Get a Financial Second Opinion: Regain Control in Uncertain Times 15 Apr 2025, 3:22 pm

In times like these, certainty is your greatest asset.

With market volatility and headlines that heighten anxiety, it’s only natural to wonder: Is my financial plan still working for me? Are your investments protected? Are your decisions aligned with your long-term goals, or just reacting to current events? Now is the time to get a second opinion.

A one-on-one session with a OneDigital financial advisor offers you the chance to ask tough questions, stress-test your strategy, and regain the confidence you need to feel more secure in your financial future.

Key Questions You Should Be Asking Right Now

• Is my current plan built to withstand market volatility?
• Are my investments still aligned with my long-term goals, or just reacting to market shifts?
• Am I adequately protecting my income and my family against potential financial shocks?
• Am I missing out on tax-saving opportunities or exposing myself to unnecessary risks?

What You Can Expect

At OneDigital, we don’t just offer advice—we advocate for your financial success.

We take a comprehensive approach, looking at all aspects of your financial life, from investments and insurance to estate planning and taxes. Our goal isn’t just to help you react to market conditions—it’s to help you move forward with clarity and control.

Together, we’ll have a focused conversation to review your current strategy and help ensure you're on the right path in these unpredictable times.

Now Is the Time to Act. Let a Fierce Advocate Help You Regain Control.

Here’s how we’ll work together:

• Understand your unique goals, priorities, and the concerns that keep you up at night.
• Review your complete financial picture to spot areas of misalignment or missed opportunities.
• Provide tailored recommendations that empower you to move forward with confidence.

Ready to take control of your financial future? Click here to schedule your personal strategy review today.

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Investment advice offered though OneDigital Investment Advisors LLC.

OneDigital Investment Advisors LLC and their associates are not estate planners and cannot provide tax or legal advice. Estate planning services may be accessed through a relationship through a third-party. Consult your estate-planning attorney or qualified tax advisor for specific advice regarding your situation.

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OneDigital Acquires Fortune Insurance, Expanding Property & Casualty Presence in the Pacific Northwest 15 Apr 2025, 1:00 pm

Strategic acquisition strengthens OneDigital’s risk management capabilities in Washington and beyond

ATLANTA, GA – April 15, 2025 – OneDigital, a leading insurance brokerage, financial services, and HR consulting firm, has acquired Fortune Insurance (Fortune), a prominent property and casualty (P&C) firm headquartered in Tacoma, WA. With an established presence in employee benefits, HR, and financial services throughout Washington, this strategic acquisition expands our capabilities into property and casualty insurance—strengthening our risk management footprint in the region and advancing our commitment to delivering integrated, end-to-end solutions for employers.

Founded in 2014 by President Grant Baldwin, Fortune Insurance has earned a strong reputation for delivering a wide range of services—including general and professional liability, property and vehicle coverage, excess and umbrella policies, workers’ compensation, employment practices liability, and intellectual and product liability. As cyber threats continue to impact businesses of all sizes, Fortune has become a go-to resource for practical, industry-specific solutions that help clients safeguard their operations and stay ahead of evolving risks.

We are thrilled to welcome Grant and his team to the OneDigital family. Together, we’ll help clients navigate the increasing complexities of risk and people management. This partnership exemplifies our accelerating strategy to enhance our relevance and value to clients.
 
— Jeff Fallick, President of the West Region at OneDigital

Grant Baldwin, President of Fortune Insurance, shared his excitement:

Our team has always embraced the philosophy that ‘the client comes first.’ As a business owner, I understand the critical decisions my clients face, and my mission has been to engage with innovative ideas that positively impact their businesses. Joining OneDigital opens an exciting new chapter for us, providing more opportunities to advocate for our clients by leveraging expertise in employee benefits, retirement planning, wealth management, and HR consulting.

This partnership ensures that the Fortune team will continue to deliver personalized service while gaining access to OneDigital’s expansive nationwide network of P&C resources, guaranteeing that clients' evolving needs are consistently met. Furthermore, this collaboration will strengthen OneDigital’s P&C presence across the Western region, complementing its existing offices in California, Colorado, Idaho and Utah and reinforcing its position as a leader in the industry.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success and financial security. Our insurance, financial services and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.

About Fortune Insurance

Based in Tacoma, Washington, Fortune Insurance is a property & casualty firm offering general and professional liability to clients who require industry-specific coverage. The firm provides tailored risk management services to protect from traditional insurance risks, cyber threats, Error & Omissions and Directors & Officers claims. Fortune Insurance works with a range of industry-specific fields with experienced capabilities in technology, manufacturing, construction, healthcare, food and beverage, hospitality, retail and wholesale, and non-profits. For more information, visit fmgins.com.

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Deferred Compensation Plans for Retaining Valued 1099 Independent Contractors 15 Apr 2025, 1:00 pm

Representing 38% of America’s workforce, independent contractors, consultants, and freelance workers fill critical needs in many industries, typically with little or no access to retirement plans or other employee benefits.[1]

Research by Upwork shows that 64 million Americans were self-employed as of December 2023. As the number of independent workers continues to rise annually, employers are challenged to find ways to retain and reward these integral members of their team.

Independent Contractors: Not Your Average Gig Worker

Unlike W-2 employees, independent contractors contract their services directly to individuals or companies and report their earnings on either Form 1099-NEC (Nonemployee Compensation) or 1099-MISC (Miscellaneous Income) rather than a W-2 tax form.

While contingent and gig workers, freelancers, consultants and independent contractors are all classified as 1099 employees for tax purposes, there are distinct differences between an independent contractor or consultant providing an employer with valued subject matter expertise or unique skills and a gig worker, who may support multiple employers almost always on a short-term or “gig-based” timeline.

Physicians, researchers, and other highly trained professionals in healthcare, finance, the arts, entertainment and subject matter experts (SMEs) with specialized knowledge may be independent contractors. As work experience increases, so can a worker’s likelihood of becoming a contract employee. Among all workers ages 55 and over, 11.5 percent are independent contractors in their sole or primary occupation, compared to just 6.9 percent among workers aged 25 to 54.

The Appeal of Deferred Compensation for Independent Contractors

Generally, independent contractors are self-employed individuals without access to traditional employer-sponsored retirement plans, such as a 401(k) plan. While retaining desirable aspects of job independence, independent contractors also retain full responsibility for paying or remitting their income, social security and Medicare taxes.

Independent contractors are, however, generally exempt from Internal Revenue Code (IRC) Section 409A. This distinction positions employers to offer independent contractors a nonqualified deferred compensation (NQDC) arrangement that would not constitute a top hat plan and not be subject to any ERISA[2] requirements because the contractor is not an employee of the company.
The option to defer compensation and income taxes on that compensation to a future time can appeal to an independent contractor. Because they are self-employed, contractors have limited options to save for retirement through investments in tax-friendly vehicles, such as an employer sponsored 401(k) plan.

Lack of access to employer-sponsored retirement plans can limit independent contractors to saving and investing for retirement through Individual Retirement Accounts (IRAs), Simplified Employee Pensions (SEPs), or Solo-401(k) Plans.). These savings plans all include a cap on how much a worker can defer annually.

Offering independent contractors access to an NQDC plan and the opportunity to defer receipt of the income and its tax obligations to a future date can help an employer secure the loyalty of a valued contractor. A deferred compensation plan can decrease the risk of losing a contractor to a competitor while providing a way to reward the contractor’s contribution to the company’s success.

Deferred Compensation for Independent Contractors: Simpler for Plan Sponsor and Plan Participant

As the plan sponsor, a company rarely has income or employment tax withholding obligations when offering deferred compensation to independent contractors. Employers that sponsor a deferred compensation plan for independent contractors are not required to collect Federal Insurance Contributions Act taxes (FICA) as they must do in deferred compensation plans for employees.

Although independent contractors are not subject to FICA and the Federal Unemployment Tax Act (FUTA), they are subject to the Self-Employed Contributions Act (SECA). While W2 employees must follow the special timing rule that requires them to pay FICA taxes immediately upon the vesting of deferred compensation, even if the contractor will not receive the compensation until later years, SECA does not have this requirement. Independent contractors find this aspect of an NQDC favorable because SECA taxes are applied only at the time the compensation is actually paid to them, even if such compensation is deferred years into the future.

Important Considerations When Working with a Consultant

Rarely should a nonqualified plan for an independent contractor be designed to trigger payment upon the contractor’s separation of service from the company. Instead, the plan should be structured to trigger payment on a specified date.

Class-year distribution elections provide independent contractors maximum flexibility in distribution management, including the ability to:

• Make a unique election each year.
• Select a different payment option each year.
• Ability to make payment modifications to an existing account, subject to a five-year delay.

Developing a deferred compensation plan for use with independent contractors or other 1099 employees calls for executive benefits consultants who are well-versed in the strategic design of class year plans, enabling options for plan participants to pivot on their payout schedules to best accommodate their savings and retirement goals. Download our deep-dive report, Deferred Compensation Plans for Rewarding and Retaining Valued 1099 Independent Contractors.

To learn about other executive benefits strategies, we invite you to read: Reasons to Reevaluate Your Rabbi Trust, How the 2025 Retirement Plan Limits Impact Highly Compensated Employees, and How Changes to Dodd-Frank Clawback Policies May Affect Your NQDC Plan.

This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, accounting, legal or tax advice. Any tax advice contained herein is of a general nature. You should seek specific advice from your tax professional before pursuing any idea contemplated herein. The examples shown are for illustrative purposes only. The material in this report may contain financial illustrations, which may reflect hypothetical dividends, interest, rates of return, and/or expense and mortality assumptions, none of which are guaranteed.

Sam Robert is affiliated with Valmark Securities, Inc. Securities offered through Valmark Securities, Inc. member FINRA, SIPC. Investment Advisory Services offered through Valmark Advisers, Inc. a SEC Registered Investment Advisor. Registration as an Investment Adviser does not imply any certain level of skill or training. 130 Springside Drive, Suite 300, Akron, OH 44333. 800-765-5201. OneDigital is a separate entity from Valmark Securities, Inc. and Valmark Advisers, Inc. Valmark Securities, Inc. and Valmark Advisers, Inc. are independent of and unaffiliated with ODIA. California License #0I01065. Check the background of this investment professional on FINRA’s BrokerCheck.

Drew Biggs is affiliated with Valmark Securities, Inc. Securities offered through Valmark Securities, Inc. member FINRA, SIPC. 130 Springside Drive, Suite 300, Akron, OH 44333. 800-765-5201. OneDigital is a separate entity from Valmark Securities, Inc. Valmark Securities, Inc. is independent of and unaffiliated with ODIA. Check the background of this investment professional on FINRA’s BrokerCheck.

Some of the Financial Professionals associated with OneDigital are registered representatives of and offer securities through Valmark Securities, Inc. a registered broker-dealer, Member FINRA / SIPC. Additionally, some OneDigital Financial Professionals are also Investment Adviser Representatives and offer advisory services through Valmark Advisers, Inc., an SEC registered investment advisor. To help public members determine the specific registrations associated with our Financial Professionals, we recommend reviewing the Broker Check Link that provides insight to the securities registration and company affiliation of our Financial Professionals. Please note that while the individual Financial Professionals can be associated with multiple financial services organizations, the products and services of those independently owned and operated entities can be separate and segregate. OneDigital is a separate entity from Valmark Securities, Inc. and Valmark Advisers, Inc.

Sources:
[1]Upwork Study Finds 64 Million Americans Freelanced in 2023, Adding $1.27 Trillion to U.S. Economy
[2]Employee Retirement Income Security Act of 1974

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ABLE Accounts: Understanding the Savings Accounts for People with Disabilities 15 Apr 2025, 1:00 pm

The Achieving a Better Life Experience (ABLE) Act took effect in 2014 to help individuals with disabilities save money in tax-advantaged accounts without jeopardizing their eligibility for public benefits.

How are ABLE Accounts Used?

ABLE accounts are savings and investment accounts specifically for individuals with disabilities. These accounts allow eligible individuals to save money for disability-related expenses without affecting their eligibility for federally funded benefits like Supplemental Security Income (SSI) and Medicaid.

Funds in ABLE accounts can be used for a wide range of qualified disability expenses (QDEs), which include but are not limited to:

Education- Tuition, books, and other educational materials.

Housing- Rent, utilities, and home improvements.

Transportation- Public transit, vehicle modifications, and maintenance.

Employment- Job training and support.

Health- Medical expenses, therapies, and equipment.

Basic Living Expenses- Food, clothing, and personal care items.

Additional Benefits

Tax-Free Earnings:
While contributions to ABLE accounts are not tax-deductible, the earnings on investments within the account grow tax-free. Distributions from the account are also tax-free, if they are used for qualified disability expenses.

Saver's Credit:
Eligible ABLE account beneficiaries may qualify for the Saver's Credit, which is a non-refundable tax credit for contributions made to the account.

Rollovers from 529 Plans:
Families can roll over funds from a 529 education savings plan to an ABLE account without incurring taxes. However, these rollovers count toward the annual contribution limit.

Limitations

While ABLE accounts offer significant benefits, there are some important limits and limitations to be aware of.

Eligibility:
To open an ABLE account, the individual must have a disability that began before age 26. However, this age limit will expand to 46 effective January 1, 2026. Additionally, the account can be open at any age, if the disability onset was before the aforementioned age.

Contribution Limits:
The 2025 annual contribution limit for ABLE accounts is $19,000. Moreover, if the beneficiary is working and does not participate in an employer-sponsored retirement plan, they can contribute an additional amount up to the federal poverty level for a one-person household.

Resource Limits:
Supplemental Security Income (SSI) does not consider up to $100,000 in an ABLE account as a countable resource. However, exceeding this limit may affect SSI benefits.

State Plan Limits:
Contribution and total amount limits can vary by state.

How to Enroll

1. Check Eligibility: Ensure the applying individual meets the eligibility criteria.
2. Gather Personal Information: You'll need the following details:

• Account owner's name
• Date of birth
• Mailing address
• Social Security number or Taxpayer Identification number
• Email address
• Identification type (e.g., driver's license or state-issued ID card)
• Bank routing and account numbers for initial deposit

3. Choose an ABLE Program: Select an ABLE program that best meets your needs. The ABLE National Resource Center offers tools to compare different programs.

Once you’ve chosen the ABLE program that best suits your needs, follow the instructions to complete the application. Folks can manage their accounts online, including making contributions, accessing funds, and tracking expenses.

Additional Considerations

Legal representatives can open accounts on behalf of individuals. Personal information of the representative along with the primary account owner will be needed for this process.

Lastly, the process does involve providing information about the primary disability that the account owner has. This may require including diagnosis codes and supporting documents.

The ABLE Act and ABLE accounts provide a valuable tool for individuals with disabilities to save and invest money for their future needs without losing access to essential public benefits. Understanding the eligibility criteria, contribution limits, and how to use these accounts effectively can help maximize their benefits and promote financial independence.

Looking for additional financial topics? Our Financial Academy page has you covered! Find helpful resources to help you do your best work and live your best life. 

Investment advice offered through OneDigital Investment Advisors.

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Beyond Symptoms: A Doctor's Perspective on Healthcare in America 14 Apr 2025, 7:03 pm

With life expectancy decreasing for the first time in recorded history and chronic diseases continuing to rise, many are questioning what our healthcare system is doing for us.

That's why we sat down with Dr. Brian Williams, a family medicine physician in Mystic, Connecticut, to get his perspective on the current healthcare system in America and how we, as individuals, can live healthier lifestyles as well as create healthier workplaces for employees. During this discussion, we delve into why we don't see ads for broccoli or fish on TV, the controversial role GLP-1s play in weight management, and what the state of primary care is in this country. We also ask Dr. Williams how we can shift from a reactive sick-care model to a proactive well-care system and what actionable steps we can take, both individually and collectively, to promote healthier habits. Tune in for a thought-provoking discussion that aims to inspire healthier lifestyles and systemic change.

In this season of Friends with Employee Benefits, we're focused on one underlying theme: help employers contain their healthcare cost by, among other things, helping their employees live healthier lifestyles. This season, we’re tackling the biggest challenges in healthcare today: the obesity crisis, the rise of GLP-1s medications and skyrocketing pharmacy costs. But we’re not stopping there.

We’re diving into financial, mental and physical health – the mind-body connection, the financial stress-health link, and why America’s healthcare system focuses on sick care instead of prevention – and how that needs to change. We’re going to be sitting down with doctors, CEOs and HR professionals, pharmacy consultants, forward-thinking tech businesses, legislators and more – all with one goal – to answer the question: how are we impacting the health of our employees, and in turn, the health of the business.

If you’re ready for real talk, great insights, and practical solutions as it relates to all things healthcare, this season is for you. Subscribe to our Friends with Employee Benefits podcast and let’s rethink healthcare – together!

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The Future of Simple IRA Plans: Meeting the Moment with Innovation and Intention 14 Apr 2025, 2:30 pm

In the fast-changing world of retirement planning, small business owners are facing a pivotal question: How can we offer retirement benefits that are simple, affordable, and still meet the evolving needs of a modern workforce?

SIMPLE IRA plans - officially known as Savings Incentive Match Plan for Employees - have long been a go-to solution for smaller companies looking for a tax-advantaged retirement plan with low administrative burden. But as financial expectations shift and employee needs become more diverse, it’s clear that “simple” can’t mean “static.”

The future of SIMPLE IRA plans lies not in reimagining the structure entirely, but in surrounding them with smarter tools, personalized support, and a deeper integration of financial wellness. The question isn’t whether these plans are still relevant - the answer is yes. The question is how to evolve them to meet the next generation of savers where they are.

A Strong Foundation - With Room to Grow

SIMPLE IRAs offer small businesses an approachable entry point into retirement benefits. They require employers to contribute either 2% of each eligible employee’s salary or match employee contributions up to 3%. The administrative lift is minimal, with no annual filing requirements for employers. That’s not changing - and for many, that’s the appeal.

What is changing is the level of sophistication employees expect from their workplace benefits.

Financial Wellness Is No Longer a “Nice-to-Have”

Increased financial stress, inflation, and student loan burdens mean that simply offering a retirement account is no longer enough. Employees want help navigating today’s financial pressures and planning for tomorrow. That’s where financial wellness and personalization come into play.

Think tools for budgeting. Workshops on debt management. One-on-one financial coaching. These services don’t just increase employee satisfaction - they directly impact contribution rates and long-term plan participation.

When employees feel more confident managing their finances today, they’re far more likely to engage with their retirement plan tomorrow.

Personalization and Technology: Raising the Bar

Another major opportunity for SIMPLE IRA evolution lies in personalization. Younger workers may prefer aggressive portfolios and digital-first tools. While other employees may value stability and hands-on support. Employers can now provide both, using technology to scale individualized experiences.

Modern platforms make it easy to offer personalized investment allocations based on goals, risk tolerance, and time horizon - even within SIMPLE IRA structures. Mobile access, educational content, and data-backed nudges help keep retirement top of mind, not out of sight.

Legislative Momentum: SECURE 2.0’s Impact

Federal legislation is also nudging SIMPLE IRAs into the future. The SECURE 2.0 Act introduced several updates aimed at improving access, boosting savings potential, and increasing plan flexibility.

Among the most notable:

• Higher catch-up contributions for employees between the ages of 60 and 63 during the calendar year.
• Expanded eligibility rules, allowing more part-time workers to participate.
• Employer matches for student loan repayments, helping those who may not be able to contribute directly to still benefit from the plan.

These updates offer a chance for employers to revisit how they present SIMPLE IRA benefits - and to reframe them as not just simple, but strategic.

What’s Next?

The future of SIMPLE IRA plans isn’t about turning them into complex 401(k) alternatives. It’s about building on what makes them great - accessibility, ease, and affordability - while expanding their impact through smart add-ons like financial wellness, personalization, and technology.

Let’s Build a Smarter SIMPLE IRA Together

The message is clear: SIMPLE IRAs have staying power, but to truly serve your workforce, they need to evolve. Now is the time to explore ways to modernize your plan - without sacrificing simplicity.

Get in touch with our team to talk through what a smarter SIMPLE IRA could look like for your business. Whether you’re just getting started or ready to enhance your current offering, we’re here to help.

Investment advice offered through OneDigital Investment Advisors LLC.

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Markets in Focus: Navigating Markets in a Climate of Uncertainty 14 Apr 2025, 12:30 pm

Reflecting on the market performance so far this year, it’s becoming increasingly evident that volatility is here.

The explanation for the spike in stock market volatility can be summarized in one word - uncertainty. We experienced uncertainty over the future of economic growth, uncertainty over the new presidential administration policies, and uncertainty over the future path of Federal Open Market Committee (FOMC) policies.

The performance of the U.S. economy in Q1 2025 reflected that uncertainty. Large-cap stocks, as represented by the S&P 500 index, posted negative returns of -4.2%, reflecting a decline in investor confidence amidst concerns over the potential for global trade wars and a potentially slowing domestic economy. The technology-heavy Nasdaq-100 index also saw a substantial decrease of -8.3%. This decline marked a notable shift from the previous two years of strong double-digit annual returns in the U.S. equity market.

International stocks, measured by the MSCI ACWI Ex USA, were much stronger in comparison, returning a positive 6.3% year-to-date through March 31st.

The U.S. bond market in Q1 2025 benefited from the economic uncertainties as investors shifted to the relative safety of fixed income. Treasury yields generally fell, driven by concerns about economic growth and the uncertain policy environment. The Bloomberg U.S. Aggregate Bond Index, a broad measure of the U.S. investment-grade bond market, gained 2.7% during the quarter. This indicates increased investor demand for safe-haven assets like U.S. government bonds as equity markets experienced volatility and the economic outlook became less certain.

Entering the Year from a Position of Strength

As we highlighted in our Q1 Markets in Focus, the U.S. economy entered the year in a position of strength. The final reading of 2024 GDP showed that the U.S. economy grew by 2.8% during the year, with the fourth quarter growth reported at 2.3% (BEA.gov). Growth continued to be driven by a strong U.S. consumer but was also helped by increased government spending, residential spending, and net exports.

The labor market also remains strong, with the unemployment rate remaining at 4.2% - the average monthly unemployment rate over the past 75 years is 5.7%. Monthly payrolls averaged 200,000 per month over the past three months (December 2024-February 2025). And there are still more jobs available for people actively seeking employment than there are prospective workers to fill them.

Tariffs and their Impact

One of the most dominant themes shaping the U.S. economic outlook for the remainder of 2025 is the implementation of broad and reciprocal tariffs. As mentioned in our Q1 commentary, this was one of the largest risks to continued growth - unknown policies of the new presidential administration. The shift in U.S. trade policy has generated significant uncertainty across global markets and has the potential to meaningfully reshape international trade relationships. The unexpected size and scope of these tariffs, along with the possible retaliatory measures from trading partners, could lead to wide-ranging disruptions in global supply chains and increased costs for businesses and consumers within the U.S.

An overview of tariffs, including why countries use them and their potential impact on the economy and businesses, can be found here, Understanding Tariffs: Their Mechanisms, Motivations, and Impacts.

Expectations for the Fed

The Federal Open Market Committee (FOMC) oversees monetary policy, meaning the committee alters short-term interest rates depending on whether they think the economy is overheating (inflation is too high) or slowing down too much (unemployment is too high). Over the past few years, its primary focus has been on inflation, meaning they have increased interest rates to maintain stable prices.

Inflation has declined meaningfully since 2022 but hasn’t yet reached its target, a Core PCE reading of 2% (as of February 2025, Core PCE was 2.8%). Meanwhile, as mentioned earlier, the employment picture in the United States is strong, with the unemployment rate at 4.2%.

Expectations coming into the year were that monetary policy in the U.S. would generally see a cautious and gradual easing throughout 2025. The Federal Reserve is navigating the delicate balance between controlling inflation, which remains above target, and supporting economic growth, which shows signs of slowing. The pace and extent of any interest rate cuts will likely depend on the evolving trends in inflation and overall economic activity.

Key Economic Risks Heading into Q2

• Risk 1: Impact of U.S. Tariffs and Trade Tensions:

  The implementation of broad and reciprocal tariffs by the United States poses a significant downside risk to the U.S. economic outlook for the remainder of the year. The tariffs outlined in early April could lead to substantial disruptions in how trade occurs on a global scale, resulting in increased costs for businesses through higher import duties, which could pass through to consumers in the form of higher-priced goods. Estimates suggest that these tariffs could have a material negative impact on U.S. GDP growth and could also contribute to increased inflationary pressures. Furthermore, the likelihood of other countries increasing their tariffs on U.S. goods imports could further escalate trade tensions and worsen the negative consequences for international trade. The prospect of a full-blown trade war scenario represents a significant threat to the stability and growth of the U.S. economy.

• Risk 2: Persistent Inflation or Stagflation Concerns:

  Despite the slow moderation in inflation during the first quarter of 2025, inflation rates in the U.S. remain stubbornly above the Federal Reserve's target. This persistence of higher-than-target inflation raises concerns about the potential for stagflation, a challenging economic condition characterized by a combination of high inflation and slow economic growth. The risk of stagflation is particularly concerning because it presents a dilemma for policymakers, potentially requiring trade-offs between controlling price increases and supporting economic activity. The cautious approach adopted by the U.S. Federal Reserve regarding interest rate cuts reflects these concerns. The potential for tighter monetary policy in response to persistent inflation could dampen economic growth by increasing borrowing costs and reducing investment and consumer spending.

• Risk 3: Potential for Economic Slowdown:

  Beyond the risks associated with tariffs and inflation, there are concerns about a broader economic slowdown in the U.S. The Atlanta Fed's GDPNow model's projection of a contraction in Q1 2025 highlights the possibility of weakening economic momentum. Factors such as slowing consumer spending, cautious corporate investment, and the lingering effects of higher interest rates could contribute to a more pronounced economic slowdown than currently anticipated by some forecasts. Such a slowdown could negatively impact corporate earnings, employment, and overall market sentiment.

Managing the Urge to Make Rash Decisions

Market volatility can be unsettling, and it’s common to want to make a quick change to your investment portfolio to try to minimize the pain of loss. However, it’s important to remember that trying to time the market is very difficult. We describe some of the reasons in further detail in this post, Staying the Course: The Benefits of Sticking to Your Asset Allocation During Market Volatility.

Historically, days of large equity market drawdowns are usually clustered around days of large equity market returns – volatility usually works in both directions.
We will continue to assess the tariff situation and provide updates as necessary. While we remain optimistic about the long-term growth of the U.S. economy, we acknowledge that volatility will likely remain for the foreseeable future. The most important thing for investors is to make sure they remain in-line with their overall financial plan and, if something within that plan changes, to work with a trusted advisor to make any tweaks necessary.

Want to read more about the markets and economy? Check out our blog post, "Impact of Trump's Tariffs on Equity Markets"

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Investment advice offered through OneDigital Investment Advisors LLC. The materials and the information provided are not designed or intended to be applicable to any person's individual circumstances. These statements do not constitute an offer or solicitation in any jurisdiction. Any reference to a specific company is not a recommendation to buy, sell, or hold any security. Any economic forecasts in this commentary are merely opinion, and any referenced performance data is historical. Past performance is no guarantee of future results. All investment involved risk of loss. Some information has been obtained by sources we believe to be reliable. OneDigital Investment Advisors LLC makes no representations as to the accuracy or validity of this information. Additionally, OneDigital Investment Advisors does not have any obligation to provide revised investment commentary in the event of changed circumstances. Views and Opinions expressed herein are provided as of April 11, 2025.

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OneDigital Georgia Market Leader April Husted Featured in CXO Inc. Magazine’s April 2025 Issue 11 Apr 2025, 2:05 pm

April Husted Pioneers a New Era in Employee Benefits Consulting at OneDigital

ATLANTA, GA – April 11, 2025 – Women are increasingly taking on more leadership roles across industries, breaking barriers, and redefining what it means to be successful in the workplace. April Husted, Senior Managing Principal of Georgia at OneDigital, is no stranger to this path to success. In her recent interview with CXO Inc. Magazine, April shared valuable insights on what it takes to succeed as a woman leader. Her advice? Take risks, speak up, and spend less time second-guessing yourself.

Leadership is about fostering a culture where diverse perspectives and innovative ideas thrive. By balancing creativity with data-driven decision-making and promoting open communication, we can drive sustainable growth and empower our teams to achieve their fullest potential.
 
— April Husted, Senior Managing Principal, OneDigital Georgia

April’s resilience was evident through her positive mindset and ability to face challenges head-on. As a leader, she found value in balancing creativity with data-driven decision-making and fostering a culture of collaboration and innovation.

To read the full feature published in CXO Inc. Magazine, click here.

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How Tariffs and Economic Changes Are Impacting Small Businesses: What You Need to Know 9 Apr 2025, 7:41 pm

With the current economic challenges and new tariff policies under the Trump administration, it's crucial for small business owners to understand the impact tariffs can have on their operations.

Whether you're directly importing goods or are part of the supply chain, these tariffs can affect your costs, margins, and customer buying behavior. Let’s break down what tariffs are, why they exist, and how they might impact your business in today’s ever-changing economic environment.

What is a Tariff?

Simply put, a tariff is a tax imposed on imported goods. When products cross international borders – think from a foreign supplier to your warehouse – tariffs are applied. The goal is often to protect domestic industries by making foreign products more expensive, encouraging consumers to buy local alternatives. Want to dive deeper? Check out this quick overview from the U.S. International Trade Commission.

Why Do Tariffs Exist?

Tariffs aren’t arbitrary; they’re often used for several strategic reasons:

• Protecting Domestic Industries: By making imported goods more expensive, tariffs aim to give local businesses a competitive edge.
• Encouraging Fair Trade Practices: Tariffs can be a tool for ensuring other countries play by fair trade rules.
• Generating Government Revenue: Governments use tariffs as a source of income.
• Leverage in International Negotiations: Tariffs can be used as bargaining chips in trade deals or disputes, like the recent tariff standoff between the U.S. and China.

For small businesses, understanding the context of tariffs – especially as they relate to President Trump’s new policies – can help you anticipate the effects on your operations and plan accordingly.

The Impact of Tariffs on Your Small Business

As a small business, if you import goods, materials, or parts, the effects of tariffs can be substantial:

• Higher Costs: Increased tariffs can directly raise the cost of goods and materials you import, squeezing your margins. For a deeper understanding of the broader economic impact, including how tariffs are influencing equity markets, read Impact of Trump's Tariffs on Equity Markets.
• Supply Chain Disruptions: Tariffs can cause delays and unpredictability in your supply chain, making it harder to meet demand on time.
• Price Fluctuations: Changes in tariff rates can cause the prices of goods to fluctuate unexpectedly.

“In today’s economic landscape, where tariffs introduce uncertainty and complexity, small businesses must remain agile. Focusing on controllable costs, like optimized employee benefits and operational efficiencies, isn't just prudent, it's essential. Partnering with OneDigital can empower small businesses to stabilize cash flow, limit administrative burdens, and focus on adaptation and growth."
 
— Joe Chevalier, Senior Vice President of Finance, PEO

How Tariffs Impact Consumer Behavior in the Current Economic Climate

Tariffs aren’t just affecting your business; they’re also influencing the way your customers think and spend. In today’s economic climate, many consumers are becoming more value-conscious and are reassessing their purchasing decisions. Here are a few trends to keep in mind:

• Price Sensitivity is Rising: As prices climb due to tariffs, customers may delay purchases, look for cheaper alternatives, or demand more value for their money. It’s critical to ensure your value proposition remains clear and competitive.
• Transparency Builds Trust: Customers appreciate businesses that are transparent about pricing changes. If tariffs are affecting your costs, let your customers know how you’re managing those changes, and demonstrate your commitment to providing value.
• The “Buy Local” Movement: In uncertain economic times, many consumers are leaning toward supporting local businesses. You can position your business as a trusted, locally sourced alternative to imported goods.
• Sustainability is Gaining Importance: With tariffs impacting sourcing decisions, there may be an opportunity to explore more sustainable or ethically sourced materials. Many consumers are actively seeking brands that align with their values on sustainability.

Essential Strategies for Small Businesses Navigating Tariffs

As small business owners, there are steps you can take to adapt to these changing economic conditions:

• Diversify Your Supply Chain: If you rely heavily on international suppliers, it’s wise to consider alternate vendors, particularly domestic ones, to mitigate the impact of tariffs.
• Reassess Your Customer Conversations: As customer expectations evolve in response to rising costs, make sure your messaging emphasizes the value you're offering – not just the price. Start by understanding how your customers' needs have shifted.
• Optimize Internal Costs: While tariffs may be beyond your control, other business costs – like employee benefits, insurance, or operational efficiencies – are within your grasp. Look for areas to streamline and optimize.
• Consult with an Expert: Speak with your accountant or tax advisor to understand how the new tariff policies may impact your pricing, cash flow, and tax planning.

Empowering Your Business to Thrive Amid Economic Change

We understand that navigating the complexities of tariffs in today’s economic climate can be daunting. But you’re not alone. At OneDigital, we’re committed to helping your small business thrive, even in these challenging times. Whether it's optimizing your benefits plan, managing costs, or adjusting to economic shifts, we’re here to support you.

For more information, watch Tariffs, Inflation & Uncertainty: How Employers Can Stay Ahead.

If you have more questions on how changing policies may impact your bottom line, connect with our team to discuss additional strategies to stay ahead of the curve.

The post How Tariffs and Economic Changes Are Impacting Small Businesses: What You Need to Know appeared first on OneDigital.

DEI Development: Legal Challenges and Agency Guidance 9 Apr 2025, 2:10 pm

Injunction on Executive Orders is Lifted, While Another TRO Gets Issued

Applies to: All Employers
Effective: As Indicated

Discussion

On March 14, 2025, in National Association of Diversity Officers in Higher Education v. Trump, the U.S. Court of Appeals for the Fourth Circuit stayed enforcement of the preliminary injunction that was issued by a Maryland district court judge, initially barring the Trump administration from proceeding with several elements of Trump’s executive orders regarding DEI (Nos. 14151, 14173). As a result of this ruling, the injunction on President Trump’s executive orders targeting DEI was lifted and such initiatives may move forward. In making its ruling, the Fourth Circuit noted that while the Executive Orders are not unconstitutional on their face, actions taken by federal administrative agencies may prove to be unconstitutional. As a result, the district court case against the executive orders will continue without an injunction on enforcement.

In a further twist, on March 27, 2025, a federal district court in Illinois imposed a limited temporary restraining order (TRO) against the Termination and Certification Provisions of those same executive orders. Specifically, the Certification Provision TRO applies nationwide to those who are Department of Labor grant recipients; the Termination Provision TRO applies only to enforcement by the Department of Labor against the plaintiff and any federal grantee through which the plaintiff holds a subcontract or is a subrecipient of federal funds.

With the Fourth Circuit injunction lifted, employers should expect increased federal investigations and compliance reviews of DEI programs, especially those in federal agencies and businesses with government contracts. However, the subsequent district court ruling sets an example of how other organizations may challenge the executive orders going forward.

Administrative Guidance Issued for “Unlawful DEI-Related Discrimination”

On March 19, 2025, the Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Justice (DOJ) released two technical assistance documents focused on educating the public about unlawful discrimination related to DEI in the workplace. The first jointly-published document, titled “What To Do If You Experience Discrimination Related to DEI at Work,” provides a one-page overview of what DEI-related discrimination may look like. The second document, titled “What You Should Know About DEI-Related Discrimination at Work,” provides expanded guidance from the EEOC in a question-and-answer format on whether certain DEI-related practices may be considered unlawful under Title VII.

Tasked with enforcing Title VII of the Civil Rights Act, the EEOC acknowledges that Title VII does not define DEI. Title VII prohibits employment discrimination based on protected characteristics such as race and sex, and the EEOC opines that DEI initiatives, policies, programs, or practices may be unlawful if they involve an employer or other covered entity taking an employment action motivated—in whole or in part—by an employee’s or applicant’s race, sex, or another protected characteristic. This may include, but is not limited to, enforcing job quotas or workforce balancing based on protected characteristics.

Additionally, employers may run afoul of Title VII’s protections if they limit, segregate, or classify employees based on a protected classification. This could look like limiting membership in workplace groups, such as Employee Resource Groups (ERG) or other employee affinity groups, to certain protected groups or separating employees into groups based on a protected characteristic when administering DEI or other trainings, or other privileges of employment, even if the separate groups receive the same programming content or amount of employer resources. Employers should also be aware that an employee’s reasonable opposition to a DEI training program may constitute protected activity that could support a claim of retaliation.

The new guidance confirms that employees who feel they have been subjected to unlawful DEI-related discrimination must file a complaint with the EEOC, before pursuing a federal claim under Title VII.

Action Items for Employers

1. Review workplace DEI practices for compliance with Title VII.
2. Consult with legal counsel when developing or modifying new or existing DEI programs.

Check out the What to Watch Hub for federal policy updates. Stay ahead of what’s coming to ensure your organization is prepared for what’s next.

The post DEI Development: Legal Challenges and Agency Guidance appeared first on OneDigital.

Some Signs Point to an Economic Slowdown and High Inflation in 2025. What Does This Mean for Employers? 9 Apr 2025, 11:00 am

Tariffs, Inflation & Uncertainty: How Employers Can Stay Ahead

From a traditional economic perspective, many of the policies being pursued by the new President and Congress are associated with recessionary and inflationary outcomes. In addition to this, the haphazard rollout of some policies has rattled markets and generated a great deal of uncertainty.

How should employers interpret news about worsening inflation, stock selloffs, and slowing growth? In this webinar, OneDigital's panel of industry leaders will break down the implications of recent developments for benefit plan sponsors and commercial insurance policyholders.

Tune in to learn how changing policies could affect your bottom line.

LAUNCH SESSION

To stay informed about other recent federal actions that may be impacting your business operations, visit the 2025 Federal Updates for Employers hub page.

Copyright © 2024 Digital Insurance LLC. All Rights Reserved. OneDigital® is a registered trademark of Digital Insurance LLC in the United States. All other trademarks are those of their respective owners. Investment advice is offered through OneDigital Investment Advisors LLC, a wholly owned subsidiary of OneDigital.

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A Compliance Deep Dive: San Francisco Health Care Security Ordinance (SF HCSO) 8 Apr 2025, 4:00 pm

If you employ workers in San Francisco, you’re likely aware of the city’s distinct employment laws—but are you fully compliant?

In this on-demand webinar, our compliance experts will break down the most critical HR and benefits regulations affecting San Francisco employers.

Whether you’re expanding into the San Francisco market or looking to double-check your current compliance strategy, this session offers valuable insights to help you reduce risk and stay ahead of local requirements.

Key Takeaways:

• Understand the scope and application of the Health Care Security Ordinance (HCSO)
• Review additional local mandates that impact benefits and workplace policies
• Get practical tips for managing compliance in a complex regulatory environment

LAUNCH SESSION

To stay informed about other recent federal actions that may be impacting your business operations, visit the 2025 Federal Updates for Employers hub page.

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How Economic Uncertainty and New Tariffs Could Impact Your Workforce Strategy 8 Apr 2025, 1:35 pm

Recent policy shifts, including the announcement of sweeping new tariffs, are sending ripple effects across global markets, business operations, and employer strategies.

And while the headlines often focus on market volatility and trade balances, HR leaders are beginning to feel the pressure in far more immediate ways: rising costs, strained budgets, and increased employee anxiety.

If this moment feels familiar, it's because we’ve been here before. During the 2018–2019 tariff cycle, organizations faced widespread economic disruption — including inflationary pressures, supply chain challenges, and rising operational costs. Today, those patterns are reemerging, but with heightened urgency and greater implications for HR leaders managing already complex demands: talent acquisition and retention, escalating healthcare spend, and growing employee wellbeing needs.

As you prepare to lead your organization through this period of uncertainty, here are 4 key considerations to keep in mind:

1. Tariffs Can Fuel Rising Healthcare and Pharmacy Costs

The healthcare system is highly reliant on imported goods — from medical devices to pharmaceuticals. In fact, 69% of medical devices sold in the U.S. are manufactured abroad, and many hospitals expect to pass tariff-related cost increases to employer-sponsored plans.

For HR and benefits teams, this could mean:

• • Higher-than-expected midyear premium adjustments
  • Increased pressure to reduce benefits or shift more costs to employees
  • Greater strain on workers already facing affordability challenges

Now is the time to revisit your plan design strategy and explore cost containment tools — from pharmacy benefit audits to alternative funding models.

2. When Financial Stress Grows, So Do Workplace Risks

Inflation, stagnant wage growth, and rising medical costs can create a perfect storm of financial insecurity. For employees living paycheck to paycheck, one medical bill or pharmacy copay can become a crisis.

And where there’s stress, there’s risk:

• • Higher absenteeism and presenteeism
  • Increased behavioral health needs
  • A potential rise in workplace injuries or workers’ comp claims due to distraction, burnout, or deferred training

HR leaders can counteract this by investing in financial wellbeing programs, communicating clearly about available resources, and ensuring safety and mental health support remain top priorities — not cost-cutting casualties.

3. Uncertainty Demands Stronger Business Continuity Planning

In times of economic uncertainty, HR becomes central to business continuity. Workforce planning, leave management, safety protocols, and cross-functional coordination will play a key role in helping businesses stay agile and operational -- especially in industries hit hardest by supply chain disruption or pricing volatility.

Now is a smart time to ask:

• • Do we have the right technology and partners to support a rapidly shifting environment?
  • Are our leave policies, payroll, and benefits systems aligned?
  • Do we have a strategy in place to protect our workforce and manage risk during sustained instability?

4. This Is the Time for Creative, People-Centered Strategy

Economic headwinds can often lead to reactive decisions: leaner plans, smaller teams, deferred investments. But the most resilient organizations find ways to maintain employee trust and deliver value- even when conditions are tough.

That might mean:

• • Redesigning benefits to protect lower-wage workers
  • Offering voluntary benefits or tiered care navigation support
  • Exploring captives, pooled solutions, or new funding models
  • Leading with transparency around change and cost pressures

When headlines are swirling and economic uncertainty feels relentless, your employees look to HR for clarity, stability, and care. Tariffs and inflation may not be in your job description -- but the impact on your people and your business definitely is.

For a deeper dive, check out the recent webinar here: Some Signs Point to an Economic Slowdown and High Inflation in 2025. What Does This Mean for Employers?

Need a pulse check on your current strategy?
OneDigital’s benefits, pharmacy, property & casualty and HR consultants are here to help you navigate today’s uncertainty so you’re prepared to weather whatever the future holds.

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Why HR and Finance Teams Struggle to Align—and What to Do About It 7 Apr 2025, 5:35 pm

In today’s evolving business landscape, HR and finance teams must work hand in hand to drive organizational success.

Yet, despite their shared responsibility for workforce planning, these two departments often struggle to align. HR prioritizes recruitment, retention, and employee experience, while finance focuses on cost control and risk management. These differing perspectives can create friction—but with the right approach, businesses can foster collaboration and strategic alignment.

The Core Disconnect Between HR and Finance

The tension between HR and finance teams largely stems from their differing priorities:

• HR Professionals focus on employee engagement, benefits, and long-term talent strategy.
• Finance Leaders prioritize budgeting, cost containment, and financial forecasting.

For example, HR may advocate for enhanced benefits to attract and retain talent, while finance seeks to minimize expenses. These differences can lead to siloed decision-making, inefficient budget allocation, and missed opportunities for growth.

The Role of Data in Bridging the Gap

Data is the key to breaking down barriers between HR and finance. By leveraging shared insights, companies can create a unified approach to workforce planning. Here’s how:

When evaluating benefits programs, finance teams rely on financial models to assess the total cost and return on investment, while HR teams use engagement surveys and turnover rates to measure the impact on retention and productivity. Predictive analytics further enhances collaboration by allowing finance to forecast future benefits expenses through actuarial data, while HR analyzes workforce demographics to anticipate employee needs before they arise.

Retirement plan participation and financial wellness represent another intersection of priorities. Finance departments assess contribution rates and the long-term sustainability of retirement plans, while HR teams leverage employee financial literacy data to advocate for stronger employer contributions, ensuring employees feel financially secure.

Similarly, when it comes to healthcare utilization and claims data, finance teams analyze claims to contain costs, whereas HR professionals focus on wellness programs that can help prevent long-term expenses. By aligning these efforts, organizations can strike a balance between cost efficiency and employee well-being.

Turnover and retention metrics also require joint attention. Finance leaders calculate the financial impact of employee turnover, while HR teams analyze exit interview data to refine benefits offerings and retention strategies, helping to mitigate costly turnover.

Finding Common Ground: Key Areas for Collaboration

Despite their differences, HR and finance teams can align in several critical areas:

1. Controlling Costs While Maximizing Value: Both teams strive to balance affordability and competitiveness in benefits, health plans, and retirement contributions.
2. Employee Retention & Reducing Turnover Costs: Investing in benefits and financial wellness programs can lead to lower turnover, benefiting both HR and finance.
3. Workforce Planning & Budgeting: Accurate forecasting of salary and benefits costs helps ensure sustainable growth.
4. Compliance & Risk Management: Collaboration ensures adherence to ERISA, ACA, HIPAA, COBRA, and fair compensation laws.
5. Employee Productivity & Business Performance: Engaged employees contribute to business success, making wellness and development programs a shared priority.
6. Data-Driven Decision Making: HR and finance can use total rewards analysis, turnover cost metrics, and healthcare utilization trends to make informed choices.

How Impact Studio Bridges the HR-Finance Divide

Impact Studio brings HR and finance together in a way that allows both teams to make informed, strategic decisions—without compromising their individual priorities. By integrating workforce planning, benefits, and financial data into a single platform, Impact Studio ensures that HR professionals have the insights they need to enhance employee experience, while finance teams gain the clarity required for cost-effective decision-making. This synergy empowers organizations to maximize workforce investments, striking the perfect balance between financial responsibility and employee well-being.

Key Features of Impact Studio:

• A Unified View of Workforce Investments – Consolidates benefits, retirement, compensation, and total rewards data in one place.
• AI-Driven Insights – Translates workforce trends into clear, strategic action steps.
• Long-Term Strategic Planning – Provides a five-year forecast for benefits and compensation strategies.
• Consultant-Led Guidance – Combines expert consulting with a centralized system to manage total workforce spending.

By leveraging AI-driven insights and strategic consulting, businesses can align workforce investments with long-term objectives—leading to better outcomes for both employees and the organization.

Aligning for Greater Workforce Impact

HR and finance leaders don’t have to work in silos. By embracing data-driven collaboration, they can develop a clear strategy for workforce planning that balances employee experience with financial sustainability.

Want to see how Impact Studio can help your organization bridge the HR-finance gap? Get started here: Impact Studio

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OneDigital Recognized in the 2025 NAPA TOP DC Advisor Multi-Office Firms Award 7 Apr 2025, 1:00 pm

Overland Park, KS – April 1, 2025 - OneDigital Investment Advisors LLC (“OneDigital”) announced that they have been named to the NAPA 2025 Top DC Advisor Multi-Office Firms.

The firms are recognized for having more than one office/physical location and have more than $1 billion in DC assets under advisement (AUA) as of December 31, 2024. This total list of DC Firms represents more than $2 Trillion in AUA. The NAPA organization stated that they are thankful for the opportunity to recognize the firms on the list for their commitment and hard work.

It’s an incredible honor to be recognized once again as a Top Advisor Multi-Office Team. At OneDigital, our commitment is to delivering customized retirement solutions that evolve with the needs of our clients. This recognition helps affirm the dedication and effort we pour into our practice, and we are grateful for the opportunity to continue to make a meaningful impact.
 
—Vince Morris, President, OneDigital Retirement + Wealth

This achievement is a testament to the dedication of OneDigital advisers nationwide and the invaluable support staff who make it all possible. We deeply appreciate the contributions of every individual who played a part in growing our business.
 
—Frank Zugaro, National Vice President, Retirement Solutions, OneDigital Financial Services

The full NAPA TOP DC Advisor Multi-Office Firms List and award criteria can be found here.

Want to read more on OneDigital? Check out this recent article: Thirty-Seven OneDigital Advisor Teams Named in the 2025 NAPA Top DC Advisor Teams Awards.

Investment advice offered through OneDigital Investment Advisors LLC.

This year’s National Association of Plan Advisors list recognized 42 multi-office firms representing over $2 trillion in AUA. This recognition is based solely on quantitative figures, there is no judging or subjective measurement. No compensation was provided to obtain or promote the award. This award is not an indication of future performance or client experience.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success and financial security. Our insurance, financial services and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.

OneDigital® is a registered trademark of Digital Insurance LLC (“OneDigital”) and is the marketing name used by Digital Insurance LLC and its affiliates to market their products and services. Each company has financial responsibility only for its own products and services. Investment advisory services offered through OneDigital Investment Advisors, a wholly owned subsidiary of OneDigital.

About the National Association of Plan Advisors

The National Association of Plan Advisors was created by and for retirement plan advisors. Membership is also open to other retirement industry professionals who support the interests of plan advisors. NAPA is the only advocacy group exclusively focused on the issues that matter to retirement plan advisors. NAPA is part of the American Retirement Association, based in the Washington, D.C. area. More information about NAPA is available at napa-net.org.

ID: 00164487

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Navigating Layoffs: How to Prepare and Recover 4 Apr 2025, 9:05 pm

Have you noticed that reports of layoffs have jumped back into the news lately? And with that, there is also more uncertainty in the economy than we’ve seen for a while.

That can sometimes mean that the job security many of us had may be slipping. If you, a family member, or a friend are worried about the possibility of being laid off, there are proactive steps to take. And if the worst happens, knowing how to recover can make all the difference.
 

Preparing for the Possibility of Being Laid Off

While the prospect of layoffs is daunting, being prepared can help soften the blow. Here’s some steps you can take to help stay prepared:

1. Build Financial Resilience:

Start by creating an emergency fund that can cover 6 - 12 months of your living expenses. This financial cushion can alleviate stress while you plan your next steps. Also keep credit card and other high-interest debt as low as possible.

2. Review Your Spending

Take a look at your monthly spending with a more cautious eye. Is this something I really need, or can I live without it? Are there monthly subscriptions that I can cut? This type of review is always a good practice, but knowing what the essentials are and reducing expenses can help you save more.

3. Enhance Your Skill Set:

Stay competitive in the job market by upskilling or reskilling where needed. There is no shortage of online platforms in many fields available to help. Certifications in emerging industries or technologies can be especially valuable.

4. Strengthen Your Network:

Professional relationships are invaluable during times of transition. Attend industry events, connect with former colleagues, and engage on platforms like LinkedIn. A strong network can open doors to new opportunities.

5. Organize Important Documents:

Before access is potentially restricted, gather copies of performance reviews, work samples, and any other relevant documentation from your current employer. These can be useful for job applications or interviews.

6. Stay Informed:

Keep an eye on industry trends and your company’s financial health. Early warning signs of layoffs might include budget cuts, hiring freezes, or changes in leadership.

Steps to Take If You’ve Been Laid Off

A layoff can be an emotional and financial shock, but there are concrete steps to regain stability:

1.Take Time to Process:

It’s normal to feel a range of emotions—anger, sadness, frustration. Allow yourself to grieve but avoid making impulsive decisions. Rely on a support system of family and friends to help you through this period.

2. Understand Your Rights and Benefits

Carefully review your severance or exit package and any benefits, such as health insurance extensions or outplacement services. File for unemployment benefits promptly and familiarize yourself with local resources.

3. Reassess Finances:

If you don’t already have a Financial Advisor, this is an ideal time to find a professional advisor who you can rely on to guide you through the many decisions you will face. You may find one through your employer or a referral from a colleague or friend.

4. Re-evaluate Your Career Path:

Use this time as an opportunity to reflect on your long-term goals. Update your resume and LinkedIn profile, highlighting your achievements. Explore temporary or freelance opportunities as a way to stay active and maintain income.

5. Focus on Personal Growth:

Consider this a chance for reinvention. Whether it’s pursuing a passion project, starting a side hustle, or dedicating time to family, use this transition to explore new possibilities.

 

Conclusion

While layoffs can feel overwhelming, they don’t have to define your career or future. By preparing ahead of time and taking proactive steps after a layoff, individuals can navigate this challenging period with resilience and determination. Remember, some of the most inspiring success stories begin with an unexpected change.

Your journey won’t end there – it will just represent the beginning of a new chapter.

ID: 00166705

Investment advice offered through OneDigital Investment Advisors LLC.

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Investment Viewpoint: A Deeper Look at Cryptocurrency 4 Apr 2025, 6:54 pm

History has shown us that every generation experiences its own wave of “next big thing” investments—whether it was the dot-com boom of the late 1990s, real estate speculation in the early 2000s, or even the gold rushes of the 19th century.

While these opportunities often captivate headlines and spark enthusiasm, they can also lead to speculative frenzies where emotions, rather than careful planning, drive decisions. Cryptocurrency is the latest example of such a phenomenon, capturing public imagination and creating dramatic market stories.

Cryptocurrencies, particularly Bitcoin, have garnered significant attention over the past decade. Initially envisioned as a decentralized alternative to traditional currencies, their role has evolved. At OneDigital, we believe that there are many factors to consider when working with an advisor to decide about the inclusion of any investment in a portfolio. Some of these factors include risk tolerance, liquidity needs, suitability and long-term objectives. Discussing the role of each of these critical components with a financial professional and understanding impacts is a critically important step.

While cryptocurrencies such as bitcoin have introduced innovative concepts and technologies, their current role is more aligned with speculative investments than practical currencies. Unlike traditional investments, they lack natural methods for generating returns and rely heavily on market demand and speculation.

As the market evolves, it remains to be seen whether cryptocurrencies will develop into stable, widely accepted currencies or continue to be viewed primarily as speculative assets.

Opportunities and Risks of Portfolio Inclusion

The cryptocurrency market offers both potential opportunities and significant risks for investors. Each of these pros & cons should be weighed when considering them for portfolio inclusion.

Opportunities:

1. Portfolio Diversification: Cryptocurrencies can serve as a non-correlated asset class, potentially reducing portfolio risk during market downturns.
2. Potential for High Return: As an emerging industry, cryptocurrencies could provide substantial growth opportunities, with the potential for high returns as demand increases and technology continues to evolve.
3. Global Accessibility: Cryptocurrencies can facilitate cross-border transactions with lower fees and greater speed.

Risks:

1. Volatility: Extreme price swings can lead to significant gains or losses over a short time.
2. Regulatory Uncertainty: Governments worldwide are still defining their approaches to cryptocurrencies and policies could impact the viability and value of cryptocurrencies.
3. Security Concerns: Despite blockchain’s inherent security, exchanges and wallets remain vulnerable to hacking and loss.
4. Speculative Nature: Many investors buy cryptocurrencies hoping for price appreciation rather than using them for transactions. However, it's important to note that the IRS treats cryptocurrency as property for tax purposes. This means that any transaction—whether for investment or for the purchase of goods—could be subject to capital gains tax. (See IRS Notice 2014-21 for more details.)¹

Matters of Reliance

Traditional investments like stocks and bonds have intrinsic mechanisms for generating returns. Stocks represent ownership in a company, which can generate profits and pay dividends, while bonds are debt instruments that pay interest over time. Both have underlying assets or business activities that create value. In contrast, cryptocurrencies do not have inherent value-generating mechanisms. They do not produce cash flows, dividends, or interest. The value of a cryptocurrency is primarily driven by market demand and the willingness of others to buy it at a higher price.

This reliance on market demand for value appreciation in cryptocurrencies aligns with what is referred to as the "Greater Fool Theory.” This theory suggests that one can profit from buying an overvalued asset by selling it to someone else at a higher price. This strategy relies on finding a new buyer willing to pay more. However, if the market realizes the asset is overvalued, the price can drop quickly, leaving the last buyer with a loss. This speculative nature makes cryptocurrencies highly dependent on market sentiment and investor behavior rather than any type of economic value.

We are not suggesting that incorporating these types of assets into a portfolio is foolish. In fact, the U.S. dollar itself is only valuable as long as we, the people, believe it to be. For some investors it may be appropriate to consider adding speculative investments, like cryptocurrencies, to a diversified portfolio. A small allocation might enhance a portfolio's overall risk-return profile. What we are suggesting is that it is crucial to approach any allocation with caution, given the high volatility and speculative nature of these assets.

Conclusion

As your financial professionals, our role is to provide perspective amid this noise and help you focus on what truly matters: your long-term financial plan. While it’s tempting to chase trends or react to short-term excitement, history teaches us that disciplined investing and adhering to a thoughtful strategy are what ultimately lead to success. Markets will always change, and new opportunities will emerge, but your goals remain the foundation of everything we do.

The cryptocurrency market may evolve in ways we can’t yet predict, and it’s natural to feel curious or even anxious about “missing out.” However, staying calm, informed, and deliberate is key. Together, we can determine what—if any—role these investments should play in your broader portfolio, ensuring every decision aligns with your needs, risk tolerance, and long-term vision.

The Mechanics of Cryptocurrency

To understand cryptocurrencies and their implications, it’s essential to grasp the underlying technology and economic principles:

1. Blockchain Technology: At the core of most cryptocurrencies is blockchain, a decentralized digital ledger that records transactions across multiple computers. This technology works to provide transparency, immutability, and security, which are vital to cryptocurrency’s functionality.
2. Supply and Demand Dynamics: Many cryptocurrencies, such as Bitcoin, have a capped supply (e.g., 21 million coins). This scarcity principle, combined with growing demand, is a significant driver of price. However, while supply may be capped within a single cryptocurrency, there is no limit to the number of cryptocurrencies that may be launched.
3. Decentralization: Unlike traditional currencies, cryptocurrencies are generally not controlled by a central authority. This feature appeals to those seeking an alternative to fiat money, particularly during periods of political or economic uncertainty.
4. Mining and Energy Use: Mining is the process by which new cryptocurrency units are created and transactions are verified. However, it is energy-intensive, with Bitcoin mining alone consuming more electricity annually than some entire countries [Source: Cambridge Bitcoin Electricity Consumption Index] highlighting significant environmental and sustainability concerns.

¹https://www.irs.gov/pub/irs-drop/n-14-21.pdf

Investment advice offered through OneDigital Investment Advisors LLC.

This is for informational purposes only and should not be interpreted as specific investment advice. Investors should make investment decisions based on their unique investment objectives and financial situation. While the information is believed to be accurate, it is not guaranteed and is subject to change without notice.

ID: 00166244

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The Data Dilemma: Why Employers Struggle to Turn Workforce Insights into Action 4 Apr 2025, 4:47 pm

Data has never been more abundant for HR and benefits leaders.

Employers collect workforce census data, industry benchmarks, employee survey results, and years of utilization data on their plans. Yet, despite having access to this wealth of information, many organizations struggle to translate it into meaningful action. Why? Because having data is one thing—understanding and applying it effectively is another.

The Challenges of Acting on Workforce Data

Employers face three primary roadblocks when trying to leverage workforce insights:

• Siloed Systems – Workforce data is often scattered across multiple platforms, from benefits administration tools to compensation databases, employee surveys, and third-party benchmarking reports. Without a way to integrate these insights, employers are left with fragmented information that makes strategic decision-making nearly impossible.
• Lack of Expertise – While large enterprises may have dedicated teams for data analytics, mid-sized employers often lack the internal resources needed to analyze workforce data holistically. Sifting through complex reports and attempting to identify trends can take hours—without guaranteeing that the insights will lead to impactful strategy shifts.
• Too Much Raw Data, Too Few Insights – Data alone doesn’t drive results—interpretation does. Employers need a way to connect raw numbers to real-world business decisions, yet many lack the tools or expertise to extract actionable intelligence from their workforce investments.

Common Pitfalls: Why Businesses Fail to Act

Even when employers attempt to use workforce data, they often make mistakes that hinder their ability to drive meaningful change:

• Focusing on the Wrong Metrics – It’s easy to track engagement numbers or healthcare claims, but without context, these metrics can lead employers astray. For example, an employer may prioritize expanding healthcare offerings without realizing that financial stress is a more pressing issue for employees. When benefits strategies don’t align with actual employee needs, engagement and ROI suffer.
• Not Connecting Data to Business Outcomes – Workforce planning isn’t just an HR function—it’s a business strategy. Employers who fail to link workforce insights to larger company objectives (such as retention, productivity, and long-term financial sustainability) often find themselves reacting to problems instead of proactively shaping their workforce strategy.

How Impact Studio Bridges the Gap

Many platforms provide visibility into plan data, but OneDigital’s Impact Studio goes further by integrating traditionally separate programs—employee benefits, retirement, compensation, and total rewards—into a single, streamlined platform. Employees experience these as a comprehensive package, and now, employers can manage them the same way. Instead of making siloed decisions, Impact Studio helps employers optimize their full wallet of investible workforce dollars by offering:

• A Unified View of Workforce Investments – Impact Studio consolidates benefits, retirement, compensation, and total rewards data in one place, breaking down barriers between different programs.
• AI-Driven Insights – Instead of simply presenting raw data, Impact Studio’s AI-powered storytelling and data visualization tools translate workforce trends into clear, strategic action steps.
• Long-Term Strategic Planning – Employers can forecast workforce investment impacts over a five-year horizon, allowing them to proactively align benefits, compensation, and total rewards with evolving business goals and employee needs.

For employers who struggle to act on workforce data, Impact Studio provides the missing link—a consultant-led platform that combines expert guidance with a centralized system to track and manage total workforce spending across health and benefits, retirement, wages, and salaries. By leveraging AI-driven insights and strategic consulting, businesses can make smarter, more forward-looking decisions that align workforce investments with long-term business objectives—leading to better outcomes for both employees and the organization.

From Data to Decisions—Faster Than Ever

The challenge for many employers isn’t a lack of data—it’s turning that data into a cohesive strategy. Workforce inefficiency isn’t just an administrative headache—it’s a costly problem that directly impacts both employee well-being and an organization’s bottom line. Employers who take a data-driven, unified approach to benefits and workforce planning can break the cycle of misaligned investments and rising costs.

With Impact Studio, businesses can finally close the gap between workforce insights and action. It’s not just about gathering data; it’s about using it to shape a smarter, more strategic approach to workforce planning. Ready to turn your workforce data into a game plan that drives business success? Let’s start the conversation.

The post The Data Dilemma: Why Employers Struggle to Turn Workforce Insights into Action appeared first on OneDigital.

Should You Use a Financial Advisor? 4 Apr 2025, 3:41 pm

When it comes to achieving goals in life, having a coach or mentor can make the difference between success and stagnation.

This link is clear across a wide range of disciplines: athletes work with coaches to improve their skills, personal trainers help individuals get into shape, and even Pickleball enthusiasts benefit from working with an instructor. So why should managing your financial future be any different?

Just as a personal trainer customizes a fitness plan to fit your needs, a financial advisor can work with you to create a personalized roadmap for your financial well-being. Although investments are a large part of what most financial advisors do for their clients, it’s not just about investment strategies; a good financial advisor considers the whole picture—retirement planning, tax strategies, insurance coverage, estate planning and more. Their role is to help you make informed decisions, avoid costly mistakes, and stay on track to meet your long-term objectives.

The Value of Expertise and Objectivity

Managing finances can be daunting, and emotions often cloud judgment when it comes to money. Fear and greed, for instance, can lead to impulsive decisions, like panic-selling during a market downturn or chasing choices that don’t align with your risk tolerance. Financial advisors bring a level-headed, objective perspective to the table.
They act as a sounding board, assisting you in making informed decisions.

Moreover, financial advisors are equipped with technical experience that goes beyond surface-level knowledge. Whether it’s navigating tax implications, optimizing retirement contributions, or choosing the right insurance coverage, their advice can have a significant impact on your financial outcomes.
For investments alone, a financial advisor will provide guidance on Asset Allocation, Rebalancing and Tax Efficient Investing. That, combined with creating a portfolio that matches an individual’s goals and risk tolerances can add value in ways most don’t understand.

Quantifying the Benefits

You might wonder: Is a financial advisor really worth the cost? The answer, based on research, is yes. Vanguard, a leading investment firm, has conducted an annual study since 2001 that attempts to quantify the value financial advisors can add. Their findings suggest that, on average, working with a financial advisor may potentially lead to an additional 2% to 3% in returns each year compared to those who do not use an advisor.¹ This could potentially contribute to the growth of your portfolios over time.

This “advisor alpha,” as Vanguard calls it, doesn’t just come from investment management. Much of the added value stems from behavioral coaching—keeping clients disciplined and focused during volatile markets—as well as strategic tax and withdrawal planning.

Tailored Guidance for Every Stage of Life

Financial advisors aren’t just for the wealthy or those nearing retirement. They can provide valuable support for individuals at every stage of life. Young professionals might seek advice on budgeting, student loan repayment, or saving for a first home. Families in their prime earning years may need guidance on education savings plans or tax-efficient strategies for growing their wealth. And retirees can benefit from advice on sustainable withdrawal rates and legacy planning.

The key is to find an advisor who aligns with your needs and goals. Some advisors charge a flat fee, while others work on a percentage of assets under management or an hourly rate. It’s important to understand their fee structure and ensure it fits your financial situation.

The Bottom Line

For many individuals, the experience, objectivity, and peace of mind that an advisor provides can be beneficial, but it's important to consider the associated costs. Just as athletes, trainers, and coaches help people achieve their best in other areas of life, a financial advisor can play a crucial role in helping you build and secure your financial future.

¹https://corporate.vanguard.com/content/dam/corp/articles/pdf/putting_value_on_your_value_quantifying_vanguard_advisors_alpha.pdf

Investment advice offered through OneDigital Investment Advisors LLC.
This article is for informational purposes only and should not be interpreted as specific investment advice. Investors should make investment decisions based on their unique investment objectives and financial situation.
ID: 00160363

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Understanding Tariffs: Their Mechanisms, Motivations, and Impacts 4 Apr 2025, 2:00 pm

Headlines around tariffs have taken over the news cycle so far this year as the market has struggled with high levels of uncertainty.

Below is a summary of how tariffs work and their impact on the economy.

How Tariffs Work

At its core, a tariff is a tax imposed by a government on goods and services imported from other countries. The tax is typically paid to the government by the importer, who may pass the cost onto consumers through higher prices or try to negotiate new pricing with the source company. Tariffs can be specific (a fixed fee per unit) or ad valorem (a percentage of the value of the goods).

Why Countries Implement Tariffs

Countries implement tariffs for several reasons:

• Protect Domestic Industries: By making imported goods more expensive, tariffs can help protect nascent or struggling domestic industries from international competition.
• National Security: Tariffs can safeguard industries crucial to national security, ensuring that the country is not overly dependent on foreign suppliers for essential goods.
• Revenue Generation: Tariffs can be a source of revenue for governments, although this is less common in modern economies compared to other forms of taxation.
• Retaliation and Negotiation: Tariffs can be used as a tool in trade negotiations, to retaliate against unfair trade practices, or to pressure other countries into making concessions.

Impact on the Broader Economy

The broader economic impact of tariffs can be complex and multifaceted:

• Inflation: Tariffs often lead to higher prices for producers and consumers, as importers pass on the additional costs. For example, in 2024, importers paid an estimated 2.2 cents in duties for every dollar of goods imported. With additional tariffs, this cost can rise significantly.[1] This can reduce consumer spending and overall economic growth.
• Domestic Production: Tariffs can boost domestic industries by reducing foreign competition. Tariffs can also lead to inefficiency and higher production costs if domestic producers do not face competitive pressures. Depending on the industry or product, developing manufacturing capabilities onshore can take a significant amount of time and prolong the effects on prices. In some cases, tariffs have led to a 30% increase in costs for certain sectors.[1]
• Trade Relations: Tariffs can strain international trade relations, leading to trade wars where countries impose retaliatory tariffs on each other. This can disrupt global supply chains and negatively impact economic stability and inefficiency.

Impact on Companies Within the Economy

For companies, the effects of tariffs can vary widely:

• Competitive Advantage: Domestic companies that compete with imports may benefit from reduced competition, potentially increasing their market share. This may allow domestic companies to increase production and jobs.
• Increased Costs: Companies that rely on imported materials or components may face higher costs, which can squeeze profit margins. These companies might pass on the costs to consumers.
• Supply Chain Alteration: Tariffs can disrupt supply chains, forcing companies to find alternative suppliers or to absorb higher costs. Supply chain diversification is not inherently bad but can lead to short-term delays and increased operational complexity.
• Investment Uncertainty: The imposition of tariffs can create uncertainty, making companies hesitant to invest in new projects or expand operations. This can slow economic growth and innovation.
• Currency Fluctuations: Tariffs may contribute to a weaker dollar, making foreign investment more challenging. This can incentivize companies to build new plants or expand operations domestically, as the relative cost of investment in the U.S. becomes cheaper.
• Revenue & Earnings Uncertainty: During the COVID-19 pandemic, many companies successfully passed increased costs from supply chain disruptions to consumers. This challenged the traditional notion that higher input costs necessarily reduce earnings. However, consumer balance sheets were bolstered by Federal stimulus at that time and future dislocations may not play out the same way.

Conclusion

While Tariffs can protect domestic industries and generate government revenue, they also have significant implications for consumer prices, economic growth, and international trade relations. Companies and consumers need to work to navigate these challenges to mitigate negative impacts and capitalize on any potential benefits. And, of course, the lasting effects of changes in international trade relations can take years to work through.

Regardless of the headlines, it’s important for investors to focus on their long-term financial goals and avoid knee-jerk reactions. The best way to think about a potential change to your financial plan is to do so methodically and with your advisor to determine if any financial plan adjustments are needed.

Want to read more? Check out Staying the Course: The Benefits of Sticking to Your Asset Allocation During Market Volatility.

Sources:
[1]Federal Reserve Bank of Richmond, "Tariffs: Estimating the Economic Impact of the 2025 Measures and Proposals."

Investment advice offered through OneDigital Investment Advisors LLC.

This is for informational purposes only and should not be interpreted as specific investment advice. Investors should make investment decisions based on their unique investment objectives and financial situation. While the information is believed to be accurate, it is not guaranteed and is subject to change without notice.

Investors should understand the risks involved in owning investments, including interest rate risk, credit risk and market risk. The value of investments fluctuates and investors can lose some or all of their principal.

Past performance does not guarantee future results.

Views and Opinions expressed herein are provided as of 4/3/25.

ID: 00167717

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The Hidden Costs of Workforce Inefficiencies (And How to Fix Them) 4 Apr 2025, 1:13 pm

Every benefits and HR leader knows that making the right workforce investments is critical—but how do you know if those investments are actually delivering value?

With inflation, rising healthcare costs, and increasing employee expectations, employers are under more pressure than ever to maximize every dollar. Yet, many organizations continue to pour money into benefits, compensation, and workforce programs without clear insight into whether those investments align with employee needs. The result? Rising costs, underutilized programs, and a disengaged workforce.

Take the case of a mid-sized employer in the professional services industry. They were facing the all-too-common challenge of increasing healthcare costs while struggling with low benefits utilization. Upon closer examination, a survey of their workforce revealed that employees were more concerned about financial wellness than healthcare access. With a predominantly younger, healthier employee base, medical plan usage was low, but financial stress was high. This disconnect meant that the company was investing heavily in medical benefits their employees weren’t using, while overlooking an opportunity to provide more relevant financial support. Without a unified approach to benefits data and workforce insights, they were stuck in a cycle of escalating costs and employee disengagement.

Why Workforce Inefficiency is So Costly

Workforce inefficiencies often stem from a lack of visibility into how employee benefits – including healthcare and financial/retirement program – and compensation programs align with employee needs. Employers are making strategic decisions about their workforce investments without the right data, leading to several challenges:

• Misaligned Benefits Strategy – Without clear insights, employers risk investing in programs that employees don’t find valuable, leading to low engagement and wasted dollars.
• Siloed Decision-Making – Information is often spread across different platforms and providers, making it difficult to see the full picture and make informed decisions.
• Escalating Costs Without ROI – With healthcare premiums rising and employees expecting more from their benefits, misaligned investments create financial strain on both employers and employees.
• Fragmented Workforce Planning – Without a unified view, HR and finance teams struggle to coordinate benefits, compensation, and retirement strategies in a way that drives real business value.

For our professional services employer, this meant missing a critical opportunity to reallocate resources in a way that truly benefited employees. Instead of increasing spending on underutilized medical benefits, they could have redirected those dollars to initiatives like enhanced 401(k) matching, student loan assistance, or financial wellness programs—benefits that employees actually valued.

A Smarter Approach to Workforce Planning

Many platforms provide visibility into plan data, but what sets OneDigital’s Impact Studio apart is its ability to bring together traditionally separate programs—employee benefits, retirement, compensation, and total rewards—into a single, streamlined platform. Employees experience these as a comprehensive package, and now, employers can manage them the same way. Instead of making siloed decisions, Impact Studio helps employers optimize their full wallet of investible workforce dollars by offering:

• A Unified View of Workforce Investments – Impact Studio consolidates benefits, retirement, compensation, and total rewards data in one place, breaking down barriers between different programs.
• AI-Driven Insights – Instead of simply presenting raw data, Impact Studio’s AI-powered storytelling and data visualization tools translate workforce trends into clear, strategic action steps.
• Long-Term Strategic Planning – Employers can forecast workforce investment impacts over a five-year horizon, allowing them to proactively align benefits, compensation, and total rewards with evolving business goals and employee needs.

The Bottom Line

Workforce inefficiency isn’t just an administrative headache—it’s a costly problem that directly impacts both employee well-being and an organization’s bottom line. Employers who take a data-driven, unified approach to benefits and workforce planning can break the cycle of misaligned investments and rising costs.

With OneDigital’s Impact Studio, employers gain a consultant-led platform that combines expert guidance with a centralized system to track and manage total workforce spending across health and benefits, retirement, wages, and salaries. By leveraging AI-driven insights and strategic consulting, businesses can make smarter, more forward-looking decisions that align workforce investments with long-term business objectives—leading to better outcomes for both employees and the organization.

Want to see how a more strategic, data-driven approach to workforce planning can transform your business? Let’s start the conversation.

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OneDigital Named to Fortune 100 Best Companies to Work For 2025 2 Apr 2025, 12:59 pm

Recognition underscores OneDigital’s commitment to building an exceptional workplace culture

Atlanta, GA – April 2, 2025 – OneDigital, an insurance brokerage, financial services, and HR consulting firm, has been named to the Fortune 100 Best Companies to Work For® list today based on research by Great Places to Work® using survey data from March 2025.* This marks the company’s first time on the prestigious list, following a standout year in 2024 where OneDigital earned three other major Fortune recognitions, including Best Workplaces for Women, Best Workplaces for Millennials, and Best Workplaces in Insurance and Financial Services, based on research by Great Places to Work® using survey data from February 2024. * This latest accolade underscores OneDigital’s commitment to building a culture where employees thrive, grow, and feel valued. Compensation was provided to Great Places to Work® for administering the surveys.

This year, over 1.3 million employees across the U.S. provided confidential feedback, with only the companies receiving consistently high survey responses across 60 statements in the Trust Index Survey being selected for this honor.

We are incredibly proud to be named to the Fortune 100 Best Companies to Work For list for the first time. Over the years, we’ve cultivated a culture that’s deeply caring, relentlessly collaborative, and fiercely competitive. This recognition is testament to the fact that this powerful combination doesn’t just help our people do their best work; it allows them to live their best lives. I couldn’t be more proud of the shared vision and purpose that fuels our business and culture.
 
— Elizabeth Chrane, Chief People Officer, OneDigital

The Fortune 100 Best Companies to Work For list is one of the most competitive and rigorous workplace awards in the country. Organizations must be Great Place to Work Certified with at least 1,000 U.S. employees to be considered. Companies are evaluated based on employee feedback, company performance, and their ability to create a positive, inclusive environment for all employees.

OneDigital has consistently earned spots on workplace ranking lists based on positive employee survey feedback. Employees highlight leadership behavior, inclusion, and belonging as the company’s top strengths. In the past year, OneDigital has appeared on several top workplace lists including its eighth consecutive recognition as Best and Brightest Company to Work For® nationally and in 12 unique markets - survey was administered May 2024. Additionally, OneDigital has received several industry-based awards.

View OneDigital’s profile on the Fortune 100 Best Companies to Work For® in 2025 here.

Build Your Career at OneDigital

Looking to grow your career at a company that puts its people first? Visit the career page on OneDigital.com to search current job listings and to learn more about working at OneDigital.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success, and financial security. Our insurance, financial services, and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.

About the Fortune 100 Best Companies to Work For

The Fortune 100 Best Companies to Work For list is based on employee feedback from over 1.3 million workers across the United States, gathered and analyzed by Great Place to Work. Companies are assessed on their ability to create inclusive, supportive, and high-performance environments for all employees. Only companies with Great Place to Work Certification and 1,000 or more employees are eligible for consideration. For more information about the rankings, visit Fortune.com.

About Great Place to Work

As the global authority on workplace culture, Great Place to Work brings 30 years of groundbreaking research and data to help companies build great workplaces for all employees. Its proprietary platform and Great Place to Work Model assist companies in evaluating the employee experience, with exemplary workplaces earning recognition on prestigious lists like the Best Workplaces list. Learn more at greatplacetowork.com.

Fortune’s 100 Best Companies to Work For, Best Workplaces for Women, Best Workplaces for Millennials, and Best Workplaces in Insurance and Financial Services are not based on client experience or future performance.

*Great Places to Work® and the Best and Brightest Company to Work For® lists are not based on client experience or future performance. Organizations such as Fortune or National Association for Business Resources sponsor awards using research conducted by Great Places to Work®.

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OneDigital Accelerates Growth with Key Leadership Appointments 1 Apr 2025, 1:00 pm

Regional Presidents to Lead Market Expansion and Strengthen OneDigital’s Diversified Platform

ATLANTA, GA – April, 1, 2025 – OneDigital, the nation’s leading insurance brokerage, financial services, and HR consulting firm, today announces the appointment of four Regional Presidents who will lead their teams to deliver exceptional impact for clients within our markets and across the organization’s diverse portfolio of Employee Benefits, Property & Casualty, Retirement, Wealth Management, Human Resources Consulting, and PEO practices.

These leadership appointments are an extension of the firm’s existing regional structure and reflect the company’s ongoing investment in innovation, cost and risk management, and superior client experiences across its diversified platform.

OneDigital’s incredible growth and diversification has been fueled by our ability to deliver the bottom-line impact our clients need to ensure their success—which is at the heart of what drives every one of our nearly 5,000 team members. This leadership team is charged with executing on that promise in the most powerful way possible so our teams can continue to drive impact for our clients and the people we serve every day.
 
— Bill Carew, Chief Operating Officer at OneDigital

To help drive and accelerate OneDigital’s continued expansion and high-performance culture, the following leaders have been appointed as Regional Presidents:

• Emily Bailey – Regional President, East Region

  Bailey will lead OneDigital’s East Region, which now encompasses an expanded footprint across the Northeast and Mid-Atlantic. A 19-year veteran of OneDigital, Bailey has played a pivotal role in the company’s success, previously leading the Northeast region. Her leadership has been instrumental in driving transformative growth initiatives, strengthening client relationships, and advancing OneDigital’s reach across all business lines.

• Adam Pannell – Regional President, South Region

  Pannell will oversee OneDigital’s South Region, which includes key markets across the Carolinas, Tennessee, Georgia, Florida, Texas, Arkansas, and Oklahoma. With a strong background in insurance, M&A, and operational leadership, Pannell assumes his new role after most recently serving as Executive Vice President of Mergers & Acquisitions, where he successfully led the integration of more than 200 firms into OneDigital’s operations over the last 15 years. His extensive experience provides him with an intimate knowledge of the company’s operations and market expansion opportunities.

• Todd Belden – Regional President, Central Region

  Belden will lead OneDigital’s Central Region. Since joining OneDigital in 2021, Todd has played a crucial role in the growth of OneDigital’s Property and Casualty (P&C) practice, which has seen substantial expansion through 20 acquisitions and double-digit organic growth. His extensive experience and client-first approach uniquely positions him to lead the region’s continued expansion in key growth markets while helping OneDigital further solidify its position as an innovative market leader.

• Jeff Fallick – Regional President, West Region

  Fallick will continue leading OneDigital’s West Region, building on his decade-long tenure at OneDigital. A proven leader in organic growth and M&A, Fallick’s strategic vision and leadership have been instrumental in expanding OneDigital’s footprint across key markets in the Western U.S., in addition to the firm’s expansion into new solutions including wealth management, property & casualty and PEO.

Earlier this year, OneDigital celebrated its 25th anniversary, marking a legacy of growth and innovation. The appointment of new regional leaders supports the company’s continued expansion, ensuring it remains agile, client-focused, and positioned for future success. These changes are key to driving the next phase of OneDigital’s growth and solidifying its role as an industry innovator.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success and financial security. Our insurance, financial services and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.

Media Contact:
Chelsea McKenna, Senior Director of Brand Communications
Chelsea.Mckenna@onedigital.com

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OneDigital Welcomes Wealth Management Leader David Kover, CFP ® and Vertical Financial Group 1 Apr 2025, 1:00 pm

Firm Expands Financial Services Practice in Central Region

Overland Park, KS – April 1, 2025 –OneDigital Investment Advisors LLC, a wholly owned subsidiary of OneDigital ®, is pleased to announce the acquisition of the wealth management practice of David Kover. This strategic partnership marks a significant milestone in David Kover’s 37-year commitment to delivering exceptional service and personalized wealth management solutions and adds to OneDigital Investment Advisors’ over  $135 billion in assets under management as of 12/31/24.

After seven years as a OneDigital affiliate under Vertical Retirement, David Kover, CFP ®, and his team are officially joining OneDigital. Kover’s team provides personal wealth management, business planning, college funding, and estate strategies to a diverse client portfolio, including individuals, families, and corporations. With decades of experience as a Certified 401(k) Professional and Certified Financial Planner practitioner, David assists business owners with retirement plans and regulatory compliance, specializing in retirement planning, succession planning, annuities, long-term care insurance, life insurance, IRAs, wealth management, and investment management using ETFs.

We take great pride in welcoming David and his team to OneDigital. As we continue expanding across the upper Midwest serving more employers and individuals on their path to financial freedom, David will add to the strength of our wealth management practice in Chicago. Together, this acquisition opens up significant opportunities, complementing our existing strengths and allowing OneDigital to deliver even greater value to our clients.
 
— Kelley Snook, Regional Senior Vice President, OneDigital Financial Services

David Kover and his team will maintain their strong commitment to client service from existing locations in Valparaiso, IN; Naples, FL; and Chicago, IL.

With the support of a broader, more specialized team, we can focus even more on building meaningful client relationships and delivering personalized service. Transitioning away from the day-to-day operations of running a private business allows us to dedicate our energy where it matters most—our clients. This move strengthens our ability to serve our clients and their families for generations to come.
 
- David Kover, Managing Partner, Vertical Financial Group

The addition of David Kover’s team underscores OneDigital’s commitment to strengthening its presence in the growing central marketplace. This strategic move enhances our integrated solutions, delivering even greater value to businesses and individuals across the region.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success and financial security. Our insurance, financial services and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.

OneDigital ® is a registered trademark of Digital Insurance LLC (“OneDigital”) and is the marketing name used by Digital Insurance LLC and its affiliates to market their products and services. Each company has financial responsibility only for its own products and services. Investment advisory services offered through OneDigital Investment Advisors, a wholly owned subsidiary of OneDigital.

About David Kover

With over 37 years of experience, David is a managing partner with Vertical Financial Group serving offices located in Naples, Chicago, and Valparaiso. David Kover is a Certified 401(K) Professional and Certified Financial Planner who is a participating member of the Financial Planning Association (FPA), serving on multiple committees. David and his team specialize in serving their clients in aspects of retirement planning, succession planning, annuities, IRAs, wealth management, business planning, college funding, estate planning, long-term care insurance, and investment management utilizing Exchange Traded Funds (ETF's).

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Thirty-Seven OneDigital Advisor Teams Named in the 2025 NAPA Top DC Advisor Teams Awards 28 Mar 2025, 1:30 pm

Overland Park, KS – March 28, 2025 - OneDigital Investment Advisors LLC, a wholly owned subsidiary of OneDigital LLC ("OneDigital"), today announced that 37 of its advisor teams have been named to the NAPA Top DC Advisor Teams 2025.

NAPA’s annual Top DC Advisors Teams of the Year recognizes advisor teams that have self -reported at least $100 million in DC assets under advisement as of December 31, 2024 (award announced on March 18, 2025). The teams are recognized under a few distinct criteria including that team members must generally be in the same geographic location.

OneDigital is Excited to Announce the Award Winners!

OneDigital - Atlanta
OneDigital - New York
OneDigital - Baltimore
OneDigital - Houston (Richmond Ave)
OneDigital - Overland Park
OneDigital - Irvine
OneDigital - Raleigh
OneDigital - Rochester
OneDigital - Sandy
OneDigital - Clayton
OneDigital - Walnut Creek
OneDigital - Orlando
OneDigital - Reston
OneDigital - Tampa
OneDigital - Chicago
OneDigital - Armonk
OneDigital - Danvers
OneDigital - Medina
OneDigital - Nashville (Overland Park)
OneDigital - Nashville
OneDigital - Auburn Hills
OneDigital - Denver
OneDigital - Minnetonka
OneDigital - CRS (Atlanta)
OneDigital - Hauppauge
OneDigital - St. Johns
OneDigital - Basking Ridge
OneDigital - Portland
OneDigital - Scottsdale
OneDigital - Princeton
OneDigital - Houston (Hitchings)
OneDigital - Farmington
OneDigital - Gaithersburg
OneDigital - Sacramento
OneDigital - Boonton
OneDigital - Bend (Oregon)

"We couldn't be prouder of our incredible teams who go above and beyond to deliver exceptional experiences to our clients. We deeply value the relationships we've built with our amazing clients. It’s an honor to help make a meaningful difference for their employees. Being recognized with 37 adviser teams on the NAPA TOP DC Advisor Teams List is a remarkable achievement for our organization! We're truly grateful of all the outstanding teams here at OneDigital!"
 
— Vince Morris, President, OneDigital Retirement + Wealth

This year’s NAPA list recognized 418 teams representing over $2 trillion in AUM. For OneDigital to be recognized by NAPA and have thirty-seven teams awarded to this top list is an outstanding achievement. We are so grateful to have so many great teams across the country.

The full NAPA TOP DC Advisor Teams List can be found here.

Want to read more on OneDigital? Check out this article: OneDigital Named to 2024 Best Workplaces in Financial Services & Insurance List.

Investment advice offered through OneDigital Investment Advisors LLC.

This year’s NAPA list recognized 418 teams representing over $2 trillion in AUM. No compensation was provided to obtain or promote the award. This award is not an indication of future performance or client experience.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success and financial security. Our insurance, financial services and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.

OneDigital® is a registered trademark of Digital Insurance LLC (“OneDigital”) and is the marketing name used by Digital Insurance LLC and its affiliates to market their products and services. Each company has financial responsibility only for its own products and services. Investment advisory services offered through OneDigital Investment Advisors, a wholly owned subsidiary of OneDigital.

About the National Association of Plan Advisors

The National Association of Plan Advisors was created by and for retirement plan advisors. Membership is also open to other retirement industry professionals who support the interests of plan advisors. NAPA is the only advocacy group exclusively focused on the issues that matter to retirement plan advisors. NAPA is part of the American Retirement Association, based in the Washington, D.C. area. More information about NAPA is available at napa-net.org.

ID: 00158816

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Staying the Course: The Benefits of Sticking to Your Asset Allocation During Market Volatility 27 Mar 2025, 1:30 pm

Market volatility can be unsettling, but it's crucial to remember the long-term benefits of staying invested in your stated asset allocation.

Historically, the stock market has demonstrated significant growth over extended periods, despite short-term fluctuations. By maintaining your investment strategy, you position yourself to benefit from this long-term growth potential.

Attempting to time the market can be a risky endeavor. Predicting short-term market movements is notoriously difficult, and even investment professionals with decades of experience often struggle to get it right. By sticking to your asset allocation, you aim to manage the risks associated with market timing and strive to make the most of potential gains. Additionally, staying invested allows the power of compounding to work in your favor, as reinvested earnings have the potential to generate additional returns over time.

Emotional decision-making during periods of market volatility can lead to impulsive actions that may harm your financial goals. A well-diversified portfolio helps mitigate risks and smooth out returns, providing a buffer against market swings. By adhering to your asset allocation, you maintain a disciplined approach, avoiding decisions driven by fear or greed.

Included are some charts that show why market volatility, while unsettling, is a natural part of investing.

Market Volatility is Normal

The chart below shows the return of the S&P 500 each calendar year since 1980, as well as the maximum drawdown during the year. Even though the average intra-year maximum drawdown was 14%, the index still ended the year positive more than 75% of the time with an average return of 11%.

Each year has approximately 252 days when the stock market is open. As we can see in the chart below, the S&P 500 moves plus or minus 1% about 63 times per year on average, or about 25% of the time. Of course, it seems a lot less frequent because investors don’t tend to notice the days when the S&P 500 is positive by 1% or more.

These two charts help demonstrate that volatility is normal in the stock market. One of the common sayings we hear from investors concerned about volatility is “this time is different”, when history shows that equity markets tend to recover even after seemingly large drawdowns. That’s why it’s important to stick to your investment plan, even when the market volatility gets alarming.

Want to read more? Check out Markets in Focus: 2025: A Year of Certain Uncertainty

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Investment advice offered through OneDigital Investment Advisors LLC.

This is for informational purposes only and should not be interpreted as specific investment advice. Investors should make investment decisions based on their unique investment objectives and financial situation. While the information is believed to be accurate, it is not guaranteed and is subject to change without notice.

Investors should understand the risks involved in owning investments, including interest rate risk, credit risk and market risk. The value of investments fluctuates and investors can lose some or all of their principal.

Past performance does not guarantee future results.

Market indexes are unmanaged and cannot be invested into directly and are not meant to depict an actual investment.

Views and Opinions expressed herein are provided as of 3/24/25.

ID: 00161820

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Eleven OneDigital Retirement Advisers Win PLANADVISER’s Top Retirement Plan Advisers for 2025 26 Mar 2025, 1:00 pm

Overland Park, KS – March 25, 2025 – OneDigital Investment Advisors ("OneDigital"), focused on corporate retirement plans announced that 11 of its advisers have been named to the PLANADVIS0R Top Retirement Plan Advisers List.

The PLANADVISER’s Top Retirement Plan Advisers List rewards those with a self-reported minimum requirement of 50 plan clients or $400 million in retirement plan assets under advisement as of December 31, 2024 (award announced on March 21, 2025). Advisers were also highlighted if they met the following criteria: 91% - 100% of clients that are 401(k) plan sponsors, or 10 or more 403(b), 457, nonqualified, DB, cash balance, SEP, SIMPLE or MEP/PEP plan clients.

Advisers named to the list are below.

Mark Beaton - Denver, Colorado
Amy Flach - Baltimore, MD
Matt Hedley - Richmond, Virginia
Ronald Letaw - Tampa, Florida
Kevin Major - Baltimore, Maryland
Michael Markovic - Baltimore, Maryland
Danielle Maxwell - Baltimore, Maryland
Neil C. Netoskie - Houston, Texas
Dan Peluse - Nashville, Tennessee
Nate White - Walnut Creek, California
Chad Wilson - Baltimore, Maryland

We are deeply honored to have numerous OneDigital advisers recognized on the PLANADVISER Top Retirement Plan Adviser List and to be at the forefront of future of the retirement industry. It is a testament to the amazing group of advisers we have here at OneDigital. At OneDigital, our unwavering passion lies in delivering the highest level of service to our clients, and the outstanding advisers on this list exemplify that perfectly.
 
— Vince Morris, President, OneDigital Retirement + Wealth

The 2025 list recognized a total of 249 advisers. At OneDigital, we are steadfast in our commitment to driving innovation and progress within the retirement industry. We are profoundly grateful for our outstanding advisers and dedicated support staff who form the backbone of our organization.

For the comprehensive PLANADVISER Top Retirement Plan Advisers List, please click here.

Want to read more on OneDigital? Check out this article: Thirty-Seven OneDigital Advisor Teams Named in the 2025 NAPA Top DC Advisor Teams Awards.

Investment advice offered through OneDigital Investment Advisors LLC

This year’s PLANADVISER list recognized 249 advisers. This recognition is based solely on quantitative figures, there is no judging or subjective measurement. No compensation was provided to obtain or promote the award. This award is not an indication of future performance or client experience.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success and financial security. Our insurance, financial services and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.

OneDigital® is a registered trademark of Digital Insurance LLC (“OneDigital”) and is the marketing name used by Digital Insurance LLC and its affiliates to market their products and services. Each company has financial responsibility only for its own products and services. Investment advisory services offered through OneDigital Investment Advisors, a wholly owned subsidiary of OneDigital.

About PLANADVISER

Over the past decade, retirement plan advisers have fundamentally reshaped the face of retirement benefits programs, and PLANADVISER has been there every step of the way. Our mission is to provide deep insight into the most pressing retirement planning challenges and opportunities facing this specialized group, who do so much every day to help improve the financial future of many millions of Americans. Through our diverse media channels, we seek to identify, explore and supply insight on the critical and evolving topics that retirement plan advisers grapple with every day—from highly sensitive compliance issues to breaking news about the markets. Launched in 2006, PLANADVISER remains the only magazine to solely address the specific needs and concerns of advisers who specialize in the sale and servicing of institutional retirement plans and related products and services, including 401(k), 403(b) and 457 plans, health savings accounts (HSAs) and defined benefit (DB) pension plans. plans.

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Adapting to Change: How Small Businesses Can Achieve More with Less 25 Mar 2025, 5:46 pm

The recent announcement of the Small Business Administration’s (SBA) plan to reduce its staff by over 40% amid an agency-wide reorganization underscores a broader trend: organizations, both public and private, are continually challenged to achieve more with fewer resources.

This paradigm is particularly familiar to small businesses, which often operate under constraints yet strive for growth and sustainability.

By drawing parallels between the SBA’s restructuring and the challenges faced by small businesses, valuable insights emerge on strategies for success—insights that are backed by OneDigital’s 25 years of experience helping businesses thrive in resource-constrained environments.

Embracing Efficiency and Innovation

Just as the SBA aims to streamline operations through reorganization, small businesses can benefit from reassessing and refining their processes. Implementing efficient workflows and adopting innovative solutions can lead to significant improvements in productivity. For instance, integrating technology to automate routine tasks not only saves time but also reduces the likelihood of errors. This approach aligns with the concept of “Doing more with less,” where the focus is on maximizing output while minimizing input.

Focusing on Core Competencies

In times of resource constraints, it’s crucial to concentrate on what the organization does best. The SBA’s reorganization likely involves prioritizing essential services to ensure mission-critical functions are preserved. Small businesses should similarly identify and focus on their core competencies, channeling resources into areas that offer the most significant competitive advantage to strengthen market position. Outsourcing administrative tasks through a PEO can help free up valuable time and resources to drive growth.

Investing in Employee Development

With a leaner team, each member’s contribution becomes increasingly vital. The SBA’s staff reduction highlights the importance of having a versatile and skilled workforce capable of adapting to new roles and challenges. Small businesses need to invest in employee development, providing training and growth opportunities that enable staff to take on multiple responsibilities. A well-rounded team can adapt more readily to changing business needs, fostering resilience and continuity. This is easier said than done and a strong recruiting strategy can ensure the ability to attract and keep the right talent.

Adapting to Market Changes

The SBA’s restructuring may be a response to evolving economic conditions and the need to better serve small businesses in a changing landscape. Similarly, small businesses must remain agile, ready to pivot in response to market shifts. This adaptability could involve revising business models, exploring new revenue streams, or adjusting product lines to meet emerging customer needs. Staying attuned to market trends and being willing to change direction when necessary can be crucial for long-term success. To navigate these complexities effectively, partnering with a team of experts in compliance, cost management, and human capital can provide the insights and strategies needed to help your business grow, stay ahead of the curve, and remain protected from unforeseen challenges.

Leveraging Strategic Partnerships

The SBA’s planned staff reduction serves as a poignant reminder of the necessity for organizations to operate both efficiently and adaptively. Small businesses, accustomed to working with limited resources, can draw valuable lessons from such restructuring by embracing efficiency, forming strategic partnerships, focusing on core strengths, investing in their teams, and remaining agile in the face of change.

At OneDigital, we understand the unique challenges you face and are dedicated to being the fierce advocate and trusted partner your business needs. Whether it’s streamlining operations, enhancing employee development, or leveraging strategic partnerships, OneDigital is here to help your business not only survive but thrive in today’s dynamic environment.

Contact us today to discover how we can work together to drive efficiency, manage costs, and support your growth while navigating the complexities of the modern business landscape.

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The Changing Face of Retirement: Redefining the Golden Years 25 Mar 2025, 5:36 pm

For decades, the concept of retirement followed a predictable path: you went to school, secured a stable job, worked diligently for 30 or 40 years, and then transitioned into retirement. For women, it was similar, with potentially a break to take care of kids before re-entering the workforce and then transitioning into retirement.

Once in retirement, it was assumed to be characterized by leisure activities like travel, spending time with children and grandchildren, tennis, golf, fishing and growing sedentary on the front porch in a rocking chair.

Today's baby boomers are shattering this traditional view of retirement. They refuse to age in the conventional sense, opting instead to stay active, engaged, and purposeful. This new retirement is transforming our view of the golden years.
 

A Historical Perspective

Traditionally, retirement was a well-defined phase of life. After years of hard work, individuals looked forward to a period of rest and relaxation. Economic stability and societal norms shaped this retirement model, with many relying on pensions and social security benefits to support their post-work lives.
 

Embracing Active Aging

Today's retirees are rewriting the rules. They prioritize physical and mental health, understanding that staying active is key to a fulfilling retirement. Many are enrolling in courses, learning new skills, and challenging themselves. This shift reflects a broader trend toward lifelong learning and personal growth, debunking the myth that learning stops at a certain age.

Travel tops the list of priorities for many retirees, who seek adventure and cultural experiences. Hobbies and interests play a vital role in their lives, from gardening and painting to participating in community theater. This diverse range of activities showcases the vibrant and multifaceted nature of modern retirement.

A significant number of retirees find fulfillment in giving back to their communities. Volunteering and philanthropy are popular avenues for those seeking to make a difference. Additionally, many retirees take on mentorship and coaching roles, sharing their wealth of experience and wisdom with younger generations.
 

Working Beyond Retirement Age

For many baby boomers, retirement doesn't mean the end of work. Some continue working out of financial necessity, while others do so by choice. Second careers are increasingly common, with retirees exploring new fields and passions. The rise of the gig economy and freelancing offers flexible work arrangements, allowing some re-entering the workforce to work on their own terms.

Retirement is not just a financial transition but also an emotional one. Many retirees find that continuing to work or engage in meaningful activities provides a sense of identity and purpose that they once had through their job. Maintaining social connections is equally important, as strong relationships can combat isolation and enhance overall well-being.
 

Financial Planning for the New Retirement

The need to plan for your financial future has never been greater. If you’ve not spent time thinking through what your future self might look like and thought about how you can take advantage of your opportunities to prepare today, you should do so immediately. Employees today must consider the many financial implications of a longer, more active retirement. The Financial Advisors at OneDigital are aware of the trends that future retirees need to prepare for and steps you can take today to make sure that you live your best life possible… today and long into the future.
 

Conclusion

As we look ahead, it's clear that retirement will continue to evolve. Today's retirees are paving the way for a new understanding of this life stage—one that values activity, engagement, and contribution. The changing face of retirement offers a refreshing and inspiring outlook. By embracing active aging, exploring new careers, and contributing to society, today's retirees are redefining what it means to enjoy the golden years. This new vision of retirement is not just about living longer but living better, with purpose and passion.

Investment advice offered through OneDigital Investment Advisors LLC.
This article is for informational purposes only and should not be interpreted as specific investment advice. Investors should make investment decisions based on their unique investment objectives and financial situation.
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How AI is Personalizing Employee Benefits and Reducing Confusion 24 Mar 2025, 5:00 pm

Artificial intelligence is revolutionizing the way employees engage with their benefits, making traditionally complex programs more intuitive and accessible.

Navigating benefits options can be overwhelming — employees often struggle to understand their choices, eligibility, and how to maximize their plans. To address this challenge, AI-driven solutions are stepping in, offering personalized recommendations, real-time support, and educational tools that empower employees to make informed decisions about their total rewards packages and benefits.

OneDigital Northern California's Principal and Senior Client Executive, Dan Maass, shares insights with World at Work in the article “AI Could Be the Answer to Reduce Employees’ Benefits Confusion." This piece explores how AI is simplifyting employee benefits navigations, ultimately leading to better decision-making and greater employee satisfaction.

We see employees asking things like, ‘What is a deductible?’ or ‘Is RBP [reference-based pricing] a scam?’ — questions they might hesitate to ask otherwise…By understanding an employee’s unique needs, AI goes beyond just recommending the lowest-cost plan — it helps them choose the right plan for their family.
— Dan Maass, Principal, Senior Client Executive - OneDigital Northern California

Beyond his contributions to World at Work, Maass has co-authored a series of AI in HR blogs exploring the role of artificial intelligence in employee benefits and strategies for enhancing workforce efficiency. Most recently, Maass hosted a fireside chat alongside Avante's CEO and co-founder, Rohan D'Souza, at OneDigital's Onward Client Event, where they discussed how AI's impact on employee satisfaction and engagement.

Interested in AI and how OneDigital is empowering business leaders to harness data and insights for informed decision-making? Learn more about OneDigital’s Impact Studio to navigate complexity with confidence.

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OneDigital Acquires Retirement Services Division of BayBridge Capital Group 24 Mar 2025, 1:00 pm

Firm Expands Financial Services Footprint in Northern California Market

Overland Park, KS – March 24, 2025 – OneDigital Investment Advisors LLC, a wholly owned subsidiary of OneDigital ®, is pleased to announce the acquisition of the Retirement Services Division of BayBridge Capital Group (BayBridge) in Pleasanton, California. This strategic acquisition reinforces OneDigital’s commitment to driving growth, enhancing its financial service offerings, and expanding its presence in the San Francisco Bay Area with over 220 fierce advocates of health, success, and financial security.

Eugene Gurevich, Managing Partner of BayBridge Retirement Services, and the BayBridge Retirement Services team deliver comprehensive retirement plan consulting and wealth management services to companies, organizations, individuals, and families. BayBridge Retirement Services supports its clients by thoughtfully and proactively managing employer-sponsored retirement plans and financial wellness programs with a focus on plan design and operations, fiduciary oversight, and employee experience. The team will continue to directly serve their clients with the same steadfastness and knowledge.

Eugene has been recognized as one of the National Association of Plan Advisors (NAPA) Top 100 Retirement Plan Advisors under 40 for 2021-2024. NAPA’s Aces: Top 100 Retirement Plan Advisors Under 40 is an awards program created in 2014 to recognize future leaders in the retirement plan industry. The National Association of Plan Advisors typically releases their list in November of each year based on survey information collected. No compensation is provided to obtain or use this rating.*

Eugene and his team bring a wealth of experience and believe in putting their clients first, which will be invaluable as OneDigital continues to grow and innovate in this space. Their commitment to excellence aligns perfectly with our mission to provide our clients comprehensive and personalized retirement solutions. This partnership underscores our dedication to enhancing our capabilities in the Northern California region and bringing value to our clients.
 
— Nate Wall, Sr. Managing Principal for Northern California, OneDigital

While Eugene and his team transition to OneDigital, his long-time partner, Kevin Batstone, will continue to operate under the BayBridge name, focusing on the wealth management sector. The decision marks an exciting new chapter for both Eugene and Kevin, allowing them to continue their commitment to excellence while adapting to changing market needs.

Over the years, we’ve built lasting relationships by offering personalized guidance and support. With OneDigital’s national network of forward-thinking industry professionals dedicated to crafting an exemplary workplace experience for clients, we can now provide more robust and ever-improving solutions around fiduciary oversight, employee retirement outcomes, and a broader reach for financial wellness. OneDigital’s people-first culture and like-minded values made us feel at home. We are deeply proud of the legacy of BayBridge, and this transition will allow both companies to grow even further.
 
— Eugene Gurevich, Former Managing Partner of BayBridge Capital Group

With over $130 Billion in assets under management as of 12/31/2024, OneDigital remains dedicated to its core values of integrity, innovation, and client-centric service. The addition of the BayBridge retirement services team is a testament to OneDigital’s ongoing efforts to enhance their offerings and support their clients’ financial well-being. As the BayBridge Retirement Services team embarks on this new chapter, the whole team is committed to maintaining an open dialogue with all employees, clients, and stakeholders to help ensure a smooth transition and continued success. Wise Rhino Group, M&A consulting firm, represented Eugene Gurevich in the transaction.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success and financial security. Our insurance, financial services and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.
Investment advice offered through OneDigital Investment Advisors LLC, a wholly owned subsidiary of OneDigital.

About BayBridge Capital Group’s Retirement Services Division

BayBridge Capital Group was co-founded in 2016 by Eugene Gurevich and Kevin Batstone. Eugene Gurevich leads the BayBridge Retirement Services team, which provides their clients with tailor-made solutions for corporate retirement planning.

*The National Association of Plan Advisors (NAPA) Top 100 Retirement Plan Advisors under 40 list draws from nominations provided by NAPA Broker-Dealer/RIA Firm Partners, who are subsequently vetted by a panel of senior advisor industry experts based on a combination of quantitative and qualitative data submitted by the nominees, as well as a broker-check review. The rating is not an indication of future performance, quality of investment advice or client experience.

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Self-Funded vs. Fully Insured: Weighing the Cost Savings for Your Business 23 Mar 2025, 1:31 pm

I’m noticing a new trend when I talk with employers about their health insurance. Many employers are now asking about self-funding. I’m calling it a “tipping point” – employers who in the past thought they were too small to self fund are now giving it serious consideration.

Healthcare costs continue to skyrocket, and there are signs this will continue for the foreseeable future.  This leaves many employers wondering how they can continue to afford to offer health insurance at all.  It’s time to get creative and consider things they might have once thought were off the table.

While it’s true that most self-funded health plans have over 200 employees, that doesn’t mean there aren’t interesting and valuable self-funded options for smaller groups as well. Self-funding gives a group as small as 25 covered employees (and potentially even smaller) the opportunity to see and understand where their health dollars are going. The group can also potentially take some control over this significant investment.

What is Self-Funding?

In a nutshell, self-funding one’s health plan, as the name suggests, involves paying the health claims of the employees as they occur. With a fully insured health plan, the employer pays a certain amount each month (the premium) to the health insurance company. In return, the insurance company covers the costs of the employees’ healthcare. With a fully insured plan, there is no additional risk to the employer. The employer knows exactly what their plan is going to cost each year. The downside is if the employees are healthy and don’t use much health care, the employer has spent a significant sum and doesn’t get any of the money back.

With self-funding, the opposite occurs: the healthier the employees are, the lower the plan costs will be.

This dynamic manifested itself in a somewhat counterintuitive way during the worst of the covid-19 pandemic when many self-funded employers saw their healthcare expenditures drop significantly due to the corresponding reduction in the use of non-covid healthcare services throughout the general marketplace.

Typically, employers with self-funded plans select a Third-Party Administrator (TPA) to administer the health plan (I have yet to meet an employer who wants to receive doctor’s bills on behalf of their employees). The TPA processes claims as they arrive from the doctor, hospital, or pharmacy. They pay the claims by accessing a bank account set up by the employer for this purpose.

In addition to the administration, an employer will want to purchase stop-loss coverage, to protect themselves against large claims. The obvious risk in self-funding is a situation of large claims. Cancer treatments can easily cost over $200,000 in the first year and often continue in the six-figure per year range for years after diagnosis. I regularly see claims for serious illnesses that exceed half a million dollars a year for one individual’s care. For a small employer, such an expense is potentially devastating – which is where stop-loss comes in.

What is Stop Loss?

I always recommend small employers purchase two types of stop loss coverage. Individual or “specific” stop-loss provides coverage for each individual on the plan.  “Aggregate” stop-loss covers the total annual cost of the health plan. With individual stop-loss, an amount is set above which the insurance company will cover 100% of the member’s covered claims for the year. The individual stop-loss amount might be $50,000, which means that the employer is responsible for the first $50,000 of health care for each individual covered on the plan. Anything above $50,000 is paid in full by the insurance company.  Each employer selects their own individual stop-loss amount, based on their size and risk tolerance.

Aggregate stop-loss provides an upper limit for the overall plan costs. This gives the employer the security of knowing there is an upper limit in terms of annual cost that the plan will not exceed.

Level Funding

A particularly attractive self-funded plan for smaller employers is a level funded plan. Level funding is a type of self-funding where the insurance company bundles all the component pieces – administration, stop loss, and claims – into a convenient monthly premium the employer pays. It looks a lot like a fully insured premium in that the employer knows exactly what their cost will be per person per month. The difference is that in a level funded plan, the claims paid in by the employer are tracked by the insurance carrier, and at the end of the year if there is a claims surplus, the employer can receive some or all of the surplus back. This means when employees are healthy and claims are lower, there may be surplus claims coming back to the plan. I like this solution for smaller groups because it gives the security of the fully insured premium structure, with the ability to participate in a favorable claims experience. And in a bad year, the plan sponsor knows their maximum liability upfront and is not responsible for paying any claims deficit.

Weighing the Pros and Cons

The biggest advantage of self-funding is the potential for cost savings. If employees are relatively healthy and don’t use the health plan very much, the employer’s costs will be lower than if the plan were fully insured. By self-funding, you also avoid paying premium tax and contributing to the insurance company’s profit margin. Self-funding gives you an almost infinite number of creative possibilities for managing the plan’s health care costs, which are not available in a fully insured, bundled arrangement.

So why wouldn’t an employer self-fund? There are some employers for whom a fully insured plan is still the best way to go. Employers without the time or resources to devote to a more hands-on, complex plan should probably stay with a simpler plan like a fully insured plan. Self-funding has a number of compliance requirementsthat are not always present for a fully insured plan, such as non-discrimination requirements and 5500 tax filings. Furthermore, an employer without a stable cash flow may feel the potential cost fluctuations from month to month of self-funding put too much strain on their company’s finances.

There is no one-size-fits-all for group health plans. The important thing is not to rule out any option before discovering if it could be a good fit for your business.

Explore the different funding arrangements and make the best choice for your company based on your finances and resources. I have seen self-funding save employers money many times. However, at times it is not the right choice for an employer. For those employers, a fully insured plan provides the stability and simplicity they need.

Assess the plan that’s best suited for your company by contacting a OneDigital Consultant. For more on alternative funding plans, watch: Cancel the Waste: How To Break the Cycle of Skyrocketing Health Costs.

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Eleven OneDigital Advisors Named the 2025 NAIFA Top Women Advisors in Atlanta 21 Mar 2025, 5:30 am

Top OneDigital Women Advisors Recognized for Their Commitment to Excellence in Insurance

ATLANTA, GA – March 21, 2025 – OneDigital Georgia announced today that eleven of their women advisors have been named as NAIFA Top Women Advisors of Atlanta.

This year's class consists of forty-eight recipients from thirty-one firms. The eleven OneDigital advisors are listed below:

• Alicia Artman, HRC Practice Leader GA/ FL, OneDigital
• Anne Smith,Senior Business Development Executive, OneDigital
• April Husted,Senior Managing Principal, OneDigital
• April Virgillo, Associate Vice President, OneDigital
• Erin Gordon, Associate Vice President, Senior Benefits Consultant, OneDigital
• Jackie Kish, Vice President of Client Services, OneDigital
• Jennifer Haley, Lead Benefits Consultant, OneDigital
• Kelly Weber, Associate Vice President of Business Development, OneDigital
• Laura McGirr, Senior Benefits Consultant, OneDigital
• Megan T. Becker, Associate Vice President of Business Development, OneDigital
• Meredith Boone, Director of Consulting, OneDigital

At OneDigital, we are committed to fostering an environment where women in our industry can lead, innovate, and thrive. This recognition highlights the incredible impact of our female advisors, who are not only shaping the future of insurance but also redefining excellence every day.
—  April Husted, Senior Managing Principal, OneDigital Georgia

OneDigital continues to cultivate a community of forward-thinking professionals dedicated to delivering top-tier solutions for clients. The women recognized in the NAIFA Top Women Advisors of Atlanta are driving change and setting a new standard of excellence in the insurance industry.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success and financial security. Our insurance, financial services and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.

OneDigital has been named as a Fortune Best Workplaces for Women 2024. To learn more about other OneDigital recognitions and accolades, view our awards page that recognizes the culture and hard work of our teams around the country!

About the National Association of Insurance and Financial Advisors

Founded in 1890 as The National Association of Life Underwriters (NALU), NAIFA is one of the nation's oldest and largest associations representing the interests of insurance and investment professionals from every Congressional district in the United States. NAIFA members assist consumers by focusing their practices on one or more of the following: life insurance and annuities, health insurance and employee benefits, multiline, and financial advising and investments. NAIFA's mission is to advocate for a positive legislative and regulatory environment, enhance business and professional skills, and promote the ethical conduct of its members.

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Deferred Compensation: A Mortgage Industry Retention Strategy 20 Mar 2025, 4:00 pm

The management of talent and leadership are hot-list mortgage industry issues, outpacing concerns over technology, process improvement or even the need to cut operating costs.[1]

The National Mortgage Professional recently recapped a 2025 New England Mortgage Expo panel discussion that examined mortgage industry best practices for recruiting and retaining key talent. During the discussion, a senior mortgage banking litigator stated that the success of producers determines the true value of a mortgage company. However, as the panel observed, a valued mortgage company production team goes quickly from asset to liability if team members leave for a competitor.

The panelists agreed that mortgage companies must avoid recruitment risks to maintain operational stability. Successful companies must establish strong employer-employee relationships that protect their top producers from being recruited.

As a senior advisor in the industry stated in a 2024 commentary on mortgage companies adjusting loan officer compensation to improve profitability, "The largest expense for most (mortgage) companies isn't the new loan origination system, marketing campaigns or rent. It is compensation."

Mortgage Company Challenges

Retention and compensation issues are not unique to the mortgage industry. Still, the industry does, more quickly than many verticals, take hard hits from the ebb and flow of the economy. The Mortgage Lender Sentiment Survey® (MLSS), published annually by Fannie Mae's Economic & Strategic Research Group, describes current external challenges of the mortgage industry, calling out:

• Home price appreciation
• Elevated interest rates
• Sticky inflation
• Tight inventory of homes for sale
• Slowdown of global economic growth

Facing multiple challenges beyond their control, mortgage companies can't afford the added vulnerability of losing key personnel or struggling to attract the next generation of top producers.

Deferred Compensation Strategies Targeted for the Mortgage Industry

Well-designed executive benefits plans can be effective tools to help mortgage companies attract talented employees and keep leadership and producers committed to the firm for the long haul. Options to informally fund deferred compensation plans or manage them as an unfunded liability add flexibility that can be highly beneficial in offsetting the mortgage industry's inevitable economic ups and downs.

Nonqualified deferred compensation plans permit employers to offer attractive benefits to a select group of employees. With no statutory limits on the amount of compensation that can be deferred into a plan, nonqualified plans, contingent on their design, offer the potential for deferring salary, bonuses (either performance-based or incentive), negotiated compensation, commissions and even 1099 compensation.

In addition to enabling the mortgage company to provide added savings or retirement benefits to a select set of key employees, rewards can be tied to the company's long-term success. Plan design could include the use of phantom stock, restricted stock awards (RSAs), restricted stock units (RSUs), stock appreciation rights (SARs), incentive stock options (ISOs) and nonqualified stock options (NSOs). Options to tie awards to the employee's reward to performance as well as duration of service help position mortgage companies to inspire greater loyalty from mission-critical leadership and producers.

Loyalty is a Two-Way Street: Benefits Education Communicates Employer Commitment

Thorough and informative communication strategies help plan participants understand and confidently utilize the executive benefits available to them. When executive benefits consultants support plan sponsors with educational tools, plan participants see the commitment their employer is making to their financial wellness. They have tangible confirmation that the company they work for is proactively supporting their personal financial goals.

Employers selecting an executive benefits team to help them better attract and retain talent should look for a team ready to partner with them on employee benefits education. They could also look for:

• Executive benefits consultants who work with a diversity of product providers to selectively customize plans to support the objectives of the mortgage company as the plan sponsor.
• Teams who have experience that is both broad and deep in the design and implementation of nonqualified deferred compensation and other executive benefits strategies.

To learn more about executive benefits, read Reasons to Reevaluate Your Rabbi Trust, How the 2025 Retirement Plan Limits Impact Highly Compensated Employees, and How Changes to Dodd-Frank Clawback Policies May Affect Your NQDC Plan.

Source: [1]Mortgage Lenders Cite Talent Management and Cost-Cutting as Top Priorities

This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, accounting, legal or tax advice. Any tax advice contained herein is of a general nature. You should seek specific advice from your tax professional before pursuing any idea contemplated herein. The examples shown are for illustrative purposes only. The material in this report may contain financial illustrations, which may reflect hypothetical dividends, interest, rates of return, and/or expense and mortality assumptions, none of which are guaranteed.

Kenny DePaola is affiliated with Valmark Securities, Inc. Securities offered through Valmark Securities, Inc., member FINRA, SIPC. 130 Springside Drive, Suite 300, Akron, OH 44333. 800-765-5201. OneDigital is a separate entity from Valmark Securities, Inc.

Check the background of this investment professional on FINRA’s BrokerCheck.

Some of the Financial Professionals associated with OneDigital are registered representatives of and offer securities through Valmark Securities, Inc. a registered broker-dealer, Member FINRA / SIPC. Additionally, some OneDigital Financial Professionals are also Investment Adviser Representatives and offer advisory services through Valmark Advisers, Inc., an SEC registered investment advisor. To help public members determine the specific registrations associated with our Financial Professionals, we recommend reviewing the Broker Check Link that provides insight to the securities registration and company affiliation of our Financial Professionals. Please note that while the individual Financial Professionals can be associated with multiple financial services organizations, the products and services of those independently owned and operated entities can be separate and segregated. OneDigital is a separate entity from Valmark Securities, Inc. and Valmark Advisers, Inc.

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OneDigital Expands Impact Studio Nationwide 20 Mar 2025, 12:00 pm

AI-powered platform revolutionizes workforce strategy, equipping employers with real-time insights, greater control over costs, and the ability to drive long-term impact through data-driven decisions.

ATLANTA, GA – March, 20, 2025 – OneDigital, the nation’s leading insurance brokerage, financial services, and HR consulting firm, today announced the full national launch of Impact Studio, a platform that consolidates the analytics, benchmarking, surveying and workforce data tools used by OneDigital consultants to deliver strategic workforce solutions to its 75,000+ business clients nationwide. By integrating data across benefits, retirement, and employee value data, Impact Studio enhances productivity, drives data-driven outcomes, and delivers a modern consulting experience that seamlessly connects sophisticated technology with human capital.

A recent McKinsey study highlights the growing demand for AI-powered solutions that drive smarter workforce decisions. Impact Studio equips OneDigital clients and consultants with AI-driven insights across benefits, retirement, and more—enhancing decision-making, simplifying processes, and delivering a comprehensive view that helps businesses plan for the future.

Built on a scalable cloud-based architecture, Impact Studio offers advanced integration capabilities, and seamless data exchange across employee benefits and retirement into a single, intuitive platform—allowing OneDigital consultants to deliver deeper insights and more strategic counsel to their clients. By consolidating multiple systems into one cohesive platform, Impact Studio enhances employers’ ability to control costs, maximize investments, and stay ahead of workforce trends.

As organizations navigate evolving economic pressures, they need a partner who can not only advise on today’s challenges but also help them stay 4 to 5 steps ahead for what’s next. They need disruptive solutions, especially when it comes to controlling cost and reducing risk.
 
— Bill Carew, Chief Operating Officer, OneDigital

This launch builds on the successful beta rollout in October 2024, which introduced Impact Studio in five markets. Following its beta launch, consultants using Impact Studio reported a 25% reduction in workforce planning time, allowing them to reallocate time towards identifying enhanced cost-saving opportunities and developing dynamic, forward-looking workforce strategies. The platform enhancements for this full launch include a five-year savings projection model for employee benefits and retirement clients, integrated Employee Perceived Value Study data combined with an enhanced user interface that delivers more easily digestible AI-driven insights.

OneDigital’s approach to technology is centered on supercharging the consulting power of our people. Our product is our people and the strategic consulting they bring to clients—we’re not looking to replace them. Instead, we identify ways to make it as easy as possible for them to continue doing great work for our clients. Impact Studio is a great example of how human capital and technology can intersect for a better client outcome.
 
— Vinay Gidwaney, Chief Product Officer, OneDigital

Impact Studio is designed to evolve continuously, adapting to the changing needs of employers and expanding its capabilities to address future workforce challenges. In addition to its integrated view of health, benefits, and retirement strategies, the platform will soon introduce new features to further enhance its value. Upcoming enhancements include:

• Human Resource Consulting Tools, such as salary benchmarking and workforce planning solutions, to support dynamic HR strategies.
• Property & Casualty Insurance Integration, offering a more comprehensive risk management approach for employers.
• Advanced AI-Driven Insights, leveraging real-time market data to provide proactive, actionable recommendations for workforce optimization.

Impact Studio is now available to 75,000+ OneDigital business clients nationwide. To learn more, visit www.onedigital.com/impact-studio.

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15 Drastic Cost Containment Policies for Employers in a Fiscal Emergency 19 Mar 2025, 6:12 pm

Recent weeks have been fiscally challenging for many American employers. For those who have been hit with draconian cuts to their operating budgets, some combination of the following cost containment measures may be necessary to get through this period of crisis.

It is no secret that the new administration in Washington has gone to great lengths to downsize or eliminate government funding grants for a vast array of organizations. Many nonprofit and academic institutions which relied upon these grants to finance their operations are now left reeling amidst an unexpected shortage of capital. Under circumstances such as these, it may be advisable for affected organizations to consider more drastic measures than those recommended in our standard Cost Containment Playbook.

While these "nuclear options" are not advisable under normal circumstances due to their extremely negative effects on morale, retention, competitiveness, and reputation, they may be necessary for employers who are fighting for fiscal survival. Below, see our list of policy options for those who find themselves in this type of emergency situation:

Employee Benefit Cost-Sharing

1. Introduce tiered plan contributions based on salary or job title

To lessen the financial burden on lower-paid employees and the organization, employers can implement a sliding contribution scale where higher-earning employees contribute a proportionally greater amount towards benefit plan premiums.

2. Reduce or eliminate employer contributions toward dependent health coverage

Employers can contain their health insurance plan costs by only subsidizing coverage for employees and eliminating subsidies for dependents. This can generate significant savings while still maintaining core benefits for workers.

3. Make voluntary benefits fully employee-funded

Shift non-essential benefits like dental, vision, and short-term disability, to a voluntary model, where participating employees cover the full cost instead of the employer subsidizing the premium.

4. Raise deductibles and out-of-pocket maximums

Raising deductibles and out-of-pocket limits will drive down premiums, shifting more of the cost to plan participants, particularly those who are higher utilizers of the plan.

5. Offer high-deductible health plans (HDHPs) with no employer HSA contribution

Employers who currently offer an HDHP and contribute to employees’ health savings accounts (HSAs) could consider removing any employer contribution to the HSA. This eliminates cost to the employer while allowing employees to continue to save pre-tax dollars to help pay for out-of-pocket healthcare expenses.

Plan Design & Provider Optimization

6. Utilize tailored provider networks

Employers can take an active role in steering plan members toward specific provider networks that offer deeper discounts, reducing overall plan spend.

7. If your headcount shrinks, consider switching from self-funded to fully insured

For most employers, self-funded plans are more effective at containing costs than fully insured plans. However, it is possible that downsizing organizations whose headcount falls below a certain threshold may be better served by a fully insured plan instead. Employers who take this step should secure terminal liability options (TLO) in advance to cover “run-out” claims associated with their self-funded plan.

8. Explore carve-outs for expensive health plan components

For organizations with self-funded plans, “un-bundling” components of the plan and “carving out” elements such as the pharmacy, stop loss, and coverage of high-cost treatments like dialysis and organ transplants is an excellent way to potentially secure immediate savings while also protecting the company from catastrophic claims.

Paid Leave and Compensation Adjustments

9. Reduce or eliminate paid leave payouts for accrued vacation/sick time before layoffs

If layoffs are anticipated, employers should review their leave policies and state and local laws that govern the payout of accrued but unused vacation or sick time benefits. Some states treat these benefits as wages which may need to be paid out upon separation from employment. However, if there is no such requirement in your jurisdiction, payout upon separation will be governed by company policy. In either case, employers should consult with legal counsel to determine their obligations to separated employees.

10. Switch from accrued PTO to an unlimited PTO model

Transitioning to an unlimited PTO policy removes the employer’s liability for accrued leave payouts upon separation, reducing financial obligations. In some states, converting from a vacation or sick leave policy with an accrual or frontloaded bank of hours to an unlimited PTO policy may trigger the same payout requirements as separation. It should also be noted that some states have very strict requirements on what constitutes an enforceable unlimited PTO policy. Employers should consult with legal counsel to determine their obligations to employees under the current leave policy before making any changes.

11. Mandate a temporary across-the-board pay cut

Instead of layoffs, a 5-10% salary reduction across the organization can provide immediate savings while preserving jobs and core operations. Employers are advised to review each salary reduction to determine whether the reduction lowers overtime exempt employees below the required salary threshold to be eligible for the exemption.

12. Implement a four-day workweek with adjusted salaries

Reducing workdays while proportionally lowering salaries can help retain staff while cutting labor costs. Though reducing compensation is obviously unpopular, affected employees may also appreciate additional free time associated with a reduced workweek. Employers are advised to review the overtime requirements in the jurisdictions of business operations, as some states calculate overtime daily rather than weekly.

Workforce Restructuring & Alternative Cost-Saving Measures

13. Reduce workforce hours instead of layoffs

Rather than conducting mass layoffs, reducing employee hours can maintain the employment status of workers while reducing payroll and shifting the financial responsibility for health insurance to COBRA, which employees must pay for themselves. Employers should be aware that a reduction in hours may affect the overtime exempt status of employees. Employers should review potential wage and hour consequences with legal counsel since the penalties for violations accrue daily under state law. Some states also provide Workshare Programs where employees can supplement their lost wages with unemployment compensation. Employers should review the options in the jurisdictions of their business operations.

14. Temporarily suspend employer contributions to retirement plans

Employers can halt matching 401(k) or other retirement contributions to cut costs while keeping the core plan intact for employees who wish to continue contributing.

15. Offer unpaid sabbaticals

Employers can offer extended unpaid leave options as a cost-saving measure while keeping employees on the books for potential future reinstatement. It should be noted that, in some instances, employees who do not participate in paid work for long durations of time can lose eligibility for certain benefits.

You can track key actions and regulatory changes from the new administration that could impact your organization by visiting the OneDigital's resource page for real-time updates: Federal Policy Updates for Employers: What to Watch in 2025.

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From Premiums to Prescriptions: Managing Healthcare Costs Effectively 19 Mar 2025, 3:01 pm

Imagine steering a small ship through turbulent waters.

The waves are high, the currents are strong, and the destination seems distant. This is what managing healthcare costs and premiums can feel like for small to medium-sized businesses. But with the right knowledge and strategies, you can navigate these challenges and reach calmer seas. Here’s a comprehensive look at the key elements influencing healthcare costs and premiums.

Factors Affecting Premium Costs

1. Regulatory Changes and Premium Adjustments

The Affordable Care Act (ACA) continues to shape the health insurance market. Under the ACA, premiums can only vary based on age, family size, geography, and tobacco use. This regulation aims to ensure fairness and prevent discrimination based on health status, past insurance claims, gender, occupation, and other factors. OneDigital helps businesses understand these regulations, ensuring compliance and optimizing premiums.

2. Enhanced Premium Tax Credits

Enhanced premium tax credits have made health insurance more affordable for many Americans. These credits reduce the amount enrollees pay based on their income, significantly lowering premiums for those at the lowest income levels. OneDigital assists clients in navigating these tax credits, maximizing savings and reducing overall costs.

“At OneDigital, we’ve walked alongside many small and medium-sized businesses facing the challenge of rising healthcare costs. We're committed to helping you navigate these turbulent waters with the knowledge and resources you need. Together, we can build a brighter future for your business and your employees, filled with hope and opportunity."
 
— Julie Cape, Executive Vice President of Client Services

Key Drivers of Rising Healthcare Costs

1. GLP-1 Drugs

The growing demand for glucagon-like peptide-1 (GLP-1) drugs, such as Ozempic and Mounjaro, is a major factor driving up healthcare costs. These drugs, initially approved for type 2 diabetes, are now widely used for weight loss and other conditions, leading to increased spending. While many small businesses may not include these expensive drugs in their health plans, the overall rise in healthcare costs affects everyone. OneDigital provides guidance on managing prescription drug costs and exploring alternative solutions to keep expenses in check.

2. General Pharmacy Spend

Beyond GLP-1s, the overall increase in prescription drug prices and the introduction of high-cost specialty medications are significant contributors to rising healthcare costs. Specialty medication costs have grown to account for 54% of total pharmacy spend over the past year, while still only accounting for less than 2% of the overall claim utilization. OneDigital offers strategies to manage pharmacy spend, including negotiating better rates with providers, which is especially crucial for small businesses with limited bargaining power.

3. Advanced Treatments and Therapies

Innovative treatments, including cell and gene therapies, offer groundbreaking medical advancements but come with hefty price tags. These therapies, used to treat conditions like cancer and spinal muscular atrophy, can cost between $250,000 and $4.25 million per dose. Small businesses often struggle to afford these treatments, making it essential to evaluate cost-effective options. OneDigital supports businesses in discovering the most affordable treatments for their employees.

4. Biosimilars

While biosimilars offer a lower-cost alternative, their adoption faces challenges, including drug exclusivity rights and regulatory hurdles. We guide clients through these complexities and help them incorporate biosimilars into their health plans, providing a more affordable option for small businesses.

5. Healthcare Labor Costs

Rising employment and salary demands in the healthcare sector, coupled with general inflation, directly impact healthcare costs. The shortage of healthcare workers, driven by an aging population and high burnout rates, exacerbates this issue. Small businesses, in particular, feel the pinch as they compete with larger companies for talent. As collaborative partners, we help businesses develop strategies to manage labor costs while ensuring their healthcare benefits remain competitive.

6. Chronic Health Conditions

Chronic and mental health conditions account for around 90% of U.S. healthcare spending. Conditions like heart disease, stroke, diabetes, and obesity are prevalent and costly, with an increasing number of individuals having multiple chronic diseases. Small businesses often lack the resources to provide comprehensive wellness programs. OneDigital offers wellness programs and resources to help manage these conditions, ultimately reducing overall healthcare costs.

The Path Forward: Smart Strategies for Managing Healthcare Costs

Navigating the rising tide of healthcare costs and premiums requires a strategic approach. By understanding the factors at play and leveraging available resources, small to medium-sized business owners can better manage their healthcare expenses and ensure the well-being of their employees. Stay informed, explore cost-saving opportunities, and make proactive decisions to thrive in this evolving landscape.

Partner with us today to build a cost-effective benefits strategy — Get Started Now.

Sources:

[1] Commonwealth Fund: Enhanced Premium Tax Credits for ACA Health Plans
[2] Investopedia: Slash Your 2025 Health Insurance Premiums to $10 or Less
[3] PwC Health Research Institute: Medical Cost Trend: Behind the Numbers 2025
[4] Advisory Board: Charted: Expected Healthcare Cost Increases for 2025
[5] Mercer: Survey: Employers Expect Third Year of High Health Cost Growth in 2025
[6] American Academy of Actuaries: Drivers of 2025 Health Insurance Premium Changes
[7] Retired Life Tips: Why Health Insurance Costs are Rising in 2025
[8] Thatch Blog: 22 Health Insurance Industry Trends and Statistics for 2025
[9] Mordor Intelligence: United States Health and Medical Insurance Market Size
[10] Deloitte Insights: 2025 US Health Care Outlook
[11] AJMC: IQVIA Report Highlights Shifts in Medicine Use, Spending Across Therapy Areas

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Navigating DEI in a Shifting Landscape: Risk Mitigation & Talent Strategy 18 Mar 2025, 9:30 pm

Now is the time to proactively evaluate your DEI strategies to ensure compliance and safeguard your organization's culture.

With increasing scrutiny on DEI initiatives and the recent Executive Order (EO) on “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” leaders must assess their talent management programs to ensure alignment with evolving regulations while continuing to foster inclusive, mission-driven workplaces.

While the order primarily targets federal agencies and contractors, its influence extends to private organizations, including values-driven organizations that receive federal funding. This webinar will equip leaders with practical insights on adapting talent management programs in a way that reinforces fairness, transparency, and belonging — all while minimizing risk and maintaining alignment with organizational values.

LAUNCH SESSION

To stay informed about other recent federal actions that may be impacting your business operations, visit the 2025 Federal Updates for Employers hub page.

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OneDigital Releases 2024 DEI&B Report, Reinforcing Commitment Amid Industry Pullbacks 17 Mar 2025, 1:00 pm

ATLANTA, GA – March 17, 2024 – As organizations across industries reassess their diversity, equity, inclusion, and belonging (DEI&B) strategies, OneDigital remains fully committed. Today, the company released its 2024 DEI&B Report, highlighting continued progress in embracing an inclusive workplace and advancing meaningful change. The report outlines key milestones across five focus areas: learning and coaching, assessment and transparency, team growth, social responsibility, and community giving.

Fostering a diverse and inclusive environment is an essential part of who we are and how we do business. We’re committed to building an environment where every voice is heard, valued, and respected, driving both our success as a company and solidifying our people-first culture.
 
— Adam Bruckman, President and CEO of OneDigital

This year’s report showcases several advancements, including:

• First ERG Leadership Summit: Launched to further cultivate a culture of belonging and empower employee resource groups (ERGs).
• Diversity in M&A: Welcomed women- or minority-owned firms that accounted for 15% of newly acquired firms, advancing diversity within the organization.
• Inclusive Hiring: Sourced diverse candidate slates for over 85% of hiring manager searches, a trend that has improved every year since 2021.
• Philanthropy: Contributed over $2.2 million to support charitable organizations nationwide.
• Top Workplace Recognition: Earned 30+ workplace awards, including national recognition from Fortune as a top workplace for women and millennials.

For us, DEI&B is not an initiative that we can choose to get behind or not. We view it as both a part of who we are and a business imperative. We seek not a perfect ending like a number or a quota but remain focused on empowering a constant state of belonging that can be seen and felt greatest through the lives and work of our people.
 
— Kristen Eskew, Vice President of DEI&B for OneDigital

Looking Ahead

OneDigital continually assesses employee demographics, engagement, survey results, and pay equity to ensure sustained progress and accountability.

We know that people are choosing to work and stay at companies where they feel like they belong. We are committed to a culture where everyone can do their best work and live their best life. It’s not just about culture; it's part of our secret sauce for building a successful company.
— Elizabeth Chrane, Chief People Officer at OneDigital

For more information on OneDigital’s DEI&B efforts and to download the 2024 report, visit onedigital.com/DEIB.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success and financial security. Our insurance, financial services and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.

Media Contact:
Chelsea McKenna
Chelsea.McKenna@onedigital.com

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Interviewing Neurodiverse Individuals: A Guide for Employers to Unlock Unique Talent 13 Mar 2025, 4:09 pm

As organizations increasingly recognize the value of a diverse workforce, the importance of hiring neurodivergent individuals becomes clear. These individuals bring unique perspectives, creativity, and problem-solving skills that can drive innovation and success.

Neurodivergent is a nonmedical term that describes people whose brains develop or are “wired” differently relative to the majority of the population. This means neurodivergent people have different strengths and struggles from people whose brains work in a more neurotypical manner. Some people who are neurodivergent have medical conditions such as autism spectrum disorder, ADHD, dyslexia, and Tourette’s syndrome, while others do not carry any formal diagnosis.

An estimated 15-20% of the world’s population exhibits some form of neurodivergence, and many are excluded from the workforce. For example, of an estimated 5.6 million autistic adults in the United States, a staggering 50-75% are unemployed or underemployed, despite having the expertise and skill set to excel. And according to the University of Connecticut’s Center for Neurodiversity and Employment Innovation, the rate of unemployment for neurodivergent adults in general is as high as 30-40%.

Part of this discrepancy may be due to the fact that traditional interview processes are not necessarily suitable for capturing the strengths of neurodivergent candidates. To ensure a fair and effective hiring process, employers can make alterations to their interviewing and talent strategy such as the ones below:

1. Understand Neurodiversity

Before conducting interviews, it’s crucial to understand what neurodiversity entails. Neurodiversity refers to the natural variations in human brain function, including conditions such as autism, ADHD, dyslexia, and more. Each neurodivergent individual is unique, with their own strengths and challenges. Educating interviewers about neurodiversity can help create a more inclusive and understanding environment.

2. Create a Comfortable Environment

The interview setting can significantly impact a candidate’s performance. For neurodivergent individuals, a traditional interview environment may be overwhelming. Consider offering options for virtual interviews, allowing candidates to choose a setting where they feel most comfortable. Additionally, minimize sensory distractions, such as bright lights or loud noises, to help candidates focus.

3. Provide Clear Instructions

Neurodivergent individuals may benefit from clear, concise instructions and expectations. Before the interview, provide detailed information about the process, including the format, duration, and topics to be covered. This transparency can help reduce anxiety and allow candidates to prepare effectively.

4. Focus on Skills and Strengths

Traditional interviews often emphasize social skills and quick thinking, which may not showcase the true potential of neurodivergent candidates. Instead, focus on assessing the specific skills and strengths relevant to the role. Consider using practical assessments or work samples to evaluate a candidate’s abilities in a more tangible way.

5. Be Flexible with Communication Styles

Neurodivergent individuals may communicate differently than neurotypical candidates. Be open to various communication styles, whether verbal, written, or visual. Allow candidates to express themselves in the way that best suits them, and be patient if they need extra time to formulate responses.

6. Avoid Ambiguous Questions

Ambiguous or open-ended questions can be challenging for neurodivergent individuals. Instead, ask clear, specific questions that allow candidates to demonstrate their knowledge and skills. For example, rather than asking, “Tell me about yourself,” consider asking, “Can you describe a project you worked on that you’re proud of?”

7. Offer Accommodations

Be proactive in offering accommodations that can help neurodivergent candidates succeed. This might include providing interview questions in advance, allowing breaks during the interview, or offering alternative formats for assessments. Encourage candidates to communicate any specific needs they may have.

8. Train Interviewers

Ensure that interviewers are trained in inclusive interviewing techniques and understand the importance of neurodiversity. This training can help reduce unconscious bias and create a more equitable hiring process.

Legal Considerations Around Neurodiversity

Is neurodiversity a disability protected by the Americans with Disabilities Act (ADA)? It depends. The ADA does not provide a list of what medical conditions are also a disability. Instead, the ADA defines a person with a disability as someone who (1) has a physical or mental impairment that substantially limits one or more "major life activities," (2) has a record of such an impairment, or (3) is regarded as having such an impairment. Some examples of major life activities are the ability to concentrate, working, reading, learning, and communicating. If a neurodiverse individual's health condition affects similar activities, then yes, they may be protected under the ADA.

The ADA applies to both applicants and employees. It is important for employers to note that asking an applicant outright whether they have a disability or conducting a medical examination at the pre-employment offer stage is prohibited. Instead, the Department of Labor provides the following guidance on interviewing applicants who may have a disability:

• Relax and make the applicant feel relaxed. If the applicant has a visible disability or reveals a disability during the interview, concentrate on the individual, not the disability.
• Treat the individual with the same respect you would treat any candidate whose skills you are seeking. Likewise, hold individuals with disabilities to the same standards as all applicants.
• Ask only job-related questions that speak to the functions of the job for which the applicant is applying.
• Concentrate on the applicant's technical and professional knowledge, skills, abilities, experiences and interests.

If an applicant or employee does disclose they are neurodiverse, the Job Accommodation Network (JAN), which is a service of the U.S. Department of Labor’s Office of Disability Employment Policy/ODEP, provides information on how to accommodate neurodiverse workers. The Department of Labor also has more detailed guidance on Job Applicants and the ADA.

Interviewing neurodiverse individuals requires a thoughtful and flexible approach that recognizes and values their unique strengths. By adapting interview processes to be more inclusive, companies can unlock the potential of neurodivergent talent and build a more diverse and innovative workforce. Embracing neurodiversity not only benefits the organization but also contributes to a more equitable and inclusive society.

For more information on this and other important topics for employers, check out the 2025 Workforce Insights Guide.

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The Small Business Technological Advancement Act (SBTAA): A Must-Know for Every Small Business Owner 11 Mar 2025, 4:05 pm

The world is changing faster than ever before, and small businesses are feeling the pressure to keep up with the latest technology.

From cloud computing and AI to digital marketing tools, the landscape is vast and evolving. Many small business owners struggle to keep pace, lacking the resources or expertise to become subject matter experts (SMEs) and effectively harness these innovations.

But here’s the good news: there is a solution on the horizon to ease the burden—the Small Business Technological Advancement Act (SBTAA). This legislation offers support through grants, funding, and resources to help small businesses level the playing field with larger companies. If you're a small-to-medium-sized business owner, this is the opportunity you’ve been waiting for to embrace new technology, grow your business, and remain competitive. Here’s how the SBTAA is creating a pathway for small businesses to access the technology and resources they need to compete on a bigger scale:

What is the SBTAA (Small Business Technological Advancement Act)

The Small Business Technological Advancement Act is legislation that aims to improve accessibility to technology for small businesses. It provides support through grants, funding, and resources to help small businesses develop, implement, and enhance their technological capabilities.

What the SBTAA Solves for Your Business

The SBTAA is designed to help small businesses integrate cutting-edge technology and stay competitive. While large companies have deep pockets to invest in the latest tech, these solutions are often out of reach for small businesses due to the costs and complexity of implementing new systems. This act tackles that head-on by offering:

• Access to Grants and Incentives: The act provides access to grants and subsidies to help cover the cost of tech upgrades. Whether it’s new software, hardware, or digital infrastructure, there are new funding opportunities to help offset expenses.
• Streamlined Regulatory Compliance: The SBTAA streamlines tech-related compliance, ensuring that small businesses don't face the burden of sifting through complex red tape. With clear guidelines and support, you can focus on growing your business without worrying about compliance risks.
• Improved Access to Talent: The act incentivizes tech training and education programs that help you bridge the talent gap in your business. As a small business, attracting and retaining skilled workers can be one of your biggest challenges. Thanks to the SBTAA, you can now tap into talent development resources that make it easier to train your team or hire the expertise your business needs.
• Enhanced Cybersecurity: Cyber threats are a concern for small businesses. The SBTAA offers cybersecurity support to help small businesses implement robust security measures without breaking the bank. With the right tools and protections in place, you can avoid the financial and reputational damage that comes with a data breach.

What Problems Could the SBTAA Create?

While the SBTAA brings a lot of positives to the table, no legislation is without its potential drawbacks. As a small business owner, you need to consider:

• Navigating New Regulations: Even with simplifying compliance processes, there will still be a learning curve. With new tech adoption comes new rules and regulations. The challenge will be staying up to date on these changes while managing your everyday business operations.
• Integration of New Technology: Technology adoption can be overwhelming. Small businesses might be caught in a cycle of constantly upgrading software, hardware, and tools without a clear strategy.
• The Cost of Upfront Investment: Even with government grants, the upfront cost of integrating new tech can be significant. While subsidies help, the cost of transitioning can still put a strain on your business’s cash flow, especially if you’re operating under a tight budget.

How the SBTAA Can Empower Your Business

The SBTAA presents exciting opportunities and challenges for small businesses. Our team can help you navigate these complexities, ensuring you leverage the benefits of the SBTAA while minimizing stress by providing:

• Compliance Support: We stay up to date with regulatory changes, allowing you to focus on growth.
• Tech Integration Strategy: We guide you through selecting and implementing tools to optimize ROI without disrupting operations.
• Talent Development and Training: We prepare your team for the tech-driven future.
• Cost Containment: We offer strategies to retain employees and manage expenses effectively by streamlining operations, prioritizing valuable investments, and reducing overhead costs.
• Cybersecurity Protection: We implement measures to safeguard your business and customers from the growing threat of cyberattacks.

The SBTAA is an opportunity for small businesses to access the tools and support needed to grow and compete in today’s fast-paced world. Small businesses don’t need bigger; they need better. Better resources, better strategies, and a partner who truly understands the challenges they face.

From managing rising healthcare costs to optimizing operations, we help protect businesses and their employees. With tailored and flexible solutions designed to meet your unique needs, we’re here to support your growth and ensure your hard work continues to pay off.

Contact us today to work together and make the most of evolving technology with a fierce advocate in your corner.

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Remote Work Thrives Despite Return-to-Office Push 10 Mar 2025, 9:00 am

Despite a growing number of return-to-office mandates, remote work continues to hold its ground.

As we approach the five-year anniversary of the COVID-19 pandemic's onset, its lasting impact remains evident. One of the most significant shifts has been the move to remote work, which continues to shape the modern workforce.

In a recent article by Cincinnati.com, "The COVID-19 Pandemic Is Over, but the Changes It Brought to Politics, Work and Play Remain," Colleen Pfaller, Principal, HR Consulting, Central Region, shared her insights on how the COVID-19 pandemic has reshaped the workplace, emphasizing the enduring shift towards remote work and the importance of flexible work arrangements.

Some companies see (remote work) as an employee benefit and are just now offering it for the first time to help them stand out and give them a competitive advantage.
— Colleen Pfaller, Principal, HR Consulting - OneDigital Central Region

Despite efforts to return to traditional office settings, remote work has proven resilient, offering flexibility and redefining productivity in ways that are likely to persist well into the future. Read the full article here: The COVID-19 Pandemic Is Over, but the Changes It Brought to Politics, Work and Play Remain.

Curious about the future of work and the trends that are shaping the workforce? Access OneDigital's 2025 Workforce Insights Guide now.

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Impact of Trump's Tariffs on Equity Markets 7 Mar 2025, 4:21 am

President Trump’s recent announcement of tariffs includes a 25% levy on imports from Canada and Mexico and a 10% increase on Chinese goods.

The date was initially postponed until March 1, but their implementation this week has sparked significant reactions across global markets. Equity markets have experienced heightened volatility, with major indices like the S&P 500 seeing 5%+ declines. Concerns about disrupted supply chains, increased costs for businesses, and potential inflationary pressures have contributed to this turbulence.

Additionally, retaliatory measures from Canada, Mexico, and China have further fueled fears of a prolonged trade war. While the long-term effects remain uncertain, it is clear that these tariffs are reshaping current investor sentiment and market dynamics.

Here are a few things to keep in mind over the course of the current news cycle.

U.S. trade is more important to Canada and Mexico’s economy than their trade is to ours.

The chart below shows that the majority of Canada and Mexico’s trade is done with the U.S., but only about 28% of trade in the U.S. is done with Canada and Mexico. China has more of an even playing field when it comes to trade; there, the bigger risk lies in sanctions and company/industry specific bans.

Source: U.S. Census Bureau, Statistics Canada, Bank of Mexico, OneDigital
As of 12/31/2024

We’ve seen this before.

If this is feeling a bit like Déjà vu, it’s because we saw this play out during the first Trump administration. Here’s a reminder of how that went:

The 2018-2019 tariff war also had a significant impact on markets. It led to higher volatility, as ups and downs were dictated by news flow on trade talks and the removal of tariffs/application of more tariffs. In general, there was a flight to perceived ‘safe haven’ assets globally.

• When talks broke down and/or additional tariffs were applied, U.S. stocks sold off. When talks resumed, U.S. stocks rose. Once the Phase I trade deal was announced in October 2019, U.S. stocks rose significantly. The S&P 500 fell 4.37% in 2018 but gained 31.35% in 2019.
• Chinese stocks also experienced volatility and sell-offs during the trade war but experienced a recovery as the tariff war subsided. For 2018, the S&P China A 100 Index fell 20.23%. But for 2019, it rose 40.77%.

In other words, tariffs caused short-term headwinds. Once markets grew accustomed to them and a resolution was reached in the form of the Phase I trade deal between the U.S. and China, volatility eased, and growth in financial markets reaccelerated.

While the long-term impact is unknown, we do expect short-term volatility to continue as long as uncertainty and policies are in flux. For our long-term investors, we don’t think any shifts in asset allocation are necessary and it may even make sense to rebalance back to strategic weights if volatility continues.

This material is for informational purposes only and should not be interpreted as specific investment advice. Investors should make investment decisions based on their unique investment objectives and financial situation. While the information is believed to be accurate, it is not guaranteed and is subject to change without notice.

Investors should understand the risks involved in owning investments, including interest rate risk, credit risk and market risk. The value of investments fluctuates and investors can lose some or all of their principal. Past performance is not a guarantee of future results.

Investment advice offered through OneDigital Investment Advisors LLC.

ID: 00155016

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White House Releases New Executive Order on Healthcare Price Transparency 4 Mar 2025, 8:59 pm

The Trump administration has released another executive order (EO) with the potential to impact employers. It is titled “Making America Healthy Again by Empowering Patients with Clear, Accurate, and Actionable Healthcare Pricing Information”.

This EO, intended to increase enforcement of price transparency requirements, orders the Department of Labor, Treasury, and Department of Health and Human Services (the Departments) to “improve existing price transparency requirements.” Within 90 days of the EO, the Departments must:

• Require the disclosure of actual prices of items and services, not estimates;
• Issue updated guidance or proposed regulatory action ensuring pricing information is standardized and easily comparable across hospitals and health plans; and
• Issue guidance or proposed regulatory action updating enforcement policies designed to ensure compliance with the transparent reporting of complete, accurate, and meaningful data.

This EO will expand on detailed price transparency regulations issued by the first Trump administration to implement the Affordable Care Act (ACA). Under previous ACA Transparency in Coverage (TiC) rules, non-grandfathered group health plans and health insurers are required to furnish cost-sharing information on request to participants and beneficiaries. These disclosures include estimates of an individual’s cost-sharing liability for covered items or services furnished by a health provider. Additionally, plans must publicly post on a website information in three machine-readable files (MRFs) that include:

1. In-network provider rates for covered items and services;
2. Out of Network allowed amounts and billed charges for covered items and services; and
3. Negotiated rates and historical net prices for covered prescription drugs

The MRFs are applicable for plan years beginning on or after January 1, 2022. In previous guidance, health plans can satisfy their compliance requirements by entering into a written agreement that their service provider (e.g., carrier, TPA, or health care claims clearinghouse) to publicly post the MRFs on its own public website on behalf of the plan. However, self-insured plans still retain liability if the other party fails to post the files, so it is prudent to monitor third-party compliance. Additional provisions to promote price transparency were enacted under the Consolidated Appropriations Act, 2021.

Rely on our team of compliance leaders to help you track key actions, pending legislation, and regulatory changes from the new administration that could impact your organization. Visit the OneDigital's resource page for real-time updates: Federal Policy Updates for Employers: What to Watch in 2025

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What Every Plan Sponsor Should Know About Having a Customized Financial Wellness Solution 3 Mar 2025, 5:00 pm

A Bank of America Report stated that 97% of employers feel responsible for their employees' financial wellness.

[1]

As an employer, this presents an excellent opportunity to support your employees on their financial wellness journey. Throughout this journey, the best way to help your employees thrive and grow their financial knowledge is to provide them with the tools and resources to succeed.

This is where a customized financial wellness solution comes in. It is a fantastic resource for employers to include in their employee benefits programs, helping to strengthen the relationship between employer and employee.

Customized Wellness Plan vs. Boilerplate Solution

Customized financial education comes down to understanding what your participants need and want. When a business's financial wellness platform is customized, the organization can better focus on the company's demographics and how best to help those employees. For example, with a younger employee population, plan sponsors could consider implementing targeted education toward student loans and Roth 401K. Conversely, sponsors could focus on Social Security, Medicare, and estate planning for an older employee population.

From a customized perspective, holding workshops that build on each other can make a significant impact. A traditional approach would start with personal finance 101, then 102, and move on to cover subjects such as how to prepare for retirement and Social Security. Offering a variety of topics allows employees to build and increase their financial literacy.

Group Education vs. One-on-Ones

There are two different approaches to financial wellness platforms, and both have their use cases and can be used in conjunction with each other. The benefit of group workshops is that participants can get their general questions answered by a knowledgeable adviser. Often, a participant doesn't even know where to start. Group education can significantly empower your employees and give them a starting place to increase their financial knowledge.

One-on-ones are when personalized financial guidance and education happen. An adviser can move a participant ahead on their specific financial plan much quicker because the advice is unique to them. The one-on-one education can get much more detailed and direct than anything from a workshop.

Knowing your Employees

Understanding your employees' needs is critical. By analyzing the demographics of your workforce, you can tailor your financial wellness programs to better serve your employees. Many employers are now utilizing census data and conducting information-gathering surveys that address economic issues plaguing employees. This approach enables employers to provide a more customized financial wellness solution and address the issues affecting their employees the most.

Employee Engagement

Financial stress and uncertainty in recent years have significantly impacted employee engagement, prompting many to seek financial assistance from their employers. Worrying about finances can lead to decreased productivity, higher absenteeism, and low morale.

According to TIAA’s financial literacy and retirement fluency index, financial literacy among adults is 48 percent. [2] Employees are more interested than ever in financial literacy and resources to help manage their financial challenges. A comprehensive financial wellness solution can help alleviate stress, often leading to more engaged and focused employees.

Financial education supports employee's financial well-being and fosters a more positive and productive work environment.

How Advice Through an Employer Sponsored Plan Can Be Better than Online

Younger employees are becoming much more engaged through online platforms. According to an article from Intuit, 61 percent of millennials and 77 percent of Gen Z Americans have gotten financial advice online or through social media. [3] This newfound interest can be both positive and negative. It is encouraging that employees are becoming more engaged, but we all need to be careful of financial advice that is 140 characters or less than 60 seconds. Social media content like this is much easier to take out of context.

As an employer, you can leverage your wellness platform to help safeguard your employees from improper advice. By offering a customized solution with a vetted and reputable adviser, you help ensure your employees receive the best possible guidance tailored to their needs. The financial advice employees receive must be factual, something that often cannot be achieved through brief social media posts or quick online tips.

How Wellness Programs Can Help with Employee Retention

When participants or employees have better control of their money each month, they may be happier, more comfortable at work, and even more productive. Seventy-four percent of employees want help with their personal finances and almost 70 percent of those employees use those services provided by their employer, showing that if you provide the benefit, employees will engage.[4]

Eighty-three percent of employers believe employee financial wellness programs and tools help to create more productive, loyal, satisfied and engaged employees. This works both ways, as 57% of employees feel their well-being has a great impact on productivity. [5]
 
—Wharton University of Pennsylvania, Pension Research Council

The Benefits of Consistency

Having repeatability or consistency is key to a sound financial wellness plan. Seeing a consistent face, having a consistent message, and a well-structured program are great ways to build stability and cohesiveness with your employees. You want a reliable service your employees know is available and on a repeatable schedule. As an employee, knowing that an adviser will be available regularly is reassuring. This consistency provides security and support, allowing employees to address their financial concerns confidently. Having an adviser they can talk to and create a safe place to share financial information can take a massive weight off an employee's shoulders.

Sometimes, running a business means you can't always help everyone. With a customized financial wellness platform, we, as advisers and plan sponsors, are uniquely positioned to do that. With a personalized platform, you can better help individuals through group sessions and individualized advice on their road to financial freedom.

Want to learn more about the benefits of a financial wellness platform? Check out this fiduciary academy session:
Employee Engagement & Financial Literacy.

Investment advice offered through OneDigital Investment Advisors LLC.

[1] Bank of America Study
[2] TIAA Institute Financial Literacy and Retirement Fluency
[3] Intuit "Gen Z feels burned after taking financial advice from social media"
[4] PwC's 2023 Employee Financial Wellness Survey
[5] Wharton University of Pennsylvania "Employers’ Sense of Responsibility for Employees’ Financial Wellness Is Rising"

ID: 00154258

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OneDigital Celebrates 25 Years of Innovation in Insurance, Financial Services, and HR Consulting 3 Mar 2025, 1:00 pm

Atlanta, GA – March 3, 2025 – OneDigital proudly marks its 25th anniversary, celebrating a quarter-century as a pioneering leader in insurance brokerage, financial services, and HR consulting.

Over the past 25 years, our focus has always been on creating meaningful impact for our clients and fostering an environment where our people thrive. The foundation of OneDigital is built on innovation, collaboration, and a relentless commitment to those we serve. I’m incredibly proud of the legacy we’ve built together and deeply grateful to our teams and clients for being part of this journey.
 
— Adam Bruckman, President and CEO of OneDigital

Founded in 2000 as "Digital Insurance," the company was built with a bold vision: to revolutionize how businesses navigate their insurance needs through online solutions. Under the leadership of co-founders Adam Bruckman and Mike Sullivan, OneDigital introduced the employee benefits industry’s first small business partnership model. In 2007, OneDigital made its debut on the Inc. 5000 List of America’s Fastest-Growing Private Companies and maintained this recognition for fourteen consecutive years—an accomplishment shared by only 11 other companies. This milestone was one of many, underscoring OneDigital’s ongoing impact and sustained growth.

In the late 2010s, as both the health insurance and financial markets faced unprecedented challenges, OneDigital responded by building solutions that addressed the evolving needs of employers. This led to the expansion of the company’s partnership model, bringing together top talent from key markets nationwide. Through more than 200 acquisitions, firms and teams across the U.S. and Canada have joined OneDigital, strengthening its innovative approach in local markets and positioning the company for sustained growth.

In 2016, then Digital Insurance and Digital Benefits Advisors, reintroduced itself as OneDigital. Building on the concepts of being 'better together,' 'one,' and 'digital,' the company combined its talented people with the modern technology experience that today’s businesses and individual consumers expect. The rebrand reflected OneDigital’s passion for partnerships and its deep roots in digital innovation and signaled a new chapter for the company.

In 2020, drawing on its strong history of adaptability, the company embarked on a journey to broaden its impact and expand its service offerings. Recognizing the interconnectivity of healthcare and financial wellbeing, OneDigital began providing corporate retirement plan consulting and wealth management solutions, quickly expanding to include Property & Casualty, PEO, and Medicare Advantage. Within just 18 months, the company’s portfolio evolved into a comprehensive platform, empowering its teams to advocate fiercely for businesses and individuals, helping them achieve health, success, and financial security.

Recent years have seen OneDigital continue to build on its legacy of innovation and growth. A strategic investment from Onex has fueled the company's expansion, enabling significant investments in technology, AI, and other innovations. OneDigital's commitment to fostering a culture where employees can do their best work and live their best life has been a key priority since its founding. From a start-up to over 5,000 employees, the company has maintained its people-first focus and continues to earn prestigious accolades, including highly coveted “best workplace” awards from Glassdoor, Fortune, and several industry-specific recognitions. Additionally, the company marked a major milestone with the crowning of its new headquarters in Atlanta, proudly displaying the OneDigital logo as a symbol of its continued growth and forward-looking vision.

From the very beginning, we set out to build something that didn’t exist in the marketplace—an organization that consistently evolves, adapts, and grows to meet the needs of our clients and the industry. Our success is rooted in bold moves, entrepreneurial spirit, and a commitment to reshaping the future of our industry. As we celebrate 25 years, I’m excited about what lies ahead and the opportunities to continue redefining what’s possible.
 
— Mike Sullivan, Co-Founder and Chief Growth Officer at OneDigital

To celebrate this milestone anniversary, OneDigital will host a series of internal and external events, including its annual Summit, which this year will take place in the company’s headquarters city of Atlanta, GA. For more information about OneDigital and its journey of growth and innovation, please visit OneDigital Celebrates 25 Years of Building for Better.

About OneDigital

OneDigital’s team of fierce advocates helps businesses and individuals achieve their aspirations of health, success and financial security. Our insurance, financial services and HR platform provides personalized, tech-enabled solutions for a contemporary work-life experience. Nationally recognized for our culture of caring, OneDigital’s teams enable employers and individuals to do their best work and live their best lives. More than 100,000 employers and millions of individuals rely on our teams for counsel and access to fully integrated worksite products and services and the retirement and wealth management advice provided through OneDigital Investment Advisors. Founded in 2000 and headquartered in Atlanta, OneDigital maintains offices in most major markets across the nation. For more information, visit onedigital.com.

Media Contact:
Chelsea McKenna
Chelsea.McKenna@onedigital.com

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The Impact of Longevity on Retirement Planning 1 Mar 2025, 4:48 pm

In the early 20th century, life expectancy was relatively short. In 1900, the average life expectancy in the United States was about 47 years. Fast forward to the year 2000, and life expectancy had increased dramatically to around 77 years.

This amazing increase in life expectancy is attributed to advances in medical technology, better healthcare, and improved living conditions.

When the Social Security system was designed in the 1930s, it was based on the assumption that people would work until age 62 and likely not live much past 65 or 70. However, with today's continued medical advancements and healthier lifestyles, many of us can expect to live much longer than previous generations.

Financial Implications of Longer Life Expectancy

The implications of increased longevity are profound and far-reaching. Planning for a retirement of 5 or 10 years is vastly different from planning for a retirement that could last 25, 30 years, or more. This new reality necessitates a shift in how we approach retirement planning and financial security. The concept of working until age 65 and then retiring to only leisure is being questioned by many of today’s Baby Boomers. With longer life expectancies, the notion of being largely inactive for decades is not very appealing. More of today’s Boomers are choosing to be far more active and engaged than previous generations whether by working into their late 60’s or 70’s, volunteerism, pursuing different interests or part-time work.

Financial Planning Strategies

To ensure financial stability throughout a longer retirement, individuals will need to adopt different financial planning strategies than earlier generations. Here are a few considerations:

1. Start Early: Start saving for retirement as early as possible and maximize what you are saving to take advantage of compound interest. Increasing your savings rate can significantly impact your financial security in later years.
2. Tilt Investments Towards Growth: Traditional wisdom said to get more conservative by reducing exposure to stocks and increasing bonds substantially by the time you retired. With increased life expectancies extending the retirement years so much, that logic may no longer apply in the same way.
3. Plan for Healthcare Costs: Healthcare expenses traditionally increase with age and that trend is still in place. You’ll need to educate yourself in order to select the health insurance coverage that best meets your needs. You may also need long-term care insurance to cover home health care or nursing home needs late in life.
4. Consider Delaying Social Security: Delaying the start of Social Security benefits can result in an 8% increase in payments for each year you delay. If you are married or divorced, you should consider how best for each of you to take your benefits. This is something a financial advisor can help with.

The Importance of Purpose and Engagement

Beyond financial considerations, it's crucial to plan for how you will spend your time in retirement. Keeping active and exercising regularly is a commitment that most strive for in retirement. By all accounts, regular exercise is one of the most important factors in retaining good health in your later years. Maintaining a sense of purpose and staying socially connected can greatly enhance your quality of life. Many retirees find fulfillment in part-time work, volunteering, or engaging in activities with others that they are passionate about.

Conclusion

As we continue to experience increases in life expectancy, it's essential to rethink traditional retirement models and embrace a new approach to financial planning and lifestyle choices. By taking proactive steps to secure financial stability and staying actively engaged, today's workers can look forward to a fulfilling and dynamic retirement that defies outdated stereotypes.

Investment advice offered through OneDigital Investment Advisors LLC.

This is for informational purposes only and should not be interpreted as specific investment advice. Investors should make investment decisions based on their unique investment objectives and financial situation.

ID: 00156054

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Congress Passes Two Laws Intended to Ease Employer ACA Reporting 27 Feb 2025, 3:33 pm

Congress passed the Paperwork Reduction Act and the Employer Reporting Improvement Act, each of which modify the ACA’s provisions on 1094 and 1095 tax form reporting.

President Biden signed both acts into law on December 24, 2024, meaning that changes to ACA reporting requirements in each piece of legislation will have immediate effect. These laws only impact federal ACA reporting. State reporting remains unchanged. For information on state filing requirements visit our piece on Complying With Various State Individual Health Care Mandates.

Paperwork Reduction Act

The Paperwork Reduction Act amends the ACA by no longer requiring employers and health insurance providers to send tax forms to the covered individuals under their health plan. Previously employers and/or insurance providers had to send 1095-B/1095-C tax form to each covered individual showing proof of minimum essential coverage. Now, those forms must only be sent when requested by the covered individual. If a covered individual requests a form, the form must be provided by January 31 or 30 days after the date of the request, whichever is later. Employers and insurance providers must inform covered individuals of their right to request a form.

Now, 1095-B/1095C forms must only be sent when specifically requested by covered individuals.

IRS Notice 2025-15 states that employers may satisfy the notice requirements of 1095-B by following the same steps as required for Form 1095-C. The notice must be posted by the original furnishing deadline (March 3 for 2025). It must also be posted in a location on the employer’s website that is reasonably accessible to full-time employees and remain accessible through October 15 of the year following the calendar year of the applicable reporting year. The notice must include an email address where requests can be sent, a physical mailing address where requests can be sent, and a phone number employees can use to ask the employer questions about the notice.

Employer Reporting Improvement Act

The Employer Reporting Improvement Act codifies IRS regulations that allow for an individual’s date of birth to be substituted if the individual’s Tax Identification Number is not available. The Act also amends the ACA to incorporate IRS regulations allowing employers and insurance providers to offer 1095-B and 1095-C tax forms to individuals electronically.
Additionally, and more importantly to employers, the Act requires the IRS to give large employers at least 90 days to respond to 226-J letters that issue a proposed employer shared responsibility payment. Previously, employers had only 30 days to respond. Finally, the Act establishes a six-year statue of limitations for collecting these payments.

Aside from the changes specified in these bills, all other ACA reporting requirements will remain the same.

If your organization has accidentally made an ACA reporting error, you can reference our Guide to Correcting ACA Reporting Mistakes in order to get back in compliance.

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How to Correctly Administer an Actively-At-Work Clause 27 Feb 2025, 2:22 pm

Take a Closer Look at the HIPAA Nondiscrimination Rule’s Prohibition of Actively-at-Work Clauses

The HIPAA nondiscrimination rule states that an employer cannot, “refuse to provide benefits because an individual is not actively at work on the day that individual would become eligible for benefits.” Yet, actively-at-work clauses, which require an individual to be actively at work on the day their benefits become effective, remain a standard practice in many medical and group life insurance policies. For life insurance policies, this issue is easily reconciled by the fact that life insurance policies are not subject to HIPAA. For medical and other group health plan policies subject to the HIPAA nondiscrimination rules, however, a more careful analysis is necessary.

HIPAA says that an employer cannot refuse to provide benefits because an individual is not actively at work on the day that they would become eligible for benefits.

Under HIPAA, an employer is prohibited from denying eligibility for benefits or otherwise treating an individual differently with respect to their benefits based on a health factor. A health factor includes physical and mental medical conditions, claims experience, receipt of healthcare, medical history, genetic information and disability.

Impermissible Actively-at-Work Clause

If the actively-at-work clause denies entry into the plan because the employee is not actively at work due to a health factor on the day he or she would otherwise enter the plan, the clause is prohibited under HIPAA.

Example: Employer Z hires Employee A on March 15 as a regular, full-time employee. Employer Z has a waiting period of first of the month following 60 days of service, which Employee A satisfies on June 1. Due to a recent back injury, however, Employee A is on sick leave and not actively at work on June 1. Despite Employee A’s absence being based on a health factor, Employer Z denies enrollment to Employee A until Employee A returns from sick leave.

This action, without provisions, would violate HIPAA nondiscrimination rules.

Permissible Actively-at-Work Clause

An employer may have an actively-at-work provision that does not violate the HIPAA nondiscrimination rules if:

1. The plan treats the absent employee as if they were actively at work for purposes of health coverage;

   Example: Employer Z hires Employee A on March 15 as a regular, full-time employee. Employer Z has a waiting period of first of the month following 60 days of service, which Employee A satisfies on June 1. Due to a recent back injury, however, Employee A is on sick leave and not actively at work on June 1. Because Employee A’s absence is based on a health factor, Employer Z enrolls Employee A on June 1 as if Employee A was actively at work that day.

2. The clause only requires that the employee report for their first day of work before coverage becomes effective; or

   Example: Employer Y hires Employee B as a regular, full-time employee with a March 15 start date. Employer Y has no waiting period, which Employee B will satisfy on the first day of work. Due to physical injuries from a car accident the day before, however, Employee B is unable to start work until March 18. Because Employee B did not report for the first day of work until March 18, Employer Y denies enrollment to Employee B until March 18.

3. The clause is only applied to absences not related to a health factor.

   Example: Employer X hires Employee C on April 15 as a regular, full-time employee. Employer X has a waiting period of first of the month following 30 days of service, which Employee C satisfies on June 1. June 1, however, is a Saturday and Employer X is not open on Saturdays. Because Employee C’s absence on June 1 was not based on a health factor, Employer X denies enrollment until June 3 when Employee C is actively at work the following Monday.

If you’re interested in learning more about the actively-at-work provisions of the HIPAA nondiscrimination rule or have specific questions regarding the permissibility of the clause, reach out to your OneDigital consultant.

As federal policies continue to evolve, rely on our team of compliance leaders to help you stay on top of key actions, pending legislation, and regulatory changes that may impact your organization. Visit OneDigital's resource page for real-time updates: Federal Policy Updates for Employers: What to Watch in 2025.

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5 HR Workforce Trends for Employers to Watch in 2025 26 Feb 2025, 8:15 pm

As the first several weeks of 2025 have shown us, employers need to be ready to navigate sudden and unexpected changes. Not everything is unpredictable, however: below are five developing trends OneDigital’s HR Consultants are monitoring for 2025.

1. The New Hybrid Standard and “Quiet Vacationing”: A National Compromise with Some Downsides

Key Takeaway: After a years-long tug-of-war between employees and management, hybrid work has cemented its place as America’s preferred post-pandemic working model for those with office jobs.

This development is a compromise in the truest sense of the word, with many unsatisfied people on both sides who strongly believe that fully remote or fully in-person working models are superior. However, efforts to bring employees back to physical offices more frequently is often met with pushback and may have negative effects on recruitment and retention.

"Quiet Vacationing," where employees work from vacation destinations instead of taking PTO, is on the rise.

This is further complicated by the rise of "Quiet Vacationing," where hybrid or fully remote employees work from vacation destinations rather than formally taking time off. While these employees may still be getting work done, their level of productivity and focus is debatable. Employers may also find themselves inadvertently operating their business in another jurisdiction, where there may be additional licensing and registration, taxation, and other compliance issues. This phenomenon may signify cultural challenges within organizations, with recent studies showing that roughly 50% of employees are uncomfortable taking time off, and that, when they do, they feel pressure to remain available. To combat burnout, employers must foster a culture that encourages true disconnection during leave. One of the best ways to do this is for leaders at the top of the organization to practice what they preach and not expect responses when an employee has a scheduled day off.

2. The Expanding Reach of State-Level Employment Laws

Key Takeaway: Across the country, states are beginning to take the lead on employment regulations due to an absence of clear federal leadership.

This development is creating a series of patchworks are a headache for multi-state employers must navigate. For example, several state governments have passed pay transparency laws that require employers to disclose pay scales in job postings and during internal discussions which are often written to apply to companies even if they only have a small number of fully-remote workers in an affected jurisdiction.

Similarly, paid family and medical leave (PFML) and paid sick leave laws are expanding, mandating employers to provide paid leave for family and medical needs in many states on top of standard unpaid federal requirements. Employers must stay proactive to remain compliant and competitive in this evolving regulatory landscape.

3. A Generational Shuffle in the Workplace

Key Takeaway: The demographic transition is reaching a crescendo, with baby boomers increasingly hard to find in American offices.

10,000 Americans are turning 65 every day, and Baby Boomers are continuing to retire at a staggering pace. This is freeing up leadership roles and increasingly allowing Gen X and Millennial employees to move up the chain. Millennials now constitute the single largest generational cohort in the American workforce. Meanwhile, Gen Z is now flooding into American offices, occupying a position that is similar to the one Millennials held in the early 2010s.

Millennials now constitute the single largest generational cohort in the American workforce.

We know that different generations have different preferences and values, making it impossible to use a ‘one size fits all’ approach when considering how to attract, retain, and communicate with diverse generational teams. As such, organizations must make an effort to learn and understand these differences, and work to adapt their strategies to ensure they don’t fall behind.

4. AI Matures and Permeates the Workplace

Key Takeaway: Generative AI is moving beyond a novelty that employees sneakily use behind the scenes to an official, permissible tool of the modern workplace that is subject to both internal and external regulation.

Ambitious state legislatures are also working to regulate AI in the workplace and articulating legal guidelines for its use in hiring, monitoring, and productivity tracking. Many organizations are formally integrating AI into their processes, while employees increasingly adopt AI tools to streamline tasks and boost productivity. AI is now widely used in recruitment, employee engagement, performance analytics, and more.

Looking ahead, AI is expected to further evolve, supporting personalized learning paths, predictive workforce planning, and advanced decision-making. Employers should focus on ethical and transparent AI implementation that retains resources for the training, development, and re-skilling of those whose positions are impacted most.

5. Employee-Centric Benefits Design

Key Takeaway: Competitive employers are increasingly leveraging hard data about the preferences of their employee population and new benefit analytics tools to move away from one-size-fits-all benefits.

Instead, employers are turning their attention towards customized offerings that are designed to cater to the needs of their existing employee base and specific subgroups that they are hoping to attract. Insights from workforce survey data is an essential tool in this transition that allow employers to tailor offerings, enhance satisfaction and better measure ROI.

Findings from OneDigital’s Employee Value Perception Study highlight the importance of aligning benefits with life stages, seniority, and other measurable traits. For example, younger employees may prioritize career development and flexibility, while older workers value retirement planning and financial wellness. By strategically using data, employers can create benefit packages that resonate across demographics and improve retention and employee engagement.

Employers are turning their attention towards customized offerings that are designed to cater to the needs of their existing employee base and specific subgroups they are hoping to attract.

Competitive employers will need to balance evolving compliance obligations with ongoing social, demographic and technological changes in the workforce. Leverage your relationship with a trusted HR partner to adapt to changing circumstances, strategize for the future, and become an employer of choice.

For real-time updates on some of the biggest events affecting employers this year, check out OneDigital's Federal Policy Updates for Employers: What to Watch in 2025.

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