"Increases in the standard benefit parameters range from approximately 5.0% to 5.2%. Plan sponsors that want to confirm that their prescription drug coverage is creditable or want to remain qualified for the employer retiree drug subsidy will have to determine if their 2023 prescription drug coverage is at least actuarially equivalent to the standard Medicare Part D coverage."  MORE >>

"While the Ohio Surprise Billing Law intends to shield insureds from surprise medical costs, health plans and insurers may end up paying these costs in some instances. These additional costs are expected, at least in large part, to be ultimately borne by employers through increased reimbursement rates and higher premiums."  MORE >>

"[T]he proposed regulations could indirectly affect employer plan sponsors, for example, if an employee's family members who become newly eligible for subsidies under the proposed regulations decide to purchase ACA exchange coverage rather than enroll in employer-provided coverage. This type of 'split coverage' would result in multiple deductibles and maximum out-of-pocket limits for the family, thereby potentially increasing total out-of-pocket costs."  MORE >>

"When the design of employers' health benefit plans is chiefly driven by efforts to lower their costs, employees may suffer the consequences, according to opponents of stringent health care cost-containing measures. Health care utilization management (UM) tactics may be effective in controlling employers' spending, the critics say, but they are not as effective in controlling health care costs for employees and can create unintended barriers to treatment."  MORE >>

"While retirement accounts remain integral to an employee's overall financial picture, HSAs also represent a financial opportunity for employees and employers alike.... [1] Employees don't risk forfeiting unused HSA balances at year-end ... [2] Employees can change their contributions mid-year ... [3] HSA distributions can reimburse some insurance premiums ... [4] HSA balances can be invested ... [5] HSAs can pull double-duty as a great retirement account."  MORE >>

"When the FMLA does not apply, and for benefits other than health coverage, the eligibility of an employee on unpaid leave will be governed by the plan documents (and any applicable insurance contracts), and should be administered in consistent, nondiscriminatory fashion.... An employer must tell an employee in advance and in writing about any requirements to make payments to keep health plan coverage during FMLA leave, and the terms and conditions required for making payment as well as the consequences of not making timely payments."  MORE >>