Attendees of this program will: 1) Learn the types of qualifying events required under several different laws and regulations; 2) Learn and understand the appropriate methodology and language for memorializing a plan’s QLE’s in its governing plan documents; 3) Learn and understand the effects associated with the occurrence of certain events upon a participant’s annual/qualifying elections; 4) Learn the plan sponsor’s obligations related to timing of life events, notifications, and effectuation of mid-year and other qualifying changes. 5) Learn and understand the negative consequences associated with permitting mid-year election changes on an exception basis, absent the occurrence of a qualifying life event.

- HIPAA's Privacy Rule Overview - What is PHI? - Uses, Notices and Rights under HIPAA

In this program, attendees will explore the process of designing and implementing an ICHRA, from the nuts-and-bolts analytic perspective, this program will introduce the ICHRA benefit funding vehicle, diving into topics like: 1) What is an ICHRA plan? 2) How are an ICHRA work? 3) Who may sponsor an ICHRA? 4) Who is eligible to participate in an ICHRA? 5) Is an ICHRA a COBRA eligible benefit program? 6) How is an ICHRA terminated?

During this presentation, you will learn about HIPAA's Security Rule, General Requirements to Comply, Principals of Risk Analysis & Management, Safeguards and Documentary Requirements.

1) What are the new generations of workers – how are they defined? 2) What are the expectations and demands of each generation of workers? 3) What are the impediments to building and maintaining a generationally diverse workforce? 4) How does an employer build a generationally diverse total rewards platform? 5) What legislative and regulatory vehicles are available to compound an employer’s efforts to maintain a generationally appropriate total rewards platform?

During this presentation, you will learn what a HIPAA Breach is, Notification Requirements, as well as the Administrative Requirements under HIPAA.

1) Define and understand substance use disorder (“SUD”) as one of the foremost and decisive threats to the health and safety of an organization’s workers. 2) Learn to identify common signs and symptoms of active SUD in the workplace environment. 3) Learn and understand the employer obligations, duties, and rights for addressing active workplace SUD, as afforded by the laws of ADA, MHPAEA, and HIPAA. 4) Learn the fundamentals of an effective workplace SUD response system, including a drugfree workplace program, enhanced Employee Assistance Plan, and effective offerings of account-based products. 5 baldwin.com THE BALDWIN REGULATORY COMPLIANCE COLLABORATIVE 5) Learn and understand the components of a comprehensive drugfree workplace program, administered as both a deterrent and as a responsive mechanism to the effects of active SUD in the workplace environment.

1. Learn and understand the security risk analysis requirement’s role in assuring comprehensive Security Rule compliance assuredness and the development of agency audit related defensive strategies for a covered entity. 2. Distinguish between the risk analysis and risk management phases of the security risk analysis operational process, demonstrating an understanding the underlying elements of both operational phases of the analysis. 3. Learn and understand successful utilization of the Security Risk Analysis Tool, as developed and maintained by the US Department of Health and Human Services. 4. Develop the skills and knowledge necessary to adequately oversee the development of the covered entity’s security risk analysis, including a comprehensive evaluation of the satisfaction of HIPAA’s technological, physical, and administrative safeguards. 5. Learn the security risk assessment lifecycle in order to demonstrate an understating the when, the why, and the how of a successful security risk analysis operation.

Attendees of this program will: 1) Explore the statutory landscape of SD and PFML programs across the USA, quickly traversing the history of these initiatives, the current statutory and regulatory environment, and glean details respecting prospective programs launching in 2026. 2) Identify and define the value proposition of the four absence management options available to employers, including: a. Insource; b. Co-Source; c. Outsource with stand-alone absence management provider; and, d. Outsource absence management through a group disability vendor. 3) Compare and contrast the capabilities, processes, and costs associated with each of the above models. 4) Learn to identify your company’s attributes that help determine the ideal service model and vendor partner. 5) Understand the required planning, implementation timeline, and your ongoing role in an effective absence management program.

This session is designed as a clearing house for legal, legislative, and litigation related highlights from the most-recent period. Attendees should expect a fast-paced, summarized digest of benefits-related news and happenings.