Articles | July 20, 2022
Organizations have myriad issues to consider with Roe v. Wade overturned by the U.S. Supreme Court’s decision in Dobbs v. Jackson Women’s Health Organization, resulting in the authority to regulate abortions being returned to states. We discussed implications of that decision and considerations for organizations in our June 24, 2022 insight.
To help employers clarify an appropriate path forward, we’ve identified 10 key questions for HR to help answer.
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|1. How important is this decision to our organization?
To answer this question as completely as possible, consider in what ways this decision:
|2. What parts of the employer-employee social contract may need to be reviewed and possibly adjusted?
Consider every aspects of the evolving employer-employee social contract, including these:
|3. What’s our risk tolerance related to these issues?
Answering this question with confidence requires addressing these tough questions:
|4. What do our current health benefits cover?
Examine the following benefits:
|5. What other current benefits are relevant to the issue?
Other relevant benefits include:
|6. What do we spend today on each of these benefits?
|You need to understand your current spending so you can project what may change in the future as accurately as possible. Data mining can be an invaluable part of this important process.
|7. What, if anything, should we consider changing based on our organization’s mission, vision and values?
When answering this question, consider these factors:
|8. How will potential benefit changes impact our workforce and our benefits costs?
Possible impacts include:
|9. How will we address these issues within the organization?
|10. Should we take a public stance, based on our organizational values?
When considering whether to make a public statement, consider:
When developing answers to these questions, you’ll need to reach out to these people:
Not everyone on this list needs to be involved in answering each question, but they all need to be consulted at some point.
Be sure to include these items on your to-do list:
Plan sponsors should consult with legal counsel prior to implementing actions concerning abortion coverage because some plans may be subject to state insurance law or other laws.
While these actions may seem daunting, keep in mind that you don’t have to go it alone!
Health, Compliance, Benefits Administration, Communications, Insurance, Public Sector, Multiemployer Plans, Healthcare Industry, Architecture Engineering & Construction, Pharmaceutical, Corporate, Consulting Innovation
Health, Multiemployer Plans, Public Sector, Corporate, Organizational Effectiveness, DEI
This page is for informational purposes only and does not constitute legal, tax or investment advice. You are encouraged to discuss the issues raised here with your legal, tax and other advisors before determining how the issues apply to your specific situations.