All For One, One For All: A Holistic Approach for Building Accessibility and Inclusion

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Creating a workplace that prioritizes accessibility and inclusion is more important than ever. Integrating these principles into your company culture supports a positive and productive environment, going beyond compliance to create a space where all employees can thrive regardless of their abilities or backgrounds. While addressing specific needs is important, a holistic approach ensures employees feel valued and empowered to contribute their best work.

What’s this all about?

Accessibility and inclusion are concepts that go hand in hand. Accessibility ensures everyone can use physical spaces, digital platforms, and communication methods, regardless of their abilities. Inclusion involves creating an environment where all employees feel valued, respected, and able to contribute fully. Together, these elements help build a workplace where diversity thrives, and all employees can succeed. Read more

The Work Frustration Survival Guide

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You probably have a morning routine the minute you wake up and hit your alarm clock. You may exercise, eat breakfast, drink coffee, or meditate. You may give yourself some much-needed “me time” before heading to work or your home office to log in to your computer. Whatever your routine, you can typically expect everything to run smoothly. 

But what if it doesn’t? What if an email goes out with incomplete information, a client calls with a problem or complaint, or your project management system moves slowly, crashes, or is completely down? 

The saying about “even the best-laid plans…” comes into play here. Even with your to-do list and plan to get through the workday, sometimes life can throw you a few unexpected curveballs. Read more

Chevron Overturned: Federal Agencies Lose Power. How Will Employers React?

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On Friday, June 28th, in Loper Bright Enterprises v. Raimondo, the Supreme Court overturned a 40-year-old precedent deferring to federal agencies where Congressional statutes are otherwise ambiguous. In their decision, the Court ruled that the judiciary, not the executive branch, is responsible for interpreting ambiguous legislation. This will likely lead to a significant change in the process of issuing federal regulations.  

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Why You Need to Practice Saying No

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For many people, saying no can be tough, especially for someone in a position of authority. We’re hard-wired as humans to want to fit in and conform to those around us, and this can result in a hesitation to say no to others.  

Those of us with people-pleasing tendencies are familiar with their predispositions to be a “yes” person. But even those who don’t consider themselves people-pleasers may still find it difficult to refuse a request. It’s uncomfortable, and sometimes it feels like you’re letting people down. Learning how to say no when it matters can make everyone’s lives much easier, both in everyday relationships and in the workplace.   Read more

Fearful Leadership: How It Paralyzes Your Organization (and What You Can Do About It)

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Picture this: You walk into your office and see lifeless faces, hollow eyes, and shuffling movements. It’s like a scene from a zombie movie. But these aren’t undead creatures; they’re your employees.

What’s driving this atmosphere? Fear.

Fear is both a powerful motivator and a double-edged sword. While it might drive short-term results, fear leaves employees less likely to take risks, innovate, or speak up—because they’re always on red alert. This type of culture can bring growth and potential to a halt. Read more

Is Your Company Reaching Its Potential?

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In a world where a single tweet can swing customer opinions, ensuring every part of your company is in sync is more than a nice-to-have—it’s a must. 

One of the more pervasive challenges organizations face today is the tendency for teams to operate in silos. This results in missing key opportunities to streamline operations and enhance the customer experience.

So, how do you ensure your customer’s journey isn’t just good but great? Start by tearing down internal silos and creating intentional spaces for collaboration between teams. It’s vital to break down every phase of your customer’s journey, from the first hello to the final thank-you, ensuring everyone is on the same page. And yes, that means opening up those not-so-secret processes and sharing intel. Read more

Webinar:  Diving into the World of Mental Health Parity Compliance

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Geometric Image + Icon (5)Join Q4intelligence and Marissa Rufo of MZQ Consulting for a compliance webinar. 

When: Wednesday, June 12, 2024, 11:00 AM Pacific / 2:00 PM Eastern

Where: Zoom | Register here

 

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Diving into the World of Mental Health Parity Compliance

You’ve heard all the buzz around mental health parity rules and enforcement. But what is it all about?

Join us for a deep dive into the world of mental health parity compliance, including:

  • How we got here
  • What both types of analyses entail
  • Who is subject to the rules
  • Strategies going forward for your plan

Learn how the Mental Health Parity and Addiction Equity Act and subsequent additional rules in the Consolidated Appropriations Act of 2021 have changed plan-sponsor requirements.

Employer-sponsored health plans are required to conduct mental health parity analyses on their health plans to ensure that more restrictive limitations are not being placed on mental health and substance use disorder benefits than they are on medical/surgical benefits. These analyses come in two flavors, non-quantitative treatment limitations analyses and quantitative treatment limitations analyses. Every plan needs detailed reports on hand to show how it meets these requirements, especially if they come under audit.  

Who is MZQ Consulting? 

MZQ Consulting is a boutique ACA and benefits compliance consultancy helping people navigate the complex world of employee benefits compliance through deep expertise and superb client service.

Want to attend?

Save your seat by clicking here. 

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Innovation vs. Tradition: Striking the Right Balance in the Age of Change

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Innovation is encouraged and expected in the business world; you’ll fall behind if you don’t keep up to date on new processes or technology. However, ignore traditions at your own peril. Workplace traditions like established practices, company culture, and values give employees a sense of comfort in the familiar, foster a sense of stability, and boost morale and productivity. 

A healthy organization strikes a balance between tradition and innovation. Read more

2025 Limits Announced for HSAs, High Deductible Health Plans, and Excepted Benefit HRAs

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Late last week, the Internal Revenue Service released updates to the maximum annual 2025 contribution limits for health savings accounts (HSAs) under high deductible health plans (HDHPs). These inflation-adjusted limits, which have increased slightly from 2024, apply to both individual and family coverage. Of note, the annual limit for the additional catch-up HSA contribution eligible individuals aged 55 and over are permitted to make remains unchanged.

The updates also include deductible minimums and out-of-pocket (OOP) expense limits for HDHPs and an increase to the maximum amount that may be made newly available for excepted benefit health reimbursement arrangements (EBHRAs). The HSA, HDHP, and out-of-pocket thresholds apply for the 2025 calendar year, while the EBHRA maximum applies to the 2025 plan year.

The 2025 limits are summarized below in comparison to the 2024 limits:

 

Annual HSA Contribution Limits

 

2025

2024

Self-only coverage

$4,300

$4,150

Family coverage

$8,550

$8,300

Additional catch-up contribution for eligible individuals

$1,000

$1,000

Annual Minimum Deductibles for HDHPs

 

2025

2024

Self-only coverage

$1,650

$1,600

Family coverage

$3,300

$3,200

Annual Maximum Out-of-Pocket Expense Limits for HDHPs

 

2025

2024

Self-only coverage OOP expenses may not exceed

$8,300

$8,050

Family coverage OOP expenses may not exceed

$16,600

$16,100

Plan Year Excepted Benefit HRA Maximum

 

2025

2024

Maximum amount for a plan year may not exceed

$2,150

$2,100

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Federal Trade Commission Weighs in On Non-Competes 

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On Tuesday, April 23rd, the Federal Trade Commission (FTC) voted 3-2 to ban non-compete agreements. The rule was first proposed in January 2023, and the hope was that this change would increase worker’s earnings by almost $300 billion each year.  

There were thousands of public comments sent in with many favoring the proposal. Interestingly enough, a large portion of those comments came from health care workers. 

The FTC estimates that upwards of 30 million workers are subject to non-compete agreements. It is their contention that these agreements prevent employees from working for competitors or starting a competing business after they leave a job. That, according to the agency, is unfair and restricts competition. This is viewed as a violation of Section 5 of the FTC Act. 

The final rule would ban new non-compete agreements for all workers and require employers to let current and past employees know they will not enforce them. Employers will also have to discard any existing non-compete agreements for most employees. One change in the final rule allows agreements to remain in effect for senior executives, which the rule defines as someone earning more than $151,164 annually in a policy-making position. 

The agency believes that banning non-competes will allow for: 

  • Reduced healthcare costs; 
  • Increases in new business formations; and 
  • Higher wages for workers. 

The effective date of the new rule will be 120 days after it is published in the Federal Register. As with many controversial rules and regulations, opponents such as pro-business groups have already indicated they will be taking legal action to block the implementation of the new rule. 

Business groups favor non-compete agreements, arguing that they are critical for protecting proprietary information and intellectual property. The new rule does nothing to alter current methods that protect that information, including nondisclosure and confidentiality agreements. Business groups also firmly question the FTC’s authority to even issue the ban, both retroactively and going forward. The dissenting commissioners on the FTC said they do not support non-compete agreements but contend that their agency does not have the authority to issue the rule without a Congressional directive. Congress has not given the agency explicit authority to ban non-compete agreements. Though there have been bills introduced in the past, none have passed into law.  

The U.S. Chamber of Commerce, the largest pro-business lobbying group in the country, has stated that it plans to sue to block the rule. It appears there will likely be a protracted court battle on this issue, and it would not be surprising if it reached the Supreme Court.  

In contrast, the Biden administration has commented in favor of the rule, arguing that non-compete agreements limit workers’ mobility, depress their wages, and harm entrepreneurship and competition in the U.S. economy. 

Given the diverse opinions already shared about this new rule, we anticipate that it may evolve over time, and will continue to provide updates if and when they become available. 

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