Group Insurance Inc. of Louisiana

06/12/2026

📝Compliance Spotlight 🔍

Thinking About a Carved-Out Health Benefit for your employees? Read This First.

Carved-out health benefit solutions such as concierge care, telemedicine, fertility programs, and mental health services continue to gain popularity as employers look for innovative ways to support their workforce. Before implementing one of these arrangements, plan sponsors should carefully evaluate how the program is structured (insured vs. self-funded), whether it qualifies as medical care, its excepted benefit status, and whether the vendor can support compliance with ERISA, COBRA, HIPAA, and ACA requirements.
A thorough review upfront can help avoid unexpected compliance challenges down the road.

Contact our team at [email protected] to discuss the compliance considerations associated with these programs before implementation.

06/05/2026

✨Compliance Spotlight ✨

We know HRAs can be confusing, so we're breaking down one common question: What happens to HRA funds when an employee terminates?

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05/22/2026

🔍 Compliance Spotlight: PCORI Fees Due July 31

It’s that time again! Annual PCORI fee filings and payments are due by July 31, 2026 for applicable self-funded health plans.

📌 Who does this impact?

Employers sponsoring:
• Self-funded medical plans
• Level-funded plans
• HRAs
• Certain FSAs paired with self-funded coverage

If you have any PCORI-related questions, send us a chat or email us at [email protected]. We are happy to help!

05/22/2026

🇺🇸 We proudly honor the courageous men and women who served our nation and remember those who gave everything for our freedom. Thank you to all veterans and active-duty service members for your dedication and sacrifice. 🇺🇸

Group Insurance, Inc. will be close Monday May 25 in observance of Memorial Day.

05/20/2026

Some helpful tips from our friends at Benefit Concepts, Inc.

Benefits Concept, Inc. uses a consultative approach backed by years of experience to ensure your business is compliant with existing laws.

05/01/2026

💡 Benefits Spotlight: HSA vs. FSA (Pt. 2)

Did you know your spouse’s benefits elections can impact your HSA eligibility?

To contribute to a Health Savings Account (HSA), you must not be covered by other disqualifying health coverage. One of the most common examples:

👉 A general-purpose Health FSA (H-FSA)

Even if you don’t enroll in an FSA, if your spouse elects a general-purpose Health FSA through their employer, the IRS considers that FSA available to cover both of you.

✔ Why this matters:
Health FSAs can reimburse eligible medical expenses for spouses and dependents—not just the employee enrolled in the FSA.

🚫 Result:
You are not eligible to contribute to an HSA for any months you are covered by your spouse’s general-purpose FSA.

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05/01/2026

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04/24/2026

💡 Benefits & Compliance Spotlight: Health Savings Accounts (HSAs) in Louisiana.
Health Savings Accounts (HSAs) are a powerful tool—but are you or your employees making the most of them?
What is an HSA?
An HSA is a tax-advantaged savings account available to employees enrolled in a High Deductible Health Plan (HDHP). It allows them to set aside pre-tax dollars to pay for qualified medical expenses.

💡 Why HSAs Matter:

❕Contributions are pre-tax (lower taxable income)
❕Funds grow tax-free
❕Withdrawals for qualified expenses are tax-free
❕Unused funds roll over year to year—no “use it or lose it”

💳 What Can you use your HSA for?
Employees can use HSA funds for a wide range of eligible expenses, including:
➡️Doctor visits & hospital services
➡️Prescription medications
➡️Dental & vision care
➡️Mental health services
➡️Over-the-counter items (with fewer restrictions than FSAs)

📌 Takeaway:
HSAs aren’t just a benefit—they’re a long-term financial wellness tool. Clear communication during enrollment can help employees maximize their value.

If you or someone you know has questions about HSAs or how to use them - Let’s chat!

04/09/2026

👉 🚨 Benefits & Compliance Spotlight: Employers—Listen Up on Mid-Year Hire FSA Rules

Can Mid-Year Hires Elect the Full Health FSA Amount?
Short answer: Yes!

Employees hired mid-year can generally elect up to the full annual Health FSA limit—which is $3,400 for 2026—even if they weren’t employed for the entire plan year.

📌 What Employers Should Know:

Mid-year hires are not prorated for Health FSA elections
They can contribute up to the full annual limit through salary reductions
If an employee participates in multiple employers’ FSAs in the same year, they may contribute up to the limit with each employer (unless controlled group rules apply)

This is a great reminder to ensure your onboarding and enrollment processes clearly communicate FSA options to new hires.

Have questions about FSAs or compliance rules? Let’s chat!