logo
Corrections: July 2, 2025

Corrections: July 2, 2025

New York Times02-07-2025
An article on Tuesday about a heat wave sweeping much of Europe incorrectly described Puerta del Sol. It is one of the largest squares in Madrid, not the largest.
An article on Saturday about the Supreme Court's decision to uphold a provision of the Affordable Care Act that requires insurance companies to offer some kinds of preventive care for free misstated the requirement of the Affordable Care Act's individual mandate. The mandate requires that people obtain health insurance or pay a fine, not that most employers provide health insurance for their workers.
An obituary on Tuesday about the former congressman Pat Williams misstated the number of grandchildren who survive him. It is three, not five.
Errors are corrected during the press run whenever possible, so some errors noted here may not have appeared in all editions.
To contact the newsroom regarding correction requests, please email nytnews@nytimes.com. To share feedback, please visit nytimes.com/readerfeedback.
Comments on opinion articles may be emailed to letters@nytimes.com.
For newspaper delivery questions: 1-800-NYTIMES (1-800-698-4637) or email customercare@nytimes.com.
Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

Eli Lilly to Raise U.K. Price of Mounjaro for Out-of-Pocket Patients
Eli Lilly to Raise U.K. Price of Mounjaro for Out-of-Pocket Patients

Wall Street Journal

time21 minutes ago

  • Wall Street Journal

Eli Lilly to Raise U.K. Price of Mounjaro for Out-of-Pocket Patients

Pharma giant Eli Lilly said it is negotiating to raise drug prices in Europe, starting in the U.K. with the weight-loss drug Mounjaro, so that it can comply with the Trump administration's goal of bringing down prices in the U.S. Lilly said Thursday that it has an agreement with the U.K. government to raise the list price of Mounjaro for patients who pay for it out-of-pocket. Lilly will more than double the list price of Mounjaro's highest dose from about $165 to about $446. The new price is in line with the prices paid in the rest of Europe and other developed countries, Lilly said.

The escalating cost of employee benefits — and how PEOs can help
The escalating cost of employee benefits — and how PEOs can help

Business Journals

timean hour ago

  • Business Journals

The escalating cost of employee benefits — and how PEOs can help

There's no way around it: Employers spend a significant amount to provide health care benefits. As of March 2024, the U.S. Bureau of Labor Statistics reports that private-sector employers spend an average of $3.23 per hour, per employee on health insurance. For smaller companies, these rising costs can feel especially burdensome—and they rarely go down. In 2023 alone, employer health insurance expenses rose 5.2%, with more increases expected, according to Mercer's National Survey of Employer-Sponsored Health Plans. That means employers are left facing a consistent challenge: how to contain the cost of employee benefits without sacrificing quality. Why Benefit Costs Keep Rising Some cost increases are beyond an employer's control, including: Medical inflation (the rising cost of care) Regulatory and reporting requirements Another major factor: claims history. Like car insurance, higher claims often lead to higher premiums. But predicting claims year to year is difficult. Additionally, small and mid-sized businesses often lack the time, resources, or expertise to: Analyze claims data Identify cost-saving opportunities Negotiate competitive rates Their smaller employee headcounts also reduce bargaining power. In fact, the National Conference on State Legislatures reports that small businesses pay 8% to 18% more for the same coverage as larger companies. Why Providing Benefits Still Matters Even with high costs, offering quality benefits remains crucial. Here's why: Attract top talent: Job seekers expect strong benefits. Without them, you can't compete. Boost engagement and retention: Good benefits foster loyalty and job satisfaction. Promote health and productivity: When employees have access to care, they're more likely to stay healthy and miss fewer days. Stay compliant: Companies with 50+ full-time employees may face penalties under the Affordable Care Act if they don't offer affordable, compliant plans. In short, cutting benefits isn't an option for most companies— but managing them more efficiently is. How a PEO Can Help Control Benefits Costs A professional employer organization (PEO) can be a game-changer for small and mid-sized businesses struggling with rising benefit costs. 1. Save Time and Resources PEOs typically sponsor and manage benefit plans for their clients, assuming responsibility for: Negotiating with vendors Ensuring compliance Managing benefit administration That means your internal team no longer has to spend time researching plans, comparing rates, or handling day-to-day benefits tasks— saving you both time and money. 2. Improve Employee Education and Enrollment PEOs also manage employee education and support during benefits enrollment. They offer tools to help employees understand their options and choose wisely—without burdening your internal team. This enhances the employee experience while freeing you from answering routine benefits questions or managing enrollment logistics. 3. Offer Additional Health & Wellness Support Reputable PEOs often include access to wellness services and fringe benefits that encourage a healthier workforce—helping reduce future claims and boost morale. These may include: Wellness programs focused on stress, fitness, nutrition, and tobacco cessation On-site health screenings to increase awareness and detect early health risks Workplace safety policies to prevent injuries Employee Assistance Programs (EAPs) for mental health, grief, or personal struggles These initiatives can proactively reduce medical claims, absenteeism, and long-term healthcare expenses. The Bottom Line Containing the cost of employee benefits is a growing concern for businesses of all sizes, but especially for small and mid-sized companies that lack leverage and HR capacity. Key takeaways: Health insurance costs rise annually, often beyond what small businesses can control. Smaller employers often pay more and struggle with the administrative workload of benefits management. Partnering with a PEO can help you control costs, save time, reduce risk, and offer better employee experiences. If you're looking for a way to support your employees while protecting your bottom line, exploring a PEO relationship could be a smart move. At Insperity, it's not just HR outsourcing, it's HR that makes a difference. Our comprehensive, scalable HR solutions offer an optimal blend of service and technology to facilitate growth by streamlining processes related to payroll, benefits, talent management and HR compliance. We provide the tools to help you lighten your administrative load, maximize productivity and manage risks – so you can focus on growth. Because that's what it means to have a true HR partner.

Federal judge blocks Trump administration's broad birth control mandate exemptions
Federal judge blocks Trump administration's broad birth control mandate exemptions

The Hill

timean hour ago

  • The Hill

Federal judge blocks Trump administration's broad birth control mandate exemptions

The Trump administration's religious and moral carve-outs to an ObamaCare requirement that all employer health plans cover contraception at no cost were blocked on Wednesday by a federal judge. District Judge Wendy Beetlestone in Philadelphia issued a summary judgment that the rules were arbitrary, capricious and an overreach of the authority of the agencies that wrote them in 2017. Under the rules, essentially any for-profit or nonprofit employer or insurer was allowed to exempt themselves from following the birth control mandate on moral and religious grounds. The rules also let publicly traded companies obtain a religious exemption, but not a moral one. The Affordable Care Act required employer health plans to cover at least one of 18 forms of birth control approved by the Food and Drug Administration. Religious groups and employers sued, and the Supreme Court in 2014 ruled 5-4 that the contraceptive mandate violated the Religious Freedom Restoration Act (RFRA) rights of closely held corporations whose owners had religious objections. Subsequent agency actions tried to find a balance, but the Trump administration in 2017 issued a blanket exemption. The rules didn't require employers to apply for an exemption because the administration said that would be a violation of their religious rights. Pennsylvania, New Jersey and dozens of other states sued to halt that broad expansion of exemptions and accommodations. That lawsuit reached the Supreme Court in 2020, where the justices upheld the Trump rules on technical grounds but did not address the underlying merits of the case. The case was sent back to the lower court, where a religious group, Little Sisters of the Poor, joined the lawsuit alongside the federal government in asking for summary judgment. Beetlestone, an appointee of former President Obama, wrote that the Trump administration's religious rule did not accomplish what the agencies purportedly wrote it to do, which was to resolve a conflict between the contraceptive mandate and RFRA. But the rule exemptions to organizations that are 'unlikely, if ever, to be capable of maintaining a religious objection, raising further doubts as to any 'rational connection' between the Rule and remedying potential conflicts with RFRA,' Beetlestone wrote. The Little Sisters of the Poor will appeal the ruling in the coming weeks, according to the Becket Fund for Religious Liberty, a nonprofit that represents the order.

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into a world of global content with local flavor? Download Daily8 app today from your preferred app store and start exploring.
app-storeplay-store