On June 11, 2020, the Equal Employment Opportunity Commission (EEOC) issued more guidance concerning COVID-19 and return to work. Click for FAQs regarding the new guidance. For more information, contact a Murray Health Benefits consultant at 717.397.9600.
In response to the coronavirus (COVID-19) pandemic, many organizations have been faced with making tough decisions—often leading to layoffs, furloughed employees and reduced pay. Post-coronavirus, many employers find themselves torn between balancing fair compensation and the current financial realities of their business—while hoping to return to a new sense of normalcy. The current employment market is intrigued by more than just pay, and compensation is often viewed holistically—including benefits packages. As organizations complete post-coronavirus planning, benefits can be leveraged as an attractive offering for both current and prospective employees. Click for Post-coronavirus compensation considerations for employers. Contact a Murray Health Benefits consultant at 717.397.9600 to further discuss your options.
Teke Drummond, Executive Director Penn Medicine HealthWorks, provided an overview of how businesses can best be prepared for safe and responsible operations in the current COVID-19 environment. Highlights covered in the webinar include: Overview of Penn Medicine HealthWorks as a comprehensive service to employers. Update on the current state of COVID 19 on our community. Understanding the recommendation of Prevention, Exposure Management, and Quarantine / Return to Work measures needed to ensure safety. Review of regulatory standards. Service recommendations to address employee well-being amidst COVID 19 and a modified work design. Update on testing protocols and contact tracing services. Click for “Kicking COVID Together, and use password sCMpEFw5 To further discuss, contact your Murray Health Benefits Consultant at 717.397.9600.
Since being established as part of the Coronavirus Aid, Relief and Economic Security Act (CARES Act) in March 2020, the Paycheck Protection Program (PPP) has been the subject of additional stimulus bills, legal guidance and interim final rules. In the latest development, Congress passed the Paycheck Protection Program Flexibility Act of 2020, which is a bill that provides borrowers with greater flexibility in spending PPP funds without compromising forgiveness eligibility. What is included in the bill? If you have questions, contact Matt Pfeiffenberger, Vice President, Health Benefits Solutions at 717.283.9680.
By Tony Montgomery, Assistant Vice President, Senior Plan Advisor In today’s uncertain times, you may be unexpectedly looking for health insurance for you and your family. Whether you are losing your current insurance due to loss of employment or having hours reduced to where you no longer qualify for insurance through your employer, or are making a job change or looking to retire, there are a few options for healthcare coverage for you and your family. The first option is through the government Marketplace or Obamacare. These plans are normally available only during the open enrollment period of November 1 – December 15. However, if you are losing your current insurance, you may be eligible for a Special Election Period …
The Families First Coronavirus Response Act (FFCRA) requires group health plans and health insurance issuers to cover COVID-19 testing without imposing any cost sharing. Key Points: Employer-sponsored group health plans must cover COVID-19 testing, without imposing a deductible, copayment or other cost sharing. This mandate applies to fully insured group health plans and self-insured group health plans. Plans and issuers must pay the provider-negotiated rate for testing (or the provider’s cash price if there is no negotiated rate). Click to read the Legal Update: Health Plans Must Provide Free Coronavirus COVID 19 Testing 03.31.20 Contact your Murray Health Benefits representative at 717.397.9600 with any questions.
We’ve all heard about the Families First Coronavirus Response Act (FFCRA), but what does it entail? Highlights are below, but more information is available by clicking the links below. Highlights: Coronavirus relief legislation requires employers with fewer than 500 employees to provide 12 weeks of FMLA leave for child care reasons related to COVID-19. The new FMLA leave must be compensated after the first 10 days, at two-thirds of an employee’s wage, up to $200 per day. Employers must also provide 80 hours of paid sick time for specified reasons related to COVID-19. New Coronavirus Relief Law Requires Paid Employee Leave 3.27.20 More information can be found on the Department of Labor (DOL) FAQs page. Click here for the Department …
The Department of Labor (DOL) continues to update the questions and answers page regarding the Families First Coronavirus Response Act. New items of interest include: More detailed guidance on qualifications for small business exemption to FFCRA leave requirements Further details on definition of “individual” and “child” for purposes of employee taking emergency paid sick leave to care for another person If you haven’t posted the FFCRA notice, find it here. The PDF can be distributed by email or mail to employees who are working remotely. Questions can be addressed to your Murray Health Benefits representative or call us at 717.397.9600.
Murray and Contribution Health are partnering to help our clients navigate the everchanging circumstances brought on by the coronavirus pandemic. Below is a link to information regarding the Families First Coronavirus Response Act that is effective April 2, 2020, as well as a link to a summary of what the webinar covers. Families First Coronavirus Response Coronavirus Update Summary Any questions can be directed to your Murray Health Benefits Consultant or by contacting Matt Pfeiffenberger, Vice President, Health Benefits Solutions, via email or by calling 717.735.3069.
According to BASIC HR Compliance & Technology, the IRS has extended the due date for certain 2018 information-reporting requirements for insurers, self-insuring employers, and certain other providers of minimum essential coverage under section 6055 of the Internal Revenue Code and for applicable large employers under section 6056 of the Code. Read more here.