"[T]he Chicago Ordinance requires employers to provide Chicago employees with up to forty hours of paid leave and forty hours of paid sick leave every twelve months. That leave accrues under the Chicago Ordinance at a different rate than leave available under the [Illinois] PLFAW Act and the Cook County Ordinance.... [C]omplying with the Chicago Ordinance will be complex for multi‑jurisdictional employers. "  MORE >>

"[E]xamples of reasonable accommodations include ... [1] The ability to access drinking water as needed. [2] The ability to sit. [3] Longer or more frequent breaks to eat or use the bathroom. [4] Closer parking spots. [5] More flexible hours or schedules. [6] Reassignment from overly strenuous duties or exposure to chemicals that are unsafe for pregnancy."  MORE >>

"According to the lawsuit, participants in the wellness program got a nice financial 'discount' on their health insurance premiums. Non-participants, including the plaintiffs, were not eligible for the discount.... [T]he plaintiffs argue that the discount for participation is so significant that it makes participation in the wellness program 'not voluntary.' And if participation is not voluntary, then requesting the information is a violation of the ADA." [Diment v. Quad/Graphics, Inc., No. 23-1173 (E.D. Ill. Jun. 11, 2024)]  MORE >>

"[M]any issues of 'high value' to a health plan (both operationally and financially) are either not addressed in the PBM's template contract, or are addressed in a manner that fails to adequately serve the health plan's functional, regulatory, or competitive needs.... ... [1] Your PBM as your competitor ... [2] Segmenting your pharmacy program (modular contracting) ... [3] Defined terms ... [4] Financial terms."  MORE >>

"GLP-1 medications, while formidable weapons, are just one component in the battle against obesity and obesity-related conditions.... Managing weight is a life-long commitment. Employers can support their employees by implementing wellbeing initiatives (that may include point-solution vendors) and strategies to assist in making good, healthful decisions in the workplace."  MORE >>

"Healthcare spending in the U.S. is projected to have risen 7.5% in 2023 to $4.8 trillion, federal data showed ... outpacing the projected annual gross domestic product growth rate of 6.1%.... Medicare spending is projected to have grown by 8.4% to over 1 trillion and the Medicaid by 5.7% to $852 billion. Spending on private health insurance is projected to have grown by 1.1% to $1.4 trillion. The estimated healthcare spending per person in the U.S. stood at about $14,423 in 2023 and $15,074 in 2024."  MORE >>

"On June 13, 2024, the U.S. Department of Justice announced a federal health care fraud indictment against a large subscription-based telehealth company that provides attention-deficit/hyperactivity disorder (ADHD) treatment to patients ages 18 years and older across the United States. Patients who rely on prescription stimulant medications to treat their ADHD and have been using this or other similar subscription-based telehealth platforms could experience a disruption to their treatment and disrupted access to care."  MORE >>

"he inclusion of paternity leave in employee benefits packages is increasingly recognized as a strategic move that can drive business growth and success for companies, while recognizing the fundamental role that family plays in employees' lives.... [F]amily-friendly benefits, like paternity leave, are no longer a 'nice to have' but a 'must have' for company talent acquisition strategies."  MORE >>

"While the new ban blocks Minnesota's Department of Human Services from awarding contracts to for-profit HMOs and prevents these companies from offering new policies to state employees, HMOs run by UnitedHealth, Humana and Allina Health Aetna are still able to offer plans to groups and individuals ... Minnesotans have an opportunity to lead the nation by telling for-profit insurers that their greed stops here."  MORE >>

"Employers that choose to implement AI should consider including a provision in their employee handbook, or a separate policy, specifically addressing its use.... Specify which employees may use AI, and require prior approval.... Determine which tasks may be performed using AI.... Make employees responsible for outcomes.... Prohibit submission of trade secrets and other confidential information.... Consider requiring use logs and other reporting.... Oversight is essential.... Train employees on permissible AI use, and enforce your policy."  MORE >>