How Natural Immunity to COVID-19 Might Factor Into Vaccine Mandates
Recently, President Joe Biden announced sweeping COVID-19 vaccination mandates. Federal employees must now be vaccinated as a condition of employment. And, soon, private employers with 100 or more employees will need to implement the same measure or allow weekly negative COVID-19 testing as substitutes for vaccination.
Natural Immunity, Explained
“Once an individual is infected with COVID-19, do they need to get vaccinated, or is their immunity sufficient?”
How Natural Immunity Factors Into the ETS
Most experts predict the ETS will not include it as an exception for getting vaccinated.
What to Expect in the Upcoming ETS
Experts predict that the ETS will not outline natural immunity as a valid exception to the rule.
Note: This is a developing issue. Information will be updated here and in subsequent resources as more details are released.
Know Your Benefits: COVID-19 Medical Bills Expected to Rise
COVID-19 medical bills are expected to increase next year. During the height of the pandemic, insurers waived the costs of certain COVID-19-related services, such as emergency room (ER) copayments, hospital stay deductibles, and testing charges.
As the pandemic eases, those previously waived costs are returning. Many insurers are now treating COVID-19 much like other diseases, meaning they no longer provide special exceptions for COVID-19-related services.
This article briefly explains why this pricing change matters to you and what you can do to protect your health budget.
- Where Might Expenses Increase?
- How Might Rising Costs Be Controlled?
- Where Can I Learn More?
Reach out to Evolution of Benefits for all your employee communication needs, including enrollment guides, video messaging, presentations, and more.
Learn more and take action – view the full newsletter below.
FAQs Address COVID-19 Vaccine Coverage and Premium Discounts
On Oct. 4, 2021, the Departments of Labor (DOL), Health and Human Services (HHS), and the Treasury (Departments) issued FAQs addressing rules regarding premium incentives for COVID-19 vaccinations and rapid coverage of preventive services for COVID-19.
The maximum premium discount related to COVID-19 vaccination is 30% of the cost of coverage.
Highlights
- Premium discounts for COVID-19 vaccination generally must be offered as part of a wellness program.
- These wellness programs will generally be required to offer a reasonable alternative standard to qualify for the discount for certain individuals.
- Plans generally may not condition eligibility for benefits or coverage on vaccination status.
Merck Antiviral COVID-19 Pill Found to Cut Risk of Hospitalization, Death
On Friday, Oct. 1, 2021, drug manufacturer Merck and its partner Ridgeback Biotherapeutics announced an antiviral pill that could drastically reduce the severity of COVID-19 infections.
The drug, molnupiravir, was shown in clinical trials to reduce the risk of COVID-19 hospitalizations and death by around 50%. Merck said they will be seeking emergency use authorization (EUA) from the Food and Drug Administration as soon as possible.
“Antiviral treatments that can be taken at home to keep people with COVID-19 out of the hospital are critically needed.” Wendy Holman, Ridgeback Biotherapeutics CEO
For more information:
Additional Regulations Issued on Surprise Medical Billing Ban
On Sept. 30, 2021, the Departments of Labor (DOL), Health and Human Services (HHS), and the Treasury (Departments) jointly released an additional interim final rule outlining further requirements related to surprise billing. This rule continues the implementation of the No Surprises Act, which is a ban on surprise medical bills effective in 2022 that was enacted as part of the Consolidated Appropriations Act, 2021, signed into law in late 2020.
Important Dates
- Dec. 27, 2020, The Consolidated Appropriations Act, 2021, was signed into law.
- Sept. 30, 2021, The Departments issued an additional interim final rule to implement the No Surprises Act.
- Jan. 1, 2022, The No Surprises Act applies to plan or policy years beginning on or after Jan. 1, 2022.
This interim final rule details the independent dispute resolution process for determining final payment beyond allowable patient cost-sharing.
Clarifying Guidance on COBRA Deadline Extension Relief
Notice 2021-58 clarifies that the disregarded periods to elect COBRA coverage and make initial and subsequent COBRA premium payments generally run concurrently. The guidance provides the following rules to illustrate the applicable time frames:
- If an individual elected COBRA coverage within the initial 60-day COBRA election time frame will have one year and 45 days after the date of the election to make their initial COBRA premium payment.
- If an individual elected COBRA coverage outside of the initial 60- day COBRA election time frame, they generally will have one year and 105 days after the date the COBRA notice was provided to make the initial COBRA premium payment (subject to transition relief).
Click here to learn more and download the latest Compliance Bulletin
Remote Work Newsletter
Preparing for Open Enrollment This Year
Mandate Overview
Open enrollment will be here before you know it—and it’ll likely be different from those held in years past, especially for remote employees. Benefit offerings may be changing, and you may be enrolling virtually as a remote employee. As such, it’s essential to come prepared. To avoid last-minute headaches, familiarize yourself with the enrollment process to make informed benefits decisions.
Has the pandemic changed your life in any way?
- Thoroughly read the descriptions for this year’s offerings.
- Seek digital materials or educational opportunities.
- Understand virtual open enrollment technology.
Employee Takeaways for President Biden’s COVID-19 Vaccine Mandate
Many health experts and business leaders agree that vaccination is likely the most effective way to limit the spread of COVID-19 and maintain uninterrupted operations. While more than 175 million Americans are fully vaccinated, nearly 80 million eligible people have yet to get their first shot.
Mandate Overview
- Company qualification
- Remote staff
Employee Takeaways
Legal battles over the ETS are expected. However, regardless of courtroom challenges, applicable employers will still be preparing to comply with the ETS. After all, it’s possible that employers could be penalized for noncompliance while lawsuits work their way through the courts.
Reactions to Biden’s COVID-19 Vaccine Mandate
President Joe Biden’s administration is blazing ahead with its COVID-19 vaccination efforts. Federal workers and nursing home staff were recently ordered to get vaccinated as a condition of employment. Now, a similar mandate is being imposed on private employers with 100 or more employees.
The Eager
Some employers are welcoming this latest move from the White House. With a fully approved COVID- 19 vaccine and federal vaccination mandates in place, employers now have some cover to make policy changes.
The Cautious
Some employers are taking a wait-and-see approach to the upcoming vaccine mandate. This includes making statements that laud the spirit of the requirement, yet don’t explain any definitive action steps the companies will be taking. For instance, the sentiment expressed among these
Note: This is a developing issue. Information will be updated here and in subsequent resources as more details are released.
Know Your Benefits: Family-building Benefits
FamOver the past decade, there have been shifts in the path to parenthood as many people turn to in vitro fertilization, surrogacy and egg freezing. Routes like these may share some of the same challenges, but how individuals build their families is ultimately unique to them. Although advanced technology provides more opportunities to be a parent, there are still hurdles to overcome often related to finances and access.
- Fertility treatment.
- Donors and surrogacy.
- Adoption.
Family-building benefits are becoming increasingly popular since they inclusively support the complex ways individuals and couples build their families. Benefits may cover options including fertility drugs, medical treatments and procedures, surrogacy, and adoption.
Reach out to Evolution of Benefits for all your employee communication needs, including enrollment guides, video messaging, presentations, and more.
Learn more and take action – view the full newsletter below.
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.
