The IRS has released their adjusted contribution limits for HSAs. Those with an HSA-eligible high-deductible health plan will be able to provide additional money into their HSA in 2020.
The Plexus Groupe is not only proud to offer Work Shield as an innovative workplace harassment protection plan to our clients, but we use the confidential reporting platform in our own company as well.
There are over 42,000 opioid-related deaths in the United States each year, according to the Centers for Disease Control and Prevention (CDC)—a figure that has been rising steadily since the turn of the century. The opioid death rate is now more than five times greater than it was in 1999.
In addition to the skyrocketing opioid-related deaths, there are countless Americans who are still abusing
In addition to the skyrocketing opioid-related deaths, there are countless Americans who are still abusing prescription medications. This means employers must figure out how to best address this crisis with employees. That is where The Plexus Groupe can help.
The purpose of this toolkit is to help employers understand and deal with the opioid epidemic, create a healthier and more productive workforce, and reduce costs. This toolkit is not intended to replace the advice of a medical or legal professional. In many cases, you may need to contact a professional for assistance. However, this information can serve as a starting point for developing a meaningful opioid strategy.
What Are Opioids?
In the most basic terms, the CDC defines opioids as “a class of drugs used to reduce pain.” However, not all opioids are the same. There is a wide range of legal and illegal drugs that are classified as opioids. For example, Vicodin, a legal painkiller commonly prescribed to patients, is an opioid. By comparison, heroin, an illegally manufactured drug that has no medical use, is also an opioid. Both are killing thousands each year.
Opioids vs. Opiates
These terms are used interchangeably by many who report on the opioid crisis. While this may be fine for a basic understanding, knowing the difference between opioids and opiates could matter to your organization’s plan administrator.
This toolkit uses the term “opioid” exclusively to include both categories of drugs.
Common Types of Opioids
It should be clear by now that many drugs are considered opioids. Here are the names of some commonly abused opioids, with their brand names listed for recognition. These include prescription medications and illegal offshoots.
What Employers Can Do
The opioid crisis is not going away. Estimates show this epidemic costs the U.S. economy over $95 billion annually, with employers paying $18 billion of that themselves. And, these figures are only expected to rise. Employers need to do everything possible to combat the impact opioids have in the workplace.
There is no silver bullet for this crisis. However, exploring new initiatives can help you develop your own strategy to best suit the needs of your employees. This section provides examples that may help you.
Understanding the Impact
Employers across the country are working to curb the misuse of prescription opioids. With more employees falling victim to addiction, employers are seeing lower productivity, higher health care costs and fewer qualified job applicants.
When so much of the workforce is at risk of opioid abuse, that can put a strain on benefit programs—especially health care costs. Overprescribing creates ample room for abuse, which can result in employers paying more for their drug plan than they need to be.
It can be hard to identify illegitimate use, especially with prescribed medications. Employers may need to try more unique approaches to curb opioid abuse. Addressing the problem with employees directly can be a good place to start.
Opioid abuse is not happening in a vacuum. Even if employees themselves are not using opioids, their lives may be affected by loved ones who are. This can indirectly affect their job performance and contribute to the overall crisis.
Employers should do their best to provide employees with educational materials to help them understand and take action against the opioid crisis. Lasting reform can only happen if individuals take charge of their situation. Educating employees is the first step.
Consider the following suggestions when developing your own communication campaign:
Explain the Risks
Reminding people about addiction’s tragic side effects could help motivate them to abstain from or seek treatment. Directly facing the consequences of your actions can be powerful, especially when paired with other resources. Try putting up posters or sending information directly to employees that calls attention to the dangers of opioid misuse.
Encourage Employees to Speak With a Doctor
Sometimes employees do not think to speak to their doctors about opioid abuse. This could be because employees are worried about losing their prescriptions, or perhaps they do not know how their doctor could help. Regardless, a doctor is more qualified than your organization’s HR department to help with medical issues stemming from opioids.
Educate employees on the importance of speaking openly with their doctors. If they are worried about losing a prescription, explain that there are other effective ways to treat chronic pain. Most importantly, reassure employees that their doctors are there to help, not get them in trouble for misusing medication.
Promote Your EAP
Employee assistance programs (EAPs) can be extremely beneficial for your workforce. Traditionally, EAPs help with personal issues, like smoking cessation or stress management. However, they can also help with opioid usage.
Like any other EAP, a program geared specifically toward opioids can help employees deal with this debilitating addiction and put energy back into their job. Read more about EAPs in the following section.
Employee Assistance Programs
Because substance abuse and mental health issues can impact the workplace so significantly, many companies choose to offer EAPs. However, an EAP is only useful if it is tailored to your employees’ needs. In this case, employees need resources to fight their opioid addictions.
An EAP supplies professionals who provide counseling to employees and their families in a safe and private atmosphere. Generally, all the information disclosed will remain confidential, and no disclosure to employers will be made without written permission. Using an EAP will not jeopardize an employee’s job or chance for promotion, which are two repercussions many drug users fear. These factors lower barriers and can encourage more people to seek help.
The EAP makes a limited number of counseling sessions available to employees at no cost. Should an employee and his or her counselor decide that a referral to an outside provider is necessary, those costs will then be the employee’s responsibility.
Consult your EAP vendor to determine what the payment structure looks like so you can advise employees on best usage practices.
Benefits of an EAP
An EAP not only helps employees, it helps the entire business. When employees are in good mental and physical health, the whole organization benefits.
Offering an EAP can put employees in touch with experts who can help start their treatment.
Opioid addiction should be treated like a chronic illness. Simply providing one treatment option will not help create lasting change. It takes time, energy and ongoing treatment to help reverse opioid addiction.
Speak with your EAP vendor to discuss adaptions that can better meet the needs of your workforce.
Have questions regarding opioid addiction in the workplace, this newsletter, or any other employee benefits matters? Contact a client service team representative from The Plexus Groupe in Deer Park, Illinois at 847-307-6100, Chicago at 312-606-4800, Dallas at 972-770-5010 or Oklahoma City at 405-840-3033.
We’re here to help and we’re happy to help.
Content provided by Zywave.
The #MeToo and #TimesUp movement is fairly new but sexual harassment is not. Women, usually the victims of sexual harassment at work, are just no longer taking the abuse. They are finding their voice, speaking up and demanding change causing human resource departments across the nation to scramble to reform their ways and find new solutions.
The movement has resulted in more workplace complaints, companies fine-tuning their policies and procedures and even developing new prevention education.
Enter Work Shield and its ERISA-qualified Employer Harassment Prevention Plan (“EHP Plan”), a new and innovative workplace harassment solution that works for everyone and is offered by The Plexus Groupe. This plan can be purchased and added at any time. The Work Shield solution provides an independent platform for employees to address -- and employers to prevent -- harassment issues in the workplace.
As set forth by the EEOC, more than 33 million women have experienced sexual abuse and about half of those incidents took place at work. However, that number may be low because according to the EEOC, 75 percent of workplace harassment incidents go unreported.
Most victims of workplace harassment don't report the incident because of fear - fear of not being believed, fear of retaliation, fear of losing their job, fear of being ridiculed, and fear of having the incident “swept under the rug”, among other factors. Employees rarely feel safe and protected with their employer's current sexual harassment policies and procedures.
Work Shield serves a third party that provides a safe and secure conduit between all parties involved in a workplace harassment incident. An employee who is feeling harassed can use the Work Shield platform to report the incident on a HIPAA-secured portal – both anonymously and not.
Once an incident report is filed, Works Shield and its team of experts begin an investigation that is based on listening and understanding, while finding the facts surrounding the incident.
Within 45 days, Work Shield will provide an incident report of the findings and make a qualified recommendation to the employer regarding the incident – all with compliancy, confidentiality (as it relates to keeping the matter between only those applicable parties) and sensitivity as the key components to the determination and recommendation.
The existing system of handling workplace harassment issues is broken. The only resource for employees is to file EEOC charges and even lawsuits. Oftentimes, these employees win – BIG – due to an employer not appropriately handling, investigating and procuring the right solution. Since 2010, companies have paid out nearly $700 million in settlements to victims of workplace sexual harassment.
Workplace harassment not only impacts companies through legal costs, but impacts job turnover, sick and low productivity. It is estimated that companies spend an additional $327 million –on these three issues due to workplace harassment. In total, that’s over $1 billion dollars spent on workplace harassment in the past seven years.
But for the price of a cup of coffee per employee per month, the Work Shield platform is the key to preventing and resolving workplace harassment before it gets to a hefty and costly lawsuit.
Have questions regarding Work Shield, this newsletter or other employee benefits matters? Contact a client service team representative from The Plexus Groupe in Deer Park, Ill. (847.307.6100), Chicago (312.606.4800), Dallas (972.770.5010), or Oklahoma City (405.840.3033).
We’re here to help — and we’re happy to help.
CHICAGO -- The Plexus Groupe hires Christa Oldham as Vice President, Client Executive in Employee Benefits. She will be based out of the national insurance brokerage and risk management consultancy firm's Chicago office. Christa brings nearly two decades of employee benefits consulting and brokerage success to The Plexus Groupe. The Plexus Groupe hires Christa Oldham because she has executed numerous high-level benefits initiatives. She has expertise creating, developing, and deploying strategies that positively impact clients and their employees. She will be responsible for personally managing a portfolio of clients.
“The Plexus Groupe hires Christa Oldham to fill a niche area with her strengths,” said John Dwyer, Plexus Senior Vice President. “Her impressive scope of experience and ability to build client relationships makes her a great addition to our firm. She will be a big part of our efforts as we continue to grow our presence in the greater Chicagoland area.”
WHO IS THE PLEXUS GROUPE?
The Plexus Groupe offers expertise in employee benefits, property and casualty, corporate retirement plans, personal lines insurance, human resources administration/consulting. It also offers benefits technology services and mergers and acquisitions. Additionally, the Plexus Global Network gives clients access to insurance placement in 130 countries around the world. The Plexus Groupe's headquartered in Deer Park, Ill., with additional locations in Chicago, Dallas, and Oklahoma City.
For more information on Plexus’s strategic insurance solutions, contact the firm at 847-307-6100 and ask to speak to a client executive or visit PlexusGroupe.com.
The Plexus Groupe explains new fringe benefits tax law changes in the Tax Cuts and Job Act released by the IRS for employers. The Internal Revenue Service (IRS) recently released the 2018 version of Publication 15-B, Employer’s Tax Guide to Fringe Benefits. This contains information for employers on the tax treatment of fringe benefits.
The new fringe benefits tax law, released in 2018, incorporates the new Tax Cuts and Jobs Act to the following fringe benefits:
→ Qualified transportation plans.
→ Moving expense reimbursements.
→ Employer-provided meals.
→ Employee achievement awards.
IRS Publication 15-B also discusses the new fringe benefits tax law for a variety of other benefits and includes key benefit limits for 2018.
Fringe Benefits: Tax Rules
A fringe benefit is a form of additional pay for an employee’s performance of services. Fringe benefits may include, for example, employer-provided cars, discounts on property or services, memberships in country clubs or other social clubs, and tickets to entertainment or sporting events. Fringe benefits are generally included in an employee’s gross income, unless a specific tax exclusion applies.
The Internal Revenue Code includes tax exclusion rules for certain types of fringe benefits. These include transportation benefits, meals, achievement awards, educational assistance and dependent care assistance. The new fringe benefits tax law excludes all or part of the value of certain fringe benefits from employees’ pay. In most cases, the excluded benefits are not subject to federal income or employment tax withholding, and are not reported on IRS Form W-2.
IRS Publication 15-B: An Overview
IRS Publication 15-B contains information for employers on the tax treatment of certain kinds of fringe benefits. The IRS updates Publication 15-B each year for tax law changes. The 2018 version of Publication 15-B is significant because it includes changes made by the new tax law.
Key provisions of Publication 15-B include the following:
Qualified Transportation Benefits
The new fringe benefits tax law, effective for 2018, does not allow employer deduction for qualified transportation benefits. IRS Publication 15-B clarifies that when an employer directly pays for qualified transportation benefits, through a bona fide reimbursement arrangement or through a compensation reduction agreement, their is no employer deduction. Thus, employers cannot deduct the wages that employees choose to contribute on a pre-tax basis for qualified transportation benefits.
IRS Publication 15-B does not address the unrelated business income tax (UBIT) issue for tax-exempt employers that provide transportation benefits.
While employers may no longer deduct payments for qualified transportation benefits, the fringe benefit exclusion rules still apply and employee wages may exclude deductions for qualified parking, commuter expenses and transit passes. However, the tax exclusion suspends qualified bicycle commuting reimbursements for tax years beginning after Dec. 31, 2017, and before Jan. 1, 2026.
Moving Expense Reimbursements
Also, the tax exclusion suspends qualified moving expense reimbursements for tax years beginning after Dec. 1, 2017, and before Jan. 1, 2026. The exclusion is limited to members of the U.S. armed forces on active duty who move due to changing stations.
The 50% limit on food or beverage expense deductions also applies to these expenses that are excluded from employees’ income. However, food or beverage expenses related to employee recreation, such as holiday parties or annual picnics, are not subject to the 50 percent limit on deductions when made primarily for the benefit of employees, other than certain highly compensated employees.
Employee Achievement Awards
Employers may exclude the value of tangible personal property that is given to an employee as an award for either length of service or safety achievement. The new tax law clarifies that the tax exclusion does not apply to awards of cash, cash equivalents, gift cards, gift coupons or gift certificates (other than arrangements in which the employee selects from a limited array of items preselected and preapproved by the employer). The tax exclusion also does not apply to vacations, meals, lodging, tickets to theater or sporting events, stock, bonds, other securities and similar items.
Let Plexus Lend a Hand
Have questions regarding this newsletter or or other employee benefits matters? Contact a Plexus client service team representative in Deer Park, Ill. (847.307.6100), Chicago (312.606.4800), Dallas (972.770.5010), or Oklahoma City (405.840.3033). We’re here to help — and we’re happy to help.
Disclaimer and publishing credit: This Compliance Bulletin is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice. © 2018 Zywave, Inc. All rights reserved.
We enjoy reading about insurance. Here are seven insurance stories we're sharing, bookmarking, and highlighting as the work week rolls on:
→ The Economist takes a look at how insurance is working to tailor policies for the freelance workforce.
→ Fixing something and need insurance fast? One agency is offering on-demand coverage.
→ Why are major non-insurers like Walmart suddenly looking to get into the business?
→ Dog bite insurance claims totaled close to $690 million in 2017, according to one study.
→ Here's a neat story from the Lansing (Mich.) State Journal on how area insurers and schools are working to attract students to careers in insurance.
→ The deadly Montecito mudslide has led to more than $400 million in insurance claims.
The San Francisco Office of Labor Standards Enforcement requires their Annual Employer Report to be filed by Monday, April 30, 2018. This Plexus Benefits News Alert answers some FAQs regarding these regulations:
Q: Which firms have to file the Annual Employer Report?
Generally, this means that employers of 20+ employees with at least one employee within the city or county of San Francisco are covered.
Additionally, employers who are contractors, subcontractors, or leaseholders of the city of San Francisco are covered.
Q: When is the deadline?
A: Covered employers must file the San Francisco 2017 Employer Annual Report by Monday, April 30.
Q: What penalties are possible for missing the deadline?
A: The penalty for not filing in a timely fashion is up to $500 per quarter.
Q: What other requirements do employers face under San Francisco law?
A: In addition to the annual report, there are several other requirements under San Francisco law for covered employers, including but not limited to:
→ Mandatory paid parental leave.
→ Paid sick leave.
→ Posting employee notifications.
→ Keeping specific records in-house.
Therefore, if your clients have at least one employee within the city or county of San Francisco, please inquire as to whether these laws apply to their businesses.
Let Plexus Lend a Hand
Have questions regarding today's Alert or other employee benefits matters? Contact a Plexus benefits client service team member in Deer Park, Ill. (847.307.6100), Chicago (312.606.4800), Dallas (972.770.5010), or Oklahoma City (405.840.3033). We're here to help, and we're happy to help.
The Plexus Groupe (Plexus), a national insurance brokerage and risk management consultancy with an international network, has hired sales executive Wes Hornsby as a Vice President of Business Development. Hornsby will work out of Plexus's Dallas, Texas office.
Hornsby brings more than 20 years of sales leadership, business operations experience, and strategic planning expertise. He was most recently with Aflac, where he tailored benefit plans for clients via brokers, self-funded groups, and enrollment/software-solution companies. He has also held key sales roles with SurePoint Medical LLC, Rocky Brands, Inc., Allstate, and Bayer/Siemens.
"We are excited to welcome Wes to Plexus," said Brian F. Griffin, Plexus President and Chief Revenue Officer. "His innovative, strategic, client-focused approach, coupled with his vast experience and success in employee benefits and property and casualty, makes him a perfect fit for us. His addition is yet another example of our commitment to bolstering our already strong Dallas market presence."
The Plexus Groupe
Plexus offers expertise in property and casualty, employee benefits, corporate retirement plans, personal lines insurance, human resources administration/consulting, benefits technology services, and mergers and acquisitions. Additionally, the Plexus Global Network gives clients access to insurance placement in 130 countries around the world. Plexus has four offices: Deer Park, Ill. (headquarters), Chicago (Loop), Dallas, and Oklahoma City.
For more information on Plexus's strategic insurance solutions, please contact the firm at 847.307.6100 and ask to speak to a client executive, or contact us via the Web.
Study shows that fear of dependence on medication prescriptions is a major reason for patients skipping their recommended doses.
By Integrated Health Concepts, LLC
In the United States, 20 to 30 percent of medication prescriptions are never filled, and approximately 50 percent of medication prescriptions are not taken as prescribed for chronic diseases.1,2 It's estimated this non-adherence causes approximately 125,000 deaths and at least 10 percent of hospitalizations and estimated to cost the U.S. health care system between $100 and $300 billion annually.1,3
Non-adherence and its consequences are concerning to Employer Plan Sponsors, raised frequently by those offering high-deductible plans. Numerous strategies have examined external barriers, with little long-term impact. These include financial incentives paying patients for taking their medications, social support nudges from apps or family/friends, electronic pill bottles alerting patients when a dose is due, and low or no co-pays.
A recent study, however, sheds light on a particularly challenging factor in non-adherence: patient beliefs about medications. 4 The study found 51.9 percent of respondents viewed medications negatively. Fear of dependence came as the most reported negative belief, followed by disbelief that medication works. These negative beliefs were significantly associated with lower medication adherence. This study concluded that “… negative beliefs about medicines were a more significant deterrent to adherence than external barriers to accessing medicines.” 4
Medication non-adherence comes with multifaceted problems, with many barriers and beliefs that must be overcome. Simply targeting one area, such as member cost share, will not be sufficient. It will take the entire health care team (physicians, nurses, pharmacists, insurers, PBMs and plan sponsors) working cohesively with the patient to improve patient adherence.
Let Plexus lend a hand
Have questions regarding this newsletter or or other employee benefits matters? Contact a Plexus client service team representative in Deer Park, Ill. (847.307.6100), Chicago (312.606.4800), Dallas (972.770.5010), or Oklahoma City (405.840.3033). We’re here to help – and we’re happy to help.
Publishing credit: Content provided by Integrated Health Concepts, LLC, a pharmacy consultant for The Plexus Groupe.
1. Peterson AM, Takiya L, Finley R. Meta-analysis of trials of interventions to improve medication adherence. Am J Health Syst Pharm 2003; 60:657-65.
2. Haynes RB, Ackloo E, Sahota N, McDonald HP, Yao X. Interventions for enhancing medication adherence. Cochrane Database Syst Rev. 2008; CD000011.
3. Benjamin RM. Medication adherence: Helping patients take their medicines as directed. Public Health Rep. 2012; 127(1):2–3.
4. Gagnon MD et al. Patient beliefs have a greater impact than barriers on medication adherence in a community health center. J Board Fam Med. 2017 May-Jun; 30(3):331-336.