Learning Objectives: • Latest updates on ADA, GINA, HIPAA, ERISA, ACA MHPAEA, and One Big Beautiful Bill Act • Key compliance dates and requirements for 2026 • Real-world case studies and lessons learned from recent lawsuits • Practical strategies for managing fiduciary duties, plan assets, and wellness programs • How new federal and state laws (including California SB 1120) impact health plans and AI benefits administration

• Latest updates on ADA, GINA, HIPAA, ERISA, ACA MHPAEA, and One Big Beautiful Bill Act • Key compliance dates and requirements for 2026 • Real-world case studies and lessons learned from recent lawsuits • Practical strategies for managing fiduciary duties, plan assets, and wellness programs • How new federal and state laws (including California SB 1120) impact health plans and AI benefits administration

• Why employers are failing at health plan management • How “best practices” are repelling the best talent and souring corporate culture • Why the industry benchmarks are wrong and are driving the costs of your health plan higher • How to structure your medical offering to increase the value of benefits and reduce costs • Key mistakes employers can make when managing benefits, and how they impact talent attraction and corporate culture • How to effectively manage benefits to boost talent attraction and strengthen your corporate culture • Proven strategies to debunk myths and misconceptions about benefits, helping to lower costs and higher employee satisfaction

• Explain why healthcare spend is behavior driven and why actuarial steady state modeling misprices employer risk. • Define Risk Pool Management (RPM) and identify the 47 pre utilization behavioral variables that matter more than claims history. • Diagnoses how HDHP plan migration and contribution strategies can create leveraged trend and equity issues—and design corrective pricing. • Quantify the impact of tier ratio adjustments and composite rates on enrollment behavior, single rates, and trend. • Evaluate Rx adherence strategies (including $0 drug costs) versus high cost claimant alternatives to reduce future spend. • Identify hidden costs embedded in networks/TPAs (e.g., network access fees, EOB masking, completion factors) and implement transparent admin structures. • Assess fertility coverage, PBM carve in vs carve out dynamics, and infusion channel management to control medical drug spend. • Construct a phased RPM roadmap (outcomes first, education second) that avoids short term negotiation “aggression loads” and sustains savings.

As we navigate 2026 and beyond, the Family and Medical Leave Act (FMLA) remains a cornerstone of federal labor law, yet its administration has never been more complex. With the rise of hybrid work models, expanding state-level paid leave programs, and increased Department of Labor (DOL) oversight, even experienced HR teams are facing new hurdles. This webinar provides a comprehensive deep dive into FMLA requirements, focusing on the latest regulatory shifts and practical strategies for managing leave effectively. We will explore the critical intersection between federal FMLA, state Paid Family and Medical Leave (PFML) programs, and the Americans with Disabilities Act (ADA) to ensure your organization stays fully protected.

ach year, an estimated 1.3 million women in the U.S. enter menopause, and nearly 20% of today’s workforce is navigating this life stage. Menopause symptoms can profoundly affect quality of life and workplace performance, yet this critical health issue often goes unaddressed. Employers have a unique opportunity to lead the way. Join us to explore actionable strategies that make a meaningful difference for women and for your bottom line. The Science and Evolving Treatment of Menopause | Dr. Jewel Kling The definitions of perimenopause and menopause, the associated symptoms and their impact on a women’s health and beyond An overview of our evolving understanding of menopausal hormone therapy Treatment advancements, including new a medication option for non-hormone treatment for hot flashes Strategies to Support Menopause at Work | Kelly Polinski How menopause shows up in the workplace and what employers can do Benefit, policy and environment strategies to better support women’s health The business case for investing in menopause support

Cost control is now the #1 priority for employers in 2026​: Learn how organizations are responding to sustained medical, pharmacy and stop‑loss cost pressure while maintaining benefit value​ A small number of high‑cost claimants are driving both medical spend and stop‑loss volatility​: Learn how employers are addressing predictable, high‑impact conditions—such as cancer, cardiometabolic disease and specialty drugs—while navigating a hardened stop‑loss market, higher lasers and reduced carrier flexibility​ GLP‑1 medications and specialty drugs continue to reshape pharmacy strategy: Understand the financial, clinical and compliance considerations of GLP‑1 coverage, biosimilars and evolving PBM contract models​ Financial stress is directly impacting workforce productivity​: Discover how leading employers are integrating financial well‑being, mental health and benefits communication to support employees and manage cost risk.​ Regulatory and fiduciary scrutiny is intensifying​: Stay ahead of emerging litigation trends, PBM regulations, fiduciary responsibilities and compliance risks—especially related to pharmacy and AI use​ Technology, AI, and digital health are changing how benefits are delivered​: Learn where virtual care, navigation tools and AI‑enabled personalization are driving real value—and where governance is essential​ What top employers are doing differently in 2026​: Walk away with practical insights from the latest employer survey data and market trends to help inform your benefits strategy for the year ahead​

Trends Impacting Pharmacy Benefits How employers are rethinking GLP-1 eligibility, duration and affordability as costs continue to increase What increased regulatory scrutiny means for PBM contracts, rebates spread pricing, and “guaranteed savings” How direct-to-consumer, specialty carve-outs and alternative pharmacy models are complicating plan administration How employers are balancing Rx affordability, fairness and workforce expectations Biosimilars: Discover how biosimilars are reshaping pharmacy benefits and creating new opportunities for significant cost savings. Why a growing share of pharmacy spend is coming from fewer members—and why traditional cost-management approaches fall short Compliance Risks in 2026: Uncertainty, Litigation Risks and AI The uncertainty in the regulations related to group health plans due to the current political environment and court decisions The litigation risks that employers/plan sponsors may face, now and into the future Artificial Intelligence (AI) and the administration of health claims data and appeals processes in group health plans Compensation as a Performance Engine: Designing People Investment Programs that Drive Business Results Designing for the talent you want, not the “average employee,” and aligning rewards with the behaviors, skills and values you aim to attract and retain Compensation Strategy vs. Execution: Turning vision into operational reality Meeting modern employee expectations around transparency, fairness and trust in pay practices Empowering leaders with a data‑driven decision framework to guide merit, promotion and market adjustment decisions

Elevating the Employee Experience in Leave & Absence Why leave and absence programs have become increasingly complex, even for situations that appear simple on the surface How growing compliance requirements, inconsistent vendor experiences and fragmented processes leave employees navigating critical moments with limited support Why leave has become a central component of employee benefits—and how it directly influences workplace culture and trust How organizations can simplify the leave experience, strengthen vendor partnerships and design programs that support both employees and the business Trends Impacting Pharmacy Benefits in 2026 How employers are rethinking GLP-1 eligibility, duration and affordability as costs continue to rise What increased regulatory scrutiny means for PBM contracts, rebates, spread pricing and “guaranteed savings” How direct-to-consumer, specialty carve-outs and alternative pharmacy models are complicating plan administration How employers are balancing Rx affordability, fairness and workforce expectations Biosimilars: Discover how biosimilars are reshaping pharmacy benefits and creating new opportunities for significant cost savings. Why a growing share of pharmacy spend is coming from fewer members—and why traditional cost-management approaches fall short

High-Deductible Health Plans (HDHPs) and Health Savings Accounts (HSAs) have long been considered important components of employers’ overall health and welfare benefit programs. Employers may choose to offer HDHPs and related HSAs under their benefit plans due to the reduced costs of HDHPs and increased adoption of individually owned HSAs by employees. Employees may also benefit from HSAs due to their tax-favored status under the Internal Revenue Code. Although HSAs offer significant advantages, these benefits also come with a complex regulatory environment for employees and employers alike. During this webinar, we will also explore the impact of the One Big Beautiful Bill Act which expands the rules surrounding HSAs in certain circumstances, as well as review some proposed changes that were not included in the final law. The webinar will address the below topics: Eligibility to contribute to an HSA Permissible coverage and impermissible coverage HSA interaction with health FSAs and HRAs Telemedicine and HSA eligibility Contribution limits Correcting mistakes