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ERISA Compliance Made Simple: Navigating DOL’s Audit Results & Assistance

ERISA Compliance Made Simple: Navigating DOL’s Audit Results & Assistance

From understanding regulatory guidelines to leveraging compliance assistance, unlock the secrets to seamless ERISA compliance with Launchways, your trusted partner in navigating the intricate world of HR and benefits management. 

Understanding and adhering to ERISA compliance regulations in the world of HR and benefits management is crucial. The Employee Retirement Income Security Act (ERISA) sets forth guidelines to protect employees and ensure the integrity of their benefit plans. 

To shed light on ERISA compliance and provide valuable insights, delve into the Department of Labor’s (DOL) recent audit results and the assistance programs available to businesses with Launchways.

Understanding ERISA Compliance

ERISA serves as the cornerstone for safeguarding employees’ retirement and welfare benefits. It outlines the responsibilities of employers offering these plans, covering aspects such as reporting, disclosure, and fiduciary obligations. 

Compliance with ERISA is not just a legal requirement but also a commitment to employees’ financial security.

DOL’s Audit Results: Insights & Implications

The DOL’s audit results for fiscal year 2023 offer valuable insights into ERISA compliance trends and challenges. With over 1.4 billion dollars recovered for employee benefit plans, participants, and beneficiaries, it underscores the importance of diligent oversight. 

Other important findings from EBSA’s enforcement efforts are as follows:

  • EBSA completed 731 investigations into rule violations. Out of these, 69% led to monetary penalties or corrective actions to improve employee benefit plans.
  • EBSA forwarded 50 cases for legal action and resolved 196 criminal investigations.
  • EBSA’s criminal probes resulted in charging 60 people, including plan administrators, company executives, and service providers, for breaking rules related to employee benefits plans.

These key findings from the audit highlight areas where businesses can enhance their compliance efforts to mitigate risks and protect employee interests.

Exploring DOL’s Compliance Assistance Programs

The DOL offers two primary assistance programs to support businesses in meeting these compliance requirements: the Voluntary Fiduciary Correction Program (VFCP) and the Delinquent Filer Voluntary Compliance Program (DFVCP). 

These programs empower plan administrators to proactively address compliance issues and rectify any violations without facing enforcement actions. By participating in these programs, businesses can demonstrate their commitment to upholding ERISA standards and ensuring the integrity of their benefit plans.

Navigating ERISA Compliance with DOL’s Assistance

Navigating ERISA compliance can seem daunting, but with the DOL’s assistance programs, businesses can streamline the process. Here are some practical tips for leveraging DOL’s assistance effectively:

  • Stay informed: Keep abreast of updates and changes to ERISA regulations to ensure ongoing compliance.
  • Proactive approach: Identify and address compliance gaps promptly to prevent potential issues down the line.
  • Utilize assistance programs: Take advantage of the VFCP and DFVCP to correct errors and enhance compliance efforts.
  • Seek professional guidance: Consider partnering with legal or HR experts specializing in ERISA compliance to navigate complex issues effectively.

By adopting these strategies and utilizing DOL’s assistance programs, businesses can simplify ERISA compliance and uphold the trust and confidence of their employees.

Key Points

This update from Launchways isn’t meant to cover everything, and it’s not legal advice. If you need legal advice, it’s best to talk to a lawyer. 

ERISA compliance is a cornerstone of effective HR and benefits management. By understanding the nuances of ERISA regulations and leveraging the assistance offered by the DOL, businesses can navigate compliance challenges with confidence. 

From staying informed about audit results to participating in assistance programs, taking proactive steps is essential to safeguarding employee benefits and ensuring regulatory compliance. 

With compliance made simple, businesses can prioritize the well-being of their employees while mitigating risks and maximizing compliance efforts.

Unlock Success: Employee Benefit Trends

Unlock Success: Employee Benefit Trends

Staying on top of employee benefits trends helps employers and HR leaders adapt to current labor challenges. The quest to attract and keep talented employees has been an ongoing challenge for employers, especially since the onset of the COVID-19 pandemic. While the labor market 2024 is expected to cool slightly, the competition for skilled workers will remain fierce. 

To stay competitive, employers must stay nimble and adapt to emerging labor and market trends. Understanding this year’s key employee benefit trends is crucial for retaining and attracting top talent in an evolving job market.

At Launchways, we know how important employee benefits are to attracting and retaining top talent. Here are some of the top trends:

Managing Healthcare Costs

Healthcare costs continue to rise. This can be attributed to factors like inflation, provider shortages, and the lingering effects of the pandemic. In fact, employers expect healthcare expenses to surge by 6% to 8.5% in 2024. 

This poses significant challenges in maintaining affordable benefits for employees.

Many employers are implementing a variety of cost-saving measures to mitigate these expenses. These include implementing strategies like the following:

  • Altering health plan designs
  • Expanding virtual health opportunities
  • Offering voluntary benefits
  • Optimizing pharmacy management strategies
  • Promoting preventive care services
  • Revisiting cost-sharing arrangements
  • Using healthcare analytics to streamline workflows

Preventive Care Services

High inflation and rising medical expenses cause many employees to avoid seeking medical attention. They fail to take steps for necessary preventative care in an attempt to avoid recurring and crippling medical bills. Unfortunately, this can worsen long-term health outcomes, resulting in increased costs to both employers and employees.

Despite concerns about rising healthcare costs, employers recognize the value of preventive care in maintaining employee health and reducing long-term expenses. Educating employees about the benefits of routine care is essential for promoting overall well-being.

Employers are emphasizing preventive care services and benefits education to encourage employees to prioritize their health, maximize benefits, and reduce healthcare costs in the long run.

Increased Flexibility and Personalization

In 2023, numerous employers struggled with finding the optimal benefits plan. Today’s diverse workforce spans multiple generations and backgrounds. Hence, employers are increasingly challenged to provide benefits that cater to everyone’s needs. 

In 2024, personalized and flexible benefits options are gaining traction to accommodate individual preferences.

Popular benefit customization options could include the following:

  • Flexible work arrangements with convertible paid time off 
  • Comprehensive medical coverage with extended leave
  • Diverse wellness programs
  • Flexible spending accounts
  • Customized retirement plans
  • Domestic partner benefits

Personalized learning opportunities are also becoming more popular benefit options.

Balancing Worker Flexibility with Employer Return-to-Office Mandates

In recent years, employers have offered remote and flexible work options to attract talent in a tight labor market. Many have reversed their position by issuing mandates to bring their employees back to the office.

As organizations transition back to the office, balancing flexibility with in-person requirements is crucial. Employers risk losing talent and hindering diversity, equity, and inclusion (DEI) efforts if they fail to accommodate employees’ preferences for remote or hybrid work arrangements.

Therefore, some employers are adopting hybrid work models. This enables them to prioritize employee well-being while offering incentives such as commuter benefits, childcare assistance, and catered meals to encourage in-person attendance. 

Making Employee Mental Health a Priority

Mental health issues among employees are a growing concern. Factors like stress, financial worries, and pandemic-related disruptions can exacerbate it. In turn, employee mental health issues can significantly impact productivity in a company. In fact, addressing mental health in the workplace is crucial for maintaining productivity, retention, and morale.

Savvy employers will continue prioritizing employee mental health through varied methods that could include the following:

  • Anti-stigma campaigns
  • Expanded assistance programs
  • Manager training for recognizing employees’ behavioral issues 
  • Meditation resources
  • Resilience and coping programs
  • Focused treatment options and expanded service offerings
  • Virtual therapy sessions

Build an Inclusive Work Culture

Although employers are investing more efforts in promoting diversity, equity, and inclusion, employees in marginalized groups continue to feel disconnected. That can lead to an inhibition of creativity and willingness to collaborate. It also increases the chance of worker burnout, which further leads to an increase in the rates of turnover and absenteeism. Addressing feelings of belongingness is essential for fostering a positive work environment and reducing turnover.

Many employers are focusing on building an inclusive workplace culture to bridge the gap between DEI initiatives and the reality experienced by employees. They focus on aspects such as leadership behaviors, building social bonds, and open communication. Involving employees in decision-making, creating fair compensation practices, and transparent promotion processes go a long way toward fostering a culture of belonging.

Expanded Family Building and Reproductive Health Benefits

After the 2023 US Supreme decision regarding abortion rights, reproductive health care benefits became a critical issue for many employers. Therefore, reproductive health benefits and family-building assistance have gained popularity. 

Employers recognize their importance in supporting employees’ personal and family needs. These benefits enhance employee satisfaction and contribute to a more inclusive workplace culture.

Some of the expanded benefit offerings include:

  • Paid parental leave
  • Childcare subsidies
  • Flexible scheduling
  • Surrogacy benefits
  • Family planning assistance
  • High-risk pregnancy care
  • Lactation support
  • Reproductive healthcare coverage 

Key Takeaway

Understanding and adapting to these employee benefits trends are vital for employers aiming to attract and retain top talent in today’s competitive labor market. Employers can create a healthier, happier, and more productive workforce by offering relevant and flexible benefits packages, ultimately contributing to organizational success. For more resources on optimizing employee benefits, contact Launchways today.

Navigating 2024’s Top Health Plan Compliance Issues

Navigating 2024’s Top Health Plan Compliance Issues

In the dynamic world of employee benefits, health plan compliance is vital for employers. As we enter 2024, it’s crucial to understand and deal with the top compliance issues affecting health plans. 

Tackling these issues head-on ensures a win-win situation: legal peace of mind and happier, healthier employees. Let’s look closer at each of these areas to understand their significance and implications.

New Rules About Transparency

Transparency in healthcare has emerged as a key focus area. The goal is to empower consumers with information about healthcare costs and quality. 

In 2024, group health plans and insurance companies face a variety of transparency requirements. These rules include things like providing easy-to-read files, machine-readable files (MRFs), and cost comparison tools. These tools enable individuals to make informed decisions about their healthcare choices. 

Employers must ensure that their agreements with service providers cover these obligations and otherwise follow federal rules on transparency. More guidance on transparency rules might come in 2024. Employers need to stay informed to avoid potential penalties or legal complications. 

Mental Health Parity Compliance

Mental health parity (ensuring mental health care gets the same treatment as other healthcare) is crucial. The Mental Health Parity and Addiction Equity Act (MHPAEA) makes sure mental health and substance use disorder benefits are on par with medical/surgical coverage. 

Employers need to compare different limits on mental health care to other healthcare. This helps show they’re following the rules. It’s essential for employers to make sure they’re following the rules to avoid any problems.

Employers can demonstrate rigorous compliance with MHPAEA requirements by conducting comparative analyses of nonquantitative treatment limitations (NQTLs). The government can ask to see these comparisons to ensure employers follow the rules.

Preventive Care Benefits

The Affordable Care Act (ACA) mandates that specific health plans cover preventive care without requiring cost-sharing. As guidelines on preventive care change, employers need to remain current. They must ensure that their health plans align with the latest recommendations.

Additionally, ongoing litigation about the ACA’s preventive care mandate complicates compliance efforts. Employers should closely monitor these legal changes and be prepared to update their health plans accordingly to mitigate potential risks.

Contraceptive Coverage

Access to contraceptives continues to be a focal point in healthcare. In 2024, the federal government may expand the ACA’s contraceptive coverage mandate to cover more types of contraceptives. The inclusion of over-the-counter (OTC) products could have significant implications.

\Additionally, monitoring developments related to exemptions to the contraceptive coverage mandate is crucial for ensuring compliance with federal regulations. Employers should stay on top of these regulatory changes and update their plans. 

Electronic Filing Requirement for ACA Returns

Employers have to report certain health plan information to the government. Although electronic filing of ACA returns has become the standard practice for some, starting in 2024, this reporting must be done electronically for most employers. 

Navigating the electronic filing process could be difficult. Getting familiar with the ACA Information Returns (AIR) Program is essential to ensure everything gets submitted on time.

Telehealth and HDHPs

Technology Driven Healthcare services, like video visits with doctors, are becoming more common. They offer greater accessibility and convenience for patients, transforming the healthcare landscape. However, integrating telehealth services with high-deductible health plans (HDHPs) raises unique compliance considerations. 

Employers offering HDHPs must ensure these services comply with regulatory requirements, especially concerning Health Savings Account (HSA) eligibility. Laws might change, so employers should continue to monitor them.

Other Possible Changes

In addition to these compliance issues, employers should remain vigilant about other potential developments. This could include the following:

  • State and federal oversight of Pharmacy Benefit Managers (PBMs)
  • Changes to insurance coverage mandates
  • Updates to HIPAA privacy and security rules

Staying informed requires ongoing monitoring. Employers should assess the impact of legislative and regulatory updates and emerging trends. They should be prepared to take the necessary steps to ensure compliance with regulatory requirements.

In Conclusion

Navigating health plan compliance in 2024 is a big task. Employers must adopt a proactive and strategic approach. By understanding the key compliance issues and keeping up with any changes, employers can effectively manage their health plans and avoid problems. 

Prioritizing compliance does more than mitigate legal risks. It fosters a culture of trust and transparency in the company. Ultimately, it benefits both employers and employees alike.

Employee Health Priority: Federal FAQs on ACA’s Contraceptive Coverage Mandate

Employee Health Priority: Federal FAQs on ACA’s Contraceptive Coverage Mandate

On January 22, 2024, the Departments of Labor, Health and Human Services, and the Treasury jointly issued a comprehensive set of FAQs concerning the contraceptive coverage mandate specified in the Affordable Care Act (ACA). 

This release aims to clarify the mandate’s scope, tackle compliance issues head-on, and introduce an innovative approach for managing the coverage of FDA-approved contraceptive drugs and devices. 

This update is pivotal for shedding light on crucial facets of healthcare coverage, which is why we at Launchways took notice.

Understanding the Contraceptive Coverage Mandate

The ACA ensures that most health plans cover specific preventive care services without charging extra. One of these services is contraception. This is outlined in the Health Resources and Services Administration (HRSA) supported guidelines. However, there are exceptions to this rule. For example, employers with religious or moral objections can opt out of providing this coverage due to their beliefs and values.

According to the Departments of Labor, Health and Human Services, and the Treasury (Departments), this mandate requires health plans to cover (without cost-sharing) no less than one type of contraception for each listed in HRSA’s guidelines. Those include: 

  • Intrauterine devices with progestin
  • Injectable contraceptives
  • Oral contraceptives-combined pill
  • Emergency contraception-levonorgestrel 

Also covered are any FDA-approved, -cleared, or -granted products and contraceptive services that a person’s doctor determines as being medically appropriate. These can include newer products, even if outside the HRSA’s guidelines.

When HRSA’s guidelines do not specify how often, how, where, or with what method to provide a particular birth control method (or for similar services not covered in HRSA’s rules), health plans and insurance companies can use fair medical management strategies. 

When that occurs, the issuer or plan must make it easy for employees to request exceptions. If an employee’s doctor states a specific birth control method is medically necessary, that process should be transparent, not too difficult, and without additional costs.

Unreasonable Medical Management Strategies

In an effort to control healthcare costs, it’s no surprise that some health plans and insurance companies are imposing “widespread barriers” that make it difficult for people to get birth control. These include unfair medical management strategies. 

Examples of these problematic practices include the following:

  • Requiring people to try out several different types of products or services to satisfy step-therapy protocols before they agree to cover the one their doctor recommends. 
  • Applying age limits for a contraceptive product or service that your doctor states is necessary.
  • Imposing overly complex administrative requirements to get an exception process.
  • Demanding cost sharing for secondary but necessary services vital to the primary service. An example of this is a medically required pregnancy test before specific contraceptive options.

Your New Optional Approach

To tackle compliance issues, the FAQs introduce a fresh alternative for health plans and issuers to adhere to the ACA’s contraceptive coverage mandate. This alternative, known as the therapeutic equivalence approach, offers a new method for ensuring compliance with the law.

With this approach, when health plans or insurance companies use certain methods for managing FDA-approved contraception within a specific category, they’re seen as fair if they do the following:

  1. It includes all FDA-approved birth control pills and devices in that group (or similar ones) without making employees pay anything extra, except for those with at least one similar option covered without cost-sharing by the plan or insurance company.
  2. It offers a process for employees to get an exception to cost-sharing for the specific birth control pill or device needed. This is especially important for medical necessities.

If one birth control pill or device is seen as therapeutically equivalent to another, it means they do the same job in the body. This can be verified by checking the FDA’s Approved Drug Products with Therapeutic Equivalence Evaluations (Orange Book).

Key Takeaways

With the government’s attention on birth control coverage, it’s a good idea for employers to check if their health plans comply with the ACA. This applies to health plans and insurance companies that aren’t ‘grandfathered’ in. Plans that are grandfathered or self-funded have more flexibility in how they’re set up, but companies should think about how limiting certain services might affect people.

Employers should watch for troublesome medical management strategies designed to limit access, like complex step-therapy rules, age limits, or complicated paperwork.

Since many use step-therapy rules to save money, leaders must consider how they will handle the new guidance. A new therapeutic equivalent approach was introduced. Employers and decision-makers in charge of health plans might want to know a bit more about it if plan members ask. Check out the  FAQS ABOUT AFFORDABLE CARE ACT IMPLEMENTATION PART 64 (dol.gov).

Employee Benefits: Saving Money While Working on Well-being

Employee Benefits: Saving Money While Working on Well-being

In today’s working world, employee benefits play a crucial role in getting and keeping great employees. It’s not just about the regular paycheck – companies offer extra benefits to stand out and make their workers happy and healthy. These benefit packages help organizations improve employee satisfaction and improve their overall well-being.

Here, Launchways explores the multifaceted aspects of employee benefits. We’ll focus on strategies to save money while fostering a culture of well-being at the workplace.

Understanding Employee Benefits

Employee benefits encompass a wide range of offerings. They are designed to support employees’ financial, physical, and mental health. These can include, but are not limited to, the following:

  • Health insurance
  • Retirement plans
  • Paid time off

Beyond traditional monetary compensation, benefits often include non-monetary perks. They might include gym memberships, employee assistance programs, or professional development opportunities. 

These perks contribute to overall job satisfaction and can be seen as an additional form of compensation. Employees get a more comprehensive view of their overall earnings when considering the entire set of wages and benefits.

Financial Wellness Initiatives in Employee Packages

One significant aspect of employee benefits is the emphasis on financial wellness. Many firms now integrate the following into their benefit packages:

  • Financial education programs
  • Investment options
  • Student loan assistance

These initiatives aim to empower employees to make informed financial decisions. They can ultimately contribute to their long-term financial stability.

Strategies for Cost-Efficient Health Benefits

Encouraging healthier lifestyles is crucial for cost-effective health benefits and employee well-being. Employers can use intelligent strategies to make their workforce healthier. That helps save on healthcare costs for both the employees and the company. 

Things like preventive care programs, gym memberships, and mental health support can make the team healthier and more productive. By focusing on preventing health issues and supporting overall well-being, companies can create a foundation for long-term benefits for both employees and the organization.

Building Future Wealth

Many workers worry about their future. They fear they may not have enough money to sustain them through their non-working years. Therefore, maximizing employee retirement planning is a critical aspect of employee benefits

Companies often offer 401(k) plans, pensions, or other retirement savings options. Understanding and actively participating in these plans can significantly impact an employee’s financial future. Less stress about the future results in a higher level of well-being.

Work-Life Balance Boost: Flexible Benefits for Overall Well-being

Achieving a good work-life balance is a priority for many employees. Organizations can enhance overall employee well-being by implementing and leveraging flexible benefits. This involves offering choices in benefits to accommodate diverse needs. These may include:

  • Flexible work hours
  • Remote work options
  • Personalized leave policies

By providing flexibility, companies empower employees. This helps them to achieve a better work-life balance and reduce stress. This, in turn, helps to foster a positive workplace culture that prioritizes individual well-being.

Key Takeaways

At Launchways, we take employee well-being seriously. When employees feel supported and valued through comprehensive benefits, it positively impacts their engagement and productivity. A satisfied and engaged workforce tends to be more productive. That indirectly affects the overall value of the wages and benefits package.

Here are the key points to remember:

  • Employee benefits are a vital component of a competitive compensation package.
  • Financial wellness initiatives contribute to the long-term financial stability of employees.
  • Cost-efficient health benefits strategies can result in a healthier and more productive workforce.
  • Maximizing retirement plans is crucial for building future wealth and financial security.
  • Flexible benefits play a key role in promoting work-life balance and overall employee well-being.

In conclusion, employee benefits extend beyond mere perks. They are strategic tools that contribute to employee satisfaction and retention. They also contribute to the company’s overall success. 

Organizations can create a desirable workplace culture by understanding, optimizing, and effectively communicating these benefits. It will not only attract top talent but also nurture its employees’ well-being and financial success.

Why ‘Time Off’ Is the Hottest 2024 Employee Benefits Trend!

Why ‘Time Off’ Is the Hottest 2024 Employee Benefits Trend!

The world of employee benefits is transforming significantly due to changing work dynamics and post-pandemic employee needs. There’s no question that COVID-19 reshaped the way we work. In addition to changing what day-to-day work life looks like, the pandemic shone a spotlight on adaptable benefits, particularly ‘Time Off.’ This could be good news.

Although many companies embrace the changes that occurred then, such as remote work and flexible schedules, others pine for a return to “normalcy.” Some are adopting a middle-ground “hybrid” approach as a sort of compromise.

As businesses navigate the changing tides, understanding the importance of time off is crucial. It goes a long way toward ensuring employee well-being, productivity, and satisfaction.

Here at Launchways, we take a closer look at this fascinating trend.

Changing Priorities in Employee Benefit Trends

The pandemic reshaped the understanding of traditional employee benefits, highlighting the emergence of ‘Time Off’ as a critical aspect. In a landscape fluctuating between remote, hybrid, and office setups, recognizing the value of time away from work has become essential. 

It’s more than just vacations; it’s about meeting the evolving needs of a workforce seeking flexibility, mental health support, and work-life balance.

Addressing Post-Pandemic Employee Needs

Employees’ needs have transformed post-pandemic, with mental health concerns rising sharply alongside the demand for flexible work arrangements. These concerns significantly affect workforce productivity, with an estimated global loss of 12 billion workdays annually to depression and anxiety, costing about $1 trillion.

Both companies and workers look for answers. Unfortunately, many are unaware of their options, and many more need help navigating them.

Simplifying Time-Off Laws and Regulations

Navigating paid leave laws like Paid Family Leave (PFL) alongside existing ones such as the Family and Medical Leave Act (FMLA) has become more complex. Changes in state regulations, like those in Oregon and Colorado, add confusion. 

Managing Family and Medical Leave (FML) can be tricky, requiring a knowledgeable HR team to ensure compliance and guide employees through the process.

Prioritizing Employee Understanding and Accessibility

Educating employees about their rights under FMLA is crucial. When employees know how to request leave and what documents are required, they’re more likely to seek help when needed. Ensuring job security upon return and providing a simple process to request FMLA, integrated with other benefits, is essential for consistency and ease.

Offering ‘Time Off’ as a Premier Benefit

‘Time Off’ has expanded its role in employee benefits, directly impacting employee satisfaction, retention, and overall well-being. To ensure more accessible access to FML (Family and Medical Leave), simplifying the request process by integrating it with other employee benefits, like 401K, payroll deductions, and Employee Assistance Programs (EAP), proves effective. A unified platform or system that merges FML with these benefits streamlines accessibility. 

Employing standardized software prevents inconsistencies, which is vital for large employers managing different regional accesses, promoting uniformity in FML availability. This approach eliminates barriers and enhances access to crucial leave benefits.

Offering ample vacation time isn’t just a perk; it’s an investment in workforce health and productivity. But how can your company effectively manage employee time off in these complex times?

Strategies for Effective Time-Off Management

Adapting HR strategies is vital to meet evolving workforce preferences. Customizable leave policies, automation, and technology-driven solutions streamline leave management, optimizing workforce productivity.

HR’s Responsibility in Effective Policy Implementation

HR leaders are crucial in aligning policies with employee needs and business goals. Educating employees, ensuring compliance, and fostering an equitable work environment are essential components.

Prioritizing ‘Time Off’ for a Thriving Workforce

Ample leave reduces burnout, enhances mental health, and boosts employee satisfaction, positively impacting organizational performance.

Challenges and Solutions in Embracing ‘Time Off’

Managing time off amid changing laws requires clear guidelines and simplified processes, ensuring employees understand their rights.

Key Takeaways

‘Time Off’ has evolved into a cornerstone of modern employee benefits. Recognizing its impact on well-being, productivity, and organizational success is crucial. Businesses must embrace and prioritize this evolving benefit to cultivate a resilient workforce in the post-pandemic era.

  • Prioritize understanding employee needs for flexibility and mental health support.
  • Educate employees about FMLA rights for easy access to support when needed.
  • Integrate FMLA request processes with other benefits for consistency and simplicity.
  • Recognize the strategic value of ‘Time Off’ in fostering a healthier, more productive workforce.

As time passes, it becomes increasingly evident that change is here to stay. The “new normal” requires a degree of flexibility. We at Launchways intend to remain up-to-date and will ensure our clients remain informed.