Forsite Benefits - Blog #pandemicForsite Benefits - Blog #pandemichttps://www.forsitebenefits.com/blogs/tag/pandemicSat, 13 Jun 2026 06:07:01 -0700http://zoho.com/sites/<![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

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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[Emergency Room Alternatives]]>https://www.forsitebenefits.com/blogs/post/emergency-room-alternatives

Healthcare emergencies happen. How can you be prepared to get care quickly and safely without defaulting to the expensive emergency room? This quick read will help you determine the appropriate level of care for your needs before they surface. 

Prepare Now and Confidently Act Later.

Before a medical emergency or need for quick care arises, get familiar with your care options and how to get there or contact them. You can start preparing by writing down the answers to the following questions:

    • Who is my preferred healthcare provider?
    • Is my family doctor or preferred care provider in-network?
    • What are my telehealth options through my insurance plan?
    • Where is the nearest in-network walk-in clinic?
    • Where is the nearest in-network urgent care center?
    • Where is the nearest in-network emergency care center?

Knowing the answers to these questions along with contact information for each will be greatly beneficial to you when your time in need arises. Post this information somewhere in your home where you can easily access it. 

Telehealth or Virtual Doctor Visits

Telehealth is quickly increasing in popularity and saves patients not only time, but also money. The estimated cost of a Telehealth or virtual doctor visit is $59 or less. Pick up your phone, tablet, or laptop and schedule a virtual, face-to-face chat with a Board-Certified Doctor when faced with coughing, eye or ear pain, a fever, headache, nausea, sore throat or similar mild symptoms. 

Health Care Clinics

If you would prefer an in-person visit over a virtual one, Health Care Clinics are appropriate options for the symptoms treated via Telehealth as well as bites and stings, cuts, sprains, strains, rashes, and lab work. A clinic visit will typically cost less than a visiting a doctor’s office, but possibly more than or similar to a virtual visit. 

Doctor Office Visits

You should make an appointment to see your family doctor or preferred care provider for annual physicals, diagnostics, and to discuss health concerns, especially those that are tied to a family medical history. With a consistent doctor, annual physical exams set an atmosphere for trust and open discussions about family medical history that will lead to personalized prevention plans.

Urgent Care

How is urgent care different from emergency care? Urgent care is the middle ground between your primary care provider and the emergency department, and visits are significantly less expensive than an emergency room visit, and less time consuming. Urgent care is an appropriate level of care for animal bites, stitches, and open wounds or infections.


If an individual’s condition needs attention immediately but is not life threatening or limb-threatening, urgent care can treat these cases. Urgent care cases should not be delayed beyond 24 hours. 

Emergency Care

The Emergency Room is where one should be headed if an individual’s condition is life threatening: trouble breathing, choking, electric shock, spine injury, heavy bleeding, seizures, poisoning, or similar symptoms. Medical emergency Doctors will treat such patients at an estimated cost of ~$1,500.

 

Become familiar with these care options and take note of who to contact and where to go for care the next time you find yourself in need of medical attention. 

This content originated from www.mc-discover.com

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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 >>

]]>Wed, 15 Dec 2021 10:13:04 -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[September 2021: Stay Informed of the Latest HR News]]>https://www.forsitebenefits.com/blogs/post/september-2021-stay-informed-of-the-latest-hr-news
Agencies Plan Changes to Contraceptive Coverage Rules
Additional FAQs & Background on the ARPA COBRA Subsidy
Pfizer-BioNTech Vaccine Fully Approved by FDA​, Monday, August 23, 2021
Filling a Job Vacancy? Five Fast Tips to Make a Job Posting Stand Out

Agencies Plan Changes to Contraceptive Coverage Rules​

On Aug. 16, 2021, the Departments of Health and Human Services (HHS), Labor (DOL) and the Treasury (Departments) issued a frequently asked question (FAQ) regarding enforcement of the contraceptive coverage mandate under the Affordable Care Act (ACA).


This FAQ indicates that the Departments intend to amend existing religious and moral exemptions to the contraceptive coverage mandate in light of recent litigation.


Contraceptive Mandate

The ACA requires non-grandfathered health plans to cover certain women’s preventive health services without cost sharing, including all FDA-approved contraceptives.


Religious exemptions apply to certain churches, houses of worship, and other church-affiliated institutions, allowing them to choose not to contract, arrange, pay or refer for any contraceptive coverage.


On Nov. 15, 2018, the Departments published final regulations that expanded the exemptions and accommodations to the contraceptive mandate to apply to any entities with religious or moral objections to the contraceptive coverage requirement.

On July 8, 2020, the U.S. Supreme Court upheld these regulations as a valid exercise of power under the Trump administration.


FAQ Guidance

The FAQ indicates that the Departments intend to issue regulations within six months to amend the 2018 final regulations. The FAQ does not provide any additional detail or specify the types of changes that may be made.

Additional FAQs on the ARPA COBRA Subsidy​

On July 26, 2021, the IRS issued Notice 2021-46, providing additional guidance on the application of the American Rescue Plan Act (ARPA) subsidy for continuation health coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA) in the form of 11 questions and answers.


The Notice expands on prior guidance issued on May 18, 2021.


Background

The ARPA subsidy covers 100% of COBRA and state mini-COBRA premiums from April 1–Sept. 30, 2021, for certain assistance-eligible individuals whose work hours were reduced or whose employment was involuntarily terminated. The subsidy is funded via a tax credit provided to employers, insurers or group health plans, according to the terms of the statute.

  

Q&A Topics

The questions addressed include:

  • Subsidy availability to individuals eligible for an extension who had not elected it;
  • Whether subsidies for vision or dental-only coverage ends due to eligibility for other coverage that does not include vision or dental benefits;
  • Subsidy availability under a state statute that limits continuation coverage to government employees;
  • Whether employers may claim the tax credit if the Small Business Health Options Program (SHOP) Exchange requires employers to pay COBRA premiums; and
  • Which party may claim the tax credit in situations involving parties other than an insurer or former common law employer providing the COBRA coverage.

COBRA Subsidy Expiration Notice Due by Sept. 15 (Sooner for Some)

The American Rescue Plan Act (ARPA) provides COBRA premium assistance to eligible individuals and imposes notice requirements on health plans, including a requirement to notify eligible individuals about when their premium assistance ends.

The notice of premium subsidy expiration must be provided during the 45 - 15-day period before an individual’s subsidy expires. This means that, for individuals whose subsidy is expiring due to the end of the subsidy period, the notice must generally be provided from Aug. 16, 2021, to Sept. 15, 2021. Otherwise, the due date will depend on when an individual’s maximum COBRA coverage period ends.

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.

Pfizer-BioNTech Vaccine Fully Approved by FDA​

On Monday, Aug. 23, 2021, the Food and Drug Administration (FDA) gave full approval to the Pfizer-BioNTech coronavirus vaccine.


It is the first full approval of any coronavirus vaccine in the United States. The other vaccines, Moderna and Johnson & Johnson, are still available under emergency use authorization (EUA) granted by the FDA. The Moderna vaccine is currently under review for full approval, and the Johnson & Johnson vaccine is expected to begin the process soon.


"The Pfizer-BioNTech vaccine is fully approved for individuals aged 16 and older. The vaccine also continues to be available under the EUA for children ages 12 to 15 and for the administration of a third dose in certain immunocompromised individuals.

“While millions of people have already safely received COVID-19 vaccines, we recognize that for some, the FDA approval of a vaccine may now instill additional confidence to get vaccinated.”

- Dr. Janet Woodcock, the acting FDA commissioner


The approval comes as the coronavirus Delta variant continues to spread across the United States. Federal and state governments have been issuing renewed guidance as a way to rein in the infections, including implementing stringent mask-wearing requirements.


What’s Next?

Authorizing the Pfizer-BioNTech vaccine is expected to open the floodgates for employers considering their own vaccine requirements. Many colleges, hospitals, corporations and even the federal government have announced tentative plans to require proof of vaccination as a condition of employment. United Airlines, for example, recently announced they will require vaccine proof among their employees. Other businesses are using vaccine cards to verify whether patrons need to wear face masks.


It is unclear how many organizations will require vaccination among employees in the near future, but employers should continue to monitor the situation as it evolves. We will be sure to keep you up to date on any new developments.

How to Make Your Job Posting Stand Out​

Filling a job vacancy is a big task. Unfortunately, you get only one chance to make a first impression, and the job posting is often your very first contact with a potential employee. But how do you make your job posting stand out above the rest? 


Here are five fast tips >> to make your job posting stand out.

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.

]]>Fri, 27 Aug 2021 12:07:49 -0500<![CDATA[Understanding Employee Assistance Programs (EAPs)]]>https://www.forsitebenefits.com/blogs/post/understanding-employee-assistance-programs-eaps

Employee assistance programs, or EAPs, have evolved since their inception just under a century ago. So much so, that what we know as today’s broad EAP scope stemmed from a single program. The original Alcoholics Anonymous (AA) was created to treat the negative effects alcoholism had on overall job performance. In the last 80+ years, EAPs have grown to encompass a multitude of services which tackle struggles faced both in the office and at home. EAPs aim to treat the effects these struggles have on employee well-being, productivity, and overall happiness.


Simply put, employee assistance programs offer resources for ALL employees to achieve a healthier work/life balance. While the utilization of EAPs has increased since 1940, these beneficial programs are still considered underutilized at a reported less than 10% (shrm.org). Why? Many employees are simply not educated on the depth and availability of EAPs. 

​The stigma that employee assistance programs are only for individuals who suffer from substance abuse or mental health struggles is simply not true. The progression of EAP development encompasses needs for all walks of life.​ Typically offered at no cost to employees as a perk included in company-sponsored benefit plans, EAPs’ completely confidential expert services could cover; financial stressors, legal problems, marital struggles, adoption assistance, sleep disturbance, retirement planning, virtual doctor visits (telehealth), depression, anxiety, workplace performance issues, trauma recovery, life coaching, and much more. Today, nearly all employee assistance programs offer telephonic or video-based counseling sessions.

The Benefits of Employee Assistance Programs Extend Beyond the Employee

EAPs are a substantial perk for employees. Furthermore, the eligibility of these programs extends beyond the employee to their spouse and dependent(s). Telehealth services have allowed for children to receive counseling via a smartphone, tablet, or laptop from the comfort of their own home. With the extension of these benefits to spouses and dependents, the whole family can better tackle life’s obstacles and increase individual and family well-being.

The Ultimate Company Vs. Company Step Challenge is Back!

Employee physical and mental health is more important than ever and we find that movement is the best medicine. Involve your team in a fun, active step challenge where you will compete against other Wisconsin organizations and raise money for a great cause. 

   The Move Challenge >>   

Why Should Employees Consider Using EAPs?

According to a recent SHRM employee benefits research pole, 79% of surveyed employers offer some form of employee assistance program(s). As the scope of EAPs has progressed and utilization has increased, some studies suggest that an increase in utilization has resulted in lower medical costs, less absenteeism, and an increase in employee productivity.

 

Begin Your Search For Employee Assistance Programs.

Fortunately, there are many employee assistance programs available, ranging from free community resources, employer-sponsored plans and programs offered as part of an insurance benefit. The goal of this article is to help align you with the EAP resource(s) available to you and those around you.

 

Search our EAP library for your insurance carrier to find available employee assistance programs! 

Today, there is a clear disconnect reported regarding the availability of resources versus employees' perception of access. This shows that communication is key to effective EAP and 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 >>

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Addressing Physical & Mental Health in the Workplace >>

]]>Tue, 15 Jun 2021 14:09:37 -0500<![CDATA[Addressing Physical & Mental Health in the Workplace]]>https://www.forsitebenefits.com/blogs/post/addressing-mental-health-in-the-workplace

Having resources, programs and policies that support employees' physical and mental health does not fall under the 'would be nice to have' category for current employees or job candidates. Such perks are sought after and necessary for long-term success. New data is showing that the effects of the pandemic remain a major concern. Individuals in the workplace, from all departments, continue to struggle.

  • 41% of Americans report an adverse mental health condition, up from 11% in 2019, according to a recent study released by the Kaiser Family Foundation.
  • The CDC projects an increase of 50% in prevalence of mental health and substance use disorder in the first 12 months post-onset of the COVID-19 pandemic. 

The P.A.T.H. to Mental Health | Tuesday, June 28th, 2022

It's time to discuss today's workplace mental health challenges, and the PATH to creating a healthier, better prepared environment for employees.


7:30 - 8:00 a.m. | Networking, breakfast & coffee

8:00 a.m. - 10:00 a.m. | Speakers


REGISTER FOR THIS FREE IN-PERSON EVENT >>

​​Providing well-being resources in the workplace boosts employee productivity, job satisfaction and overall health.

There is currently a disconnect between how employers feel about the level of support they offer for employee well-being, versus how employees perceive having access to services and workplace stigma. 


78% of employees report that improving their health and wellbeing is a high priority, while also reporting that they wish their employers would offer more health and wellbeing services. 


Organizations are being called to create a culture that promotes productivity, happiness, and overall well-being, helping employees be more resilient, productive, and less stressed. 

3 Steps You Can Take to Support Employee Well-being

Step One | Communicate

The presented disconnect in the last year regarding the availability of resources versus employees' perception of access shows that communication is key to effective 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 >>


Step Two | Educate

Using your chosen communication channel, educate your employees on the resources available to them. These resources could include employee assistance programs through their benefits package, hotlines, financial assistance programs, healthcare education, phone numbers to benefit advisors or information on your company wellness program.


Step Three | Remind

Encouraging the utilization of and engagement with the resources provided is important. Be sure to frequently communicate reminders to your employees about why mental and physical health are important, as well as what resource are available to help them achieve their well-being goals. 

]]>Wed, 09 Jun 2021 09:15:13 -0500<![CDATA[Webinar: The American Rescue Plan Act (ARPA) COBRA, FSA and Other Adjustments]]>https://www.forsitebenefits.com/blogs/post/webinar-the-american-rescue-plan-act-arpa-cobra-fsa-and-other-adjustments

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


AUDIENCE: Wisconsin Employers, HR Professionals, and leadership Teams


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

1. Who is eligible for the subsidy?

2. Which plans are eligible for the subsidy?

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


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


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

Temporary COVID-19 Relief for Section 125 Plans

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


Special Rules for Health FSAs and DCAPs

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


Section 125 Mid-year Election Changes

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

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


Over-the-Counter Drugs

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

COBRA Subsidy Provisions of the American Rescue Plan Act

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

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

The subsidy does not apply to:

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

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

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

Overview

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


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

Covered Plans

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


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

Eligible Individuals

Individuals are eligible for the COBRA subsidy if they:

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

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

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


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

Extended Election Period

The ARPA allows individuals to elect subsidized COBRA if they:

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

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

Duration of Coverage

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

Switching Coverage

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


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

Notice Requirements

The ARPA imposes new COBRA notice requirements on health plans.


General Notice

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


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


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

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


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

Notice of Expiration of Subsidy

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

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


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


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

Tax Credit

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

Top 10 Workplace Discrimination Claims

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

Top Causes of Discrimination

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

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

Steps for Employers to Protect Themselves From Discrimination Claims

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

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

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


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

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


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


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


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


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

How to Conduct a Job Interview

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


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

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


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

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


AUDIENCE: Wisconsin Employers and Leadership teams.


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


Some of the questions answered during this webinar include:

  • What is the current state of vaccine administration?
  • As employees continue to return to the workplace, what safety practices should employers be taking?
  • Can employers request administration of the vaccine at their worksite? 
  • Can employers require the COVID-19 vaccine for employment?
]]>Tue, 16 Mar 2021 14:03:09 -0500<![CDATA[A Legal Perspective on the FFCRA]]>https://www.forsitebenefits.com/blogs/post/a-legal-perspective-on-the-ffcra


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


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


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


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


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