A Primer on QSEHRAs
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
Due to rising health care costs, small businesses often struggle to provide employees with affordable, high-quality benefits. In fact, many small businesses choose not to offer employee benefits because of cost constraints. Failing to offer health benefits can place small businesses at a disadvantage when it comes to attracting and retaining key talent compared to their larger counterparts. However, qualified small employer health reimbursement arrangements (QSEHRAs) offer small businesses the opportunity to provide employees with affordable, quality care.
A QSEHRA is a health reimbursement arrangement (HRA) that allows a small business to provide employees tax-free reimbursements for health insurance premiums and other qualifying health care expenses. Compared to traditional group health plans, QSEHRAs can offer small businesses more flexibility and affordability when administering health care benefits while tailoring benefits offerings to fit employee needs.
This article provides a general overview of QSEHRAs and outlines some considerations for employers to keep in mind when deciding whether to offer employees this coverage.
What Is a QSEHRA?
A QSEHRA is a health reimbursement arrangement for employers with fewer than 50 full-time employees. It allows qualifying small businesses without employer-sponsored group health benefits or any excepted benefits, such as dental and vision, to provide tax-free reimbursements to employees for eligible medical expenses. To qualify for tax-free reimbursements, employees must be enrolled in health plans that meet the minimum essential coverage (MEC) requirements outlined in the Affordable Care Act.
How Do QSEHRAs Work?
An employee with MEC can submit qualified medical expenses and supporting documents to their employer for reimbursement. Qualifying expenses typically include:
- Insurance premiums
- Coinsurance
- Copays
- Deductibles
- Prescription or over-the-counter drugs
The employer then provides tax-free reimbursements to the employee, up to a specified annual maximum amount. The IRS imposes annual maximums per employee, with separate limits for individual and family coverage. If an employee’s medical expenses do not reach the annual maximum reimbursement amount during the plan year, the employer may keep the remaining balance or roll it over for the following year. Employees may not receive cash payments for the difference if their expenses fail to reach the annual maximum amount.
QSEHRA Eligibility Requirements
The eligibility requirements for QSEHRAs differ for employers and employees.
Employer Eligibility Requirements
For employers to be eligible to offer a QSEHRA, they must meet the following requirements:
- Employ less than 50 full-time employees
- Not offer a group health plan, excepted benefits or a flexible spending account (FSA)
Employee Eligibility Requirements
Most employees of an eligible employer may qualify to participate in a QSEHRA. Even employees without MEC can still participate in their employer’s QSEHRA, but their medical reimbursements will be taxable. Additionally, employees with group health coverage through their spouse can participate in a QSEHRA, but their group health premiums cannot be reimbursed. However, employers can exclude certain categories of employees, including part-time and seasonal employees as well as employees younger than age 25.
Considerations for Offering a QSEHRA
QSEHRAs allow small businesses to offer employees health benefits without having to manage a group health plan. This can help small businesses avoid the potential downsides of traditional health insurance plans, such as expensive premiums, restrictive participation, contribution requirements and annual rate increases.
QSEHRAs can also benefit employers offering health benefits for the first time since these plans allow employers to control costs, provide flexibility and scale their benefits as their organization grows. They are often a good option for organizations with a remote and geographically disbursed workforce because small businesses may be unable to find a national carrier that provides high-quality, affordable health benefits. Additionally, QSEHRAs can offer employees more choice in how they spend their health care dollars than traditional health plans.
Summary
QSEHRAs offer a valuable solution for small businesses seeking to provide health benefits to their employees without incurring the costs typically associated with traditional group health plans. Leveraging the flexibility and tax advantages of QSEHRAs can help small businesses offer competitive benefits to attract and retain top talent while controlling costs.
Reach out to us today for more information on QSEHRAs.
- Published in Blog
The RISQ RECAP:
July 17th – July 21st, 2023
Each week, you’ll find specially curated news articles to keep you up to date on the ever-evolving world of insurance and risk management. The articles are divided out between items relevant to Property & Casualty, Employee Benefits/Human Resources, and Compliance. We’ve included brief summaries of each item as well as a link to the original articles.
PROPERTY & CASUALTY
Cybersecurity Labeling for Smart Devices Aims to Cut Hacking Vulnerabilities “The Biden administration and major consumer technology players on Tuesday launched an effort to put a nationwide cybersecurity certification and labeling program in place to help consumers choose smart devices that are less vulnerable to hacking. Officials likened the new U.S. Cyber Trust Mark initiative — to be overseen by the Federal Communications Commission, with industry participation voluntary — to the Energy Star program, which rates appliances’ energy efficiency. “It will allow Americans to confidently identify which internet- and Bluetooth-connected devices are cybersecure,” deputy national security adviser Anne Neuberger told reporters in a pre-announcement briefing. Amazon, Best Buy, Google, LG Electronics USA, Logitech and Samsung are among industry participants.” Full Article – Insurance Journal
GOP Attorneys General Shift Battle Over Affirmative Action to Workplace “Thirteen Republican state attorneys general are cautioning CEOs of the 100 biggest U.S. companies on the legal consequences for using race as a factor in hiring and employment practices, demonstrating how the Supreme Court’s recent ruling dismantling affirmative action in higher education may trickle into the workplace. The state attorneys general sent a letter to the CEOs on Thursday [July 13] arguing that the controversial June ruling declaring that race cannot be a factor in college admissions – consequently striking down decades-old practices aimed at achieving diverse student bodies – could also apply to private entities, like employers. “Treating people differently because of the color of their skin, even for benign purposes, is unlawful and wrong,” they wrote. The GOP officials also suggested that Diversity, Equity and Inclusion programs could be a form of discrimination.” Full Article – Insurance Journal
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
Meet Me at the Corner of No Surprises and … “The FAQs make it clear that, for services within the ambit of the No Surprise Billing Rules, either the No Surprise Billing rules or the ACA cost-sharing limits will apply.” Full Article – Ballard Spahr LLP
Eighth Circuit: Plan May Exclude Certain Specified Emergency Services “The Court upheld the lower court’s decision, noting that while the participant argued that the plan had to cover his emergency treatment under the ACA and state law, neither law requires that a plan cover all emergency services. Moreover, both laws say that coverage is subject to a plan’s exclusions.” Full Article – The Wagner Law Group
FTC Proposes to Vastly Expand the Health Breach Notification Rule “The Proposed Rule’s new definition of ‘health care provider’ is modeled after the HIPAA definition of this term, but its inclusion of the new term ‘health care service or supply’ considerably expands the customary definitions of a health care ‘service or supply’ and a ‘health care provider.’” Full Article – Nelson Mullins Riley & Scarborough LLP
Avoiding the Storm of Excessive Fee Legislation: How Fiduciaries of ERISA Health Plans Can Get Ahead of the Weather “As group health plan sponsors consider the fee disclosures mandated by the CAA, attorneys representing plan participants will likely do so also, seeking to determine if plans have been paying excessive service fees and whether those excessive fees have been passed on to plan participants in the form of insurance premiums, service charges, or other costs.” Full Article – Dickinson Wright PLLC
The ERISA Edit: A Case to Watch on Fiduciary Liability of TPAs “The benefits committee board of the Kraft Heinz Company has sued Aetna Life Insurance Company, claiming that Aetna violated ERISA in numerous ways when serving as TPA to two of the company’s self-funded group health benefit plans. This case is one of a growing number of lawsuits against TPAs involving who owns or has a right to access a plan’s medical claims and payment data and what types of TPA activities are covered under ERISA’s fiduciary duty provisions.” Full Article – Miller & Chevalier Chartered
Tri-Agencies Issue Proposed Rule on Short-Term, Limited Duration Insurance, Excepted Benefits, and Level-Funded Plans “Overall, the Proposed Rule seems focused on the effects of various coverage options on the stability of the risk pools and premiums in the individual and small group markets and consumer protection against deceptive or misleading marketing, which is consistent with the Biden Administration’s January 28, 2021 Executive Order directing federal agencies to protect and strengthen the ACA.” Full Article – Groom Law Group
STATE & INTERNATIONAL COMPLIANCE
In addition to the RISQ Review, RISQ Consulting also provides a resource that features changes and updates to State and International Compliance measures. We’ve included brief summaries of each item below, and also provided links to the original articles if you’d like to read further.
NEW YORK
New York’s Imminent Non-Compete Ban
“New York State is poised to join a growing number of states banning outright nearly all non-compete agreements. The New York State legislature has passed a bill banning almost all non-compete agreements for all workers, regardless of their salary level or job function.” Full Article
– Sidley Austin LLP
VIRGINA
Virginia Legislature Makes Changes to Employment Law
“During Virginia’s 2023 legislative session, a number of changes impacting employment law were passed and signed into law by Governor Glenn Youngkin. Those laws will become effective July 1. The following briefly describes some of the bills that most immediately impact employers.” Full Article
– Troutman Pepper Hamilton Sanders LLP
ILLINOIS
Revised Illinois Day and Temporary Labor Services Act: Implications for Staffing Agencies and Their Customers
“Recently, the Illinois General Assembly made substantial modifications to Illinois’ Day and Temporary Labor Services Act (820 ILCS 175/). The legislation drastically alters the legal landscape for staffing agencies and their clients.” Full Article
– Duane Morris LLP
MARYLAND
TOP TIP: Recreational Marijuana in Maryland
“As most Marylanders probably know, on July 1, 2023 recreational marijuana use will become legal in Maryland. We have some tips for employers in navigating this new territory. Under the new Maryland law (2022 MD H.B. 1), individuals 21 or older are permitted to use marijuana while off duty so long as they do not report to work under the influence (or, of course, smoke weed on the job).” Full Article
– Shawe Rosenthal LLP
CALIFORNIA
California Supreme Court Clarifies Employee Whistleblower Protections
“Can an employee still be protected as a whistleblower under California law if they are not the first to blow the same whistle? Per the California Supreme Court, the answer is yes: ‘[A] protected disclosure under [Labor Code] section 1102.5(b) encompasses reports or complaints of a violation made to an employer or agency even if the recipient already knows of the violation.” Full Article
– Venable LLP
- Published in Blog
EAP – The Benefit You Might Be Forgetting
By Alison Nelson, Employee Benefits Account Manager
Many employers offer a Long-Term Disability (LTD) policy to their employees, which allows people to maintain a portion of their income if they are no longer able to work. But did you know that most LTD policies include an additional benefit that can be used, even if you don’t have an LTD claim? This benefit is called an Employee Assistance Program.
An Employee Assistance Program (EAP) is a confidential program that allows you, or anyone in your household, to talk to a professional for any number of things that could impact your mental or emotional well-being. EAPs are a fantastic resource for counseling, stress-management, personal and professional relationships, grief, trauma, and so much more. If a family member become diagnosed with a serious illness, you can contact your EAP for help managing that stress and finding resources for that family member.
Most people don’t think about their Long-Term Disability policy unless they need it, which makes it easy to overlook the associated benefit of an EAP. Even if you don’t have an LTD policy, it’s worth checking with your Benefits Administrator to see if you have an EAP available to you. Mental health is something I’m very passionate about (I even wrote two blogs about it, here’s Part One and here is Part Two). I believe incredibly important to provide resources that aid in the mental and emotional well-being of employees and their families.
Not only does an EAP assist employees, it can help businesses to increase productivity and reduce employee absenteeism! After all, an engaged and productive employee is healthy AND happy. Here is an article that dives into the benefits of an EAP, which can be an all-around win-win. If you’d like to learn more, please don’t hesitate to reach out to RISQ Consulting!
- Published in Blog
PSYCH 101 – Anxiety
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
Experiencing occasional anxiety is normal. However, if your feelings of anxiety are extreme, last for an extended period or interfere with your daily life, you may have an anxiety disorder. People with anxiety disorders frequently experience intense, excessive and persistent worry and fear about everyday situations.
Although often used interchangeably, anxiety is not the same as fear. According to the American Psychological Association (APA), anxiety is a future-oriented, long-acting response broadly focused on a diffuse threat. At the same time, fear is an appropriate, present-oriented and short-lived response to an identifiable and specific threat.
Keep in mind that anxiety also is not interchangeable with stress. Both are emotional responses, but stress is generally caused by an external trigger (e.g., a work deadline, conflict or chronic illness). These terms are often confused since anxiety leads to similar symptoms.
The National Institute of Mental Health estimates that 31% of Americans will experience an anxiety disorder during their lifetimes. There are several types of anxiety disorders, and having more than one simultaneously is possible. When excessive anxiousness lasts more than six months, it is then considered and treated as an anxiety disorder.
Here are some of the most common anxiety disorders:
- Generalized anxiety disorder (GAD) includes persistent and excessive anxiety and worry about activities or events that are often ordinary or routine. These stressful feelings can jump from topic to topic, occurring most days. GAD is diagnosed when a person worries excessively about various everyday problems for at least six months. Physical symptoms accompanying this condition include fatigue, headaches, irritability, nausea, frequent urination and hot flashes.
- Panic disorder involves repeated attacks of terror, known as panic attacks, usually accompanied by a pounding heart, sweating, dizziness and weakness. During these attacks, a person may flush or feel chilled, their hands may tingle or feel numb, and nausea or chest pain may occur. Panic attacks usually produce a sense of unreality, a feeling of impending doom or a fear of losing control. They can occur at any time, even during sleep. Some people who experience panic attacks become so fearful that they refuse to leave home. When the condition progresses this far, it is called agoraphobia—a fear of open spaces.
- Social anxiety disorder is diagnosed when individuals become overwhelmingly anxious and excessively self-conscious in everyday social situations. People with this phobia have an intense, persistent and chronic fear of being watched and judged by others and doing things that will embarrass them. They may worry for days or even weeks before a dreaded situation. Many individuals with social phobia realize that their fear is unwarranted but are still unable to overcome it.
- A specific phobia is an intense and irrational fear of something that poses little or no threat, such as heights, escalators, dogs, spiders, closed-in places or water. Similar to social anxiety disorder, individuals understand these fears are irrational, but feel powerless to stop them. The causes of specific phobias are not well-understood, but symptoms usually appear in childhood or adolescence and continue into adulthood.
The causes of anxiety disorders aren’t fully understood. For example, life experiences can trigger anxiety disorders in people already prone to anxiety. Inherited traits may increase a person’s chance of developing an anxiety disorder or anxiety could result from a medical condition that needs treatment. The APA notes that women are more likely to experience anxiety disorders than men.
In general, anxiety disorders are treated with medication, therapy or both. Before treatment begins, a doctor must conduct a careful diagnostic evaluation to determine whether an anxiety disorder or a physical problem causes a person’s symptoms. Sometimes alcoholism, depression or other coexisting conditions strongly affect an individual, and treating their anxiety disorder must wait until those conditions are controlled. Those with anxiety disorders usually try several different treatments or combinations of treatments before finding the one that works for them.
Anxiety looks and feels different for everyone, so it’s important to understand how anxiety can present itself. Common symptoms of anxiety include the following:
- Anxious thoughts that are difficult to control
- Fatigue
- Irritability
- Restlessness
- Sleep problems, such as difficulty falling or staying asleep
- Trouble concentrating
- Unexplained aches and pains
Anxiety may not go away on its own and can worsen if left untreated. Many people will experience an anxiety disorder at some point in their lives, and, fortunately, they are very treatable. If you feel like you’re worrying too much and these feelings are interfering with your work, relationships or other aspects of your life, contact your doctor or a mental health professional.
- Published in Blog
The RISQ RECAP:
July 10th – July 14th, 2023
Each week, you’ll find specially curated news articles to keep you up to date on the ever-evolving world of insurance and risk management. The articles are divided out between items relevant to Property & Casualty, Employee Benefits/Human Resources, and Compliance. We’ve included brief summaries of each item as well as a link to the original articles.
PROPERTY & CASUALTY
Report: Top Emerging Liability Trends in the Professional Services Sector “Inflation, new technology, evolving legislation and hackers for hire are just a few of the exposures facing professional services firms including management consultants, auditors, accountants, architects, engineers, solicitors and lawyers and media executives. A new report by Allianz Global Corporate & Specialty (AGCS) highlights several emerging liability trends for companies, ranking them by level of anticipated impact, potential drivers of loss activity and the likely ease with which these risks may be mitigated. “Although exposures vary, all these professions face a wide range of civil liability exposures which need to be adequately addressed and mitigated. These could range from accusations of negligence or omissions resulting in harm or damage to the client, to misrepresentation, to failure to identify fraudulent activity, to the unintentional breach of contract, intellectual property rights or confidentiality, and regulatory investigations and actions,” says Diego Assef, head of the Global Practice Group, professional indemnity claims at AGCS. The legal and construction sectors are the industries most impacted by large professional indemnity claims, according to the report.” Full Article – Insurance Journal
Top Global Business Risks and Their Effects on the Insurance Industry “Earlier this year, international corporate insurance carrier Allianz Global Corporate & Specialty (AGCS) released their 12th annual Allianz Risk Barometer. The survey takes a look at the top global business risks according to data from over 2700 respondents spanning 94 different countries and territories. Respondents include Allianz customers, brokers and industry trade organizations, risk consultants, underwriters, senior managers, and claims experts, among other risk management professionals. So what are today’s business leaders most concerned about? Unsurprisingly, the pandemic and resulting supply chain shortages, delays, and high inflation had a big influence on current risk outlook. Macroeconomic developments ranked third for top business risks for 2023, pushing climate change and natural disasters further down the list. And for the second year in a row, cyber incidents and business interruptions took first and second. Both the energy crisis and political risks and violence were new to the list this year, coming in at No. 3 and No. 10, respectively.” Full Article – Insurance Journal
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
2022 EEO-1 Reporting Again Delayed “Last week the Equal Employment Opportunity Commission revealed that the 2022 EEO-1 reporting deadline is again being postponed. Reporting, which was expected to begin in July, is now ‘tentatively’ scheduled to open in the fall of 2023.” Full Article – Littler Mendelson P.C.
Four Things You May Not Know About … the Family and Medical Leave Act “Welcome to the first in a series of blogs examining often overlooked or misunderstood provisions of common employment law topics. Today we will be covering four pitfalls that employers may inadvertently encounter when navigating the federal Family & Medical Leave Act (‘FMLA’).” Full Article – Proskauer Rose LLP
Rap Music Can Create a Sexually Hostile Work Environment — for Both Women and Men “Even though both men and women were exposed to – and offended by – ‘sexually graphic, violently misogynistic’ rap music, the U.S. Court of Appeals for the Ninth Circuit held that such music, played constantly and publicly throughout the warehouse, could constitute harassment based on sex.” Full Article – Shawe Rosenthal LLP
EEOC Releases New AI Guidance for Employers “On May 18, 2023, the U.S. Equal Employment Opportunity Commission (EEOC) issued new technical guidance on how to measure adverse impact when employment selection tools use artificial intelligence (AI), titled ‘Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964.” Full Article – Akin Gump Strauss Hauer & Feld LLP
Supreme Court Clarifies “Undue Hardship” in Religious Accommodation “On June 29, 2023, the Supreme Court decided Groff v. DeJoy in a unanimous ruling that clarifies the ‘undue hardship’ standard under which an employer can deny a requested religious accommodation under Title VII of the Civil Rights Act of 1964. The Court rejected a ‘de minimis cost’ test. To avoid liability, the Court explained, an employer must show that granting the accommodation ‘would result in substantial increased costs in relation to the conduct of its particular business.’” Full Article – Paul Hastings, LLP
New Federal Law Expands Protections for Pregnant Applicants and Employees “Beginning June 27, 2023, a new federal law—the Pregnant Workers Fairness Act (the ‘PWFA’)—expands protections for pregnant job applicants and employees. In particular, the PWFA requires, among other things, that covered employers provide a reasonable accommodation for known limitations related to pregnancy, childbirth, and associated medical conditions of qualified employees and job applicants unless the accommodation would cause an undue hardship.” Full Article – Mayer Brown LLP
STATE & INTERNATIONAL COMPLIANCE
In addition to the RISQ Review, RISQ Consulting also provides a resource that features changes and updates to State and International Compliance measures. We’ve included brief summaries of each item below, and also provided links to the original articles if you’d like to read further.
NEW YORK
New York’s Imminent Non-Compete Ban
“New York State is poised to join a growing number of states banning outright nearly all non-compete agreements. The New York State legislature has passed a bill banning almost all non-compete agreements for all workers, regardless of their salary level or job function.” Full Article
– Sidley Austin LLP
VIRGINA
Virginia Legislature Makes Changes to Employment Law
“During Virginia’s 2023 legislative session, a number of changes impacting employment law were passed and signed into law by Governor Glenn Youngkin. Those laws will become effective July 1. The following briefly describes some of the bills that most immediately impact employers.” Full Article
– Troutman Pepper Hamilton Sanders LLP
ILLINOIS
Revised Illinois Day and Temporary Labor Services Act: Implications for Staffing Agencies and Their Customers
“Recently, the Illinois General Assembly made substantial modifications to Illinois’ Day and Temporary Labor Services Act (820 ILCS 175/). The legislation drastically alters the legal landscape for staffing agencies and their clients.” Full Article
– Duane Morris LLP
MARYLAND
TOP TIP: Recreational Marijuana in Maryland
“As most Marylanders probably know, on July 1, 2023 recreational marijuana use will become legal in Maryland. We have some tips for employers in navigating this new territory. Under the new Maryland law (2022 MD H.B. 1), individuals 21 or older are permitted to use marijuana while off duty so long as they do not report to work under the influence (or, of course, smoke weed on the job).” Full Article
– Shawe Rosenthal LLP
CALIFORNIA
California Supreme Court Clarifies Employee Whistleblower Protections
“Can an employee still be protected as a whistleblower under California law if they are not the first to blow the same whistle? Per the California Supreme Court, the answer is yes: ‘[A] protected disclosure under [Labor Code] section 1102.5(b) encompasses reports or complaints of a violation made to an employer or agency even if the recipient already knows of the violation.” Full Article
– Venable LLP
- Published in Blog
28% of Employers Consider Covering FDA-approved Weight Loss Drugs
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
An annual report by pharmacy benefit consulting company Pharmaceutical Strategies Group (PSG) found that 43% of employers currently cover FDA-approved weight loss medications, while 28% are considering doing so in the next one to two years.
The report surveyed over 150 employers and health plans. Smaller and larger employers are nearly equally likely to be currently covering these medications (42% and 40%, respectively); however, small employers are less likely to be considering this coverage compared to larger employers (20% and 36%, respectively). Many employers are familiar with popular weight loss drugs, such as Wegovy and Mounjaro, and an increasing number of health plans are starting to cover FDA-approved weight loss drugs in response to employee desires.
Although the American Medical Association recognized obesity as a disease in 2013, employers are divided on whether it’s a lifestyle condition that should not be covered (24%) or a chronic condition that should be treated (21%), according to the PSG report. The top reason employers decided not to cover FDA-approved weight loss drugs was because they consider the medications to be lifestyle drugs. Other reasons employers excluded weight loss drugs include:
- The medications are too expensive, often costing more than $10,000 per individual per year.
- There are concerns that the medications may not lead to long-term weight loss.
- The medications would need to be taken for an indefinite duration.
Regarding employers who cover FDA-approved weight loss drugs, the report found that 22% of employers require employees to participate in a lifestyle modification program in order to be eligible for the drugs. For 20% of employers, participation in such programs is voluntary. Of employers who cover weight loss medications, only 16% currently measure the outcomes of these drugs. However, 36% plan on implementing such measures in the future. The report also found that 50% of employers who measured outcomes of weight loss medication were somewhat or very satisfied versus 20% who were dissatisfied.
Even though employers can put limitations on weight loss medications coverage, such as cost or duration of treatment limits, only 14% have done so.
Employer Takeaway
The popularity of weight loss drugs has reached a fever pitch in the United States, with more employees inquiring with employers about these medications. As a result, employers are faced with the difficult decision of whether to cover these expensive medications.
The PSG report shows that employer responses to the rise of weight loss medications differ. Understanding these trends can help employers decide what’s best for their organizations and their benefits plans.
Contact RISQ Consulting for more employee benefits resources.
- Published in Blog
Taking the Shortcut
By Alison Nelson, Employee Benefits Account Manager
Sometimes taking shortcuts at work is a good thing- I’m talking about keyboard shortcuts of course! When I first started working at RISQ Consulting (six years ago!), I prided myself on knowing a fair amount of keyboard shortcuts. However, the more I worked with my tech-savvy colleagues, the more I realized that I had a lot to learn. Luckily, we have some great teachers on our team and I’m here to share some of that knowledge! There are endless amounts of shortcuts (many of which will differ depending on the program you are working in) but below are the ones I’ve found to be the most universal and helpful in my daily work.
- Copy text
- Ctrl + C
- Past text
- Ctrl + V
- Select text
- Shift + an arrow key
- Selecting the next word
- Ctrl + Shift + an arrow key
- Undo
- Ctrl + Z
- Redo
- Ctrl + Y
- Search for a keyword
- Ctrl + F
- Open a new browser tab
- Ctrl + T
- Refresh a webpage
- Ctrl + R
- Save a document
- Ctrl + S
The above list is just the tip of the iceberg! Here is a website that lists even more keyboard shortcuts that could help increase your keyboard acumen. Want to learn even more? Check out this website that focuses on productivity shortcuts.
- Published in Blog
The RISQ RECAP:
June 26th – June 30th, 2023
Each week, you’ll find specially curated news articles to keep you up to date on the ever-evolving world of insurance and risk management. The articles are divided out between items relevant to Property & Casualty, Employee Benefits/Human Resources, and Compliance. We’ve included brief summaries of each item as well as a link to the original articles.
PROPERTY & CASUALTY
How the Insurance Universe Deals With Evolving Risks and Dispositions “Insurers have come a long way on climate change, but they have a long way to get where we need to be to deal with a more hazardous planet. That was the assessment from Washington Insurance Commissioner Mike Kreidler, a regulator who has spent three decades pushing insurers to disclose more about their investments and activities surrounding fossil fuels and to do more to address climate change.” Full Article – Insurance Journal
Washington Proposed Rule Update Beefs up Refinery Worker Protections “The Washington State Department of Labor & Industries is proposing updated workplace safety rules for petroleum refineries designed to prevent catastrophic events like the 2010 explosion that killed seven workers at the former Tesoro refinery in Anacortes. The proposed update addresses what’s known as process safety management, which describes the way workplaces handle dangerous chemicals and ensures that processes, people, and equipment all work together to reduce risk. The proposal focuses specifically on petroleum refineries.” Full Article – Insurance Journal
EMPLOYEE BENEFITS, HUMAN RESOURCES, & COMPLIANCE
Whose Text is it, Anyway? Maybe Yours! “Must an employer preserve business-related text messages between employees using their personal cell phones? Can a judge punish an employer for failing to do so?” Full Article – Constangy, Brooks, Smith & Prophete LLP
How Long Does the IRS Have to Challenge an ERC Refund? “For employers who have either filed for or have received payment for Employee Retention Credit (ERC) claims, the significant surge in IRS examinations of ERC claims is similar to the shark in the movie Jaws. You know he is out there, but you don’t know where he will bite and when.” Full Article – Meadows, Collier, Reed, Cousins, Crouch & Ungerman, LLP
Ready, Set, Go — It’s Time for the PWFA “It’s time for the Pregnant Workers Fairness Act (PWFA). We’ve been warning you that the PWFA is coming and in less than a week, on June 27, the PWFA goes into effect. We’re still waiting on the EEOC’s proposed regulations but that should not stop you from complying, because on June 27 employees may begin filing EEOC charges for events occurring on or after that day.” Full Article – Bradley Arant Boult Cummings LLP
Retailers Must Ensure Compliance with Federal, State Child Labor Regulations “The end of the school year and the beginning of summer will bring a surge of school-age workers into the workplace as government scrutiny over employment of young workers is increasing. The Department of Labor (DOL) and Department of Health and Human Services (HHS) have a Memorandum of Agreement to combat unlawful child labor practices.” Full Article – Jackson Lewis P.C.
When Tunes Turn Toxic: Ninth Circuit Recognizes the Impact of Offensive Music in the Workplace “In recent years, listening to music while working has become routine and prevalent in many workplaces, with supporters of this trend claiming it improves morale, increases productivity, promotes team bonding and reduces stress. With the advent of on- demand music streaming on mobile devices, employees now have increased access to an unlimited range of music genres, allowing them to play any song they prefer at the press of a button.” Full Article – Phelps Dunbar LLP
If At First You Don’t Succeed: NLRB Readopts Highly Controversial “Independent Contractor” Standard “Last week, the National Labor Relations Board (NLRB or “Board”) decided in The Atlanta Opera, Inc., 372 NLRB No. 95 (2023) to make it easier to classify workers as “employees,” who are covered by the National Labor Relations Act (NLRA), as opposed to “independent contractors,” who are not. The standard set forth by the Board mirrors the one the NLRB drew up a few years ago, which was subject to court criticism and short-lived.” Full Article – Hunton Andrews Kurth
STATE & INTERNATIONAL COMPLIANCE
In addition to the RISQ Review, RISQ Consulting also provides a resource that features changes and updates to State and International Compliance measures. We’ve included brief summaries of each item below, and also provided links to the original articles if you’d like to read further.
ILLINOIS
Employers Beware: Slew of New Illinois Employment Laws Passed and Poised to Take Effect
“For this entire 2023-2024 Illinois legislative term, we have been closely watching dozens of proposed employment bills make their way through the Illinois Legislature. In the weeks of May 8 and 15, 2023, seven of these bills passed both houses and await Governor J.B. Pritzker’s signature, which we have no doubt will occur.” Full Article
– Ford Harrison
NEW YORK
NEW YORK New York Inching Toward Ban of Employee Non-Compete Agreements
“The New York State Assembly has joined the State Senate in passing legislation to prohibit non-compete clauses in employment contracts. The bill now heads to the Governor and, if signed into law, would void any agreement containing a prohibited non-compete restraint and subject employers to potential litigation and liquidated damages.” Full Article
– Seyfarth Shaw LLP
Expansive NJ WARN Act Amendments on Mass Layoffs — Here to Stay
“Employers should be aware that significant changes to the Millville Dallas Airmotive Plant Job Loss Notification Act (‘NJ WARN’) took effect on April 10, 2023. The amendments broaden the definition of a mass layoff, create a mandatory severance pay requirement for employers, and increase notice requirements and related penalties.” Full Article
– Montgomery McCracken Walker & Rhoads LLP
NEW JERSEY
Size Matters: NYC’s New Height and Weight Legislation Reshapes Workplace Protections
“On May 26, 2023, Mayor Eric Adams signed into law a bill that expands New York City’s anti-discrimination laws, adding height and weight as protected characteristics under the New York City Human Rights Law.” Full Article
– Venable LLP
MINNESOTA
Minnesota Governor Signs Ban on Non-Compete Agreements, Statewide Paid Sick Leave, and Nursing Mothers Accommodations into Law
“The labor funding and economic development law significantly changes various Minnesota employment-related laws, including a ban on non- compete agreements entered into on or after July 1, 2023, mandatory paid sick leave, pregnancy and nursing mothers accommodations, and worker safety protections.” Full Article
– Koley Jessen
- Published in Blog