"[T]he IFBF was established for purposes other than the provision of insurance, participation in the Consortium and the Plan is limited to employer members of the IFBF, and the Participating Employers in the Consortium and the Plan have a long-standing history of collaboration through their IFBF membership ... Therefore, the Department would view these Participating Employers as having a commonality of interest and a genuine organizational relationship unrelated to the Plan through their IFBF membership.... [It] is the Department's view that the Participating Employers would, at least in form, constitute a bona fide group or association of employers for purposes of ERISA section 3(5), and the Plan, at least in form, would constitute an employee welfare benefit plan for purposes of Title I of ERISA."  MORE >>

13 pages. "To date, the Administration has reached voluntary MFN pricing agreements with 17 of the largest pharmaceutical manufacturers in the world. Moving forward, the Administration expects to reach similar agreements with most manufacturers of sole-source brand name drugs and biologics in the nation. In parallel, the Administration is working with Congress to codify those voluntary agreements into law to ensure that patients continue to benefit from price discounts. This report describes the MFN drug pricing framework and evaluates its fiscal effects."  MORE >>

"While most employers cover GLP-1s for diabetes, 67% of surveyed employers currently cover GLP-1s for weight management ... with many employers relying on various strategies to ensure the appropriate use of GLP-1s for weight management.... Of those covering GLP-1s for weight management, only 72% said they were likely to continue that coverage in 2027, while 10% said they likely would not, according to the survey. Companies that do not cover GLP-1s for weight management today are unlikely to add coverage in the future."  MORE >>

"A standardized benefits structure typically ends up serving 'some' plan participants well while missing the mark for others. Workforces today are far more diverse in terms of age, family situation, health needs, and financial priorities, so it is increasingly difficult for a single benefits design to meet everyone where they are.... [A]lthough targeted solutions can be highly effective, it is important not to overcomplicate the plan. Choosing the right program(s) for your workforce is key because too many overlapping initiatives can create confusion and make it harder for plan participants to know where to go for care. "  MORE >>

"Pediatric genetic screening programs provide an opportunity for parents to give their child their healthiest start. It is a way to provide early detection and better outcomes to a small percentage of families whose children have a genetic finding and provide peace of mind to the many families where there is no genetic finding. For families with no genetic finding, it also curbs unnecessary rule-out tests and procedures."  MORE >>

"In the two geographic markets we researched, a commercial MA plan was the cheapest plan option, but that may not be true where you live. Consider the following before suspending your FEHB coverage and enrolling: ... Prior authorization ... Provider access ... No family coverage ... Higher out-of-pocket costs ... Higher catastrophic limit ... The ability to return to FEHB during any future Open Season represents a significant advantage."  MORE >>

"[In-house] administration offers maximum control over how your organization allocates its HR budget and resources ... While outsourcing may not always be the least expensive option, it is often the most cost-effective solution in the long run ... Co-sourcing blends some strengths of in-house and outsourced solutions, offering flexibility for organizations with diverse needs or complex structures.... [F]ocus on the complexity of your benefits plans, the scale of your administrative workload, your employee experience priorities, your technology capabilities, and your preferred level of control and collaboration."  MORE >>

"The pivot toward metabolic health signals a broader evolution in how organizations view employee well-being. Rather than treating wellness as an optional perk, companies are beginning to see it as a strategic investment in long-term workforce stability. As research continues to highlight the connection between metabolic function and chronic disease, this trend is likely to accelerate. Programs will become more personalized, data-driven, and medically informed, blending preventive care with behavioral support."  MORE >>

"Employers are scouring for ways to cut back and generous paid parental leave is among the employee benefits on the chopping block.... The shift also reflects companies' efforts to align more closely with state-led paid leave programs, which have increased.... It's easier for companies to trim a benefit when they are already offering more than competitors ... Parental leave is used by a relatively small portion of the workforce, so changes may have a limited impact on the organization."  MORE >>

"[I]ndividuals and businesses affected by Super Typhoon Sinlaku in the Commonwealth of the Northern Mariana Islands that began on April 11, 2026 ... now have until Nov. 2, 2026, to file various federal individual and business tax returns and make tax payments.... [I]ndividuals and households affected by Super Typhoon Sinlaku that reside or have a business in the Northern Islands, Rota, Saipan and Tinian qualify for tax relief."  MORE >>

37 pages; updated May 4, 2026. "This roundup focuses on recent federal and state actions to restrict noncompete provisions and provides links to federal and state resources from organizations, government websites, third-party resources, and news articles. The aggregated content in each section is organized in reverse chronological order[.]"  MORE >>

"[FAB 2026-01] contains a defect that is not merely analytical, but structural: it is internally inconsistent on its face. The Bulletin expressly conditions enforcement on alignment with 'clearly established case law,' yet the governing premise it adopts -- that fiduciary prudence may be satisfied by process alone -- is unsupported by, and in tension with, the very body of law it invokes. That contradiction is fatal."  MORE >>