HR Compliance / Legislation Updates

Employers Encouraged to Expand Access to Group Health Plans
Read Time: 5 Minutes

In a letter dated July 20, 2023, from the Center for Medicare and Medicaid Services (CMS) to employers, plan sponsors and issuers, the Biden-Harris Administration (the Administration) is encouraging those entities to expand mid-year enrollment opportunities in group health plans for employees and their dependents who are losing coverage under Medicaid. In addition, the Administration is encouraging employers to provide information to employees about Medicaid and the Children’s Health Insurance Program (CHIP) and to encourage individuals to update their contact information with applicable state agencies. It is important to note that none of these actions is mandatory on the part of an employer. However, employers wishing to aid employees and their dependents who may have recently lost eligibility for Medicaid or CHIP may wish to take action in response to the Administration’s plea... Keep Reading

July 2023 Compliance Recap
Read Time: 4 Minutes

July saw two proposed rules, one focusing on short-term, limited-duration health plans, and one addressing provider networks and data collection for the Mental Health Parity and Addiction Equity Act (MHPAEA). The PCORI fee was due on July 31 for plan sponsors of self-insured groups and HRAs. President Biden encourages group health plan sponsors to extend the open enrollment period for employees coming off Medicaid and CHIP... Keep Reading

Legal Update: ACA Case Highlights Lingering Uncertainty for Preventive Services
Source: Mineral
Read Time: 3 Minutes

A recent court ruling is reactivating HR and benefits concerns for employers around coverage for preventive services allowed under the Affordable Care Act (ACA) with no cost-sharing to patients. The ruling in the case, Braidwood v. Becerra, found that employer-sponsored medical plan coverage for certain preventive services violates religious beliefs.

Learn More

Compliance Question of the Week

Q: What do I need to know about religious accommodations?

A: Employers with 15 or more employees are required by federal law to provide reasonable accommodations for an employee’s sincerely held religious beliefs, practices, and observances, unless doing so would create an undue hardship on the employer.
The need for a religious accommodation generally arises when an employee’s religious beliefs or practices conflict with a specific task or requirement of the position or application process. For instance, an employee might need a change to their schedule to allow for prayer during the workday, to not be scheduled on Sundays, or to wear a head covering or hairstyle that is outside of your dress code.