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For instance, regarding telehealth and remote care services: ;Question: May an otherwise eligible individual contribute to an HSA for 2025 if, before the OBBBA was enacted on July 4, 2025, the individual was enrolled in a health plan that provided coverage for telehealth or other remote care services before the minimum deductible was satisfied but the health plan otherwise satisfied the requirements to be treated as an HDHP?

Government’s Substance Abuse and Mental Health Services Administration (SAMHSA) defines recovery as a process of change that individuals go through while overcoming a substance use disorder.

The goal: By heeding hourly employees’ calls for more flexibility and making microshifts available, businesses in industries such as hospitality, retail services and healthcare aim to solve staffing challenges and boost employee retention.

Accordingly, the department intends to temporarily retain all content which is removed from the CFR as sub-regulatory guidance, apart from the provisions in Part 779 [the FLSA as applied to retailers of goods and services], which are obviously obsolete.”

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Add to Cart COURSE (1 OF 7) Total Rewards Management for Benefits Success View Details COURSE (2 OF 7) Regulatory Environments for Benefits Programs View Details COURSE (3 OF 7) Strategic Communication in Employee Benefits View Details COURSE (4 OF 7) Retirement Plans: Design Considerations & Administration View Details COURSE (5 OF 7) Health and Welfare Plans: Strategic Planning and Design View Details COURSE (6 OF 7) Health and Welfare Plans: Plan Types & Administration View Details COURSE (7 OF 7) Benefits Outsourcing: Selecting, Contracting and Managing Service

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Compensation Certification Courses Accounting and Finance for the Human Resources Professional (T2);Base Pay Administration and Pay for Performance (C4/GR4);Business Acumen for Compensation Professionals (C8);International Financial Reporting Standards for Compensation Professionals (T7);International Remuneration: An Overview of Global Rewards (GR7);Job Analysis, Documentation and Evaluation (C2/GR3);Market Pricing: Conducting a Competitive Pay Analysis (C17/GR17);Quantitative Principles in Compensation Management (C3E);Regulatory Environments for Compensation Professionals (C1);Strategic Communications in Total Rewards (T4/GR9);Total Rewards Management (T1/GR1);Variable Pay: Improving Performance with Variable Pay (C12/GR6); Benefits Certification Courses Benefits Outsourcing: Selecting, Contracting and Managing Service Providers (B12);Health and Welfare Plans: Plan Types and Administration (B3);Health and Welfare Plans: Strategic Planning and Design (B3A);

;The financial services provider holds itself out as a trusted adviser by either: (1) specifically stating it is acting as a fiduciary under Title I or II of ERISA, or (2) making its recommendation in a way that would indicate to a reasonable investor it is acting as a trusted adviser making individualized recommendations based on the investor’s best interest.; Again, in providing clarity for HR professionals, the final rule explicitly states: “The Department also would not consider salaries of human resources employees of the plan sponsor to be a fee or other compensation in connection with or as a result of the educational services and materials that they provide to plan participants and beneficiaries.”

;What is the anticipated duration of interim service?