"[1] Review applicable contracts to ensure that they do not contain prohibited gag clauses. [2] If the group health plan is fully insured, confirm that the insurer will make the Attestation on behalf of the plan.... [3] If the group health plan is self-insured, it may be possible to delegate the responsibility for completing the Attestation to the plan's TPA.... [4] Review existing agreements with insurers/TPAs to ensure that the agreement includes a 'compliance with applicable law' provision[.]"   MORE >>

"Nationwide, a modest number of small- and medium-size employers have set up their own health clinics at or near their workplaces ... Improving employee health and lowering health costs are among the main advantages employers cite for running clinics. But some companies also say they're helping to blunt the nation's shortage of primary care doctors and eliminate the hassle of finding and getting care."   MORE >>

"As the U.S. workforce ages and includes more women than ever before, more employers are considering benefits and other workplace changes specific to menopause.... Menopause benefits can range from simple employer policy changes to workplace accommodations, to medical benefits that are a part of, or integrated with, the employer's major medical plan."   MORE >>

"Despite predictions to the contrary, employers did not drop health benefits in large numbers after the ACA took effect.... The increase in employer offer rates combined with structural changes in the labor force resulted in a 5% increase in the percentage of workers eligible for health benefits between 2014-2022."   MORE >>

"Whether or how a [group health plan (GHP)] should cover gender-affirming care is a complex and evolving legal issue. This is especially true of self-funded GHPs, which are generally not subject to the nondiscrimination provisions of the [ACA] Both state and federal law are still unsettled ... [S]elf-funded GHP sponsors must carefully consider numerous legal factors."   MORE >>

"[Section 1411] notices were required to be sent by the Exchanges prior to the IRS being able to assess a penalty under IRC section 4980H. These notices were supposed to serve as a useful tool for employers as it alerts them to the possibility of an employee triggering an IRC section 4980H penalty. By bundling the sham 1411 notice up with the IRS proposed penalties, this employer protection was lost and the clear language of the ACA was not followed."   MORE >>