The Lead - June 2016
IN THIS ISSUE:
Lifetime Benefit Solutions is sharing their mission of health and wellness with the community. Share the Health is an initiative established to support organizations that share our commitment to improve the health of individuals in the communities where we live and work. Share the Health actively champions innovative approaches that promote healthy behaviors and encourage people to take responsibility for their individual wellness.
The goal is to support a broad range of activities and initiatives that promote healthy lifestyles and improved well-being.
Share the Health awards sponsorships and donations to 501c(3) organizations working at the community level to support the overall health and well-being of people of all ages and populations.
We’ll soon be launching our own unique program designed to improve employees’ physical and mental well-being. Watch for upcoming news on how to put a little wag in your wellness.
For more information visit our community page.
Looking for something tasty – yet healthy – for your 4th of July celebration? This American flag fruit salad is the perfect treat and sure to be a hit at your party.
Here’s what you’ll need:
- 9x13 glass dish
- 1 pint of blueberries
- 1 ½ lb of strawberries, cut in halves
- 3-4 bananas, cut in slices
Simply cut up the fruit and arrange in the design of the American flag on skewers. Simple yet totally festive!
Clients will soon have the option of visiting the doctor’s office without ever leaving home. With the launch of MDLIVE, Lifetime Benefit Solutions is offering a brand new service that enables clients to connect with a doctor whenever it’s most convenient for them.
With capabilities in cloud, voice, video, mobile and virtual care technologies, MDLIVE continues to lead the way in the provision of telemedicine software and services. MDLIVE treats routine medical conditions by connecting patients with doctors 24/7/365, which saves time and optimizes convenience. Typically, telemedicine visits treat common conditions such as allergies, asthma, cold & flu, headaches, sinus infections and sore throats, among others. What’s more, all doctors are board certified, thoroughly experienced, and licensed in the state where their patients are located.
While the visits are virtual, the benefits to your clients are real. Telemedicine reduces healthcare costs while increasing access to high quality care, which also helps reduce absenteeism and improve employee productivity.
It’s summertime, and while you and your family may be itching to get outside and spend hours at the pool or the park, it’s essential to take precautions against sun damage.
Sun protection is essential to skin cancer prevention. According to the Skin Cancer Foundation, about 90% of non-melanoma skin cancers and about 86% of melanomas are associated with exposure to UV radiation from the sun.
Make sure you follow these 6 Simple Tips to stay protected when you head outside:
- Wear sunscreen when outdoors, even in the winter. Even when it’s cloudy. Make sure it has an SPF of 30 or greater and says “broad-spectrum” on the label. Broad-spectrum means it protects against the sun’s UVA and UVB rays.
- Reapply sunscreen at least every two hours, especially if you are sweating or swimming. First apply sunscreen at least 15 minutes before heading outdoors.
- Avoid being exposed when the sun’s rays are strongest, which is typically from 10 a.m. to 2 p.m.
- If you are outdoors at this time, wear wide-brimmed hats and, if you can stand it, long-sleeved shirts and pants.
- Wear sunglasses with total UV protection.
- Don’t forget to apply sunscreen to your ears and lips!
Reimbursement account administration.
That’s right – we offer that, too!
Lifetime’s retirement plan services provide plan sponsors with state-of-the-art services for one of the most visible and valued employee benefit plans: an organization’s retirement plan. Lifetime Benefit Solutions can assist every step of the way, from initial plan design through implementation.
We can help you clearly define and prioritize corporate goals and translate them into a cohesive set of plan design features. Our flexible design process helps avoid potential missteps by first determining the ideal plan features that will best meet your client’s needs.
Our plan design and implementation services include:
- Plan document review and consultation
- Plan document and SPD preparation
- Employee communications and notices
- Governmental filing preparation
- Plan design services
- Traditional 401(k) designs
- Safe harbor designs
- Integrated designs
- Age weighted and new comparability designs
- 403(b) ERISA designs
- Owner only 401(k) designs
Account executives Wendy Sutor and CJ Graham of the Lifetime Benefit Solutions sales team attended the New York Metro Association of Health Underwriters (NYMAHU) Convention 2016 at the NY Hilton Midtown on April 14. Lifetime Benefit Solutions was one of 46 exhibitors at the annual event.
In March, account executives Alex Urbino and Mike Fischer attended the Northeast Ohio Health Underwriters Association Benefits Forum 2016. Held in Independence, Ohio, the forum included sessions on ethical selling, coverage gaps and telemedicine.
You may have recently received one of our postcards highlighting our many products and services. Our latest postcard hitting your mailbox features our COBRA administration service. If you have questions on how we can work with you on COBRA administration or wish to get on our mailing list, please contact us.
At Lifetime, we know how difficult it is for employers to manage never-ending COBRA regulations…yet compliance is critical. Count on us to handle your client’s COBRA administration quickly and accurately. Our notification services are organized specifically to simplify COBRA administration, supported by a superior client website and three decades of knowledge and experience.
Our COBRA Services by the Numbers:
- Dependable service from knowledgeable specialists with 30 years of COBRA and premium billing experience
- 90% of COBRA notifications processed within five business days of receipt – all within the 14 day requirement for processing
- Termination notifications to carriers processed within six business days
- All payments processed on the day that they are received - one business day
- All client requests or inquiries processed within three business days
- Same time reporting available 24 hours a day via client web portal access
In May, the Equal Employment Opportunity Commission (EEOC) released final regulations relating to workplace wellness programs. According to the regulations, an employer may offer an incentive, such as a reward or a penalty, to an employee whose spouse receives health services provided by the employer – included as part of a wellness program – and where the spouse provides information about his/her current or past health status.
Do's & Don'ts
In addition, a wellness program that asks employees (1) to answer disability-related questions about their health conditions or (2) undergo medical examinations or biometric screening for the purpose of alerting them to health risks (such as having high cholesterol or elevated blood pressure) is permissible under the law in cases where a reward is provided for participating in the program. (Conversely, a penalty can be imposed for non-participation or failing to meet certain health outcomes.)
However, asking employees to provide medical information on a health risk assessment without providing any feedback about risk factors or using aggregate information to design programs or treat specific conditions is not permissible.
The rules further hold that an employer cannot require participation in these programs; may not deny an employee access to health coverage if they choose not to participate; and may not take adverse actions against employees who choose not to participate.
The EEOC imposed a new notice requirement on employers offering the above described programs, requiring employers to clearly explain what medical information will be obtained, how it will be used, who will receive it, and restrictions on its disclosure. If the employer is not already providing this information described above, then a new notice must be sent in some form.
Incentives & Penalties
One of the most important clarifications under the EEOC final regulation is the type of incentives that may be offered for participation in the wellness programs discussed above - or penalties that may be imposed for non-participation or failing to meet certain health outcomes. Specifically, the maximum allowable incentive that may be offered to employees participating in the program - and similarly the maximum allowable penalty for non-participation or failing to meet certain health outcomes - must equal 30% of the lowest-cost self-only plan offered by the employer.
The final regulations include two new confidentiality requirements providing that medical information collected through a wellness program may only be provided to an employer in aggregate terms that do not disclose and are not reasonably likely to disclose the identity of specific individuals, except as, for example, needed to administer the health plan. In addition, an employer may not require an employee to agree to the sale, exchange, sharing, transfer, or other disclosure of medical information, or to waive confidentiality protections under the law as a condition of participating in a wellness program or receiving an incentive for participating.
The Lead is published periodically to keep you abreast of the ever-changing world of employee benefit plans. You are receiving this newsletter as a partner, customer, associate or friend of Lifetime Benefit Solutions.
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