Medicare Part D Creditability Notice Requirements

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As Medicare’s annual open enrollment season approaches, the notices of creditable or non-creditable coverage that employers with prescription drug (Rx) plans are required to provide to their Medicare-eligible participants are frequently topics of discussion. Creditable coverage is expected to cover, on average, at least as much as the standard Medicare Part D prescription drug plan, whereas non-creditable coverage falls below this threshold. Though employers that offer group health plans ARE NOT required to offer prescription drug coverage that is creditable, Medicare Part D-eligible individuals are required to be enrolled in creditable Rx coverage. This requirement makes it crucial for employers to provide notice of their plan’s creditable/non-creditable status so that Medicare-eligible plan participants can make informed decisions about their prescription drug coverage. Read more

How to Improve Employee Engagement With Purpose, Recognition, and Flexibility

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Summary 

Employee engagement is slipping, with only 31% of U.S. workers feeling connected to their jobs. The fix is helping employees feel that their work matters. Career conversations, frequent recognition, and flexible policies build loyalty, prevent burnout, and strengthen business results. Start small: talk about growth, celebrate wins, and support people as humans. 

 

 

Leaders constantly worry about keeping employees engaged. According to Gallup, only about 31% of U.S. employees are engaged today, while more than half report feeling disengaged.  

Benefits, company culture, and professional development are important drivers of engagement. But if you look at engagement from a personal, even emotional, level, there’s something deeper at play. 

Think about the last time you became disengaged with a project. More often than not, we lose interest because we feel the work doesn’t matter, and we lose our sense of purpose. That deep human need to feel valuable, useful, and appreciated drives whether we bring our best to work or slowly check out. Read more

Is Your Team Too Positive to Be Honest? What Leaders Need to Know

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Summary

A positive culture can energize a team, but when it turns into performance rather than reality, it creates distance instead of connection. If people feel pressured to stay upbeat no matter what, real issues get buried, conversations shut down, and growth stalls. Leaders who want stronger teams need to shift the focus from comfort to clarity and make honest dialogue a daily practice.

 

 

A positive culture should lift people up, help them feel supported, and keep momentum moving forward. The trouble comes when positivity turns into something people perform rather than something they genuinely feel. 

When employees sense that only cheerful attitudes are welcome, they start holding back concerns, avoiding tough conversations, and masking frustration so they do not stand out as the person who disrupts the mood.

That kind of culture can feel calm on the surface, but it is often calm in the way a river looks calm while strong currents run beneath it. Without space for honesty, issues remain unresolved, and the trust that binds teams together slowly wears down. Read more