"[The Illinois Consumer Coverage Disclosure Act (CCDA)] requires that Illinois employers provide a disclosure to employees regarding how the employer's group health plan compares with the essential health benefits under the Illinois benchmark plan.... While Illinois takes the position that the law applies to employers with self-insured plans, ... a court may not necessarily agree if an employer was willing to challenge the law on ERISA preemption grounds."  MORE >>

"Though still pending in the state legislature, there has been a promise by the state to move quickly to pass this bill.... [T]his new SPSL benefit will apply retroactively to January 1, 2022.... As with the 2021 version, employers with more than 25 employees will be required to comply with SPSL."  MORE >>

"Under the third iteration of COVID-19 SPSL, two banks of leave will be available. One bank of up to 40 hours will be available if an employee or a family member tests positive. Employees will have another bank of up to 40 hours for all other covered reasons. These other covered reasons largely track the 2021 CA-SPSL, with a few expansions for caring for family members[.]"  MORE >>

"This report describes current law (including ARPA provisions that are in effect as of the publication date of this report) and applicable regulations and guidance, specifically with regard to how the PTC and CSR requirements apply in 2022." [R44425, updated Feb. 2, 2022.]  MORE >>

"The five main flaws were: [1] Failing to identify the benefits, classifications or plan terms to which the NQTL applies. [2] Failing to describe how the NQTL is designed or applied in practice to mental health or substance use disorder benefits and medical/surgical benefits. [3] Providing insufficient detail on the factors, sources and evidentiary standards used for the NQTL. [4] Omitting any stringency analysis of how the factors, sources and evidentiary standards are applied. [5] Generally failing to show parity in NQTLs as written and in operation."  MORE >>