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Avoid M&A Blind Spots with Risk Management Due Diligence

Most businesses or firms involved in a merger or acquisition understand and value the traditional/financial due diligence process; however, many remain unaware of other types of risks that could impact the profitability of the deal.

At Scott, we offer a unique perspective through our analysis and assessment of M&A-related risk. With a focus on operations, human resources and culture, we can help uncover blind spots in a company’s risk management, insurance and/or employee benefits programs.  

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Government Funding Bill Impacts Employer-Sponsored Coverage

Yesterday, Congress voted to pass H.R. 195, a bill that will continue to fund the government through February 8, 2018. The bill was signed by the President last night and it includes three items specific to the Affordable Care Act, two of which will impact employer-sponsored coverage directly: 

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Court Vacates EEOC’s Wellness Rules for 2019

On December 20, 2017, the U.S. District Court for the District of Columbia vacated key provisions of the Equal Employment Opportunity Commission’s (EEOC) final rules for employer-sponsored wellness programs. However, to avoid disruption to employers, the court stayed its ruling until Jan. 1, 2019.  

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Holiday Travel: Protect Your Home While You’re Away

Many people will leave their homes over the upcoming holiday to visit family or go on vacation. If your holiday plans include traveling – even just for a short period – here are some tips to help keep your home safe while you are away:  

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Employer Wellness Programs Compliance Update Three takeaways from Secretary of Labor v. Macy’s, Inc. et al

The HIPAA nondiscrimination regulations aren’t new to most employers with wellness programs. Employers who offer health-contingent wellness programs are especially familiar with the requirement to provide a reasonable alternative standard as part of their wellness program compliance.

Currently, a pending district court case, Secretary of Labor v. Macy’s, Inc. et al, has placed a greater focus on the reasonable alternative standard portion of the HIPAA nondiscrimination regulations. This focus is specific to health-contingent wellness programs that are outcomes based. These wellness programs require individuals to attain or maintain a certain health outcome (or outcomes) to receive a reward. A tobacco health plan premium surcharge is one example.  Although this is an active case, with no official judgements or rulings, the flag has been raised by the Department of Labor specific to the reasonable alternative standard and outcomes-based programs. 

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