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Julie Stich, the vice president of content at the International Foundation of Employee Benefit Plans (IFEBP), advised a focus on plan design, including: ;Cost-sharing requirements;; ;Incentives for using generic drugs or mail-order services for maintenance prescriptions; and,; ;Effective step therapies beginning with lower-cost treatments.; “There needs to be a balance between what employees need to ensure the most effective care possible while controlling spend,” she said.

“Important details to cover include whether pharmacy benefits are part of the medical plan or carved out; which pharmacies are in network; generic vs. brand-name pricing; and whether mail order is available, or mandatory, for any prescriptions.”

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The reaction of many organizations to recent government orders seems to suggest a waffling commitment to equity.

“The seemingly never-ending rise in costs poses a constant challenge for employers to take action in order to mitigate these unsustainable increases.”

Fertility benefits then can include everything from helping an individual understand their health, nutrition and stress in order to conceive with as little interference as possible, to intrauterine insemination (IUI), in vitro fertilization (IVF), egg-freezing, donor eggs, adoption and surrogacy.

This presents an opportunity for organizations to build stronger L&D benefits in order to retain talent.

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If a majority of the Supreme Court decides that the individual mandate is no longer supported, the Court would be required to hold that the coverage mandate is unconstitutional, in order to avoid overruling prior precedent, Christina said.

“I absolutely believe that managers were forcing higher merit increases, regardless of performance, in order to keep up with wage inflation and to keep talent.”