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On March 28, 2024, the Departments of Health and Human Services (HHS), Labor, and the Treasury (collectively, the Departments) released final rules governing employer-sponsored indemnity insurance. This type of medical coverage is designed to provide limited-scope benefits and is therefore exempt from certain legal requirements that otherwise apply to major medical plans. As such, indemnity insurance is strictly regulated to ensure that consumers and employees understand what they are buying when they enroll in these plans.

Many employers offer hospital or other fixed indemnity insurance products designed to qualify as “excepted benefits,” meaning that they do not have to comply with the Affordable Care Act’s coverage mandates. Under these arrangements, the insurance policy must pay a fixed dollar amount per day (or per other time period) for a hospitalization or illness, regardless of the amount of expenses incurred.  These plans are traditionally used as a form of income replacement upon the occurrence of a health-related event. They are not, nor have they ever been, a substitute for comprehensive coverage. Consumers have the option of using the fixed cash benefit as they wish, whether it be to cover out-of-pocket expenses not covered by comprehensive coverage, or to defray non-medical expenses such as rent or mortgage. 

Notably, the guidance emphasizes that employer-sponsored indemnity plans are not permitted to reimburse participants on a per service basis, such as per doctor visit or surgical procedure. Thus, indemnity plans cannot provide benefits in varying amounts based on the type of procedure or item, such as the type of surgery being performed, or the type of prescription drug provided. 

In proposed regulations issued last year, the Departments expressed concern regarding employers that offer these plans alongside medical plans that provide minimum essential coverage, but not minimum value (e.g., preventive-care only plans), and suggested prohibiting such arrangements. Specifically, the Departments were concerned that these arrangements are intended to circumvent the Federal consumer protections and requirements for comprehensive coverage that otherwise apply to employer-sponsored plans. Though the proposed prohibition was not adopted in the final rule, the Departments have indicated that they will continue to study the issue, noting that “[n]o inference should be drawn from the decision not to finalize the proposed . . . example[s].” 

The Departments did finalize requirements relating to strict new notices that must be provided to employees who are offered indemnity insurance. These notices point out the differences between fixed indemnity excepted benefits coverage and comprehensive coverage. For plan years beginning on or after January 1, 2025, any employer offering hospital indemnity or other fixed indemnity coverage will need to include the notice below in at least 14-point font on the first page (in either paper or electronic form, including on a website) of any marketing, application, and enrollment materials that are provided to participants.  

Please feel free to reach out to MZQ Consulting with any questions. Read more

It’s all too easy to articulate a vision of the ideal company culture—emphasizing values like work-life balance, respect, and open communication. However, as many of us find out, the real challenge lies not in defining these values but in living them, especially when the pressure mounts.

Whether it’s sending emails late into the night or working through weekends, these moments test our commitment to the very culture we advocate for. Ironically, in our bid to lead by example, we might set a standard that contradicts our preached values. This dissonance affects personal wellbeing and can erode trust within your team as they struggle to reconcile what you promote with the behaviors you exhibit. It’s a reminder that leadership is as much about introspection and self-regulation as it is about guiding others.

To help maintain alignment between your actions and your stated values, consider this monthly reflection exercise. It can be a personal audit, ensuring you stay true to your vision and lead with integrity. Read more

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As a leader or business owner, you may find yourself wondering how you’ll juggle it all in your work and personal life. You know you need to focus on both, but it may be tough to know where to begin.  

It doesn’t have to be an either/or situation; you can choose both. Read more

In today’s fast-paced work environment, the core values of collaboration, psychological safety, and professional growth are more than buzzwords—they’re the bedrock of a company culture that drives employee retention, engagement, and satisfaction. When people feel valued, understood, and part of a team, they’re more likely to stay, thrive, and contribute to their fullest potential.

However, industry jargon is a subtle yet pervasive barrier that can undermine these values.

At first glance, industry-specific terms and acronyms might seem like harmless shorthand, a way for professionals to communicate complex ideas quickly and efficiently. But look closer, and it becomes evident that jargon can be a gatekeeping mechanism, sidelining those who aren’t “in the know” and creating an unintended hierarchy of understanding. It affects everyone who might not be familiar with the latest lingo, whether they’re newcomers, transitioning from other fields, your prospects, or your clients.

Jargon doesn’t equate to expertise

Knowing jargon doesn’t mean you’re an expert, nor does not knowing it diminish the value of your contributions. True expertise lies in understanding concepts and being able to apply them, not in decoding an alphabet soup of mysterious acronyms.

When simple ideas are cloaked in specialized language, it makes them seem more complex than they are and creates barriers for those interested in joining the conversation. This exclusivity can stifle the collaboration and personal growth companies strive to cultivate.

If the goal is to create an organization that champions collaboration, inclusivity, and the continuous professional development of its team members, it’s time to rethink your reliance on jargon. This doesn’t mean banning it outright but rather adopting a more mindful approach to communication. If you use industry-specific terms, take a moment to explain them. Incorporate this language into company training if it’s essential, but also dismantle the stigma around asking, “What does that mean?” in meetings and conversations.

This practice ensures everyone is on the same page and fosters an environment where questions are welcomed and learning is part of the process. Explaining concepts in plain language to the whole team demystifies information and cultivates a culture of mutual education and respect. It sends a powerful message: It’s okay not to know everything.

Level the playing field

Learning to articulate complex ideas in an accessible way to those outside your immediate field is good practice and essential for building quality client relationships and an inclusive workplace. It prevents alienation and the feeling of being “less than” among team members who might not be familiar with specific terms. Prioritizing clear, thoughtful, and inclusive communication helps everyone feel valued and capable of contributing.

This doesn’t just apply to our internal company culture. When we get wrapped up in using industry-specific language, we risk alienating the very people we’re trying to sell to. Imagine being a prospective client in a meeting, trying to figure out if you want to buy a product, and the salesperson you’re talking to sounds like they’re speaking a different language. You’d feel overwhelmed and unprepared to ask the right questions. Language that gatekeeps people from understanding simple concepts will act as a barrier, making it challenging to create client relationships built on trust and transparency.

Choose your words carefully

Remember, even the so-called experts don’t know all the acronyms. The landscape of any industry is constantly evolving, with new terminology always cropping up. By choosing to communicate in a way that is inclusive and accessible, we break down barriers and open a world of possibilities for collaboration, innovation, and growth.

The journey toward building an inclusive workplace is ongoing and multifaceted, but one of the simplest steps is to be more mindful of our language. Ditching the jargon—or at least pausing to explain it—can profoundly impact company culture. It encourages a more collaborative, supportive, and engaging work environment where everyone can learn, grow, and contribute. Commit to communication that includes everyone, fosters understanding, and celebrates the diverse perspectives that fuel innovation and success.

After all, the strength of a team lies not in its jargon but in its people and their shared commitment to clear, inclusive, and meaningful dialogue.

Content provided by Q4intelligence

Photo by pitinan