed, 28 Apr 2021 11:27:21 -0500<![CDATA[Know the Cost of Your Healthcare Before Receiving it with the 2021 Price Transparency Rule]]>https://www.forsitebenefits.com/blogs/post/know-the-cost-of-your-healthcare-before-receiving-it-with-the-2021-healthcare-transparency-rule

If a possible unknown medical bill in the mail from your healthcare visit stirs up more fear in you than the effects of untreated injury and illness, this article is for you. The Healthcare Price Transparency Rule, effective January 1, 2021, brings patients closer to knowing what care will cost before a visit to the doctor even happens. This historic ruling empowers healthcare consumers, such as yourself, to shop around for the most affordable and quality healthcare services. Not only will you know what to expect for a visit or procedure cost but can accurately prepare financially in advance.


"...the (hospital) Price Transparency Rule (the “Rule”) requires all hospitals operating within the United States to make public a list of their standard charges for items and services via the Internet in a machine-readable format. Hospitals must also provide prices for a list of 300 shoppable services that must be made publicly available in a searchable, consumer-friendly format..." - Healthcarelawinsights.com 


In years past, healthcare consumers being in the dark regarding prices of healthcare services has brought about anxiety over surprise medical bills. Several reputable surveyors (including the Kaiser Health Tracking Poll and NORC at the University of Chicago) have reported that while the vast majority of Americans, over 90%, believe that physical exams are important, less than half of the population schedules this crucial, annual visit to their doctor. 

The Dilemma Facing Today's Typical Healthcare Consumer.

Due to a fear of unknown cost, common preventive care and illness or injury related visits are foregone by too many Americans. As a result, chronic illness and disease is not detected as early as possible, resulting in later, more intense treatment and higher than necessary medical bills. 

The Future of Healthcare Consumerism.

The new healthcare transparency rule coupled with employees’ efforts to becoming a more educated consumer has potential to result in cost savings for employees and employers alike.


Healthcare consumers can be confident in their knowledge to get the right care from the right providers at the right time. The lessened anxiety and stress associated with unknown costs and navigating healthcare today can open the doors for patients to plan financially and receive necessary care. The predictable increased utilization of preventive care services could lead to more cases of early detection and an overall healthier population. 

The Mission: Becoming a Better-Informed Healthcare Consumer.

1.  List out the services you know you will need in the coming year: annual physicals, elective surgeries, childbirth, blood work, your annual eye exam, and other preventive care.


2.  Search the names of the healthcare providers you are considering for your care along with “price transparency” and locate for your needed service(s).


3.  Compare prices; shop around for the best price for your budget and healthcare needs.


4.  Schedule those preventive visits! Keep in mind: An ounce of prevention is worth a pound of cure.


5. Gather and organize your resources using this checklist to be ready in a pinch when a healthcare need arises.


Navigating healthcare is confusing, but you don’t have to navigate your plan alone. It is possible for you to be as educated a consumer of healthcare as you are groceries. Benefits are to be used as just that; a benefit to you and your dependents. 

Be Prepared. Keep it Simple. Get Educated.

Gather your resources, know who is in your network, understand how to reach out if you have broker advocacy tools such as Forsite Assist, and know where educational resources are regarding your benefits plan. 


Be prepared! Have a plan ready in the event of a medical emergency or mental health crisis knowing where to go and what information you need on hand. 

Download this free, printable newsletter for the office.

This Month's Nav Series Newsletter is a quick and easy read about the new Healthcare Price Transparency Rule and what it means for the future of healthcare consumerism.


Did you enjoy this educational read?

Check out our library of Nav Series newsletter topics and remember to subscribe to our employee healthcare education and receive a new topic each month to your inbox! 


]]>Fri, 23 Apr 2021 13:07:40 -0500<![CDATA[3 Steps For Employers to Help Retirement Ready Employees Make the Best Healthcare Decisions]]>https://www.forsitebenefits.com/blogs/post/3-steps-for-employers-to-help-retirement-ready-employees-make-the-best-healthcare-decisions

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


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


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


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

Three Steps Employers Can Take to Help Retirement Ready Employees Make the Best Healthcare Decisions.

Step 1: Establish an effective communication method with your employees.

A reliable communication method will ensure proper delivery of and engagement with important company updates and healthcare information. Perhaps company email, desktop messaging, or traditional paper notes into office mailboxes has been your communication practice over the years. With the overwhelming use of email today, desktop messaging only being accessible during office hours and traditional paper methods being less than reliable and un-trackable, these outdated communication methods rarely prove effective.


We find the best and most effective avenue to reach employees with important communications is through a device that never leaves their person; smart phones. Consider investing in a customizable smart phone app that would deliver notifications and text messages right to your employees’ phones.

Step 2: Educate your retirement ready population on proper healthcare navigation.

Unfortunately, because of its complicated and frustrating nature, insurance is seldom communicated about. Employees love education, but do not enjoy having to find information for themselves. Reach out to a strategic partner for employee healthcare education or gather educational resources yourself on:


Alert your employees that these resources are available and make them accessible. Use your established, effective communication method to deliver these resources.
Step 3: Empower retirement-ready employees to take action.

Encourage employees to consider their retirement needs 2-3 years before retirement, meet with a Financial Advisor to establish a budget, contact a Life Stage Support Counselor to discuss plan options, and ultimately enroll in a healthcare plan that is best suited for their unique current and long-term healthcare needs as they transition into retirement.

The Results of Proper Healthcare Education and Getting Employees Ready for Retirement.

Retirement ready employees choosing their best health insurance option is a big decision that takes time and is in the best interest of the employee and employer. With proper guidance and continued healthcare education, retirement ready employees will find themselves saving the most money and getting the best coverage for their individual healthcare needs. In turn, employers could mitigate or all-together avoid inheriting claims on the company benefits plan that will affect their population healthcare premiums in the future.


Actions for Retirement Ready Employees to Take Today to Save Money on the Most Common Healthcare Costs and Mitigate Future Claims.


1.  Schedule an annual physical exam or wellness visit. This annual preventive visit is covered at 100% through health insurance and catches chronic, genetic, and other disease early on and keeps treatment costs at bay.

 

2.  Get familiar and comfortable with telehealth services. Virtual doctor visits are a fraction of the cost of in-person visits and can be done from the comfort of your home using any technology device that supports a camera function.

 

3.  Know the resources available for prescription cost savings. Walmart’s $4 drug list, GoodRx and Amazon Pharmacy are just a few that offer tremendous savings on otherwise costly medications.

Check out our series of employee healthcare education newsletters: The Nav Series

Forsite Benefits creates monthly employee healthcare education on relevant topics for all stages of life. We compile useful information into easy-to-read and understand articles, and deliver free content to our email subscribers each month. 

The Nav Series

As a Life Stage Support Counselor for Forsite Benefits & Wellness, Charles uses his health care expertise and ambition to help clients choose the best healthcare plan for their unique individual and family needs along with solving exhausting issues that naturally arise when navigating healthcare. 



]]>Tue, 06 Apr 2021 11:48:04 -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[Step-by-Step How Employees Can Find the Best Early Retirement Health Insurance Options]]>https://www.forsitebenefits.com/blogs/post/step-by-step-how-employees-can-find-the-best-early-retirement-health-insurance-options
How to Navigate Health Insurance For Retirees Under 65 Before Medicare Eligibility.

Retiring before 65? Hopefully finding the right health care coverage for you and your family has been at the top of mind. Roughly 90 days prior to your becoming Medicare eligible, chances are many of the health coverage options will present themselves to you in the mail. Each carefully crafted message surely tells you all the reasons {insert plan} is the best option for you. Unfortunately, no piece of mail, internet article or neighbor knows your unique individual or family situation, health history, current medications, retirement plans, or budget and each of these items play a huge role in deciding which retirement health insurance makes the most sense for you. 

Download this month's Nav Series Newsletter on early retirement to share with your team.

Medicare will be available to you at age 65. As an early retiree, how do you go about finding health care coverage that will best cover all your health care needs in retirement?

    

There is no cookie cutter health insurance coverage option for retirees. Everyone’s situation is unique. Take the next steps with the goal of understanding; what options are available to you, how do they work, and how does each plan option fit into your current life and future.

Step 1. Talk with your financial advisor about retirement planning.

Bring your retirement hopes and dreams to your financial advisor and nail down a budget. This will tell you what health care coverage you can afford, and help you allocate money for prescription medications, doctor visits, surgeries and other health related needs that may come up in your retirement years.

 

Step 2. Talk with a Life Stage Support Counselor on how each health care plan available to you fits with your unique needs.

Your trusted Life Stage Support Counselor will know the ins and outs of every option available to you including COBRA, the health insurance marketplace, private insurance market options, health sharing ministry programs, and short term medical policies. Forsite’s Life Stage Support Counselors are seasoned health insurance experts that advocate for our clients, not a direct insurance carrier. So you can be sure the education our team provides on each option available to you is transparent and truthful, and all conversations had with our counselors are 100% confidential.

 

Step 3. Take home all the information you are given and thoroughly digest it.

Consider your health history, current medications, budget, retirement lifestyle and family needs to make the best and most educated decision.

 

Step 4. Confidently choose your health care coverage and get help enrolling.

Once you have chosen the plan that makes most sense for you, take your decision to your Life Stage Support Counselor to guide you through enrollment in that plan. Forsite’s Life Stage Support Counselors will not only help you execute the plan you have chosen but continue to be a resource as you navigate your new plan in retirement.

Employers Need to Help Retirement Age Employees Make Smart Health Care Decisions and Plan For Retirement >>>

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

Common Mistakes to Avoid as an Employee Nearing Retirement.

 

1. Doing nothing or waiting until the last minute.

The complexity of the health care system coupled with fear and anxiety of change in health care plans causes many individuals to do nothing or wait until the last minute to get information on retiree health plan coverage.

 

2. Making decisions with the information you receive in the mail and online.

The bombardment of retiree healthcare information in the mail as well as information on the internet can often be misleading and not paint you the whole picture. Talk with your financial advisor and Life Stage Support Counselor on how each plan interacts with your healthcare needs.  

 

Now that you have a step-by-step guide to choosing health insurance for your retirement, prioritize your and your family’s health. Take care of your heart! And combat chronic illness. Use some of your new time to meal prep, cook at home, and get active.

 

Enjoy retirement!

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]]>Fri, 12 Mar 2021 17:02:26 -0600<![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.


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