Moulton & Hardin, Inc.

Moulton & Hardin, Inc. M&H specializes in Human Capital Management Technology and Employee Benefits management. We offer a

If you’ve been meaning to try Bryte AI, now is the time!Complimentary access ends September 30, so there is one month le...
09/09/2026

If you’ve been meaning to try Bryte AI, now is the time!

Complimentary access ends September 30, so there is one month left to explore it at no cost. Bryte is built right into OneSource and designed for UKG Ready, so it can help you get answers faster, move through the system more easily, and take some of the routine questions off HR and supervisors’ plates. Think of it as your favorite AI assistant, but made for the way your team already works!

Reach out to our team and we’ll help you jump in before the trial ends.

Happy Labor Day weekend from all of us at Moulton & Hardin!If anyone understands the value of work, it is the people who...
09/04/2026

Happy Labor Day weekend from all of us at Moulton & Hardin!

If anyone understands the value of work, it is the people who make sure paydays happen, benefits stay on track, and employees have what they need. That is the kind of labor we see every week, and it is worth celebrating!

Enjoy the extra day. You’ve earned a breather. 😊

hashtag hashtag hashtag hashtag hashtag

In 2025, PPOs remained the most common option, covering 46% of workers. High-deductible plans with a savings option came...
09/03/2026

In 2025, PPOs remained the most common option, covering 46% of workers. High-deductible plans with a savings option came next at 33%. HMOs accounted for 12%, point-of-service plans for 9%, and conventional indemnity plans stayed under 1%.

Those shares look a lot like last year. The more useful takeaway is what sits underneath the mix. HDHP premiums still came in lower than average, while PPO premiums stayed higher. So even when enrollment does not shift much, the cost difference between plan types still matters.

At Moulton & Hardin, we help employers look at plan mix, contribution strategy, and overall benefits structure as these numbers continue to move. If you want a second look at how this compares with your current offering, our team is ready to help > https://www.mh1s.com/insurance-brokers-georgia

When HR and benefits start to feel complicated, the right partner makes all the difference. That’s what this client expe...
08/28/2026

When HR and benefits start to feel complicated, the right partner makes all the difference. That’s what this client experienced with us.. a team that’s quick to respond, patient, and willing to take the time so you actually understand your options!

Grateful for the kind words. 🙏

If you’re looking for an HR partner who makes the process easier to navigate, we’d love to connect!

08/27/2026

At the end of the day, we want our clients to feel like the details are being handled.

That trust is the whole point. Payroll, benefits, onboarding, and the little issues that pop up during the week should not all have to live on one person’s desk. At Moulton & Hardin, we combine a strong UKG Ready platform with a team that stays close to the work and knows how to follow through.

The platform helps.. but the partnership is why our clients stay!

Heads up for employers offering Dependent Care FSAs!The IRS issued proposed rules that finally explain how nondiscrimina...
08/26/2026

Heads up for employers offering Dependent Care FSAs!

The IRS issued proposed rules that finally explain how nondiscrimination testing should work for these plans. This is the first formal guidance on the mechanics of those tests. It does not create new requirements. It clarifies how the existing rules should be applied.

That is useful because many employers struggle to pass the 55% average benefits test. Lower-paid employees often participate at lower rates, which can make the plan look like it favors highly compensated employees even when the design is the same for everyone.

The proposed rules would:
✅ Clarify how average benefits are calculated for the 55% test
✅ Allow a failed 55% test to be corrected by including excess HCE benefits in taxable income by the Form W-2 deadline (January 31 of the following year)
✅ Create a clearer percentage-based safe harbor for the eligibility test

Employers may rely on this guidance for plan years beginning before final rules are issued. If this year’s testing is not finished, it is worth confirming the methodology with your vendor. If testing already failed, it may be worth running it again under the proposed rules.

At Moulton & Hardin, our benefits team helps employers stay on top of updates like this and review how they affect plan administration. If you want a second look at your Dependent Care FSA testing, we’re happy to help!

Our goal is to make sure our clients have the tools and support they need to get through the week with fewer surprises a...
08/21/2026

Our goal is to make sure our clients have the tools and support they need to get through the week with fewer surprises and more confidence. That means strong UKG Ready technology, along with a team that stays close to the details and holds a HIGH STANDARD of service.

We’re proud of the feedback we continue to receive from clients who trust us for the long haul. The system matters, but the partnership is what makes the difference.

Happy Friday, everyone!

This takeaway from the Employer Health Benefits Survey is just as important as the 2025 premium increase we posted las...
08/20/2026

This takeaway from the Employer Health Benefits Survey is just as important as the 2025 premium increase we posted last week : what employees are actually paying.

In 2025, workers contributed an average of $1,440 toward single coverage and $6,850 toward family coverage. As a share of the premium, that was 16% for single coverage and 26% for family coverage, similar to 2024.

The percentages did not change much. The dollar amounts did. That matters because employees often feel the increase even when the employer’s contribution formula stays the same.

For HR and benefits leaders, this is a good time to look at whether the current contribution strategy still feels sustainable for both the organization and the workforce. At Moulton & Hardin, we help employers review contribution strategy, plan design, and overall benefits structure as these costs continue to shift.

If you’d like support looking at how these numbers may affect your team, we’re ready to help!

Companies have cited AI as a leading reason for reductions in the first half of 2026, and many executives expect it to i...
08/19/2026

Companies have cited AI as a leading reason for reductions in the first half of 2026, and many executives expect it to influence headcount over the next two years. At the same time, broader labor data does not show an unusually sharp drop in total jobs.

What is changing is the type of work being hired. Postings for more structured, repetitive roles have declined, while demand has increased for analytical, technical, and creative work. AI is also creating need in adjacent areas, including technology, energy, and roles that require AI-related skills.

For HR leaders, the takeaway is less about whether AI is arriving and more about how job design, skills, and workforce planning may need to shift as a result.

At Moulton & Hardin, we help organizations stay aligned as these operational and workforce changes take shape, including the HR, payroll, and compliance processes that sit behind them. If you’re reviewing how these shifts may affect your team, we’re happy to help you think it through!

08/14/2026

The 2025 KFF Employer Health Benefits Survey is out, and the headline numbers are clear:

Average annual premiums reached $9,325 for single coverage and $26,993 for family coverage.

That’s a 5% increase for single coverage and a 6% increase for family coverage over the previous year. Over the last five years, family premiums have risen 24%, while workers’ wages increased 26% and inflation rose 28.6%.

A few other notable points from the report:

✅ High-deductible plans with savings options (HDHP/SOs) continue to come in lower than average
✅ PPO plans remain the most expensive on average
✅ Worker contribution percentages stayed relatively steady at 16% for single and 26% for family coverage

We’ll be sharing more takeaways from the survey in the coming posts!

At Moulton & Hardin, we help employers review plan design, contribution strategy, and overall benefits structure as these costs continue to shift. If you’d like support looking at how these trends may affect your organization, our team is ready to help!

Address

394 S Milledge Avenue, Ste 103
Athens, GA
30605

Opening Hours

Monday 8:30am - 5pm
Tuesday 8:30am - 5pm
Wednesday 8:30am - 5pm
Thursday 8:30am - 5pm
Friday 8:30am - 5pm

Website

Alerts

Be the first to know and let us send you an email when Moulton & Hardin, Inc. posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Shortcuts

Share

Category