Human Resources

Acrisure’s Employer Compliance Reminders, 3/20/26

Member for

3 years 2 months

Submitted by iminot@vlct.org on Fri, 03/20/2026 - 16:10

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Time is moving quickly, and while compliance requirements are beginning to slow down – at least for now – there are still a few important items to address and preparations to make for what lies ahead.

Compliance Reminders

March 31: Forms 1094/1095 Filed with IRS

Applicable Large employers (ALEs) must file with the IRS the Forms 1095-C provided to employees along with a 1094-C transmittal form. Non-ALEs that sponsor a self-insured health plan must file with the IRS the Forms 1095-B provided to covered individuals along with a 1094-B transmittal form. The forms must be filed electronically.

Upcoming Compliance Reminders

Although June may feel far away, it will be here before we know it – and carriers will soon begin preparing for the annual Prescription Drug Data Collection (RxDC) filing. Because the filing deadline is June 1, the data gathering process starts well in advance.

Most medical carriers will require employers to complete a brief data form so they can finalize the RxDC submission on your behalf. These forms typically request plan-specific details needed for accurate reporting.

To ensure timely submission, please complete and return any required carrier forms as soon as you receive them. Carriers cannot finalize the filing without your organization’s direct response. This Acrisure Benefits Bulletin explains a lot. If you have any questions about the RxDC filing process or are unsure what steps to take, please reach out to your Account Management Team.

Current National Headlines in the News

With HR and employee benefits topics regularly in the news, staying current on what’s really important can often be challenging. For the most current listing of those articles, see the March 10 Weekly Digest (also attached below).

Upcoming Training Opportunity

Acrisure will be hosting The ADA: Understanding Employer Responsibilities and Best Practices for 2026 on April 16 at 2 PM EDT. This event is part of Acrisure’s continued education series and free of charge. Registration will be required, so be sure to sign up in advance.

This webinar will provide an overview of the Americans with Disabilities Act (ADA) and cover the ADA’s “Interactive Process”, reasonable accommodations, and recent developments that employers should be aware of to remain compliant.

Compliance Disclaimer:
This communication is for informational purposes only and should not be considered legal or tax advice. Employers should consult with legal counsel or other appropriate professionals regarding their specific compliance obligations.

Attachments

Benefits Bulletin: RxDC Reporting

Weekly Digest March 10, 2026: Human Resources Compliance in the News

Acrisure’s Employer Compliance Reminders, 3/6/26

Member for

3 years 2 months

Submitted by iminot@vlct.org on Fri, 03/06/2026 - 16:22

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As we continue to make our way through the calendar year, so do the compliance requirements. A few compliance reminders as we head into a busy month ahead.

Compliance Reminders

March 31: Forms 1094/1095 Filed with IRS

Upcoming Compliance Reminders

Although June may feel far away, it will be here before we know it — and carriers will soon begin preparing for the annual Prescription Drug Data Collection (RxDC) filing. Because the filing deadline is June 1, the data gathering process starts well in advance.

Current National Headlines in the News

In Case You Missed It

In connection with the 33rd anniversary of the Federal Family and Medical Leave Act (FMLA), the U.S. Department of Labor has posted a series of short videos about the statute on its website. Viewing them is a great refresher for seasoned professionals or the newer members of the team.

Independent Contractors classifications are making a return. The U.S. Department of Labor (DOL) issued a Notice of Proposed Rulemaking (Feb. 26, 2026) that would rescind the 2024 independent contractor rule and restore a streamlined version of the 2021 “economic reality” test for determining whether a worker is an employee or an independent contractor under the Fair Labor Standards Act (FLSA).

The 60-day public comment period for the DOL’s proposed rule ends on April 28, 2026. The department encourages all interested parties to submit comments on the proposed rule once it is published in the Federal Register. To learn more, read this Legal Update (also attached below).

Upcoming Training Opportunity

Acrisure will be hosting “Modern HR Challenges: Balancing Compliance, Compassion and Business Goals” on March 19 at 2 PM EDT. This event is part of Acrisure’s continued education series and free of charge. Registration will be required, so be sure to sign up in advance.

In today’s workplace, HR professionals face the complex task of aligning regulatory compliance with empathetic employee engagement – all while driving strategic business outcomes. This webinar will explore how to navigate these competing priorities, offering practical insights and real-world strategies to help HR leaders foster a compliant, compassionate, and performance-driven culture.

Attachments

Benefits Bulletin: RxDC Reporting

Weekly Digest February 24, 2026: Human Resources Compliance in the News

Acrisure’s Employer Compliance Reminders, 2/24/26

Member for

3 years 2 months

Submitted by iminot@vlct.org on Tue, 02/24/2026 - 08:10

Sponsored Content

As we continue to make our way through the calendar year, so do the compliance requirements. A few compliance reminders as we head into a busy month ahead.

Compliance Reminders

March 1: CMS Disclosure for Creditable Prescription Drug Coverage

Group health plans that provide prescription drug coverage to Medicare Part D-eligible individuals must complete the annual Creditable Coverage Disclosure to the Centers for Medicare & Medicaid Services (CMS). This filing confirms whether the plan’s prescription drug coverage is considered creditable or noncreditable for the prior calendar year.

For additional information regarding the CMS Creditable Coverage Disclosure, click here.

March 2: ACA Sections 6055 and 6056 Reporting (Manual Filers Only)

Employers filing ACA Forms 1094/1095 manually must submit their filings by March 2, 2026. Manual filing is permitted only for employers submitting fewer than 10 returns. All other employers are required to file electronically, with an extended deadline of March 31, 2026.

March 2: Form 1095B / 1095C Distribution Requirements

Applicable Large Employers (ALEs) must either:

Post a clear, conspicuous, and reasonably accessible notice on their website by March 2, 2026, informing employees that their Form 1095B or 1095C is available upon request. The notice must remain posted through October 15, 2026, and requested forms must generally be provided within 30 days of the request; or

Automatically furnish Forms 1095B or 1095C to employees by March 2, 2026, in lieu of using the notice and request method.

March 31: Forms 1094/1095 Filed with IRS

ALEs must file with the IRS the Forms 1095-C provided to employees along with a 1094-C transmittal form. Non-ALEs that sponsor a self-insured health plan must file with the IRS the Forms 1095-B provided to covered individuals along with a 1094-B transmittal form. The forms must be filed electronically.

Current National Headlines in the News

Another widely discussed issue in recent news is the Trump Rx initiative. What exactly is it? Read about it here.

Upcoming Compliance Reminders

Attachments

Weekly Digest February 17, 2026: Human Resources Compliance in the News

What is the Trump RX initiative?

Benefits Bulletin: RxDC Reporting

Meet VLCT PACIF’s New HR Consultant

February 12, 2026

Christine Trombley Marsh joined VLCT in January as Senior HR Consultant on the PACIF Field Risk Services team. Her previous work (most recently with the Vermont Department of Human Resources) has involved complex leaves of absence, employee engagement, labor relations, strategic planning, recruitment, and new employee orientation. Christine is working closely with Julie McKenzie: her arrival has expanded the Human Resources Consultation Program to serve more PACIF members.

Why VLCT? What interested you about working for VLCT? Do you have any background in municipal government?

I was interested in working for VLCT because I wanted to learn something new, and, having worked for the Vermont state government for the last ten years, the idea of supporting local government piqued my interest. It felt like a natural shift, since I strive to bring a community-minded lens to my work. In the PACIF Field Risk Services division I can directly engage with members and provide real-time consulting, so that our local government leaders can make informed decisions and move forward with confidence.

What are you working on at VLCT? What most excites you about this position?

I’m focused on working closely with members and having a boots-on-the-ground approach. I aim to learn all I can about municipal government and daily operations, since my belief is that the better I understand the various roles, job duties, and structure of your operation, the better I can support you and provide well-rounded guidance, considering all aspects that may be involved. I am excited to continue to get out to visit PACIF members over the coming months and learn about your wins and your pain points. I am also working on content for various trainings and engaging in a lot of training myself.

Tell us a little bit about yourself, your interests, a fun fact about you, etc.

I’m a huge fan of being a tourist within your own state, and I enjoy being outside in all seasons – hiking, kayaking, biking, swimming, and exploring new festivals and events with my family. I grew up in Richmond, Vermont, and I really appreciate the gem of living in a state that has so many lakes and mountains; it’s the best of both worlds. I also enjoy trying new recipes, reading non-fiction, and (trying) to cultivate a garden!

What do you want members to know about your work? Are there any common misconceptions or misunderstandings about what you do?

The main message is that I am here to support you however I can and to make your experience the best it can be. Areas of human resources can be very nuanced, and I aim to give clear and comprehensive guidance – so you feel heard and understood and can prepare for what’s next. This partnership means that I will adapt to what works best for you, whether that means doing an on-site visit, creating a toolkit or training, or pointing out various resources that are available to you.

If you had an unlimited budget, what would you most want to focus on in your work?

Regardless of industry or job title, my mind always thinks about creating networks for sharing knowledge and mentorship. Mentoring is key, especially in a small state like Vermont, when it is critical that we have open opportunities for sharing best practices, learning from what didn’t go as planned, and mitigating risk in the future. If we collectively had the time and space to share these experiences and connect with each other more often, there would be such a strong network of ideas and solidarity. I’d also expand this to connecting with schools, so students interested in careers in local government (or furthering their public service education) could access courses without a financial burden.

How are you committed to justice, diversity, equity, inclusion, and belonging in your work?

I have a sign by my desk that says, “Is the best version of you showing up?” To me, this can affect small acts such as inviting someone to share their thoughts or ensuring that all voices are heard in a meeting. It’s recognizing that we all have a different lens through which we see the world based on our upbringing, experiences, etc. and that diversity is what makes a strong team and generates more innovative ideas.

Acrisure’s Employer Compliance Reminders, 2/10/26

Member for

3 years 2 months

Submitted by iminot@vlct.org on Tue, 02/10/2026 - 11:41

Sponsored Content

February is already well underway, and it will be behind us before we know it. While this month has few compliance deadlines, it’s a key time to prepare for the three deadlines that fall at the very start of March. It’s also an ideal moment to take advantage of an exclusive opportunity – the HR Leaders Compliance Summit – where industry experts will dive into a range of topics focusing on HR and compliance.

Compliance Reminders

February 16: HIPAA Privacy Notice Changes – FINAL REMINDER

HIPAA regulations require covered entities and health plan sponsors to update their Notice of Privacy Practices (NPP) to reflect new protections for substance use disorder (SUD) records. Although the reproductive health care provisions were vacated by a federal court decision in June 2025, the specific requirements related to SUD remain in effect.

These updates must clearly describe how SUD information may be used and disclosed, reinforcing privacy safeguards for individuals.

As of this notice, HHS (the U.S. Department of Health and Human Services) has not yet released an updated NPP. We recommend implementing the required changes based on the current instructions to ensure you meet the deadline. Once the updated model notice becomes available, you should revise and reissue your notice using that version.

All updates required must be implemented no later than February 16, 2026.

March 1: Disclose to CMS ...

Disclosure to Centers for Medicare & Medicaid Services (CMS) on Creditable Coverage Prescription (Rx) Plans is due for calendar year plans. This is an annual reporting requirement for group health plans (GHP) that currently provide prescription drug coverage to Medicare Part D eligible individuals. The GHP must disclose to the CMS whether the coverage is creditable or non-creditable prescription drug coverage.

For additional information regarding the CMS Disclosure for Rx Plans, click here.

March 2: ACA Reporting

Section 6055 and 6056 (ACA) Reporting due if filing MANUALLY. This filing is only for employers with fewer than 10 returns. All other employers must file electronically (due date: March 31).

March 2: Form 1095-B or 1095-C Due to Employees

Applicable Large Employers (ALEs) must post a clear, conspicuous and reasonably accessible notice on their websites by March 2, 2026, stating that employees may receive a copy of their individual coverage statement (1095-B or 1095-C) upon request. This notice must remain posted through Oct. 15, 2026. In general, requests must be fulfilled within 30 days after the date of the request. Instead of posting the notice and providing Forms 1095-C upon request only, ALEs may automatically furnish statements to employees by March 2, 2026.

Current National Headlines in the News

Last Chance to Register for Upcoming Training Opportunity

Acrisure will be hosting the sixth annual “HR Leaders Compliance Summit” (HRLCS 2026) on February 24-26, 2026. As in past years, this event is free of charge and open to all VLCT members. Registration will be required, so be sure to sign up in advance. This is an event not to be missed and a valuable experience for all who attend.

Over the course of this virtual summit, you will hear from numerous subject matter experts that specialize in various HR-related disciplines covering topics ranging from labor & employment regulation updates, employee benefits trends, and human capital management best practices– which are all made infinitely more complex given today’s unprecedented times. Each day is also pre-approved by SHRM/HRCI for continuing education (CE) credits.

To learn more and register, please click here.

Attachments

Weekly Digest: Human Resources Compliance in the News

Acrisure’s Employer Compliance Reminders, 1/27/26

Member for

3 years 2 months

Submitted by iminot@vlct.org on Tue, 01/27/2026 - 12:15

Sponsored Content

February may be short, but it moves quickly! Here are a few compliance reminders as we head into a busy month and prepare for March requirements.

Compliance Reminders

February 2: W2s

W2 forms are due to employees by Monday February 2, 2026 for wages paid in 2025. The due date is normally January 31: however, as this due date falls on a weekend in 2026, the forms must be filed by the next business day, which is February 2, 2026.

February 16: HIPAA Privacy Notice Changes

These updates must clearly describe how SUD information may be used and disclosed, reinforcing privacy safeguards for individuals.

As with other government-required notices, a standardized form will be provided for use. Best practice is to use the supplied form to ensure all compliance elements are met. It is also recommended that the form be carefully reviewed to confirm that it is both clear and fully understood by the health plan administrator.

As of this notice, HHS has not yet released an updated NPP. We recommend implementing the required changes based on the current instructions to ensure you meet the deadline. Once the updated model notice becomes available, you should revise and reissue your notice using that version.

All updates required must be implemented no later than February 16, 2026.

March 1: Disclose to CMS ...

For additional information regarding the CMS Disclosure for Rx Plans, click here.

March 2: ACA Reporting

Section 6055 and 6056 (ACA) Reporting due if filing MANUALLY. This filing is only for employers with fewer than 10 returns. All other employers must file electronically (due date: March 31)

March 2: Form 1095-B or 1095-C Due to Employees

Applicable Large Employers (ALEs) must post a clear, conspicuous and reasonably accessible notice on their websites by March 2, 2026, stating that employees may receive a copy of their individual coverage statement (1095-B or 1095-C) upon request. This notice must remain posted through Oct. 15, 2026. In general, requests must be fulfilled within 30 days after the date of the request. Instead of posting the notice and providing Forms 1095-C upon request only, ALEs may automatically furnish statements to employees by March 2, 2026.

In Case You Missed It

The U.S. Department of Labor has issued six new opinion letters addressing the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA).

Why are these opinion letters significant?
They provide official guidance on how specific laws apply to particular workplace situations, clarify regulatory ambiguities, and offer practical compliance direction. For employers, reliance on an opinion letter that deems a practice lawful can serve as a strong defense if that practice is later challenged.

To review each of the opinion letters, click here and scroll to the bottom of the page.

Upcoming Training Opportunity

To learn more and register, please click here.

Acrisure’s Employer Compliance Reminders, 1/13/25

Member for

3 years 2 months

Submitted by iminot@vlct.org on Tue, 01/13/2026 - 12:37

Sponsored Content

Happy New Year from your Acrisure family! As we begin a fresh chapter, employer compliance obligations have also reset with the start of January.

Compliance Reminders

W2s

W2 forms are due to employees by Monday February 2, 2026 for wages paid in 2025.  The due date is normally January 31: however, as this due date falls on a weekend in 2026, the forms must be filed by the next business day, which is February 2, 2026.

Upcoming HIPAA Privacy Notice Changes Due February 16, 2026

Upcoming changes to HIPAA regulations require covered entities and health plan sponsors to update their Notice of Privacy Practices (NPP) to reflect new protections for substance use disorder (SUD) records. Although the reproductive health care provisions were vacated by a federal court decision in June 2025, the specific requirements related to SUD remain in effect.

These updates must clearly describe how SUD information may be used and disclosed, reinforcing privacy safeguards for individuals.

All required updates must be implemented no later than February 16, 2026.

Upcoming Training Reminder in 2026

On January 15 from 2 PM to 3 PM, Acrisure will host "2026 Group Health Plan Compliance: Insights for the Year Ahead". This webinar is free of charge and open to all VLCT members.

Join us to learn about the most recent developments affecting group health plans and to gain practical insights into the new year. During this webinar, we’ll review how changes in federal policy objectives are shaping coverage considerations, including overage for gender-affirming and reproductive healthcare; assess the current environment of state regulation of Pharmacy Benefit Managers (PBMs); highlight impactful judicial decisions; and provide reminders for recurring compliance obligations in the first half of the year.

Registration is required, so be sure to sign up in advance.

Save the Date

Acrisure’s largest virtual Compliance Summit of the year is returning on February 24–26, 2026. As in past years, this event is free of charge and open to all VLCT members. Registration will be required, so be sure to sign up in advance. This is an event not to be missed and a valuable experience for all who attend.

Acrisure’s Employer Compliance Reminders, 12/19/25

Member for

3 years 2 months

Submitted by iminot@vlct.org on Fri, 12/19/2025 - 13:24

Sponsored Content

And just like that, December is coming to a close. This month – and this year – seemed to fly by! While it’s hard to believe where the time went, we’re ready to turn the page and embrace all that 2026 has in store.

Just a few final compliance tasks remain, setting us up for a strong start to the new cycle in January.

From all of us at your Acrisure family, we wish you a joyful, healthy, and happy holiday season!

Compliance Reminders

Gag Clause Attestations are Due December 31, 2025

As a reminder, the Gag Clause Attestation is designed to promote transparency between health plans and insurance carriers. This annual compliance requirement confirms that provider contracts do not contain clauses that restrict the disclosure of pricing or quality information, thereby supporting informed decision-making for plan participants.

Employers and plan sponsors are required to submit this attestation annually to ensure compliance with the transparency standards. If you are uncertain about the attestation process or whether your carrier will submit on your behalf, please contact your account manager for guidance.

For more information on the Gag Clause prohibition, refer to this Acrisure Benefits Bulletin (also attached below).

Upcoming HIPAA Privacy Notice Changes are Due February 16, 2026

Upcoming changes to HIPAA regulations require covered entities and health plan sponsors to update their Notice of Privacy Practices (NPP) to reflect new protections for substance use disorder (SUD) records. Although the reproductive health care provisions were vacated by a federal court decision in June 2025, the specific requirements related to SUD remain in effect.

These updates must clearly describe how SUD information may be used and disclosed, reinforcing privacy safeguards for individuals.

All updates required must be implemented no later than February 16, 2026.

Current National Headlines in the News

With HR and Employee Benefits topics regularly in the news, staying current on what’s really important can often be challenging. For the most current listing of those articles, see this recent Weekly Digest (also attached below).

Upcoming Training in 2026

On January 15 from 2PM to 3PM, Acrisure will host "2026 Group Health Plan Compliance: Insights for the Year Ahead". This webinar is free of charge and open to all VLCT members.

Registration is required, so be sure to sign up in advance.

Attachments

Benefits Bulletin: Gag Clause Prohibition Attestation

Weekly Digest: Human Resources Compliance in the News

Acrisure’s Employer Compliance Reminders, 12/8/25

Member for

3 years 2 months

Submitted by iminot@vlct.org on Mon, 12/08/2025 - 14:57

Sponsored Content

We’ve reached the final month of 2025 – and what an incredible year it has been! Holiday decorations are brightening windows, wish lists are being written by children (and adults alike), and the festive season is in full swing.

Before we wrap up the year, there are just a few remaining compliance tasks to complete, setting us up for a strong start to another compliance cycle in January.

From all of us at your Acrisure family, we wish you a joyful, healthy, and happy holiday season!

Compliance Reminders

Gag Clause Attestations are Due December 31, 2025

For more information on complying with the Gag Clause prohibition, refer to the Acrisure Benefits Bulletin attached below.

Upcoming HIPAA Privacy Notice Changes are Due February 16, 2026

These updates must clearly describe how SUD information may be used and disclosed, reinforcing privacy safeguards for individuals.

All required updates must be implemented no later than February 16, 2026.

Last Training for 2025

On December 18 from 2 PM to 3 PM, Acrisure will host “Next Level Leadership: Managing a Multigenerational Team”. This webinar is free of charge and open to all VLCT members.

The webinar will explore how generational differences influence communication, motivation, and work styles in the workplace. HR professionals and people leaders will learn practical strategies to lead effectively across generations, strengthen collaboration, and build trust among diverse team members.

Registration is required, so be sure to sign up in advance.

Attachments

Benefits Bulletin: Gag Clause Prohibition Attestation

Acrisure’s Employer Compliance Updates, 11/24/25

Member for

3 years 2 months

Submitted by iminot@vlct.org on Mon, 11/24/2025 - 11:22

Sponsored Content

As we approach the close of November, it’s hard to believe how quickly the year has passed. With 2026 on the horizon, the U.S. government is releasing its final updates as we transition into a new calendar year.

From all of us at your Acrisure family, we wish you a happy and healthy Thanksgiving.

In Case You Missed It

2025 ACA Reporting Forms & Instructions Finalized

The Internal Revenue Service (IRS) has issued final instructions for Affordable Care Act (ACA) reporting under Internal Revenue Code Sections 6055 and 6056. The release follows the IRS’s earlier publication of the final reporting forms and draft instructions for the 2025 calendar year.

Forms 1094-B and 1095-B (and related instructions) will be used by providers of minimum essential coverage – including self-insured plan sponsors that are not applicable large employers (ALEs) – to report under Section 6055.

Forms 1094-C and 1095-C (and related instructions) will be used by ALEs to report under Section 6056 as well as for combined Section 6055 and 6056 reporting by ALEs that sponsor a self-insured plan.

No major changes were made to the final forms or instructions for 2025 reporting.

IRS Announces 2026 Retirement Plan Limits

The IRS has released Notice 2025-67, containing cost-of-living adjustments for 2026 that affect the maximum amounts employees can contribute to 401(k) plans and individual retirement accounts (IRAs). Our handy reference sheet shows the 2026 limits compared to the 2025 limits.

Compliance Reminders

In the coming months, these compliance reminders will continue to be included to help ensure they are not missed, particularly given the time of year, and to provide adequate time to meet all compliance deadlines.

Gag Clause Attestations are Due December 31, 2025

Upcoming HIPAA Privacy Notice Changes are Due February 16, 2026

These updates must clearly describe how SUD information may be used and disclosed, reinforcing privacy safeguards for individuals.

As with other government-required notices, a standardized form will be provided for use. Best practice is to utilize the supplied form to ensure all compliance elements are met. It is also recommended that the form be carefully reviewed to confirm that it is both clear and fully understood by the health plan administrator.

All required updates must be implemented no later than February 16, 2026.

Upcoming Training

On December 18 from 2 PM to 3 PM, Acrisure will host “Next Level Leadership: Managing a Multigenerational Team”. This webinar is free of charge and open to all VLCT members.

Registration is required, so be sure to sign up in advance.

Attachments

Qualified Retirement Plan Limits for 2025 and 2026

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