Insights

As a reminder, by July 1, 2025, insurers and employer plan sponsors must comply with applicable reporting and payment obligations under the state’s Vaccine Purchasing Act (VPA). The reporting is required under the state’s VPA, which was enacted in 2015 and imposes surcharges on health insurers, group health plans, and third-party administrators (TPAs) to fund the state’s purchase of vaccines for children in the state. The reporting helps the state assess the quantity of vaccines to purchase, st

On May 14, 2025, Gov. Kotek signed SB 69 into law, which introduces administrative and technical modifications to Paid Leave Oregon and the Oregon Family Leave Act (OFLA). The bill will allow employers to request a healthcare provider's certification confirming an employee's fitness to return to work after a period of medical leave, provided the employer has a uniformly applied policy for such requests. The bill also clarifies that sick time can be used for any of the qualifying reasons under P

On June 18, 2025, the Rhode Island Department of Labor and Training announced the new maximum weekly benefit amounts for temporary disability insurance (TDI). Effective July 1, 2025, the maximum weekly benefit rate for TDI and TCI increased to $1,103, an increase of $33 from the previous rate of $1,070. For beneficiaries with a maximum of five dependents, the maximum weekly benefit rate will be $1,489, an increase of $45 from the previous rate of $1,444. Employers should be aware of these maxim

On May 17, 2025, Gov. Ferguson signed HB 1213 into law, which expands protections for workers in the state paid family and medical leave program. The bill also imposes new employer responsibilities, including notifying employees of their rights within five business days of qualifying for Washington Paid Family and Medical Leave (WA PFML, and providing continued notices (e.g., monthly) in certain circumstances. Additional rulemaking to develop the required written statement of employee rights is

The economy is always in a state of flux. While there are indicators as to where it may be headed next, it is, of course, subject to many unpredictable factors

While you are likely aware of your business's need for commercial insurance or insurance that protects your business from unexpected events, it’s challenging to know where exactly your liabilities fall

As remote and international work arrangements become standard for many U.S. companies, the complexity and cost of delivering healthcare benefits across borders is rising fast. Traditional local health plans, managed country by country, often fall short leading to administrative headaches, inconsistent care and mounting expenses. So how can your organization simplify HR operations, support globally mobile employees and stay competitive in today’s global talent market? Well, a global medical plan

Join our Benefits Compliance team as they discuss important federal laws impacting employees, including COBRA, the FMLA, and other federal mandates.

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