In the Know

Women’s Preventive Services Guidelines Updated for 2023


Highlights

  • Updated women’s preventive services guidelines apply for plan years beginning in 2023.

  • The updated guidelines add one new service: Preventing Obesity in Midlife Women.

  • The update also revises five existing services: Breastfeeding Services and Supplies, Contraception, Screening for HIV Infection, Counseling for Sexually Transmitted Infections and Well-woman Preventive Visits.

The Department of Health and Human Services’ (HHS) Health Resources and Services Administration (HRSA) recently updated its preventive services guidelines to expand the list of women’s preventive services that group health plans are required to cover under the Affordable Care Act (ACA). Updated preventive services guidelines generally take effect for plan years beginning on or after one year from the date the updated guideline is issued. In this case, the updates take effect for plan years beginning in 2023.

Updated Guidelines

The updated guidelines add one additional service: Preventing Obesity in Midlife Women. The guideline recommends counseling for midlife women aged 40 to 60 years with normal or overweight body mass index (BMI) to maintain weight or limit weight gain to prevent obesity.

In addition, the update revises the following five services:

  • Breastfeeding Services and Supplies. Comprehensive lactation support services during the antenatal, perinatal and postpartum periods, as well as breastfeeding equipment and supplies.

  • Breastfeeding Services and Supplies. Comprehensive lactation support services during the antenatal, perinatal and postpartum periods, as well as breastfeeding equipment and supplies.

  • Screening for HIV Infection. HIV screening tests for women aged 15 and older at least once during their lifetime, as well as earlier or additional screening based on risk.

  • Counseling for Sexually Transmitted Infections (STIs). Behavioral counseling for sexually active adolescent and adult women at an increased risk for STIs.

  • Well-woman Preventive Visits. At least one preventive care visit per year beginning in adolescence.

California Employment Laws Effective January 1st, 2022

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In general, once approved by both the state legislature and the state governor, a new bill in California becomes effective on Jan. 1 of the following year (some exceptions are possible for emergency measures and when the bills specifically appoint a different effective date).

This Compliance Bulletin provides an overview of labor and employment laws California adopted throughout 2021. Specific labor and employment updates include the following topics:

• Anti-harassment protections

• Electronic posters and notifications • Employee leave

• Employee wage payment

• Independent contractor classification

• Personal information protections

• Prohibited Discrimination

• Warehousing quotas

• Workplace safety


Important Updates

Electronic Posters and Notices

Employers required to physically post notices may also distribute that information to employees by email with the document or documents attached.

Wage Payment Enforcement

The intentional theft of wages, including gratuities, in an amount greater than $950 from any one employee, or $2,350 in the aggregate from two or more employees, by an employer in any consecutive 12-month period is punishable as grand theft.

Warehousing Quotas

Specified employers are required to provide to each employee defined as a nonexempt employee who works at a warehouse distribution center upon hire or within 30 days of the effective date of these provisions with a written description of each quota to which the employee is subject.


Action Steps

Employers should review these laws and update their employment policies, practices and procedures to remain in compliance. Employers should seek the advice of a knowledgeable legal professional for specific situations and counsel on how to implement required changes. Employers should also continue to monitor California’s Department of Industrial Relations communications for updates on these and additional labor and employment topics.

Please contact Coffman Benefits for more information on these updates and other labor and employment issues at info@coffmanbenefits.com or (949) 409-4411