A growing number of U.S. employers are making the switch to alternative funding as a way to reduce costs and improve benefits in their employee health plan. Regardless of company size, it’s never too early to explore alternative funding options.

But what does an alternative funding strategy entail? How does alternative funding differ from a fully-insured solution? What options are available to small and mid-size employers?

Download our Guide to Alternative Funding to learn about the options available, the risks and rewards that alternative funding presents, and how to develop the right approach for your health plan.

Once considered an option available only to very large companies, employers of all sizes are turning to alternative funding strategies to provide cost-effective health benefits to employees. Just about any company can implement some form of alternative funding.
There are a variety of options available, from pairing a high-deductible health plan with a Health Reimbursement Arrangement, to completely self-funding the benefits. Employers should carefully assess which of the many options will provide them with the greatest advantage.
Download our Alternative Funding Preparedness Assessment for a thorough analysis of the factors that should be considered before implementing an alternative funding strategy.

Following the 2016 election, four states approved recreational marijuana measures – including California – and many others adopted initiatives to expand the use of medical marijuana. However, marijuana use, both for medical and recreational purposes, remains illegal on the federal level.

This evolving patchwork of regulations creates a challenge for employers to craft effective and compliant workplace drug and alcohol policies. California employers should be mindful of the balance between their ability to enforce a drug-free workplace with an employee’s right to privacy.

Download our sample “Workplace Drug & Alcohol Policy with Testing“to help you adopt policies that will promote the health, safety, and productivity of your workforce.

Download our sample “Workplace Drug & Alcohol Policy Without Testing“ to help you adopt policies that will promote the health, safety, and productivity of your workforce.

The U.S. Department of Labor (DOL) is tasked with enforcing group health plan compliance with ERISA and related federal regulations, including HIPAA, COBRA, and now the Affordable Care Act (ACA). While there is no way to eliminate a plan’s chances of being randomly selected for a DOL compliance audit, employers can be prepared.

A DOL audit is extensive and exhaustive. The process can take months and can easily exhaust an employer’s resources, which makes advance preparation essential.

Download our guide to Preparing for a DOL Audit to learn about the process of an audit and formulate a strategy to efficiently navigate the process.

The Employee Retirement Income Security Act of 1974 (ERISA) is federal law that regulates employer-sponsored health plans of all sizes. Sponsors of noncompliant plans run the risk of various civil – even criminal – penalties assessed by the DOL and IRS.

Employers can take steps to prevent the costly consequences of noncompliance. An ERISA gap assessment can serve as a sponsor’s first line of defense by identifying areas of weakness and addressing vulnerabilities

Download our ERISA Gap Assessment booklet to get access to a five-phase assessment, along with tips to ensure continued compliance.