Health Care Insurance Resources, Inc. was established in 1981 to provide stable insurance for members of the Georgia Hospital Association, Health Care Insurance Resources, Inc. has continued to fulfill its mission for more than 30 years. The agency contracts with Arthur J. Gallagher & Co. for its staffing and administrative services. Today, Health Care Insurance Resources, Inc. and Arthur J. Gallagher & Co. can access worldwide insurance markets for all GHA members' insurance needs, making it the leading provider of insurance programs and services to GHA members. Health Care Insurance Resources, Inc. also supports GHA-member hospitals by providing employee benefit brokerage and consulting services.

The Aug. 6 issue of Directions includes articles highlighting recent legislative changes and regulatory guidance for employer-sponsored benefit plans.

When it comes to Annual Enrollment, the most effective benefits communication strategies span the entire year – they don’t just begin and end with the enrollment window. Taking a strategic approach to your benefits campaigns gives you a clearer idea of what you need to accomplish and how – especially in the changing and ever-evolving landscape communicators face.

The goalposts of the employee experience have shifted considerably thanks to hybrid working models and advancing digital technology. This means communicators must treat employees like consumers to engage them with Annual Enrollment content. Think standout content across mobile apps and strategic use of channels.

Benefits are a fundamental part of your employee value proposition. Communicate this in ways that help employees connect the dots between their benefits and their daily lives. Help them understand the value of their benefits. This leads to increased employee appreciation of their total compensation, resulting in higher engagement and uptake – not to mention higher utilization of your programs and plans.

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In the latest video of our Practically Speaking with Compliance series, we’ll provide a review of the gag clause prohibition and a step-by-step walk through on how to submit a Gag Clause Prohibition Compliance Attestation, including changes to the 2024 submission process.

A bit about gag clauses: Group health plans are prohibited from engaging in contracts with plan service providers that contain gag clauses. To prove compliance with the prohibition, plan sponsors must submit a Gag Clause Prohibition Compliance Attestation each year by December 31.

Join host Sean McLean, JD, as he talks about and demonstrates the processes and steps to submitting a gag clause compliance attestation.

Watch Practically Speaking with Compliance: Gag Clause Attestation today!

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As the annual enrollment season approaches, HR professionals face the challenge of communicating with a large number of employees and completing numerous administrative activities within a short period of time.

To help you navigate this process efficiently, we invite you to join our upcoming webinar featuring Gallagher’s Compliance Counsel.

• Stay updated on new developments, including indexed dollar values for 2025, changes to Medicare Part D creditable coverage, developments for HSAs, and more.
• Understand the general rules for content and distribution methods of annual enrollment communications, including electronic communications.
• Review important administrative requirements, such as conducting enrollment online, correcting election mistakes, and recordkeeping requirements.

Register 

Whether you’re new to benefits, have years of experience, or simply need a refresher, Gallagher’s Benefits U is the perfect place to start. Join our virtual, two-part webinar on Tuesday, August 20 and Wednesday, August 21 from 10-11:30 a.m. You can choose to attend both sessions or pick the one that fits your needs most.

Over the course of the two days, our subject matter experts will delve into:

• The basics of benefit plan design
• Administration through carrier partners and enrollment platforms
• Actionable strategies for maintaining a compliant health and welfare plan
• Funding arrangements, pharmacy management and regulatory compliance to help manage your benefit strategy

Attend Day 1, Day 2, or both, and walk away with a firm grasp of the fundamentals of employee benefit concepts and the knowledge you need to be successful in an HR or benefits manager role.

Both courses have been approved for 1.5 hours of recertification credit through HR Certification Institute and SHRM’s Professional Development Credit (PDC) program.

Register

Nearly 3 in 4 employers expect their healthcare costs to rise in 2024, with most anticipating moderate increases. To address this, employers are evaluating and optimizing benefits, as well as effectively communicating their value.

Learn how to stay ahead of healthcare challenges in 2024 with key strategies from our latest report, including:

• Conducting an inventory of benefits to phase out or replace those that no longer are relevant.
• Communicating the purpose of each benefit to guide appropriate use and increase appreciation.

Interested in implementing holistic people strategies at your organization? Download the 2024 US Organizational Wellbeing report to find the data you need to benchmark your organization’s healthcare benefits against those of your peers.

Open Report

In today's dynamic work environment, the saying "Change is the only constant" couldn't be more relevant, especially when it comes to employee benefits. It's crucial for decision-makers to adopt forward-thinking and adaptable approaches that take individual employees into account. By tailoring benefits to employee preferences and streamlining HR processes, organizations can boost satisfaction, performance, and retention.

Check out the latest issue of Gallagher Better Works^SM Insights to gain valuable insights about:

• Responding strategically to calls for greater pay transparency
• Modernizing the global benefits strategy to help drive organizational success
• Enhancing culture to counter the effects of an RTO mandate
• Building financial confidence with new 401(k) designs and other retirement planning mechanisms

Promoting inclusivity with family-focused benefits and leave policies

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Prioritizing Mental Health in the Workplace

Social determinants of health (SDoH), such as income, education, working conditions, and housing, shape every aspect of our lives, including our wellbeing at work. Dive into our new whitepaper, Navigating Social Determinants of Health and the Impact on Mental Health in the Workplace, to explore six strategies to better understand how SDoH affect mental health and identify ways to create a more supportive workplace.

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57% of organizations predict an increase in workforce headcount in 2024. Protect your key talent from being tempted by a competitor.¹ 

We know you’re busy juggling priorities – as are the key people you rely on for the continued success of your business. Yet, with organizations of all sizes identifying the need to add headcount, there are clear and present risks of losing your talent to competitors who offer more attractive benefits and long-term financial incentives.

The time is now to review and strengthen a retention and rewards strategy that helps you:

• Prevent key talent from leaving and creating a gap in your business’ performance
• Retain and reward employees without breaking the bank
• Keep key employees engaged with the success and sustainability of your business

Differentiate your business from your competitors and attract new talent

The Health Insurance Portability and Accountability Act of 1996 (HIPAA) is a federal law that sets national standards to protect the privacy and security of individually identifiable health information.

During this Back to Basics with Compliance on-demand webinar, our discussion will begin with an overview of HIPAA. We will then segue into the scope of the HIPAA Privacy Regulations, including which entities are considered covered entities, when health information is Protected Health Information (PHI) as that term is defined under HIPAA, and other key terms and concepts under the Privacy Rule…and much more!

Join our employee benefits compliance counsel as they explore this topic, providing a foundation for this complicated area.

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Tax credits may help to lower the cost for some employers looking to start a new 401(k) plan! Thanks to a provision in the federal tax code, certain employers could benefit from a retirement plan startup tax credit. The tax credit was intended to encourage employers with 100 or fewer employees to establish a retirement plan, and be able to offset the startup costs associated with setting up the plan. Secure 2.0 of 2022 further increases the available credits to certain employers. 

Plus, employers with 100 employees or less who add an automatic enrollment feature to their plan, may be able to claim an additional tax credit of $500 per year. This would be available for the first three tax years the plan offers an eligible automatic contribution arrangement (EACA).¹  

Through a select group of strategic partnerships, we can offer business owners a solution to set up a 401(k) plan and maximize startup tax credits! Gallagher 401(k) Choice Pooled Solutions^SM gives participating employers the opportunity to offer a comprehensive retirement plan while reducing their administrative tasks and mitigating fiduciary risk. 

Read Gallagher's White Paper to see if you qualify.

Did you know that employers who invest in better leave policies and fully integrate them find it easier to manage absence and engage employees? Investing in paid leave policies shows a genuine commitment to the overall wellbeing of your people and results in higher morale, a better culture, and stronger employee loyalty.

However, navigating the complexities of adjusting your paid leave policies can be daunting. State-specific regulations, eligibility criteria, duration, and benefits can vary. Read our latest Gallagher Better Works^SM Insights article, "Managing Paid Leave Complexities to Gain a Competitive Edge," to discover our consultants' strategies, which can help you create flexible paid leave policies that prioritize your people and help your organization thrive.

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During Cybersecurity Awareness Month, it's a prime opportunity to strengthen the safety and security of your business. By taking proactive steps to safeguard your digital assets and customer data, you not only protect your clients from potential cyber threats but also safeguard your bottom line. Embrace this month and demonstrate your commitment to cybersecurity by reading through small steps you can start taking today. Learn more.

Retirement benefits should be an organizational priority, but the challenges with providing financial solutions that cater to a global and mobile workforce can complicate the process. However, personalized retirement benefits solutions don’t need to be overly complex.

Here are some ways you can cater to individual retirement needs:

• Voluntary options
• Belief-based investment plans
• Customized coaching

Prioritizing retirement benefits supports overall employee health and happiness, decreasing absenteeism and insurance claims and creating a more engaged workforce.

Read Gallagher's Better Works^SM Insights article, “Building Retirement Benefits for a Global and Mobile Workforce” to learn more.

There may be a better retirement plan for your growing business. Gallagher’s new 401(k) Choice Pooled Solutions℠ can give you and your employees the advantages of a true 401(k) plan at an affordable cost -- with more features and greater flexibility than what is available with a SEP or SIMPLE IRA!  

Compared to a SEP or SIMPLE IRA, Gallagher 401(k) Choice Pooled Solutions℠ offer: 

• More design features and options
• Higher employee contributions: up to $23,000 in a 401(k) plan vs. $16,000 in a SIMPLE IRA*
• Increased employee catch-up contributions for those age 50+: up to $7,500 in a 401(k) plan vs. $3,500 in a SIMPLE IRA*
• Cost efficiencies from pooling plan assets with other participating businesses
• Availability of loans
• Ability to apply a vesting schedule to employer contributions, which is not allowed in SEP or SIMPLE IRAs

Plus, when you join the Gallagher 401(k) Choice Pooled Solutions℠, 90% of your administrative tasks are handled by a professional service team, giving you more time to manage your business.

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Discover the top trends influencing which benefits and HR strategies employers are deploying to retain their people and support their businesses, while also keeping an eye on the bottom line. This report is backed by 1,200+ Small Businesses who took our 2023 Benefits Strategy and Benchmarking Survey so you can benchmark your priorities against your peers.

The GHAWCSIF provides workers’ compensation coverage to 46 hospitals with a total premium of over $7.8 million. Health Care Insurance Resources, Inc. continues to support the GHAWCSIF by providing marketing, consulting and loss control services.

Started in 1995, the GHCIC is a segregated portfolio captive insurance company owned by the Georgia Hospital Association. There are multiple segregated portfolio cells in GHCIC. All of them are also TPA clients of Allied Claims Administration for the hospital professional and general liability coverage written through the captive cell.

Allied Claims Administration is a client-focused third-party administrator currently serving more than 125 clients throughout the Southeast. Allied is jointly owned between GHA and Gallagher. Specializing in self-insurance programs for group associations, risk retention groups and individual self-insured, they provide superior professional liability, general liability and workers’ compensation claims services to the health care industry.