"If your Employee Benefits Consultant advised you to not execute a plan document for your pre-tax Section 125 benefit plan because 'ERISA does not apply to municipalities', you likely facing at least two plan sponsor issues: [1] your Section 125 plan is likely in jeopardy, and [2] you are facing a potential fiduciary obligation to find a new Employee Benefits Consultant."  MORE >>

"[1] Inadequate notice and communication.... [2] Mismanaging continuous vs. reduced schedule (intermittent) leave.... [3] 'Topping off' PFML benefits with PTO/mandatory exhaustion of accrued leave.... [4] Overlooking PFML coverage for remote and hybrid employees.... [5] Retaliation and perceived retaliation."  MORE >>

"With the benefit start date approaching and applications now being accepted, Maine employers should promptly review their leave policies, administrative procedures, and benefit‑coordination practices to ensure compliance with the PFML program."  MORE >>

"These comprehensive reforms establish rigorous licensing, transparency and operational standards for all PBMs operating in Ohio, promising substantial benefits for health plans, employers, insurers, pharmacies and consumers alike."  MORE >>

"[T]he court held that both categories of PBM laws had an impermissible 'connection with' ERISA plans under 29 U.S.C. Section 1144(a). Applying the framework from Rutledge and Gobeille ... the court identified three independent grounds for preemption: the laws [1] required providers to structure benefit plans in a particular way, [2] governed a central matter of plan administration, and [3] interfered with nationally uniform plan administration." [McKee Foods Corporation v. BFP Inc., No. 25-5416(6th Cir. Apr. 7, 2026)]  MORE >>

"Many people ages 18 to 49 fall outside the recommended proactive guidelines for key cancer screenings, which typically start at 40 or 45.... Cancer rates are rising among young adults, and many people are diagnosed earlier in life than expected.... As medical expenses continue to climb, particularly for advanced-stage diagnoses and treatments, employers must shift their focus from reactive sick care to proactive health care."  MORE >>

"Last summer, the insurance industry broadly agreed to reform a major healthcare pain point: prior authorization.... Services that are no longer subject to prior authorization include those with clear clinical guidelines and consistent utilization trends for providers, per the announcement. The insurers have also worked to use more consumer-friendly language in determinations, and if an authorization is denied, make it clear what an appeal or next step could be."  MORE >>

"The trend is being observed most clearly among Michigan employers with workforces ranging from 50 to 500 employees ... What was once considered a niche or experimental approach has matured into a legitimate and well-supported strategy that mid-market HR teams are actively evaluating and, in many cases, implementing."  MORE >>

90 pages. "This report presents statistics and data on announced transactions that include life and health insurance business ... Following a year-on-year rise in volumes in 2024, the number of announced life and health M&A transactions across the globe remained unchanged in 2025 (85 deals).... Looking ahead, insurers in North America are expected to increasingly focus on strategic initiatives driving organic growth."  MORE >>

"[T]he date an item is delivered to the USPS is no longer relevant for determining whether a filing or notice is timely mailed. This creates uncertainty as to when a postmark will actually be applied, particularly for time-sensitive benefit plan documents.... For large-scale or mass mailings, [alternatives] may be impractical or cost-prohibitive. In such cases, plan administrators should strongly consider mailing well in advance of the deadline to account for potential delays before a postmark is applied."  MORE >>

"Plaintiffs contended that the Garmon doctrine [1] only applies to state law claims, and [2] only applies to federal claims 'within the jurisdiction of the NLRB,' i.e., not ERISA claims. The Sixth Circuit rejected both arguments. The court emphasized that the doctrine applies to all federal claims arising from activities arguably subject to the NLRA, including ERISA claims.... According to the Sixth Circuit, 'Plaintiffs' ERISA claims can succeed 'only if' Defendants' 'conduct violates the NLRA,' rendering the NLRA issues 'anything but collateral.' " [Rieth-Riley Construction Co., Inc. v. Trustees of the Operating Engineers' Local 324 Fringe Benefit Funds, No. 25-1823 (6th Cir. Apr. 3, 2026)]  MORE >>