HR Brief – Upcoming EEO-1 Reporting Deadlines (May)
Under Title VII of the Civil Rights Act (Title VII), employers with 100 or more employees and certain federal contractors must submit a report about their workforces to the Equal Employment Opportunity Commission (EEOC) by March 31 every year. This report, known as the EEO-1 report, is a federally mandated survey that collects workforce data categorized by race, ethnicity, sex and job category. However, the collection of this data from 2022 has been delayed, and the portal for submitting EEO-1 reports will not be opened before the usual deadline in 2023. Instead, the EEOC expects to open the portal for employers to begin entering 2022 EEO-1 information sometime in mid-July 2023.
HR Brief – DOL Issues Guidance on Telework and FMLA Eligibility
On Feb. 9, 2023, the U.S. Department of Labor (DOL) published a Field Assistance Bulletin (FAB) No. 2023-1 that includes guidance on how to apply eligibility rules under the Family and Medical Leave Act (FMLA) when employees telework or work away from an employer’s facility. FABs provide guidance to DOL Wage and Hour Division (WHD) field staff.
The FMLA requires covered employers to provide eligible employees with up to 12 weeks of unpaid, job-protected leave for specific reasons related to the health and well-being of themselves and their families. Generally, employers are covered if they have at least 50 employees. Employees are eligible for FMLA benefits if they:
National Autism Awareness Month (April)
Autism spectrum disorder (ASD)—or autism—is a broad term used to describe a group of neurodevelopmental conditions typically characterized by differences in communication and social interaction.
View and download National Autism Awareness Month Infographic
Benefits Buzz – Gag Clause Attestations Are Due by Dec. 31, 2023
On Feb. 23, 2023, the Departments of Labor, Health and Human Services and the Treasury (Departments) issued FAQs on the prohibition of gag clauses under the transparency provisions of the Consolidated Appropriations Act, 2021 (CAA). These FAQs require health plans and health insurance issuers to submit their first attestation of compliance with the CAA’s prohibition of gag clauses by Dec. 31, 2023.
Effective Dec. 27, 2020, the CAA prohibits health plans and issuers from entering into contracts with health care providers, third-party administrators (TPAs) or other service providers that would restrict the plan or issuer from providing, accessing or sharing certain information about provider price and quality and deidentified claims.
Live Well, Work Well – Managing Seasonal Allergies (April)
According to the Asthma and Allergy Foundation of America (AAFA), allergies are the nation’s sixth-leading cause of chronic illness. Seasonal allergies are an annual nuisance for many people and typically ramp up this time of year. It’s no surprise that as plants bloom and neighbors cut their grass more frequently, people living with allergies across the nation start sniffling and sneezing. Further, as mold growth occurs both indoors and outdoors, it’s almost impossible to escape these seasonal allergy triggers.
View and download the latest Live Well, Work Well newsletter
Live Well, Work Well – Increasing Your Nutrient Absorption With Food Pairings (March)
March is recognized as National Nutrition Month, making it a great time to evaluate the food and beverages you’re putting into your body.
Did you know that some nutrients aren’t optimally absorbed if you eat them on their own? Instead, they need to be paired with other nutrients for your body to get the most value out of them. Fortunately, that’s as simple as eating certain food combinations together.
View and download the latest Live Well, Work Well newsletter
HR Brief – Retaining Employees During Economic Uncertainty
Economic uncertainty can heavily impact employees’ mental and physical well-being in the workplace due to the stress of financial instability and the looming fear of layoffs. Even with an increased chance of being laid off during a recession, employees may still choose to leave the workplace for a variety of reasons, such as a higher-paying job, flexible working conditions or improved job security.
Retaining employees during a time of economic uncertainty is essential for maintaining an organization’s performance, minimizing costs and supporting employee morale. To help retain employees, employers can focus on some of the following retention strategies:
Benefits Buzz – White House Announces End of COVID-19 Emergency
On Jan. 30, 2023, the Biden administration announced that it plans to end the COVID-19 public health emergency (PHE) and national emergency on May 11, 2023.
The COVID-19 PHE and national emergency were declared in early 2020 and have been extended numerous times since then. The Biden administration intends to extend the emergency periods until May 11, 2023, and then end both periods on that date. According to the White House, this timeline supports an orderly wind-down of emergency measures and aligns with its commitment to give at least 60 days’ notice before the termination of the PHE.
Client and Employee Resources
The more your employees understand your benefit plans the more they become educated, empowered consumers. The programs you provide will also gain an enhanced value.
As your strategic partners in employee benefits, we can provide multiple avenues of ongoing support, including:
- Employee Meetings (English and Spanish)
- Webcasts
- Payroll Stuffers
- Poster Campaigns
- Newsletters
Carrier Directories
E-Verify is a web-based system that allows enrolled employers to confirm the eligibility of their employees to work in the United States. Click the image below to begin.
