"[T]he nonenforcement policy ... does not apply to the 2013 regulations or the MHPAEA statutory requirements, including the nonquantitative treatment limitation comparative analysis report requirement added by the Consolidated Appropriations Act, 2021.... [P]lan sponsors should still ensure that they have obtained a thorough comparative analysis report, and that the plan complies with the mental health parity requirements specified in the statute and the 2013 regulations, including the quantitative treatment limitation and financial requirements."  MORE >>

"Ransomware attacks on healthcare organizations surged in 2024, with nearly 400 US providers reporting incidents.... [H]ealthcare breaches now average $9.77 million -- the highest across all industries for the 14th year. [HHS] also noted a sharp rise in ransomware cases, driven by outdated systems, misconfigured devices, and cloud vulnerabilities.... This article outlines key strategies for healthcare organizations to prevent, respond to, and recover from ransomware incidents -- while minimizing legal exposure and reputational harm."  MORE >>

"As ransomware attacks on the healthcare sector continue to rise, organizations face growing legal, operational, and reputational risks. [this article] answers common questions about HIPAA compliance, breach notification, and how to prepare for and respond to cybersecurity incidents."  MORE >>

"23 insurers from DC and ... three states ... have posted their proposed rates ... Among the insurers that publicly quantified the impact of the expiration of the premium tax credits, the projected increases on top of expected annual premium increases range from about 1% to 7%, with the average projected premium impact being about 4%."  MORE >>

"Oregon health insurers are proposing premium hikes for 2026 health plans, with average increases nearing 10% for individuals and more than 11% for small businesses. Companies say their requested rate hikes reflect growing financial pressure across the health care system, driven by inflation, federal tariff uncertainty over prescription drugs and medical equipment and increased medical spending."  MORE >>

"Employers, this is your 2nd or 3rd largest expense. If you are relying on an insurance carrier to negotiate the best prices on your behalf, you are losing.... Think you can beat this system by installing one of these giant insurers, intercepting members, and steering them to the lower-cost facilities? ... [T]heir contracts prohibit that and make it excessively hard to circumvent their byzantine, monopolistic stronghold on the system."  MORE >>

"[We] are writing to request that Treasury and the IRS publish official guidance ... affirming that the 100% excise tax under Internal Revenue Code Section 4976 does not apply to an employer's reallocation or repurposing of welfare benefit fund assets to provide other health and welfare benefits to employees and their beneficiaries.... Separately, we request guidance to address some confusion regarding the taxation of payments made under group fixed indemnity insurance offered by employers to support employers' ability to continue to offer these valued benefits."  MORE >>

"Opinion letters issued by the DOL are official publications that explain how the DOL enforces various laws and regulations under specific scenarios submitted by a requesting party. Opinion letters offer timely guidance to both employers and individuals, while also providing insight into the agency's likely positions in future rulemaking or litigation.... [T]he number of opinion letters issued by the DOL is likely to increase, especially following the limited number ... issued during President Biden's term."  MORE >>

"The DOL's decision to bring back opinion letters isn't just administrative housekeeping. It's a renewed invitation to employers: Ask us how the law applies, and we'll tell you. That kind of regulatory transparency tends to be sporadic -- and when it is offered, smart employers take advantage."  MORE >>

"Overall, the FY 2026 budget requests $181 million, compared to $191 million for FY 2025. The total full-time employee count would drop from 687 to 640 for FY 2026. Additionally, the [PBGC] is requesting $18 million less in administrative expenses or the equivalent of 85 full-time employees."  MORE >>

"As your organization grows (often around 50 employees or more), the potential downsides of a PEO -- lack of customization, transparency concerns, feeling constrained by their systems -- can outweigh the initial administrative simplicity.... Leaving a [PEO] allows you to gain greater control and customize HR solutions ... However, the transition itself involves significant effort and potential challenges."  MORE >>