This two-part seminar will provide HR professionals with an evidence‑based understanding of emerging strategies to improve employee health outcomes and manage rising healthcare costs. The first session will examine how Garner Health uses advanced analytics and large‑scale claims data to identify high‑quality providers, support employees in navigating care, and reduce unnecessary medical spending. The second session will explore Revive’s virtual care model, highlighting how integrated, technology‑enabled clinical services can expand access, enhance employee well‑being and strengthen organizational health programs. Participants will gain practical insights into evaluating innovative employer‑sponsored healthcare solutions and their potential impact on cost containment, care quality and workforce productivity.

Moving From Cost Shifting to Sustainable Cost Management by Rethinking Your Healthcare Spending The “General Motors” Moment for Employers: Why healthcare costs are projected to reach 9% of revenue by 2031 and how this creates an existential crisis for American businesses similar to the 2008 auto industry collapse The Provider Quality-Cost Paradox: An examination of why higher medical costs do not equal higher quality. We look at the data proving that a patient’s choice of doctor is the single biggest driver of both clinical outcomes and total spend The Failure of Traditional Cost Shifting: Why typical employer strategies like increasing deductibles and narrowing networks often fail to lower costs and how a “partnership” model with employees provides a more sustainable path Case Studies in Plan Design: A look at real-world results from self-funded employers who paired Garner’s transparency tools with first-dollar coverage incentives to reduce ER visits, hospitalizations, and overall plan spend 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

Analyze advanced strategies for employment based green card categories including PERM based EB-2 and EB-3 filings Evaluate eligibility and strategic use of Extraordinary Ability, Outstanding Researcher, and Multinational Manager petitions Understand how the EB-2 National Interest Waiver works and when it is an effective option Apply practical approaches to manage visa backlogs and streamline multiple filings to improve efficiency and reduce costs

Virtual care has evolved from episodic telehealth to integrated, longitudinal models spanning population health, behavioral health, care navigation, remote monitoring, and prevention. In this Lunch & Learn, HR and Finance leaders will explore a practical framework for evaluating virtual care strategies—starting with the problem you’re trying to solve, the population you’re serving, and how success should be measured. We’ll cover evidence-based outcomes, employee experience, cost and access considerations, and how virtual care can integrate with existing health plans and benefit programs to help reduce fragmentation and improve value.

Moving From Cost Shifting to Sustainable Cost Management by Rethinking Your Healthcare Spending The "General Motors" Moment for Employers: Why healthcare costs are projected to reach 9% of revenue by 2031 and how this creates an existential crisis for American businesses similar to the 2008 auto industry collapse The Provider Quality-Cost Paradox: An examination of why higher medical costs do not equal higher quality. We look at the data proving that a patient’s choice of doctor is the single biggest driver of both clinical outcomes and total spend The Failure of Traditional Cost Shifting: Why typical employer strategies like increasing deductibles and narrowing networks often fail to lower costs and how a "partnership" model with employees can provide a more sustainable path Case Studies in Plan Design: A look at real-world results from self-funded employers who paired Garner’s transparency tools with first-dollar coverage incentives to reduce ER visits, hospitalizations, and overall plan spend 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

Paid leave requirements continue to expand and evolve, creating new compliance and administrative challenges for employers. This moderated panel discussion brings together legal, advisory, carrier, and employer perspectives to explore how national leave trends intersect with Minnesota’s Paid Family and Medical Leave framework, and what that means in practice for HR, benefits, and operations teams. The discussion will begin with a high-level overview of national paid leave trends and the current federal framework, setting the context for how state-level programs are reshaping employer obligations. From there, the panel will focus on Minnesota-specific Paid Family and Medical Leave updates, with attention to administrative realities employers are already encountering as they prepare for implementation. Rather than a theoretical overview, this session is designed to address real-world employer challenges, including: How paid leave programs coordinate with FMLA and other statutory protections How leave request patterns are shifting Why leave administration has become more complex across multi-state and multi-plan environments The importance of early-stage employee counseling How issues can escalate into disputes or carrier-level involvement Common filing and documentation errors that occur when navigating state programs alongside private plans This session is ideal for HR leaders, benefits managers, payroll and leave administrators, and business leaders who want a clearer, more practical understanding of how to manage paid leave obligations while reducing risk, confusion, and employee friction.

Moving From Cost Shifting to Sustainable Cost Management by Rethinking Your Healthcare Spending The “General Motors” Moment for Employers: Why healthcare costs are projected to reach 9% of revenue by 2031 and how this creates an existential crisis for American businesses similar to the 2008 auto industry collapse The Provider Quality-Cost Paradox: An examination of why higher medical costs do not equal higher quality. We look at the data proving that a patient’s choice of doctor is the single biggest driver of both clinical outcomes and total spend The Failure of Traditional Cost Shifting: Why typical employer strategies like increasing deductibles and narrowing networks often fail to lower costs and how a “partnership” model with employees provides a more sustainable path Case Studies in Plan Design: A look at real-world results from self-funded employers who paired Garner’s transparency tools with first-dollar coverage incentives to reduce ER visits, hospitalizations, and overall plan spend Compliance Risks in 2026: Uncertainty, Litigation Risks and AI How the current political environment and court decisions are creating uncertainty in the regulations related to group health plans 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

Under the Internal Revenue Code (IRC), all compensation and benefits received by an employee from their employer are considered taxable unless an exclusion applies. Many employers are aware that health benefits, such as health insurance coverage, can be provided to employees on a non-taxable basis, but may not know that the IRS provides other avenues for employees to receive tax-exempt benefits in the form of “qualified fringe benefits.”  Fringe benefits are a category of compensation/benefits provided by employers to employees in addition to their regular wages. Examples of this may include assistance programs or other non-monetary benefits that in some cases qualify for favorable tax treatment under the IRC.   Although many employers wish to offer these types of additional benefits to employees, navigating the tax implications and potential requirements of these plans can be challenging. During this one-hour refresher, the Regulatory and Legislative Strategy Group will review many considerations and address commonly asked questions related to some fringe benefits including life and disability plans, commuter benefits, lifestyle spending accounts (LSAs) and more. The team will also address funding arrangements for fringe benefits and their connection to ERISA and COBRA. 

Mental health problems at work can lower productivity and morale, and it’s often hard to pinpoint what influences mental wellness. Employees might avoid seeking help due to stigma or lack of knowledge about available resources. Gain insight into the experiences of individuals living with mental health conditions and learn strategies for creating a supportive and stigma-free workplace environment.

By the end of this session, participants will be able to identify practical and appropriate AI use cases within HR functions,  recognize potential risks associated with AI in employment-related contexts, apply key guardrails and understand how AI can be leveraged as a tool to enhance HR effectiveness while preserving trust, compliance, and the human element of HR work.