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BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20250515T110000
DTEND;TZID=America/Chicago:20250515T120000
DTSTAMP:20260416T183202
CREATED:20250304T215626Z
LAST-MODIFIED:20250304T215626Z
UID:10000612-1747306800-1747310400@www.bbrown.com
SUMMARY:IRC Section 125 Status Change Events and HIPAA Special Enrollment Events
DESCRIPTION:When an employee requests to make a mid-year election change to their benefit elections\, employers must consider multiple factors\, such as whether the election change is permitted under the Section 125 plan\, in addition to the facts and circumstances of the request and the timing of the request. This is due to the complexity surrounding Section 125 Cafeteria Plan status change rules and HIPAA special enrollment events.\n\nThis webinar discusses the events identified in the regulations that may allow employees to make mid-year benefit election changes\, including some procedural issues that can arise when handling employee requests.\n\nThis program has been approved for 1.0 HRCI and SHRM credit.
URL:https://www.bbrown.com/us/event/irc-section-125-status-change-events-and-hipaa-special-enrollment-events/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2024/11/AdobeStock_450309925-scaled.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20250506T110000
DTEND;TZID=America/Chicago:20250506T120000
DTSTAMP:20260416T183202
CREATED:20250401T183454Z
LAST-MODIFIED:20250416T145904Z
UID:10000614-1746529200-1746532800@www.bbrown.com
SUMMARY:Grit. No Quit: 4 Keys to Building Mental Toughness and Unlocking the Endurance Mindset
DESCRIPTION:The stress and challenges of life can throw us off course and affect our physical and mental health. By training ourselves to handle tough moments – building an “endurance mindset” – we can improve our ability to adapt to change and take control of our well-being. \nPlease join Brown & Brown for a webinar focused on unlocking the endurance mindset. Our keynote speaker\, Aaron Hunnel\, will share strategies to help turn obstacles into opportunities and strengthen the body and mind. We will also highlight ways to apply these concepts in the workplace. \nPresenters: \n\nPowell Brown\nDr. Joel Axler\nAaron Hunnel\n\nThis program has been approved for 1.0 HRCI and SHRM credit. \nREGISTER HERE
URL:https://www.bbrown.com/us/event/grit-no-quit/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2022/10/WorldMentalHealthDay_WebsiteGraphic.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20250417T110000
DTEND;TZID=America/Chicago:20250417T120000
DTSTAMP:20260416T183202
CREATED:20250303T003200Z
LAST-MODIFIED:20250303T003200Z
UID:10000541-1744887600-1744891200@www.bbrown.com
SUMMARY:ERISA: MLR Rebates\, Plan Assets and General Plan Sponsor Fiduciary Duties
DESCRIPTION:For plans subject to the Employee Retirement Income Security Act (ERISA)\, the law establishes certain standards that must be followed by those who manage the employee benefit plan and its assets (e.g.\, plan fiduciaries). An ERISA plan has certain designated and automatic fiduciaries\, and an individual may also become a fiduciary by the nature of their role. These individuals must comply with a variety of fiduciary duties\, including acting in the best interest of the plan participants and beneficiaries and ensuring that they use plan assets for the exclusive purpose of providing plan benefits and defraying plan administration costs. This webinar will review those duties and highlight scenarios where a plan sponsor/employer performs a fiduciary function\, such as utilizing and distributing MLR rebates.\n\nIn this webinar\, the Regulatory & Legislative Strategy Group will answer these questions:\n\nWho is a plan fiduciary?\nWhat are the key fiduciary duties under ERISA?\nWhat are plan assets?\nWhat ERISA requirements apply to the use of plan assets?\nHow do ERISA’s fiduciary duties apply to MLR rebates?\n\nThis program has been approved for 1.0 HRCI and SHRM credit.
URL:https://www.bbrown.com/us/event/erisa-mlr-rebates-plan-assets-and-general-plan-sponsor-fiduciary-duties/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2024/10/AdobeStock_124232746-scaled.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20250320T110000
DTEND;TZID=America/Chicago:20250320T120000
DTSTAMP:20260416T183202
CREATED:20250303T003201Z
LAST-MODIFIED:20250303T003201Z
UID:10000539-1742468400-1742472000@www.bbrown.com
SUMMARY:ERISA: Health Plan Documents and Form 5500 Reporting
DESCRIPTION:For most plan sponsors\, the Employee Retirement Income Security Act (ERISA) is one of the most significant laws governing their employee health and welfare benefit plan. ERISA imposes various requirements on plan sponsors\, including the requirement that the plan have a written plan document and a Summary Plan Description (SPD). Plans subject to ERISA must also file an annual Form 5500 to report certain information on these plans to the DOL and distribute a Summary Annual Report to communicate this information to participants. Complying with these requirements can\, in some cases\, pose challenges for plan sponsors and plan administrators.\n\nIn this webinar\, the Regulatory & Legislative Strategy Group will cover the following topics :\n\nBasics of ERISA\nWritten plan document requirement\nSummary Plan Description (SPD) requirement\nForm 5500 Reporting\nSummary Annual Report (SAR) requirement\n\nThis program has been approved for 1.0 HRCI and SHRM credit. \n 
URL:https://www.bbrown.com/us/event/erisa-health-plan-documents-and-form-5500-reporting/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2024/12/AdobeStock_390659828-scaled-1.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20250220T110000
DTEND;TZID=America/Chicago:20250220T120000
DTSTAMP:20260416T183202
CREATED:20250303T003203Z
LAST-MODIFIED:20250303T003203Z
UID:10000537-1740049200-1740052800@www.bbrown.com
SUMMARY:Benefit Plan Compliance: Account-Based Plans
DESCRIPTION:Most employers offer healthcare options to their employees that include account-based plans—Health FSAs\, HRAs or HSAs. Health FSAs and HRAs are employer-provided group health plans that allow for the payment or reimbursement of expenses for medical care on a tax-favored basis. HSAs\, on the other hand\, are tax-favored trusts or custodial accounts owned by the employee that are generally used to pay for qualified medical expenses. \nIn this presentation\, the Regulatory & Legislative Strategy group will review each type of account-based plan\, including how they may impact each other\, and illustrate the benefits and advantages of each. \nThis program has been approved for 1.0 HRCI and SHRM credit.
URL:https://www.bbrown.com/us/event/benefit-plan-compliance-account-based-plans/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2024/08/AdobeStock_293030284-2-scaled.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20250116T110000
DTEND;TZID=America/Chicago:20250116T120000
DTSTAMP:20260416T183202
CREATED:20250303T003205Z
LAST-MODIFIED:20250303T003205Z
UID:10000535-1737025200-1737028800@www.bbrown.com
SUMMARY:Mental Health Parity and Addiction Equity Act (MHPAEA): The Basics and Final Rules
DESCRIPTION:In September 2024\, the Departments published final rules titled “Requirements Related to the Mental Health Parity and Addiction Equity Act (MHPAEA).” These rules specifically relate to the requirements surrounding Non-Quantitative Treatment Limitations (NQTLs)\, including the comparative analysis requirement established under the Consolidated Appropriations Act\, 2021 (CAA\, 2021). Please join us for an overview of these final rules. \nTo help you better navigate the new MHPAEA rules\, the Regulatory & Legislative Strategy group will discuss: \n\nContent requirements for the NQTL comparative analysis\nRequirements that apply to plan years beginning on or after January 1\, 2025\, and to plan years beginning on or after January 1\, 2026\nAction plan for employers seeking to comply with the MHPAEA rules\n\nThis program has been approved for 1.0 HRCI and SHRM credit.
URL:https://www.bbrown.com/us/event/mhpaea-the-basics-and-final-rules/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2024/10/AdobeStock_124232746-scaled.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20241212T110000
DTEND;TZID=America/Chicago:20241212T120000
DTSTAMP:20260416T183202
CREATED:20240924T195736Z
LAST-MODIFIED:20250303T003207Z
UID:10000507-1734001200-1734004800@www.bbrown.com
SUMMARY:ACA Reporting – Are You Ready?
DESCRIPTION:ACA reporting that occurs in 2025 for the 2024 calendar year is just around the corner.  Please join us as we review the ACA reporting requirements (Forms 1094-B\, 1095-B\, 1094-C and 1095-C) for the 2024 calendar year.  While the information covered in this presentation may be a refresher for many\, this issue area of regulatory compliance can be complex for many organizations.\n\n\nTo help you better navigate the ACA reporting\, we will discuss:\n\n\nEmployers/organizations subject to the reporting requirement\nDelivery and filing requirements and deadlines\nNew requirement to file electronically for all employers providing at least ten information reports to employees (including W-2s\, 1099s\, 1095s\, etc.)\nGeneral reporting method and required information\nMeaning of reporting codes\nReporting scenarios\nRelated state reporting requirements\n\nThis program has been approved for 1.0 HRCI and SHRM credit. \n 
URL:https://www.bbrown.com/us/event/aca-reporting/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2024/09/AdobeStock_649204885-scaled.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20241121T110000
DTEND;TZID=America/Chicago:20241121T120000
DTSTAMP:20260416T183202
CREATED:20250303T003210Z
LAST-MODIFIED:20250303T003210Z
UID:10000531-1732186800-1732190400@www.bbrown.com
SUMMARY:Health and Welfare Plan Compliance FAQs
DESCRIPTION:The Brown & Brown Regulatory and Legislative (R&L) Strategy team invites you to a discussion of some of the most relevant and popular topics related to health and welfare benefit plan compliance in 2024. This presentation will be in an FAQ format\, and we will explore several employee benefit plan regulatory requirements that plan sponsors will need to understand. \nSome of the popular topics we will address include: \n\nFinal rules on reproductive health rights under HIPAA\nOverturning of the Chevron case\nMedicare Part D changes for January 1\, 2025\nFiduciary Duties under ERISA\nERISA Penalties associated with MHPAEA non-compliance\nClass action suit for wellness programs under the ADA\nVendors for wellness programs/indemnity programs\n\nThis program has been approved for 1.0 HRCI and SHRM credit.
URL:https://www.bbrown.com/us/event/health-and-welfare-plan-compliance-faqs/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2024/05/AdobeStock_135983304-scaled.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20241017T110000
DTEND;TZID=America/Chicago:20241017T120000
DTSTAMP:20260416T183202
CREATED:20240717T201907Z
LAST-MODIFIED:20250303T003212Z
UID:10000503-1729162800-1729166400@www.bbrown.com
SUMMARY:Compliance Considerations for Fringe Benefits
DESCRIPTION:Fringe benefits are forms of extra compensation provided by employers to employees in addition to their regular wages\, such as cash\, cash-equivalents\, assistance programs or other non-monetary benefits. Under the Internal Revenue Code (IRC) Section 61\, all income is considered taxable unless an exclusion applies\, such as a designated ‘fringe benefit.’ Other additional benefits from employers that do not fall into the fringe benefit category by the IRC are addressed by statutory provisions providing special tax treatment (e.g.\, moving expenses or awards). \nAlthough many employers wish to offer these types of additional benefits for employees\, it can be challenging to navigate the tax implications and potential requirements for these plans. During this one-hour refresher\, the Regulatory and Legislative Strategy Group will review considerations and address commonly asked questions related to benefits such as life and disability plans\, commuter benefits and lifestyle spending accounts (LSAs). The team will also address funding arrangements for fringe benefits and the connection to COBRA regulations. \nThis program has been approved for 1.0 HRCI and SHRM credit. \n 
URL:https://www.bbrown.com/us/event/compliance-considerations-for-fringe-benefits/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/07/pexels-dominika-roseclay-2112032-3-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240919T110000
DTEND;TZID=America/Chicago:20240919T120000
DTSTAMP:20260416T183202
CREATED:20250303T003215Z
LAST-MODIFIED:20250303T003215Z
UID:10000525-1726743600-1726747200@www.bbrown.com
SUMMARY:The Family and Medical Leave Act and Employee Benefits
DESCRIPTION:Since 1996\, employers subject to the Family and Medical Leave Act (FMLA) have been required to provide job-protected leaves of absence to covered workers. Workers’ rights under FMLA also include health care benefits protections. Final regulations published by the United States Department of Labor (DOL) in February 2013 expanded certain provisions of the FMLA.\n\n\nAlthough many employers understand the job protection aspect of FMLA\, protecting and maintaining employee health care benefits during FMLA leave can be just as\, if not more\, challenging. During this one-hour refresher\, the Regulatory and Legislative Strategy Group will be partnering with Brown & Brown’s Leave and Absence Management team to review and answer commonly asked questions\, such as:\n\n\nWhat employers are subject to FMLA?\nWhat employees are eligible for FMLA?\nUnder what circumstances can employees take job-protected FMLA leave?\nWhat are the protections under FMLA\, including the protections related to group health plan benefits?\nHow do job-protected leaves affect welfare benefits other than health care?\n\n  \nThis program has been approved for 1.0 HRCI and SHRM credit.
URL:https://www.bbrown.com/us/event/the-family-medical-leave-act-employee-benefits/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2024/05/caleb-fisher-TI49JPnDPMs-unsplash-9-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240910T130000
DTEND;TZID=America/Chicago:20240910T140000
DTSTAMP:20260416T183202
CREATED:20240614T205102Z
LAST-MODIFIED:20240807T203456Z
UID:10000501-1725973200-1725976800@www.bbrown.com
SUMMARY:MSK Health Summer Series 2024
DESCRIPTION:Musculoskeletal (MSK) health remains a top cost driver for organizations domestically and globally. The unique spectrum of risk\, treatment and cost positions MSK health and well-being as a unique challenge for employers. Join Brown & Brown Population Health & Well-Being specialists and distinguished guest speakers for a three-part webinar series to explore this dynamic area of healthcare. Learn how employers can integrate strategies across employee benefits\, property & casualty\, health & safety and more to maximize cost savings\, boost productivity and help improve employee health. \nREGISTER HERE
URL:https://www.bbrown.com/us/event/msk-health-summer-series-2024/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2024/06/MSKWebinars_WebsiteRegistrationHeader.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240815T110000
DTEND;TZID=America/Chicago:20240815T120000
DTSTAMP:20260416T183202
CREATED:20240503T155941Z
LAST-MODIFIED:20240503T160038Z
UID:10000496-1723719600-1723723200@www.bbrown.com
SUMMARY:HIPAA Privacy and Security Overview
DESCRIPTION:The Health Insurance Portability and Accountability Act (HIPAA) requires covered entities to take steps to maintain the privacy and security of protected health information (PHI). Group health plans sponsored by employers are considered Covered Entities under HIPAA and must comply with these requirements to help avoid information breaches and potential penalties. \nThis webinar will help clarify which HIPAA requirements apply to different types of employer-sponsored benefits. The webinar will also provide helpful tips regarding how to complete the administrative tasks required under the HIPAA privacy and security rules. \nKey topics include: \n\nCovered Entities and Business Associates\nPHI and EPHI\nPrivacy and security technical and organizational safeguards\nRecent cyberattacks “in the news”\nIdentifying and responding to a breach\nPenalties for violations\n\nThis program has been approved for 1.0 HRCI and SHRM credit.
URL:https://www.bbrown.com/us/event/hipaa-privacy-security/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2022/04/avel-chuklanov-DUmFLtMeAbQ-unsplash-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240620T110000
DTEND;TZID=America/Chicago:20240620T120000
DTSTAMP:20260416T183202
CREATED:20240311T191011Z
LAST-MODIFIED:20240606T172258Z
UID:10000608-1718881200-1718884800@www.bbrown.com
SUMMARY:Benefit Plan Nondiscrimination Rules
DESCRIPTION:Group health plans have a particularly complicated set of rules related to self-funded group health plans and cafeteria plans under the Internal Revenue Code (IRC). Specifically\, the IRC nondiscrimination rules that apply to these types of plans can be challenging for plan sponsors to navigate. To help ensure employer plans maintain their tax-favored status and that benefits are distributed equitably among employees\, employers must become familiar with the nondiscrimination testing rules that apply to their benefit offerings. \nKey Topics Include: \n\nOverview of Cafeteria Plan Nondiscrimination Testing: Eligibility Test\, Contributions & Benefits Test and Key Employee Concentration Test\nSelf-Insured health plans and Code Section 105(h) nondiscrimination testing\nDependent Care Assistance Programs (DCAPs) and nondiscrimination testing failures\nThe special nondiscrimination test that applies to employer-sponsored group-term life insurance plans (and their application to Key Employees under the plan)\n\n  \n \n\n\n  \n  \n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/benefit-plan-nondiscrimination-rules/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/11/harold-mendoza-6xafY_AE1LM-unsplash-1-1-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240528T130000
DTEND;TZID=America/Chicago:20240528T140000
DTSTAMP:20260416T183202
CREATED:20240506T153554Z
LAST-MODIFIED:20240521T172946Z
UID:10000498-1716901200-1716904800@www.bbrown.com
SUMMARY:Workers’ Compensation: State of the Market\, Claims and Emerging Use of Artificial Intelligence
DESCRIPTION:Please join us for a robust discussion addressing important issues and trends in the Workers’ Compensation marketplace. Three industry veterans will address and discuss current trends in the insurance marketplace\, claims issues and trends\, and the emerging use of Artificial Intelligence in managing and adjusting claims.
URL:https://www.bbrown.com/us/event/workers-compensation/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2022/01/pexels-mikhail-nilov-8296979-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240522T130000
DTEND;TZID=America/Chicago:20240522T140000
DTSTAMP:20260416T183202
CREATED:20240430T151358Z
LAST-MODIFIED:20240508T132350Z
UID:10000610-1716382800-1716386400@www.bbrown.com
SUMMARY:Work Smarter\, Live Better: Strategies to Manage Stress and Improve Work-Life Balance
DESCRIPTION:Mental health continues to be a top priority for employers. With stress\, anxiety\, and burnout on the rise\, many organizations are considering ways to enhance support for employees and improve mental health and well-being. \nPlease join us as we host a webinar focused on the importance of stress management and work-life balance. Our keynote speaker will share tools and strategies to help employees lower their stress levels\, navigate challenges\, and increase satisfaction on and off the job. Additionally\, we will highlight actions employers can take to support the mental health needs of their workforce and promote a positive workplace culture.
URL:https://www.bbrown.com/us/event/work-smarter-live-better/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2024/04/AdobeStock_318176615-scaled.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240516T110000
DTEND;TZID=America/Chicago:20240516T120000
DTSTAMP:20260416T183202
CREATED:20240221T190836Z
LAST-MODIFIED:20240501T180438Z
UID:10000604-1715857200-1715860800@www.bbrown.com
SUMMARY:Health Plan Transparency Requirements
DESCRIPTION:Under Federal law\, group health plans are responsible for various reporting and disclosure requirements that aim to improve transparency within the healthcare industry. This webinar will review the key health plan transparency requirements and provide information regarding recent regulatory guidance that addresses the application and enforcement of these rules.\n\nItems covered in this presentation will include:\n\nReview of the guidance and regulations addressing the surprise medical bill requirements since their initial effective date in 2022\nBrief overview of the transparency requirements applicable to group health plans and the effective dates\nReview of updated price comparison tool requirements effective in 2024\nDiscussion of current guidance regarding RxDC reporting due by June 1\, 2024\nDiscussion of current guidance regarding gag-clause prohibition attestation requirements due by December 31\, 2024\nOverview of issues to consider when relying on third parties to comply with these requirements\n\n  \n \n\n\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/health-plan-transparency-requirements/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/12/claire-anderson-Vq__yk6faOI-unsplash-4-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240418T110000
DTEND;TZID=America/Chicago:20240418T120000
DTSTAMP:20260416T183202
CREATED:20240126T163009Z
LAST-MODIFIED:20240126T163009Z
UID:10000602-1713438000-1713441600@www.bbrown.com
SUMMARY:A Continuing Conversation about COBRA
DESCRIPTION:The Consolidated Omnibus Budget Reconciliation Act of 1985\, known simply as COBRA\, is a federal law that grants certain employees\, spouses and dependents the right to continue employer-sponsored health coverage after a loss of coverage and eligibility in certain situations. While the continuation rights provided for under COBRA have been around for nearly 40 years\, compliance with COBRA remains one of employers’ biggest and most complicated employee benefits issues. \nThis webinar will present an overview of the requirements imposed on plan sponsors under COBRA and address common issues employers may face when fulfilling their obligations under the statute. \nTopics addressed in this webinar will specifically include: \n\nWhich employers are subject to COBRA?\nWhich employer-sponsored plans are subject to COBRA?\nWhich individuals have continuation rights as qualified beneficiaries under COBRA?\nWhat events trigger a plan sponsor’s obligation to offer continuation coverage under COBRA?\nHow is the premium for continuation coverage provided under COBRA determined\, and what are the rules regarding payment for the coverage?\nWhat are the notice obligations for both qualified beneficiaries and plan sponsors under COBRA?\nWhat penalties may a plan sponsor face for failing to comply with various aspects of COBRA?\n\n\n\n\n\nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/a-continuing-conversation-about-cobra/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/11/kyle-mills-2pxjS57_axE-unsplash-2-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240326T130000
DTEND;TZID=America/Chicago:20240326T140000
DTSTAMP:20260416T183202
CREATED:20240229T175246Z
LAST-MODIFIED:20240229T175246Z
UID:10000606-1711458000-1711461600@www.bbrown.com
SUMMARY:Cyber and Data Security: Claims\, Coverage and Marketplace Trends
DESCRIPTION:Please join us for a robust discussion addressing important issues and trends in the Cyber and Data Security marketplace. Three industry veterans will address and discuss current trends in the claims and litigation environments\, including\, proactive measures by policyholders to help ensure a smooth claim process. The group will also discuss underwriting standards and related issues\, placement of coverage\, adequate limits and challenges when placing coverage. \nREGISTER HERE
URL:https://www.bbrown.com/us/event/cyber-and-data-security-claims/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2021/12/CyberMarketUpdateQ3_WebsiteGraphic.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240321T110000
DTEND;TZID=America/Chicago:20240321T120000
DTSTAMP:20260416T183202
CREATED:20231227T165010Z
LAST-MODIFIED:20231227T165010Z
UID:10000598-1711018800-1711022400@www.bbrown.com
SUMMARY:Mental Health Parity and Addiction Equity Act Basics
DESCRIPTION:Navigating mental health parity requirements is an important aspect of managing group health plan compliance responsibilities\, and employers face challenges adhering to those requirements as reflected in the Mental Health Parity and Addiction Equity Act (MHPAEA). The challenges under the MHPAEA include determining how to provide parity between mental health/substance use disorder benefits and medical and/or surgical benefits concerning a plan’s financial cost-sharing requirements\, treatment limitations and other restrictions or limitations (e.g.\, medical management standards\, drug formulary\, network design\, plan exclusions\, etc.). \nJoin us as we break down the intricacies of these regulations while covering the following topics: \n\nThe background and development of the MHPAEA’s requirements for Quantitative Treatment Limitations (QTLs) and Non-Quantitative Treatment Limitations (NQTLs)\nWhat plans are subject to the MHPAEA requirements?\nWhat are a plan sponsor’s obligations with respect to the MHPAEA?\nLegislative landscape updates: 2023 MHPAEA/NQTL proposed rules and looking ahead\n\nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/mental-health-parity-and-addiction-equity-act-basics/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/02/austin-distel-Imc-IoZDMXc-unsplash-1-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240222T130000
DTEND;TZID=America/Chicago:20240222T140000
DTSTAMP:20260416T183202
CREATED:20231215T215835Z
LAST-MODIFIED:20240104T214859Z
UID:10000594-1708606800-1708610400@www.bbrown.com
SUMMARY:Medicare Eligibility Services
DESCRIPTION:Brown & Brown Medicare Eligibility Services recognizes that Medicare can be a complex and confusing topic for employees and HR leaders. To help address this\, Brown & Brown Eligibility Services is hosting a complimentary educational webinar to assist individuals in gaining a better understanding of the fundamentals of Medicare. \nThe webinar allows attendees to understand how Original Medicare operates\, explore common supplemental coverage options\, debunk common misconceptions\, understand the enrollment process and much more. \n** For additional information about Brown & Brown Medicare Eligibility Services\, HR leaders are encouraged to contact their Brown & Brown representative to request a service proposal. Brown & Brown Medicare Eligibility Services offers Medicare guidance and comprehensive enrollment support for Medicare-eligible employees and their family members. ** \nBrown & Brown Eligibility Services is a division of Brown & Brown Absence Services Group. \nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/medicare-eligibility-services/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/06/christin-hume-mfB1B1s4sMc-unsplash-1-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240215T110000
DTEND;TZID=America/Chicago:20240215T120000
DTSTAMP:20260416T183202
CREATED:20231226T164044Z
LAST-MODIFIED:20231226T164044Z
UID:10000596-1707994800-1707998400@www.bbrown.com
SUMMARY:HSA Compliance: A Deep Dive into the Rules Surrounding HSAs
DESCRIPTION:High Deductible Health Plans (HDHPs) and Health Savings Accounts (HSAs) have long been considered important to employers’ overall health and welfare benefit programs. Employers may consider offering HDHPs and related HSAs under their benefit plan due to the reduced administrative burden related to HSAs\, as the account is owned by the employee HSA account holder. Employees may also benefit from HSAs due to their tax-favored status under the Internal Revenue Code. Although HSAs have their advantages\, these advantages also come with a complex regulatory environment for both employees and employers alike. \nJoin us as we help unravel the complexities of HSAs and provide clarity surrounding the following key topics: \n\nWho is eligible to contribute to an HSA?\nWhat is considered permissible coverage and impermissible non-HDHP coverage?\nHSAs and their interaction with FSAs and HRAs\nThe timing and annual limits of HSA contributions\nMid-year election changes related to both HSAs and HDHPs\n\nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/hsa-compliance-a-deep-dive-into-the-rules-surrounding-hsas/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2021/12/HSAGuide_WebsiteLander.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240130T130000
DTEND;TZID=America/Chicago:20240130T140000
DTSTAMP:20260416T183202
CREATED:20240108T161118Z
LAST-MODIFIED:20240108T161118Z
UID:10000600-1706619600-1706623200@www.bbrown.com
SUMMARY:Crime Policies: Beyond Employee Theft - Coverage and Claims
DESCRIPTION:Please join us for a robust discussion addressing important issues and trends involving Crime Policies. Two industry veterans will address and discuss the different coverage grants typically found in such policies and claims that are subject to coverage. They will also discuss underwriting standards and related issues\, placement of coverage\, adequate limits and challenges when placing coverage. \nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/crime-policies-beyond-employee-theft-coverage-and-claims/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2022/11/andrew-neel-cckf4TsHAuw-unsplash-1-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20240118T110000
DTEND;TZID=America/Chicago:20240118T120000
DTSTAMP:20260416T183202
CREATED:20231020T143142Z
LAST-MODIFIED:20231020T143142Z
UID:10000592-1705575600-1705579200@www.bbrown.com
SUMMARY:The ACA’s Employer Mandate and Look-Back Measurement Method
DESCRIPTION:The Affordable Care Act’s Employer Mandate (i.e.\, Employer Shared Responsibility requirement) affects all Applicable Large Employers (ALEs). An ALE is generally defined as an employer that employed at least 50 full-time and full-time equivalent employees on average in the previous calendar year. To help avoid potential penalties\, many employers have implemented tracking systems embedded within their payroll and HRIS systems that assist them in identifying full-time employees (defined as employees that average 30 or more hours a week) and determining whether they may be subject to penalties for failing to offer those full-time employees medical coverage during the calendar year. \nALEs are required to provide information reporting under the Employer Shared Responsibility rules to individuals and the Internal Revenue Service (IRS). Since ALEs must comply with the reporting obligation for the 2023 calendar year in the first quarter of 2024\, now is a good time for employers to reacquaint themselves with the ins and outs of the rules under the Employer Shared Responsibility provisions. \nTopics covered include: \n\nWhat criteria determines whether an employer may be considered an ALE (applicable large employer) and subject to the Employer Mandate and reporting requirement(s)?\nWhat measurement methods are available for identifying full-time employees?\nWhat are some of the differences between a standard and an initial measurement period\, and how do they intertwine?\nWhat are some considerations when handling position changes between part-time and full-time?\nHow can a leave of absence impact full-time status under the look-back measurement method?\nWhat are some potential pitfalls when administering the look-back measurement method?\n\nAttend & Earn 1.0 SHRM and HRCI Credit \nPresented by the Brown & Brown Regulatory & Legislative Strategy Group. \nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/the-acas-employer-mandate-and-look-back-measurement-method-2024/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/10/AdobeStock_350140891-2-scaled.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231214T110000
DTEND;TZID=America/Chicago:20231214T120000
DTSTAMP:20260416T183202
CREATED:20231020T143058Z
LAST-MODIFIED:20231020T143058Z
UID:10000590-1702551600-1702555200@www.bbrown.com
SUMMARY:ACA Reporting – Are You Ready?
DESCRIPTION:ACA reporting that occurs in 2024 for the 2023 calendar year is just around the corner. Please join us as we review the ACA reporting requirements (Forms 1094-B\, 1095-B\, 1094-C and 1095-C) for the 2023 calendar year. While the information covered in this presentation may be a refresher for many\, this area of regulatory compliance can be complex for many organizations. \nTo help you better navigate the ACA reporting\, we will discuss: \n\nEmployers/Organizations subject to the reporting requirement\nDelivery and filing requirements and deadlines\nNew requirement to file electronically for all employers providing at least ten information reports to employees (including W-2s\, 1099s\, 1095s\, etc.)\nGeneral reporting method and required information\nMeaning of reporting codes\nReporting scenarios\nRelated state reporting requirements\n\nAttend & Earn 1.0 SHRM and HRCI Credit \nPresented by the Brown & Brown Regulatory & Legislative Strategy Group. \nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/aca-reporting-are-you-ready-2024/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/10/AdobeStock_106751363-2-scaled.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231116T110000
DTEND;TZID=America/Chicago:20231116T120000
DTSTAMP:20260416T183202
CREATED:20230822T174242Z
LAST-MODIFIED:20230822T174242Z
UID:10000586-1700132400-1700136000@www.bbrown.com
SUMMARY:2023 Health and Welfare Plan Compliance FAQs
DESCRIPTION:We invite you to discuss some of the most frequent questions the Brown & Brown Regulatory and Legislative Strategy team received in 2023 related to benefit plan compliance requirements. In this webinar\, we will explore several employee benefit plan regulatory requirements that need clarification for some plan sponsors. \nSome of the FAQs we will address include:\n+ Are plan sponsors required to file gag clause prohibition attestations in 2023?\n+ Do telehealth benefits impact eligibility for HSA contributions?\n+ Do plan sponsors have any responsibilities related to the RxDC reporting requirement?\n+ How does an employee’s leave of absence or reduction in hours impact eligibility for benefits?\n+ Can an employee cancel health coverage due to financial hardship? \nAttend & Earn 1.0 SHRM and HRCI Credit \nPresented by the Brown & Brown Regulatory & Legislative Strategy Group. \nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/2023-health-and-welfare-plan-compliance-faqs/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/07/AdobeStock_215665149-5.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20231019T110000
DTEND;TZID=America/Chicago:20231019T120000
DTSTAMP:20260416T183202
CREATED:20230725T195002Z
LAST-MODIFIED:20230725T195002Z
UID:10000584-1697713200-1697716800@www.bbrown.com
SUMMARY:ERISA Plan Documents and SPDs
DESCRIPTION:For most plan sponsors\, the Employee Retirement Income Security Act (ERISA) is the most significant law governing their employee health and welfare benefit plans. Two of the most basic requirements imposed by ERISA are that the plan has a written plan document and a Summary Plan Description (SPD). Complying with these requirements can\, in some cases\, pose challenges for plan sponsors and plan administrators. \nIn this webinar\, we will cover: \n\nThe basics of ERISA\nThe written plan document requirement\nThe Summary Plan Description (SPD) requirement\n\nWe will also help answer the following questions: \n\nWhat health and welfare plans are subject to ERISA?\nWhat are the required documents under ERISA\, and what information must those documents contain?\nWhat are the distribution requirements for ERISA-required documents?\nWhat are wrap documents\, and how are they used to satisfy requirements under ERISA?\n\nAttend & Earn 1.0 SHRM and HRCI Credit \nPresented by the Brown & Brown Regulatory & Legislative Strategy Group. \nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/erisa-plan-documents-and-spds/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/02/glenn-carstens-peters-npxXWgQ33ZQ-unsplash-3-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20230921T130000
DTEND;TZID=America/Chicago:20230921T140000
DTSTAMP:20260416T183202
CREATED:20230907T162617Z
LAST-MODIFIED:20230907T162617Z
UID:10000588-1695301200-1695304800@www.bbrown.com
SUMMARY:2023 Virtual Masterclass | Insights on What’s Trending in Benefits
DESCRIPTION:We know for many in HR\, it’s a hectic time of year\, and we are committed to keeping you up to date to help you make informed decisions on behalf of your company and its employees.   \nJoin us for our upcoming Employee Benefits Virtual Masterclass featuring a panel discussing “Insights on What’s Trending in Benefits.” \nAttend & Earn 1.0 SHRM and HRCI Credit \nREGISTER HERE
URL:https://www.bbrown.com/us/event/2023-virtual-masterclass-insights-on-whats-trending-in-benefits/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/06/christin-hume-mfB1B1s4sMc-unsplash-1-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20230914T110000
DTEND;TZID=America/Chicago:20230914T120000
DTSTAMP:20260416T183202
CREATED:20230707T153435Z
LAST-MODIFIED:20230707T183542Z
UID:10000580-1694689200-1694692800@www.bbrown.com
SUMMARY:The Hidden Intricacies of Benefit Notices
DESCRIPTION:Plan administrators and group health plans face numerous benefit-related notice requirements that can become challenging for employers to track. Specific notice obligations will depend on details such as the employer’s size\, its status as fully or self-insured health plan and the various laws to which they are subject. Join us as we break down the who\, what\, when\, where and how of the federal employee benefit notice requirements for health and welfare plans. \nIn this webinar\, we will cover: \n\nWho is responsible for sending benefit-related notices\, and who must receive them?\nWhat benefit notices must be provided?\nWhen must benefit notices be provided?\nWhere should the individual benefit notices be included?\nHow should the notices be distributed?\n\nAttend & Earn 1.0 SHRM and HRCI Credit \nPresented by the Brown & Brown Regulatory & Legislative Strategy Group. \nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/the-hidden-intricacies-of-benefit-notices/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2022/02/wes-hicks-4-EeTnaC1S4-unsplash-scaled.jpg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20230913T130000
DTEND;TZID=America/Chicago:20230913T140000
DTSTAMP:20260416T183202
CREATED:20230620T195355Z
LAST-MODIFIED:20230818T140912Z
UID:10000578-1694610000-1694613600@www.bbrown.com
SUMMARY:Metabolic Health Summer Series: Beyond the Drugs: HumanCentered Strategy that Supports the Metabolic Health of Your Employees
DESCRIPTION:Obesity and other metabolic conditions are contributing to a significant increase in health issues worldwide. Many employers are now experiencing a sharp increase in utilization of anti-obesity medications\, including GLP–1 drugs. Join the Brown & Brown Population Health & Well-Being team and our distinguished guest speakers in a three-part webinar series on strategies to help address metabolic health. \nBeyond the Drugs: HumanCentered Strategy that Supports the Metabolic Health of Your Employees\nWednesday\, September 13\, 2023 1:00 – 2:00 PM CDT\nMetabolic health is influenced by many factors\, including how we live our lives. Diet\, exercise\, physical activity\, sleep and mental health can each positively or negatively impact the body. In addition to providing appropriate plan design and access to quality care and medication\, employers can support the lifestyle and behaviors of their employees. Join us for an enlightening discussion about pragmatic steps an employer can take\, from nutrition therapy coverage\, work policies\, workplace environment\, culture and much more\, to support the holistic metabolic health of their employees. \nSpeakers \n\nLinda Gigliotti\, MS\, RDN\, CDCES\, CSOWM\nGina Julian\, M.S.\, R.D.\, Managing Consultant\, Brown & Brown\n\nREGISTER HERE\n  \nWatch the recorded webinars from the series:\nMetabolic Health Summer Series: An Inside Look at Diabetes and Weight Loss Medications \nThe Future of Metabolic Health: Weight-Loss Medication Benefits for Positive Impact on Your Population and Your Bottom Line \n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/metabolic-health-summer-series-beyond-the-drugs-humancentered-strategy-that-supports-the-metabolic-health-of-your-employees/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/03/AdobeStock_547630056-scaled.jpeg
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/Chicago:20230817T133000
DTEND;TZID=America/Chicago:20230817T143000
DTSTAMP:20260416T183202
CREATED:20230720T163732Z
LAST-MODIFIED:20230726T140644Z
UID:10000582-1692279000-1692282600@www.bbrown.com
SUMMARY:Marijuana and the Workplace: How New Minnesota Laws Regarding Marijuana May Impact Employers and Employees
DESCRIPTION:Please join us for a robust discussion addressing important issues and trends involving the recent changes in Minnesota law regarding Marijuana. Two local attorneys will discuss the new legislation and its potential impact on Employers and Employees. \nREGISTER HERE\n\nDISCLAIMER: Brown & Brown\, Inc. and all its affiliates\, do not provide legal\, regulatory or tax guidance\, or advice. If legal advice counsel or representation is needed\, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown\, Inc. and all its affiliates\, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.
URL:https://www.bbrown.com/us/event/marijuana-and-the-workplace-how-the-new-minnesota-laws-regarding-marijuana-impact-employers-and-employees/
LOCATION:Virtual
ATTACH;FMTTYPE=image/jpeg:https://www.bbrown.com/wp-content/uploads/2023/02/austin-distel-Imc-IoZDMXc-unsplash-1-scaled.jpg
END:VEVENT
END:VCALENDAR