Employers with operations outside the U.S. have been responding to outbreaks of COVID-19 for some time. The following summarizes how they have been responding to the crisis to protect the health and wellbeing of their employees, plus how employer-sponsored private employee benefit plans would cover medical expenses relating to COVID-19 or a life/disability claim.
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The coronavirus disease (COVID-19) and virus that causes it (SARS-CoV-2) is top of mind for companies and their employees. Below, you will find information and guidance authored by our expert resource Dr. Louise Short, MD, MSC to keep your employees safe.
As COVID-19 continues to spread, more areas of business and personal life may be interrupted. Preparation may minimize employee distress, business workflow and ease of handling new situations that arise from COVID-19. In this white paper, our experts offer considerations and insights from an employee benefits and employer perspective.
The first cases of coronavirus disease 2019 (COVID-19) were reported in late 2019 and were primarily from the Chinese Hubei Province. Since the first reports, the viral outbreak has spread at a rapid pace. Chinese officials have traced the source of the outbreak back to the Huanan Seafood Wholesale Market, a large “wet” seafood and live animal market located in Wuhan. It is thought that an animal source from the market was responsible for some of the first human infections.
With the coronavirus disease 2019 (COVID-19) in the news, there is of course concern not only for personal safety for each other, but there are some regulatory implications as well. Although this is not your typical employee welfare benefit plan topic, we wanted to address how your group health plans and HIPAA Privacy are affected by this public health concern.
With travel restriction, business closings, and interrupted production, the 2019 Novel Coronavirus (2019-nCoV) breakout already has reaching effects. As of February 2020, there are confirmed cases in many international locations, including the United States. The overall financial losses and costs will continue to evolve as businesses are interrupted by supply chain lapses, stock shortages and lost sales.
Although the Affordable Care Act has taken center stage, other employee benefit rules still remain in force, and plan sponsors are responsible for ensuring they administer their plans appropriately according to the rules and regulations
Recently, several states have enacted legislation mirroring the individual mandate under the Affordable Care Act (ACA). While Congress has repealed the IRS penalties associated with the individual federal mandate, certain states have taken it upon themselves to implement their own mandates requiring residents to maintain qualifying health coverage.
We are rapidly approaching a tipping point in the American workforce. Baby Boomers are retiring en masse, giving Gen Xers and Millennials an unprecedented opportunity for career advancement. At the same time, the oldest members of Gen Z are graduating college and filling entry-level positions. The future of many companies is dependent upon hiring and […]