Forsite Benefits - Blog #HR NeForsite Benefits - Blog #HR Nehttps://www.forsitebenefits.com/blogs/tag/hr-neSat, 20 Dec 2025 17:44:28 -0800http://zoho.com/sites/<![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[January 2022: Stay informed of the latest HR News]]>https://www.forsitebenefits.com/blogs/post/january-2022-stay-informed-of-the-latest-hr-news
5 HR Trends to Monitor in 2022
Employee Benefit Plan Limits for 2022
New Guidance on COVID-19 and ADA Disability
10 Employee Retention Resolutions for 2022

5 HR Trends to Monitor in 2022​

Many human resources (HR) functions were quickly reimagined in 2021 due to the COVID-19 pandemic, and HR professionals should continue to expect new challenges in 2022. Here are five HR trends to monitor this upcoming year:

1. Hybrid Workplace Sustainability
Most workplace leaders expect that at least some of their employees will work remotely after the pandemic. As such, many employers will factor in hybrid work when creating or updating workplace policies and processes.

2. Attraction and Retention Amid Labor Shortages
The current labor shortage has been an obstacle for most employers and is likely to continue into the new year. Generally, employees are seeking opportunities that offer better compensation, benefits and flexible work arrangements.

3. Investments in HR Technology
In 2022, many employers will integrate technology into more HR processes or build upon their existing practices. Technologies are being used to create efficiencies and improve processes, such as recruitment, onboarding, and learning and development.

4. Growing Demand for New Skillsets
Desired skillsets vary by organization and industry, but many employers are pursuing high-level digital and communications skills for potential and current employees.

5. Employee Health and Well-being
Employee health and well-being will remain a top concern and priority for both employers and employees. Caregiving, mental health and adjusting to remote work will likely remain top challenges.

Employee Benefit Plan Limits For 2022​

Many employee benefits are subject to annual dollar limits that are periodically updated for inflation. The IRS typically announces the dollar limits that will apply for the next calendar year well before the beginning of that year. This gives employers time to update their plan designs and ensure that their plan administration will be consistent with the new limits.


Although most of the limits will increase for 2022, some of the limits remain the same.

Increased Limits
For plan years beginning on or after Jan. 1, 2022, the following limits have increased:

  • Health savings account contributions:
    • Single coverage—$3,650 (up $50)
    • Family coverage—$7,300 (up $100)
  • High deductible health plan (HDHP) out-of-pocket maximum limit:
    • Single coverage—$7,050 (up $50)
    • Family coverage—$14,100 (up $100)
  • Health FSA contribution limit—$2,850 (up $100)
  • Health FSA carryover limit—$570 (up $20)
  • Transportation fringe benefit plan monthly limits—$280 (up $10)
  • Employees’ elective deferrals to 401(k) plans—$20,500 (up $1,000)
  • Tax exclusion for adoption assistance benefits—$14,440 (up $140)


Unchanged Limits
Certain limits will not change for 2022, including the HDHP minimum deductible and catch-up contribution limits to HSAs or 401(k) plans. The tax exclusion for dependent care FSA benefits also returns to traditional rules.

EEOC Issues New Guidance on COVID-19 and ADA Disability​

Recently, the Equal Employment Opportunity Commission (EEOC) issued new answers to frequently asked questions (FAQs) about what employers may or may not do to comply with federal fair employment laws during the COVID-19 pandemic. The new FAQs specifically address the definition of “disability” and how to determine whether an individual with COVID-19 meets it under the Americans with Disabilities Act (ADA).


ADA and COVID-19 Background

Under the ADA, employers with 15 or more employees may face liability if they take certain adverse employment actions against individuals who have been diagnosed with or are believed to have COVID-19. The ADA also requires these employers to provide reasonable accommodations for individuals with disabilities, including any related to COVID-19. Smaller employers may be subject to similar rules under applicable state or local law.


Three-Part Definition
The EEOC’s new FAQs clarify that COVID-19 may qualify an individual for ADA protection based on “actual” disability, a “record of” disability or being “regarded as” having a disability. Employers must perform an individualized assessment to determine whether a specific employee’s COVID-19 meets any of these definitions.

Disability Types
COVID-19 is an actual disability if it is a physical or mental impairment that “substantially limits one or more major life activities.” The FAQs provide examples of situations in which an individual with COVID-19 would (and would not) meet this definition.

The FAQs also explain and provide examples illustrating how certain adverse employment actions may violate the ADA even if an individual only had COVID-19 in the past (“record of” disability) or is mistakenly believed to have COVID-19 (“regarded as” having a disability).

10 Employee Retention Resolutions For 2022​

With a new year upon us, your attention is likely focused on setting financial and productivity goals for your business. As you plan, make sure to look at one area you may have overlooked: employee retention. Employee retention has a huge impact on your bottom line, and now is a great time to make some employee retention resolutions that will pay off all year long.


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.

]]>Tue, 04 Jan 2022 14:36:03 -0600