According to recent government statistics, employees are walking away from their jobs in record numbers. During this period of mass resignation (sometimes referred to as “the great resignation”), employers need to demonstrate their value to employees or risk losing them. Here are some of the most attractive benefits employers are using to strengthen their attraction and retention efforts.

Affordable Benefits, Generally

After enduring the worst of the COVID-19 pandemic, many front-line, low-wage or low-level employees concluded that their labor wasn’t worth their compensation. Savvy employers have picked up on this and are beginning to offer more attractive benefits to employees. Even modest benefits can make a huge difference when courting employees.

Retirement Plans

Only 62% of workers feel secure about their ability to save enough to retire, according to the Employee Benefits Research Institute. Providing employees with retirement plan options, such as a 401(k), can be a great way to add value and financial security to a position.

Flexible Work

Surveys find that the majority of workers who worked from home at least some of the time during the pandemic want to retain that perk indefinitely. All evidence indicates that if employers want to stay competitive, they will need to allow for some flexibility.

Personalized Well-being Resources

Personal well-being has never been more important to employees than during the COVID-19 pandemic. That’s why some employers are tacking on benefits such as mental health counseling, financial planning assistance and student loan repayment plans.

Employer Takeaway

In today’s labor market, an employer’s benefits offerings can be the difference between a satisfied workforce and mass employee resignations. Contact us today to discuss benefits options that are right for your unique workforce.

DOL to Hire 100 Investigators, Signaling Potential Enforcement Increase

Provided by Deutsch & Associates, LLC

The U.S. Department of Labor (DOL) recently announced an initiative to add 100 investigators to its Wage and Hour Division (WHD)—a potential sign to employers that increased enforcement may be on the horizon.

Overview of the WHD

The WHD enforces comprehensive labor laws that affect more than 148 million workers.

The DOL reports that in fiscal year 2021, the WHD collected $230 million in wages owed to 190,000 workers.

According to the department, the core enforcement obligations of WHD investigators include:

• • Conducting investigations to determine if employers are paying workers and affording them their rights as the law requires
• • Helping ensure that law-abiding employers are not
• undercut by employers who violate the law
• • Promoting compliance through outreach and public education initiatives
• • Supporting efforts to combat worker retaliation and worker misclassification as independent contractors

What’s Next?

This addition of WHD investigators could translate to an increase in enforcement in 2022.

As such, employers should be sure to review their workplace policies and procedures to ensure compliance with all applicable workplace laws and regulations. Common violations include worker misclassification, unpaid overtime, tip theft, insufficient break periods and failure to provide protected leave. Read More

Reach out to Deutsch & Associates, LLC today for additional resources.

APRIL 2022

A spending bill signed into law on March 15, 2022, extends the ability of high-deductible health plans (HDHPs) to provide benefits for telehealth or other remote care services before plan deductibles have been met without jeopardizing health savings account (HSA) eligibility. This extension applies to any telehealth services from April 2022 through the end of the year.

Background

HSA contribution rules limit the types of health coverage that eligible individuals may have. As a general rule, telemedicine programs that provide free or reduced-cost medical benefits before the HDHP deductible is satisfied are disqualifying coverage for purposes of HSA eligibility.

However, effective in 2020, for plan years beginning before 2022, the Coronavirus Aid, Relief and Economic Security Act (CARES Act) allowed HDHPs to provide benefits for telehealth or other remote care services before plan deductibles have been met. This meant that HDHPs could provide coverage for telehealth services before the minimum deductible was reached without jeopardizing plan participants’ eligibility for HSA contributions. This rule expired for plan years beginning in 2022.

Impact of the Extension

Under the extension, HDHPs may choose to waive the deductible for any telehealth services from April 2022 through the end of 2022 without causing participants to lose HSA eligibility. This provision is optional; HDHPs can continue to choose to apply any telehealth services toward the deductible.

Note that telemedicine services provided between Jan. 1, 2022, and April 1, 2022, must still be counted toward the HDHP deductible to avoid impacting participants’ eligibility for HSA contributions.

Federal Protections for Gender-affirming Care

The Department of Health and Human Services recently issued guidance on federal civil rights protections and health privacy laws that apply to gender-affirming care.

Federal Civil Rights Protections

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Affordable Care Act Section 1557 protects a person’s right to access health programs receiving federal funds without facing discrimination based on sex, including gender identity. Covered entities refusing to provide treatment to an individual based on gender identity is prohibited discrimination. Similarly, restricting a person’s ability to receive medically necessary gender-affirming care solely based on their sex assigned at birth or gender identity likely violates Section 1557.

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Deutsch & Associates, LLC

Section 504 of the Rehabilitation Act and Title II of the Americans with Disabilities Actprotect individuals with disabilities from discrimination in programs receiving federal funds or in state and local government programs. Gender dysphoria may qualify as a disability under these laws. Thus, restrictions preventing otherwise qualified individuals from receiving medically necessary care based on their gender dysphoria may also violate these laws.

Federal Health Privacy Laws

The Health Insurance Portability and Accountability Act (HIPAA) prohibits the disclosure of gender-affirming care that is protected health information (PHI) without an individual’s consent, except in limited cases. The HIPAA Privacy Rule allows, but does not require, covered entities to disclose PHI without an individual’s consent when required by another law. Read More

April 2022

Personalizing Your Employee Benefits Offerings

Each workforce is comprised of unique individuals with diverse backgrounds and interests. So why opt for a one-size-fits-all benefits package? Instead, consider providing benefits options that are as unique as your employees. Doing so could be the attraction and retention tool that sets your workplace apart.

In fact, 73% of employees said having customized benefits made them more loyal to their employers, according to a MetLife survey. Additionally, the survey found that 83% of employees would trade a small pay cut for better benefits options

Benefits of personalization will vary by organization, but here are some general tips you can consider when assessing your own strategy:

• • Survey employees. One of the best ways to discover employees’ benefits desires is by asking them.
• • Conduct focus groups. Similar to a survey, consider meeting with employees in groups to solicit benefits feedback.
• • Maintain ongoing benefits conversations. As employees age and grow in their careers, continue to ask them about their evolving benefits needs.
• • Opt for variety. Consider offering different types of health plans or management programs that address specific health conditions.

While it’s impossible to offer benefits that will meet all the needs of every single employee, maintaining open communication with workers can go a long way toward that goal.

Offering Work-from-Home Subsidies

Working from home is more popular now than at any time in recent history. What started out of necessity during the COVID-19 pandemic has now morphed into a perk that remote employees are eager to retain. Luckily for these employees, remote work is likely to remain for the foreseeable future, as many employers say offering flexible work will remain a priority.

However, working from home can also come with additional, unexpected expenses for employees. Some workplaces understand these financial burdens placed on remote employees and are providing relief where possible.

Some ways employers are subsidizing remote employee expenses include:

• • Offering a stipend or reimbursement for purchasing home office-related equipment
• • Providing employees with equipment to take home, such as laptops, monitors and headsets
• • Paying for remote employees’ internet bills

These are only some of the ways employers like you are able to subsidize remote working expenses. Deciding what would work best for your workplace will depend on a variety of factors, such as the type of work being conducted and available resources. Read More

Did you know that poor oral health can lead to many seemingly unrelated medical conditions? In fact, oral bacteria and oral disease have been linked to a variety of serious illnesses, including heart disease, diabetes, stroke and pregnancy complications.

Importance of Oral Health

The following examples illustrate the relationship between your oral health and general health.

• • Tobacco, alcohol and illicit drugs affect both your overall and oral health.
• • Dry mouth, or a lack of saliva, increases your risk of tooth decay.
• • Oral pain resulting in an inability to eat properly can prevent you from getting the nutrition your body needs to stay healthy.

Periodontal Disease

Oral health can often be used to diagnose underlying health issues.

• • The advanced form of gum disease, called periodontitis, causes tooth loss and is also sometimes associated with cardiovascular disease, stroke and bacterial pneumonia.
• • Pregnant women with periodontitis are at an increased risk for delivering babies that are pre-term and/or have low birth weight.

• • Diabetics are more likely to develop periodontitis, and more severe cases of it.
• • People who smoke or drink alcohol have an increased risk of periodontitis and other conditions, such as oral cancer.

What This Means to You

Given the potential link between periodontitis and systemic health problems, preventing periodontitis may turn out to be an important step in maintaining your overall health. In most cases, this can be accomplished by practicing good daily oral hygiene, including brushing and flossing and regular seeing a dentist for cleanings. Tell your dentist about changes in your oral health, including any recent illnesses or chronic conditions.

Also provide your dentist with an updated health history, including medication you use—both prescription and over-the-counter. If you smoke, talk to your dentist about options for quitting. (pdf)