Benepass

My favorite thing about being a startup founder/CEO is that my top priority changes dramatically every 6 months. In the first half of 2024, on the back of our fundraise in December, I've been focused on recruiting top talent to our sales & marketing team. Last week, we had a group of new joiners in New York for our sales kick-off, and the energy was palpable! Welcome to Benepass! 🚀 Michael Watts is leading our sales team, building on incredible experience from Sword Health and Artemis Health. To recruit Mike, I spent hundreds of hours learning variations of successful playbooks from sales leaders partnering with benefits leaders, and Mike is the best of the best and an incredible fit for Benepass. Emilie DeBaie, Joshua Miles, Jack Gray join the sales team under Mike's leadership, adding to the team's industry experience partnering with benefits leaders. Randi Brookes is leading Strategic Alliances, deepening our relationships with consultants and brokers, who have been instrumental in evangelizing Benepass to employers. Megan Burns is an industry encyclopedia, advising clients on the intricacies of pre-tax benefits, LSA plan design, and best practices in deploying the Benepass platform for their business goals. Anil Chakka has the coolest job title, which means scaling and automating our demand generation efforts, with creativity of course. Kaz Egan and Lorenzo Ramsey are bringing awareness to the market and getting Benepass into key conversations with clients. This all-star team is anchored by our OGs who have paved the way and built the early playbooks for our new joiners to build upon. Massive ups to Joseph Roberts, Rob Marwanga, Annalisa Rodriguez, Richie Ledo, and Winston Yang 🙏 We still have open roles! DM me with your resume if interested. - Sales, Enterprise Accounts, Midwest, reporting to Mike - Strategic Alliances, East & Central, reporting to Randi - BDRs, in office in Oakland, reporting to Winston

It's the time of year when we start seeing updated benefit contribution limits for the next year. 🗓️ The IRS has released 2025 contribution limits for health savings accounts (HSAs), high-deductible health plans (HDHPs), and excepted benefit health reimbursement arrangements (EBHRAs): ✅ HSA contribution limits: $4,300 for individuals with self-only HDHP coverage (up from $4,150 in 2024) and $8,550 for individuals with family HDHP coverage (up from $8,300 in 2024) ✅ HDHP minimum deductibles: $1,650 for self-only HDHP coverage (up from $1,600 in 2024) and $3,300 for family HDHP coverage (up from $3,200 in 2024) ✅ HDHP out-of-pocket maximums: $8,300 for self-only HDHP coverage (up from $8,050 in 2024) and $16,600 for family HDHP coverage (up from $16,100 in 2024) ✅ EBHRA contribution limit: $2,150 (up from $2,100 in 2024) Ensure that you update your benefits communication materials, plan documents, and summary plan descriptions to incorporate the new limits and notify employees well ahead of open enrollment. #Benefits #IRS #Healthcare

Having a blast at the WorldatWork conference with Richie Ledo representing Benepass ! If you’re at the conference, let’s link up! We’re delivering Yeti’s and LSA’s at Booth 626 😊

Are you confident in your company's HR compliance? Missteps can result in costly fines and lawsuits, so it's important to be aware of all the laws and regulations governing your role. Our new blog provides a checklist of HR compliance items, broken up into several key categories: ✅ Recruitment compliance: Laws like Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act prevent discrimination during your hiring process. They prevent your hiring team from asking questions like, "Do you plan to start a family soon?" and "How old are you?" during interviews. ✅ Anti-discrimination compliance: The same laws that prohibit discrimination during the hiring process also protect employees from discrimination throughout the entire employee lifecycle. The Equal Pay Act also requires employers to pay men and women equally for equal work. State-level anti-discrimination laws may also provide additional protection. ✅ Salary compliance: Whether hourly, annual, or contract-based, all employees have a right to be paid fairly and on time for their work. Employers must comply with federal and state minimum wage laws for salaries and bonuses, as well as any applicable overtime pay requirements. ✅ Payroll and tax compliance: Your payroll team must calculate and deduct the correct amounts for Social Security, Medicare, FUTA taxes, benefits, and other withholdings from employees' paychecks. They also need to accurately report this payroll information to federal, state, and local authorities. ✅ Employee benefits compliance: Certain benefits may be mandatory, such as health insurance. Laws like the Affordable Care Act, Employee Retirement Income Security Act, and Family Medical Leave Act dictate the kinds of benefits you must offer employees. ✅ Documentation and privacy compliance: All companies must comply with certain regulations when handling sensitive employee data. Regulations like the Personal Information Protection and Electronic Documents Act determine how you store certain information, how long you keep it, and who has access to it. Check out our full blog at the link in the comments to read more about these regulations and learn how to effectively manage your compliance responsibilities. #Compliance #EmployeeBenefits #Recruitment #EqualPay

Most modern companies champion DEI initiatives and incorporate them into their company values. But one area that's often overlooked is employee benefits—many companies administer benefits through prescriptive point solutions that provide a lackluster one-size-fits-all solution and treat employees as a homogenous unit. Here are a few examples of benefits you should audit for inclusivity: 1. Fertility benefits: Many health insurance carriers only cover fertility treatments if an infertility diagnosis has been made. This means non-traditional families are often left without coverage. A broader family forming benefits package supports LGBTQ+ employees, single parents by choice, employees requiring a donor or surrogate, and foster or adoptive parents. 2. Food allowances: Some companies use corporate DoorDash or Grubhub accounts to deliver food benefits to their employees. But what about employees who live outside of urban centers? They'll have fewer options and might prefer to spend a food allowance on groceries or meal kits. 3. Professional development benefits: Let's say your company provides employees access to an online learning platform. While this is a nice benefit, it doesn't accommodate every employee's learning style. Maybe some employees would rather attend a conference, take a course at their local community college, or read an industry publication. 4. Benefits for part-time or remote employees: Do your hourly workers have access to the same benefits as your full-time employees? Providing them with strong benefits is one way to ensure inclusivity in your benefits program. Similarly, ensure that remote employees don't feel left out if HQ employees receive free lunches or fancy office setups. Meal allowances or remote work stipends can help level the playing field. Ask yourself—what would make the biggest impact in the lives of my target employees? You can create flexible spending accounts to accommodate those needs and provide equitable benefits. Our latest blog collects 18 inclusive benefit ideas to inspire you. Get the link in the comments. 👇 #Inclusivity #EmployeeBenefits #EmployeeExperience