Apex Benefit Group

Attention NJ Employers: On October 21, 2024, the State of New Jersey announced there will be a tax on employee wages to pay for New Jersey Temporary Disability Benefits (TDB) coverage. With this year’s increases, we can provide solutions to help you save money and improve claims handling. Employees will now pay 0.23% of the first $165,400 earned to pay for TDB coverage. This means that employees will have to pay up to $380.42 in 2025 for the protection. In addition, the tax on New Jersey Paid Family Leave (PFL) will be increased from 0.09% to 0.33%. In 2024, employees paid a maximum of $145.26 for NJ Family Leave Insurance (FLI), and in 2025, they will pay a maximum of $545.82.

Boost productivity and well-being with an Employee Wellness Program. From fitness challenges to mental health support, we've got your team covered. Invest in your employees' health, and watch your workplace thrive! #wellnessatwork #employeeexperience #employeeengagement #businessstrategy #wellnessprogram #improvehealth #improveproductivity #workplacewellness

Employers sponsoring group health plans with prescription drug benefits are required to notify their Medicare Part D-eligible participants and beneficiaries as to whether the drug coverage provided under the plan is “creditable” or “non-creditable.” This notification must be provided prior to October 15th each year. Also, following the plan’s annual renewal (among other times), the employer must notify CMS of the creditable status of the drug plan. 

The U.S. Supreme Court recently overturned a landmark decision and is now requiring federal courts to exercise their independent judgement on whether an agency has acted within its statutory authority and not defer to agency interpretation of the law when a statute is ambiguous. Click below to learn more. https://lnkd.in/evamQp5j

Thank you so much for these heartfelt words, Laris! We are grateful to have had the opportunity to help you and the church community over the years. Your recognition is deeply appreciated.

RISING HEALTHCARE COSTS: Medical Inflation is one of the primary drivers, consistently outpacing general inflation rates. There are increases in demand for health care services, medical professional wages, and expenses for technology. Employers must decide how they want to contribute to their employees' benefit packages. To significantly reduce health care costs for both employees and employers, empowering individuals to make better health care decisions is a strategic approach. When employees are informed about preventive care and wellness practices, they tend to adopt healthier habits. This focus on prevention can lead to the early identification of health issues and prompt intervention. Detecting problems early reduces the necessity for costly treatments, hospital stays, and invasive procedures. Consequently, this not only enhances employees' health outcomes but also helps in managing and lowering medical expenses for both the employees and the employer.

Recruit and retain your employees with creative benefit solutions! We'll help you find cost-saving strategies to find top talent and make sure they stay. Creative benefits include: - Employee assistance programs - Legal support - College savings plan - Wellness programs - FSA / HSA / LSA - Commuter benefits

The Departments of Labor, the Treasury, and Health and Human Services recently issued the updated submission instructions and user manual for the Gag Clause Prohibition Compliance Attestation for 2024. Click below to learn more. https://lnkd.in/eDgjNbWQ

The Patient-Centered Outcomes Research fee filing deadline is quickly approaching for all self-funded medical plans and some HRAs for plan years ending in 2023. Click below to learn more https://lnkd.in/erdasyCg

Want to save on child-care or medical expenses? Open a Flexible Spending Account (FSA) account. Employees can save up to 30% by paying with pre-tax dollars. Employers can benefit by saving on payroll taxes - it’s a win-win!