41st Annual ISCEBS Employee Benefits Symposium

The workplace and workforce are undergoing drastic change in real time, at a pace accelerated by COVID and other factors. How, where and even why we work have all been impacted. Employee benefits underpin so much of the employee-employer relationship, which puts benefits professionals in a strong position to learn from and lead the way on these fundamental shifts. Join us for an insightful look at how factors like COVID-19; a growing spotlight on diversity, equity and inclusion; talent recruitment and retention; remote and hybrid teams; and employee resilience can help you build the workplace your employees want and need to bring their best each day.

This session tees up 2½ days of Canadian benefits sessions with an overview and analysis of legislation, regulatory activity and relevant legal cases at the federal and provincial levels. Find out what these activities mean for your group, pension and other benefit plans.

Benefits legislation and regulation continue to impact plan sponsors, particularly in an election year. Who wins in November and their actions will shape benefits in 2022 and beyond. This session provides an informative and comprehensive analysis on recent, pending and upcoming legislation activities that will continue to shape your plan decisions.

Get an overview of proposed or enacted regulatory topics for qualified retirement plans, including DOL final regulations on fiduciary standards when selecting ESG investments; DOL proposed regulations relating to the definition of “fiduciary” under ERISA; and any additional statutory, regulatory or other developments from the IRS, DOL and PBGC. This includes potential regulatory or statutory developments involving needed guidance for SECURE Act provisions and the Build Back Better bill (should it pass).

Takeaways

• Overview of statutory developments for retirement plans
• Tips for ERISA fiduciaries based on DOL regulations and other guidance
• Tips for complying with new compliance rules from the IRS

Cancer cases have become more difficult and costly to treat due to advancement of the disease as individuals have delayed important cancer screenings and timely care throughout the pandemic. Standard benefit designs are increasingly unable to overcome the challenges of delayed cancer screenings and care. By creating a benefit design with highquality providers, employers can provide enhanced benefits and access to exactly the right cancer care to encourage the timely identification and treatment of cancer.

Takeaways

• Discover the impact of delayed or missed cancer care through outcomes data.
• Review case studies on the wrong vs. the right diagnosis and treatment.
• Learn about the right identification and referral stream within your benefit design.

Scientific research continues to bring hope to patients, and the emerging, highly specialized discoveries in gene therapy are notable innovations that could reshape the way certain diseases are managed and treated. Gene therapy targets the underlying cause of a genetic disease and can cure—rather than just treat—complex medical conditions. But what does it mean for benefits plan sponsors and for our health care system at large? This session will explore the risks and rewards of gene therapy: what it is, how it works, who needs the treatmentand how it might fit into the Canadian health care system, both operationally and from a funding perspective. 

Takeaways

• Gene therapy is different than traditional drugs and can eliminate a lifetime of other expensive health care costs.
• Gene therapy is challenging to reimburse due to the large upfront cost with much longer term benefits.
• Explore possible opportunities to consider alternative pooling and funding models to address some of these challenges.

Washington is the first U.S. state to create a long-term care program fully funded through a payroll tax. Many other states are looking toward Washington for what lessons can be learned from their hardships as they formulate their own programs. We’ll review WA Cares Fund’s eligibility parameters, benefits structure and provider requirements as well as the initial tax rate and the allowance of exemptions from the tax. And since the law is being challenged from a few different sectors, an overview of an ERISA lawsuit, a citizen’s initiative and a cease-and desist letter from Idaho will be discussed.

Takeaways

• An understanding of Washington state’s LTC program and how it compares to LTC insurance products
• Insight into the opt-out requirements for employees to apply for exemption from the tax
• The various legal issues that the law may face

With an expanded spotlight on climate and social issues, there is an increasing need to consider ESG in pension plan investments. Whether you’re evaluating, implementing or expanding ESG investments, this session will cover the latest trends and requirements that plan sponsors and investors need to know. Learn about the concepts of ESG investing, how you can start evaluating your plan’s investments, how to consider ESG factors in the investment selection process and key metrics of success.

Takeaways

• How to articulate, implement and monitor an ESG strategy
• ESG ratings and greenwashing: What to look for
• Emerging ESG and sustainability trends

Since the passage of the SECURE Act, which allowed PEPs to become available, plans that aggregate employers—like PEPs, MEPs and employer aggregation programs—continue to evolve and transform the retirement plan landscape, reducing risk and providing another plan management option to plan sponsors. This session will highlight the different roles involved with managing these plans, including plan sponsor, recordkeeper, investment manager and pooled plan provider; benefits and considerations plan sponsors should take into account when considering entering into a multiple employer plan arrangement; and the latest thought leadership around this quickly evolving plan solution.

Takeaways

• The differences between multiple employer plans, pooled employer plans, employer aggregation programs and defined contribution groups
• Different approaches and offers available in the marketplace and emerging best practices
• The benefits of joining a multiple employer solution, including risk mitigation for the plan sponsor

Goodwill of Central & Southern Indiana’s value statement includes identifying gaps, evaluating opportunities and creating solutions that advance their mission of providing employment, creating self-sufficiency and having a lasting impact that affects multiple generations. Goodwill employs persons with significant social disparities that impact their health, across 39 counties. In 2011, Goodwill started on a journey to provide the right health plan services to help its people reach their fullest potential. We’ll share how this ever-evolving program has kept Goodwill’s health plan more efficient than the average employer in the U.S. but addressed things such as food insecurities, primary care access, mental health and basic household needs.

Takeaways

• Learn the impact of social determinants and how they influence the health of the population.
• Explore how a nonconventional approach of providing the “right” care vs. health care has impacted health and influenced plan spend.
• Be able to analyze your plan spend and population needs to influence the root cause of disease and demand on the health care system.

Dive into a case study of a new HR system implementation project that had planning, a healthy budget, executive support and a strong team. At go-live two years later, they were a little tired and very proud of their accomplishment, but it definitely wasn’t perfect. The benefits team had learned a few tough lessons through the process. Some of them were obvious (change management), but some were more subtle (selecting the right subject matter expert for the team). In this session, you’ll hear what they learned so that you can consider these lessons during your next system implementation.

Takeaways

• Preparing for a new HR system
• Identifying items that are commonly overlooked in system implementations
• Specific pitfalls common to benefits professionals

The No Surprises Act (NSA) took effect this year, with additional guidance likely to follow. The normal processes for emergency services and surprise billing will be drastically altered. Communications to participants will have to provide detailed guidance on what is no longer subject to balance billing vs. what still falls within that domain. Just as important, employers, carriers and third-party administrators must understand their roles and disclosure requirements.

Takeaways

• Which group health plans are subject to the NSA
• What benefits are no longer allowed out-of-network cost
• Defining “recognized amount” for services and dispute resolution options

Legislation like the SECURE Act and CARES Act has brought about innovative changes to plan sponsor investment offerings. Get an overview as well as the pros and cons of investment options such as active vs. passive, ESG, managed accounts, stable value/fixed income solutions, in-plan guaranteed investments and TDFs. Learn about strategies and communication techniques to enhance plan design and investments for participants, especially those near retirement.

Takeaways

• Should you refresh your investment policy statement?
• Tips and best practices for retirement plans
• What new investment options are available and how to assess them

Get the “Moneyball” playbook for building your total rewards program, maximizing the finite resources we all are “playing” with. Using case studies, we will build out a program (in the session) recognizing that what matters to an early-career professional differs from that of an executive nearing retirement. COVID-19 has changed much in the U.S., including total rewards. Employees place increasing value on workplaces with growth opportunities and resources for their mental, physical and financial health. We’ll conclude with benchmark and industry trend data on bolstering your total rewards offering to play Moneyball effectively.

Takeaways

• The key tenets of a total rewards program
• How to design and communicate effectively for generational needs of employee populations
• Executive buy-in and participation, defining victory for each stakeholder

Words—We use them every day, often without thinking about their true meaning. Many everyday terms and expressions have hidden meanings that could unintentionally offend or exclude portions of our target audience. As organizations strive to foster inclusivity, benefit and HR practitioners need to be conscious of how the words we use in communications could be received by diverse employee groups. This session will discuss inclusive language and why it matters, the surprising origins of some commonly used terms, and tips to foster an inclusive language culture and create communications that work for everyone—regardless of age, ability, gender, race, culture, family status or socioeconomic background.

Takeaways

• Why inclusive language matters
• Origins of some commonly used terms
• Tips on how to write inclusive communications for a diverse audience

The SECURE Act brought about a significant change regarding the eligibility rules for long-term part-time employees (LTPTs) to participate in retirement plans, and service prior to January 1, 2021 is not considered for this purpose. Learn what these changes mean for your plan, what special rules apply to vesting, which employees are (and aren’t) covered, what pitfalls to avoid and what additional guidance may be forthcoming.

Takeaways

• Which plan designs will be impacted by the new rules and when?
• Plan design options to consider
• What data to collect and what questions to ask now to prepare

Persons in recovery from substance use disorders (SUDs) face long odds in overcoming hostile workplaces. When culturally relevant language, actions and culture exist in a recovery-friendly workplace, meaningful work is possible, and careers can be rebuilt. Learn culturally relevant and evidence-based practices to break down stigma and provide pathways for true recovery, and understand how successful workplace programs are built on a bedrock of peer-to-peer support by professionals with empathy and lived experience who know how to walk the talk of addiction treatment and recovery.

Takeaways

• Understand how to overcome stigma to create inclusive environments for those overcoming SUDs.
• Apply culturally-relevant techniques to create inclusivity and belonging among those in recovery.
• Recognize signs of workers in recovery and learn how to intervene with evidence-based best practice approaches.

Studies confirm it: Organizations outperform their competition in profitability and revenue from innovation when they have greater diversity within their leadership teams and throughout the organization. Regardless of where an organization is along its inclusive-culture journey, the challenge is to attract, retain and engage individuals who are representative of today’s increasingly diverse workforce and marketplace. Total rewards administrators and their vendor-partners are positioned to deliver talent-attracting and professional development solutions to help build inclusive and high-performing organizations.

Takeaways

• Understand how total rewards do or do not align with the organization’s overall inclusion strategy.
• Evaluate whether the total rewards strategy is currently a barrier to entry or an on-ramp to new and diverse talent.
• Explore total rewards’ role in the employee life cycle and inclusive succession planning.

Presidents Report

The transition into retirement is changing due to increased longevity over the last century, and a one-size-fits-all approach to retirement planning no longer makes sense. Plan sponsors, advisors and plan members need to adapt and consider taking a design approach to their retirement (longevity) lifestyle as part of a successful transition into retirement. Focusing on the plan member experience will be critical to attracting and retaining the talent needed to thrive in the future of work. Learn about a standardized step-by-step process for longevity lifestyle design that can be used by retirement coaches, advisors and DIY plan members.

Takeaways

• Why a one-size-fits-all approach to retirement planning no longer makes sense
• Taking a design approach to retirement (longevity) lifestyle
• A standardized step-by-step process for longevity life design

This annual favorite provides a guide to navigating benefits-related legal decisions. Get an overview of important developments and deference to agency decisions, regulatory challenges and corporate governance; guiding principles and cases that illustrate their necessity; and a spotlight on recent Supreme Court case decisions that most impact the employee benefits field.

Cybersecurity concerns aren’t new, but the rise of remote and hybrid teams can bring additional vulnerabilities, and it can require additional security precautions to systems and information to guard against ransomware attacks and other online criminal activity. Businesses in the pension and benefits space have become particularly ideal targets for threat actors. Is your organization properly addressing the risk? Relevant research and real-life case examples will highlight the key risk exposures to be aware of to keep your plan data safe, no matter where your team is.

Takeaways

• Tips and strategies to protect against ransomware and other cyberattacks
• Current trends in privacy and network security breaches
• Legislation and future trends

Things have been a bit confusing as the DOL has issued and then withdrawn several pieces of fiduciary guidance since 2020. From fiduciary investment advice and ESG to proxy voting and cybersecurity, this discussion will cover where things stand, what the future of fiduciary duties holds and how plan sponsors can effectively oversee their plans to meet these requirements.

Takeaways

• Current DOL enforcement results, trends and priorities
• The six major fiduciary regulations plan sponsors are facing
• Practical action steps to comply, document and protect your plans and participants

In a competitive labor landscape, employers are increasingly turning to supplemental fringe benefits. This presentation will cover the key compliance areas to be aware of with these newly fashionable benefits, including specialty HRAs; nonmedical benefits outside the HRA adoption assistance plans; the annual tax-free limitation and how it applies; how ERISA, HIPAA, ACA, ADA, GINA and multiple other laws interact; the rise in popularity of COVID vaccine premium incentives and surcharge arrangements; when ride-sharing apps qualify as a commuter benefit; and how CARES Act and CAA combine to offer tax-free student loan repayment assistance through 2025.

Takeaways

• Various supplemental fringe benefits to address areas not sufficiently covered by traditional offerings
• Why §213(d) medical expenses cannot be reimbursed (even on a taxable basis) outside the health plan without establishing a specialty HRA
• The rise of the lifestyle spending account (LSA) and compliance pitfalls to avoid triggering various group health plan and tax laws

The regulations implementing rules around the Mental Health Parity and Addiction Equity Act (MHPAEA) for nonquantitative treatment limitations (NQTLs) were vague and hard for insurers and other plan administrators to get a handle on. The Consolidated Appropriations Act, 2021 (CAA) included a provision that requires employer plans toprepare a comparative analysis of the plan benefits to demonstrate that the mental health and substance use disorder benefits offered by the plans meet the NQTL requirements when compared to the medical/ surgical benefits of the plans, and the DOL is ramping up enforcement efforts. Learn what carriers and plan sponsors need to comply.

Takeaways

• Mental health parity NQTLs—Basic requirements
• DOL initiative and focus on NQTL comparative analysis in light of CAA requirements
• How to prepare for a DOL inquiry and work with carriers to fashion a response

For the past six years of ACA reporting, there has been a lot of uncertainty with the entire process. There were many legal challenges, and the IRS was not focused on accuracy. When the individual mandate penalty went to $0, ACA reporting became a compliance exercise that benefits and tax professionals had to complete without being certain of its value. Would reporting continue to be required? Would the IRS penalize inaccurate Forms? Would the IRS increase the volume of penalty notices? 2021 has brought clarity for many of these items. What can (and should) affected employers do to reassess processes and minimize risk?

Takeaways

• Areas in your current process to revisit to ensure timely and accurate forms
• The role letter 226J (Employer Shared Responsibility Payment) may play in accuracy-related penalties
• Summary chart of various deadlines and possible penalties

Benefits professionals understand the importance of health plan selection as a critical safeguard for employees against significant financial stress. However, the connection between health plan selection and retirement readiness is less well understood. A recent Voya survey’s findings show the significant impact of a financially suboptimal health plan that can lead to lower retirement savings. Historically, health plan decisions have been siloed from retirement decisions. These decisions should be made holistically to ensure optimal allocation of funds across a competing set of choices.

Takeaways

• The financial impact of health plan selections on both current-year and future-year savings
• The motivations leading individuals to select suboptimal plans
• Opportunities to improve plan selection and overall financial wellness amongst participants

Following so many events in society that caused us to rethink people practices at work, organizations are looking for ways to improve their retention rates. Improving transparency in people practices, including compensation and benefits, is a strategy, a practice and the right thing to do. This session will focus on the changing environment of transparency and the increasing mandate of disclosure, assessing your current level of transparency, identifying the people practices associated with successful and highly transparent organizations, the compensation transparency spectrum and the possible paths toward increasing transparency.

Takeaways

• The importance of considering transparency in human resources strategy
• The transparency spectrum, understanding where an organization is on the spectrum and how to achieve greater transparency
• An overview of the various compliance requirements that involve disclosure of compensation and benefits information

Takeaways

• Detailed analytics to assess retirement readiness throughout one’s career path
• Qualitative and analytic techniques that identify trends and insights
• How to use data analysis to personalize each situation

In this session, we will discuss what a wrap plan is, who needs one and why? Department of Labor audits are on the rise—Learn which plans should be included in a wrap plan; for example, insurance carrier booklets and certificates will not meet the plan document and summary plan description (SPD) requirements. Wrap plans can bundle multiple benefits under one plan number. What is the consequence for not having a plan document and SPD for ERISA plans?

Takeaways

• How wrap plans can help satisfy the ERISA plan document and SPD requirements
• Form 5500 filing requirements for wrap plans
• Best practices, penalties and pitfalls to avoid, and what plans can’t be included

Today, one in six employees is a caregiver for a relative or friend, spending 20+ hours a week providing care. The pandemic also amplified the financial costs of caregiving, including lost pay and benefits. Caregiving involves daily financial tasks and more complicated decision-making responsibilities. Caregivers often need financial and money management strategies to reduce stress and protect both the care recipient and the caregiver’s own financial future. Yet, there’s often a lack of financial knowledge or advanced planning. This session will explore financial responsibilities and decisions across the caregiving lifecycle and will educate employers about helping employees access information and tools.

Takeaways

• The financial obstacles caregivers face planning their retirement and ways to include those issues in financial wellness programs
• Programs and resources to assist caregivers in managing other people’s money
• Tools available from other networks and organizations

Benefits compliance has become one of the most complex pieces of our jobs as benefits professionals. This session will provide a road map, complete with tools and templates, to help you assess your department’s compliance status. We’ll cover a process template that will walk you through a review of your plan documents, insurance policies, union contracts and HR policies to ensure they are in sync with each other and with your HRIS and payroll systems. We will also cover compliance and communications calendars, document inventory, a review of your rates and fees to ensure that they are market-competitive and cost-appropriate, and vendor oversight.

Takeaways

• A process to review plan documents and policies
• Sample compliance documents
• A methodology to review rates and fees

What is resilience, and how is it cultivated in a work setting? This session will guide you through a review of published and unpublished research with postsecondary students, HR professionals, C-suite executives, professional athletes, employees and others. You’ll walk away with tools to foster a deeper understanding and application of resilience.

Takeaways

• Resilience in context of workplaces
• The value of investing in and developing a strategy for resilience in the workplace
• Recognizing quality programming and strategies for resilience

With many employers making a public commitment to diversity, equity and inclusion (DEI) in their company, benefits and culture, it’s a good time to reevaluate how these values align with your retirement plan—and who is participating in it. Research shows that women and people of color have lower rates of participation and savings. What does your retirement plan data tell you about these cohorts and the specific financial wellness obstacles they face? What plan design features should you implement to address these disparities?

Takeaways

• How to dig deeper into your data to find out how your retirement plan is being used
• How to evaluate your communications and tools for clarity and inclusiveness
• What financial literacy and decision support resources to focus on

In this session, we will discuss how a 19-year-old self-funded MEWA used data mining techniques to identify an opportunity to improve the nonemergent surgical care received by plan members at the right time, in the right place, at the right price and with the right outcome. In addition, we will discuss how having a high-performing nonemergent surgeon network fully operational was identified as a key strategic initiative of our board of directors.

Takeaways

• How to ensure high-quality care at the right time, place, price and outcome
• How to use data mining utilization techniques to lead to significant cost savings and ROI
• How to steer more plan members to high-quality surgeries for nonemergent conditions

Since 2008, the International Foundation has surveyed organizations across North America about their workplace wellness initiatives. These offerings have evolved from primarily physical fitness and nutrition initiatives to encompass social and community health, mental/behavioral health, worker growth and individual purpose, screening and treatment, and workplace financial education initiatives. We will share results from the 2022 survey of U.S. and Canadian organizations spanning a wide variety of industries, sectors, regions and plan sizes, including employer offerings, budgets, return- and value-on-investment measures, communication, incentives, barriers and challenges, and the use of data and metrics.

Takeaways

• Benchmarking data about the state of workplace wellness and financial education initiatives
• Through a longitudinal analysis, how these trends have changed between 2008 and 2021
• Case study evidence of these trends in action

We’ll dive into what braggable benefits are and how one can make their plan braggable. With data, case studies and discussion, this session will connect the dots between how engaging employees in the plan and increasing their awareness of what’s covered will increase their perception of their employer.

Takeaways

• Structuring a “braggable” benefit plan
• Better employee engagement and retention
• Costs and budget factors to consider

The number of claims exceeding $1M is rising. For some plan sponsors, as much as 50% of their total spend can be attributed to 5% or less of their covered population. This has put an increased focus on high-cost members as plan sponsors seek more help to control the frequency and severity of high-cost claimants (HCCs). This session will review the top drivers of HCC trends, including removal of ACA limits, advances in treatments and technology, specialty pharmacy, and increased chronic and comorbid condition prevalence. We will also explore how data and predictive analytics can be used for identification, engagement and prediction.

Takeaways

• Recent trends and drivers of HCCs
• How to use data and predictive analytics to address challenges of HCCs
• Solutions in the marketplace to help manage financial and clinical risks

As a follow-up to the morning session, this is an opportunity to hear more of the legal cases that continue to shape the benefits landscape.

This session is an insightful analysis of the North American and global economy and what to expect in the short and long term, breaking down factors and what they mean for the economy and business climate. What are the current and ongoing effects of factors such as COVID-19, inflation, trade wars and supply chains? Learn about what the state of the global economy means for your benefit plans and how to keep them strong no matter the challenges in 2022 and beyond.

Plan sponsors have a duty to ensure that their employees’ data is secure. Don’t wait for the DOL to come knocking or a lawsuit to take action! Last year, the DOL issued guidelines for plan sponsors for safeguarding their employees’ personal information. This session will review the guidelines and offer tips to help plan sponsors mitigate cyberattacks, best practices and case study examples.

Takeaways

• Monitoring how the recordkeeper/vendor uses your employees’ data
• Knowing and documenting your organization’s cybersecurity process/procedures
• What employee education is needed and available

Administering global benefits is a complex challenge for companies establishing or growing an international presence. If you’re new to, oranticipating, a global benefits responsibility, attend this session to helpyou hit the ground running. Topics addressed will include country-specific examples, cultural expectations, how to partner with locals, what issues to consider that you might not have thought of, and examples from Europe, Asia, Latin America and other top global markets.

Takeaways

• Global benefits are unique and require different levels of knowledge.
• Understand the tools and techniques of delivering global benefits to provide comprehensive benefits plans throughout the world.
• Establish strategic goals and objectives and formulate a unique benefit solution for each country covering TCNs, KLNs and local nationals.

The Consolidated Appropriations Act of 2021 (CAA) requires most brokers, consultants and other service providers providing services to ERISA-covered group health plans to disclose to plan fiduciaries (typically, the plan sponsor), in writing, any and all direct or indirect compensation they receive for providing services to the plan. In turn, those fiduciaries must obtain and review this compensation information to ensure that the plan’s arrangement with the broker or consultant is “reasonable.” What does this mean for plan sponsors (fiduciaries)? Is the arrangement “reasonable”? How are group health plan services priced? Should I have a “scope of services” agreement with all my service providers?

Takeaways

• What are the new compensation disclosure requirements?
• What should a plan sponsor do to determine compensation “reasonableness”?
• How are group health plan services priced?

The world of retirement income options can feel like alphabet soup— RRIF, LIF, RLIF, LRIF, PRIF and VLPA—it can spell a confusing landscape to navigate for plan members approaching retirement. With increased longevity, an aging population and more members headed into retirement, it’s critical to consider the spectrum of decumulation options. What do retirees need and want from a retirement income solution? This session will take a look at how these options meet retiree needs.

Takeaways

• Learn how workforce needs are changing and why supporting members through retirement is essential.
• Explore fiduciary considerations for employers supporting plan members in the transition to retirement.
• Understand trends and emerging decumulation options.

Most private sector employers have not changed their hiring practices to compete for skilled, experienced older workers. Phased retirement is not widely used, and it is often reserved for managers or executives. Structural barriers preclude adoption of formal flexible employment policies, so many miss out on potential improvements in productivity. Just as important, older workers end up with limited opportunities. Employers should be developing competencies to support the ability to find and keep older workers.

Takeaways

• Regulatory changes needed for greater use of flexible employment/phased retirement
• Cost-effective benefits and policies designed to capture productivity from talented, experienced older workers
• Identifying barriers in recruiting, selecting and retaining older workers

The pandemic has been a reminder that unexpected events can often disrupt employees’ lives and an employer’s operations. Employers that are prepared to face the exigencies of various emergency situations will be able to assist their employees and continue or restart operations more quickly. Employee-sponsored benefits can be a major part of those planning opportunities. Due to the complex nature of ERISA, the IRC, MHPAEA and other laws associated with employee benefits, employers will need to be cognizant of the various compliance requirements to avoid inadvertent compliance issues that might arise without proper consideration.

Takeaways

• How to use employee benefits to assist employees during disasters or emergencies
• How to use employee benefits to maintain or restart operations during a disaster or emergency
• How to avoid inadvertent compliance issues with employer plans during disasters or emergencies

Employee benefits are a key factor driving attraction and retention, a focus for all employers today more than ever. At the same time, employers are navigating the wave of new benefit programs and services entering the market, debating which ones will bring the most employee appreciation for their investment. To design a competitive benefit program for a diverse population within budget, employers must first learn what employees want, need, understand and value. Learn how to gather actionable employee insights through meaningful surveys and focus groups as well as how well-constructed questions can avoid the pitfalls of creating unattainable expectations or unusable data.

Takeaways

• Why learning what your plan members understand, think and feel can drive more value from your existing benefit plan
• Best practices to gain meaningful insights and actionable data from your plan members
• How employee surveys and focus groups can build acceptance of new programs and changes

With high-cost specialty drugs representing an escalating portion of your pharmacy spend, it’s more critical than ever to choose the right plan design and PBM to keep this benefit strong and sustainable. This session will take a deep dive into the PBM landscape, how payment structures have evolved, contact must-haves and pitfalls to avoid, and best practices to achieve an optimal PBM service agreement.

Takeaways

• How to clearly evaluate a PBM contract and pricing offered for specialty drugs
• Specific steps to manage your current and future specialty drug spend
• Marketplace trends

The events of the last two years accelerated virtual care adoption rates faster than anyone ever expected. But the big question remains: Can virtual care actually deliver the kind of engagement and outcomes necessary to accomplish the sought-after integrated mind and body health care? Whole health is top of mind for everyone, particularly in the wake of the pandemic’s mental health ramifications, but are people actually improving their overall health and well-being? We’ll discuss why solutions touting access miss the point; what outcomes we can, and should, expect from a virtual care environment; and how an integrated mind and body approach can increase utilization and result in better outcomes.

Takeaways

• How to evaluate current solutions through the lens of point solution vs. integrated care
• What success metrics to expect
• The improvements an employee sees in their physical health when also treating their mental health, particularly for chronic conditions like diabetes

The U.S. is on a steady PFML roll as more states add statutory paid family and medical leave programs each year. Although there are some commonalities, every state puts its own imprint on its legislation, creating compliance challenges for employers across the U.S. Now layer on other state and federal job-protected leave laws, company leave policies and STD/LTD plans. In this practical session, we will address best practices for integrating employer policies with mandatory leaves and benefits, the role of STD and LTD in the PFML world, how to comply with multiple state programs, and the impact on employee morale and retention.

Takeaways

• The structure and requirements of paid family and medical leave laws
• Coordinating company leave and benefits policies with statutory paid leave laws
• Developing a game plan for complying with multiple state and federal PFML laws

For most organizations, the question isn’t whether you’re experiencing lost time and productivity due to disability, mental health and illness issues; it’s whether you can change it. As the recent global pandemic has highlighted, there is a clear business advantage to reducing illness and preventing absence. People risks and health care costs account for a growing share of organizations’ benefit outlays, and so organizations turn to cuts, cost-sharing and outsourcing. However, a less visible side to the health care dilemma—mental health—drains billions in payroll costs, talent management expenses and lost productivity.

Takeaways

• Gain insight into how mental health’s growing and hidden costs can increase absenteeism and contribute to lost time and productivity.
• Identify remedies organizations can take to increase ROI and tips for building an overarching total health and wellness program.
• Learn how to diagnose your data, measure your progress and keep employees at work.

As a plan fiduciary, you must understand and convey what fees you’re paying to recordkeepers and other service providers. Are you getting the most value? Recordkeepers can have varying approaches, and transparency is key. Understand your consultant and other fees—Are you getting a clear and decisive value-add? What additional costs should be reviewed?

Takeaways

• The pitfalls of incomplete or incorrect benchmarking
• Evaluating investment costs in relation to fund performance
• Working with your providers to determine reasonableness of fees or renegotiate