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Health & Welfare Plans Newsletter

July 7, 2022

2 New Job Opportunities 2 New Job Opportunities


[Guidance Overview]

Seattle Posts 2023 Health Expenditure Rate for Hotel Employers

"The year-over-year rate increase will be 13%.... Covered employers may comply with the expenditure obligation by one or a combination of these methods: [1] Cash compensation ... [2] Payment to a third party like an insurer, a trust or a tax-favored health program ... [3] Costs and administrative expenses paid to a third party for coverage under a self-funded group health plan[.]"  MORE >>


[Guidance Overview]

Alabama's New Family Leave Law

"The State of Alabama's 'Adoption Promotion Act' [went] into effect on July 1, 2022, requiring qualifying employers throughout the state to provide eligible employees with up to 12 weeks of unpaid leave for both the birth or care of a child during the first year after the child's birth or placement of an adopted child with the employee."  MORE >>

Polsinelli PC

D.C. Workers Will Soon Receive More Paid Leave

"The maximum amount of leave that can be taken within a 52-workweek period will increase from eight weeks to 12 weeks, regardless of the number of qualifying leave events in that 52-week period ... In addition, as of July 1, District employers' contributions to the Universal Paid Leave Fund will be reduced from 0.62 percent to 0.26 percent of an employee's salary."  MORE >>

Society for Human Resource Management [SHRM]; membership may be required to view article

How Employers Can Mitigate the Rising Costs of Health Care

"[1] Offer High-Deductible Health Plans (HDHP).... [2] Improve health literacy.... [3] Increase education.... [4] Focus on prevention.... [5] Build a culture of wellness.... [6] Promote worksite health initiatives.... [7] Chronic condition management."  MORE >>

Tango Health

Exceptional Usefulness and Quality icon Abortion Coverage by ERISA Plans After Dobbs (PDF)

"Plan sponsors ... should consider: [1] Unpredictability and uncertainty of state laws.... [2] Plan sponsor reaction.... [3] ERISA preemption.... [4] Extra-territorial application of state law.... [5] Tax considerations.... [6] Federal response.... [7] Medication-based abortions.... [8] Other state business restrictions.... [9] Protection of plan actions."  MORE >>

Ivins, Phillips & Barker

Exceptional Usefulness and Quality icon Action Items for Plan Sponsors in the Wake of Dobbs Decision on Abortion

"Employers should conduct a census of the states in which their employees work and reside (which has become more challenging in the era of COVID-19 and remote work) and analyze the applicable laws in those states. Plan language that was permissible prior to Dobbs may no longer be permissible after Dobbs. This may require plan amendments and revisions to summary plan descriptions."  MORE >>

Dickinson Wright PLLC

Employee Benefits Jobs

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Webcasts and Conferences
(Health & Welfare Plans)

Navigating a Post-Roe Workplace: Workplace Conduct and Benefits Considerations


Davis Wright Tremaine

How the Dobbs Supreme Court Decision Affects Employee Benefits


Bond, Schoeneck & King, PLLC

Stretch Your Mind: A Healthy Discussion on Flexible Spending Accounts

July 26, 2022 WEBCAST

EBRI [Employee Benefit Research Institute]

Last Issue's Most Popular Items

The Aftermath of Dobbs v. Jackson Women's Health Organization for Health Plan Sponsors

Calfee, Halter & Griswold LLP

ERISA Litigation Roundup: The End of Firestone?

Faegre Drinker

Cybersecurity in the Benefit Plan Committee Room (PDF)

Roland Criss, via Journal of Compensation and Benefits

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BenefitsLink Retirement Plans Newsletter, ISSN no. 1536-9587.

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