Insights

We’re going Around the World in April, using kettlebell swings to help build sustainable strength that may lead to meaningful improvements in how we move, feel, and show up.

Changing a plan year is often viewed as an administrative exercise, but the health and welfare benefit compliance implications can be more complex than employers expect. When an employer utilizes a short plan year to transition between two 12-month plan years, it must navigate compliance considerations before, during, and after the transition. Short plan years can disrupt employee expectations, accelerate filing deadlines, and trigger special rules under ERISA, the Internal Revenue Code, COBRA,

On March 11, 2026, in Lucchesi v. Guaranty Fund Mgmt. Servs. Health and Welfare Plan, a Massachusetts district court dismissed the plaintiff ’s ERISA claims after finding that the defendant employer’s short-term disability benefit was an ERISA-exempt “payroll practice.”  Background Plaintiff James Lucchesi, a former employee of Guaranty Fund Management Services (GFMS), claimed GFMS improperly denied him short-term disability plan (STDP) benefits after he took leave for anxiety and related

On March 6, 2026, Gov. Michelle Lujan Grisham signed House Bill 38 (HB 38) into law.  The bill requires group health benefit plans to provide coverage for prosthetic devices, custom orthotic devices, and complex rehabilitation technology devices that are at least equivalent to that coverage currently provided by the federal Medicare program and no less favorable than the terms and conditions that the plan offers for medical or surgical benefits. Coverage of complex rehabilitation technolog

Assuming that the coverage is being paid for by the employee on a pre-tax basis, then no. Unfortunately, the financial status of the employee would not be a qualifying event.   Section 125 restricts the ability of an employee who has made a pre-tax election to make changes to that election in the middle of a plan year. Basically, an individual's election is irrevocable (unchangeable) during the plan year unless the individual experiences a recognized Section 125 midyear status change event

Insurance markets remained steady across financial institutions, construction and law firms, with competitive pricing in some segments and continued pressure in others.

The ACA’s employer mandate has been around for over a decade, yet it can still be confusing to employers. The employer mandate provides specific ways to determine full-time employee status.

As we head into tax season, now is the perfect time to take a few proactive steps that can simplify your filing process and potentially improve your financial outcome.

Written by Megan Nail, SVP, Total Rewards Practice. If you're looking to make some adjustments to your total rewards strategies to mitigate potential talent challenges, please contact Talent Solutions. What is the market compensation rate for a position? While this may seem like a straightforward question, it's not that easy. There is no magic number that reflects the market rate. What “market” is will vary according to the data source you use. Market is a wide range of pay that can only b