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Articles by Shanna Cramer
Virginia Enacts a Broad Paid Family and Medical Leave Program
On April 22, 2026, the Virginia General Assembly passed, and Governor Spanberger signed (following the acceptance of gubernatorial amendments), SB 2/HB 1207, creating a statewide Paid Family and Medical Leave (“PFML”) program.
The Ghost in the Machine (Readable Files): Proposed Transparency in Coverage Amendments Attempt to Shed Additional Light on Health Plan Data | JD Supra
The push to health care transparency continues.[1] During the first Trump administration, the Centers for Medicare and Medicaid Services (“CMS”), with the Department of Labor (“DOL”) and the Department of the Treasury/Internal Revenue Service (“IRS”) (collectively, “the Departments”) implemented the 2020 Transparency in Coverage Final Rule (“2020 Final Rule”).
Health Plan To Do List - Update The HIPAA Privacy Notice By February 16, 2026
In the 2024 HIPAA Reproductive Health Care Rule ("RHC Rule"), the Department of Health and Human Services ("HHS") updated the HIPAA Notice of Privacy Practice requirements to include information regarding the protection of certain substance-use disorder records (referred to as the "Part 2 Rules"). The Northern District of Texas vacated parts of the RHC Rule in Purl v. United States Dep't of Health & Hum.
Health Plan To Do List – Update the HIPAA Privacy Notice by February 16, 2026 | JD Supra
In the 2024 HIPAA Reproductive Health Care Rule (“RHC Rule”), the Department of Health and Human Services (“HHS”) updated the HIPAA Notice of Privacy Practice requirements to include information regarding the protection of certain substance-use disorder records (referred to as the “Part 2 Rules”). The Northern District of Texas vacated parts of the RHC Rule in Purl v. United States Dep’t of Health & Hum.
ACIP Vaccine Meeting - Implications For Plans And Issuers
On September 18 and 19, 2025, the Advisory Committee on Immunization Practices ("ACIP") of the Centers for Disease Control and Prevention ("CDC") revised its recommendations regarding the COVID-19 vaccine and the combined measles, mumps, rubella, varicella ("MMRV") vaccine. ACIP considered changes to the Hepatitis B vaccine requirement, but did not approve any changes to the existing recommendation.
Biden Administration Proposes Beefed-Up HIPAA Security Rule… But Prognosis Uncertain | JD Supra
On January 6, 2025, the Biden Administration issued a new proposed rule updating the HIPAA Security Standards ( “Proposed Rule”). The original HIPAA Security Standards were issued in 2003 and updated in 2013 and require that covered entities and business associates establish procedures to protect the security of electronic protected health information (“ePHI”) (“Security Standards”). These rules followed the HIPAA Privacy Rules, which govern the confidentiality of PHI (“Privacy Rules”).
IRS Provides Tax Guidance Related To State-Run Paid Family And Medical Leave Programs
GG Groom Law Group More Groom Law is the nation’s preeminent benefits, retirement, and health care law firm. We built our success over decades of solving complex ERISA/employee benefits challenges in the public and private sectors, providing innovative legal solutions, value, and true partnership to our clients every step of the way. On January 16, 2025, the Internal Revenue Service ("IRS") issued Revenue Ruling 2025-4 (the "Rev. Rul."). The Rev. Rul.
IRS Provides Tax Guidance Related to State-Run Paid Family and Medical Leave Programs | JD Supra
On January 16, 2025, the Internal Revenue Service (“IRS”) issued Revenue Ruling 2025-4 (the “Rev. Rul.”). The Rev. Rul. provides guidance on the federal tax treatment of contributions to and benefits paid under a state paid family and medical leave (“PFML”) program, as well as the related reporting requirements. The Rev. Rul. is effective for payments made on or after January 1, 2025, although there is valuable transition relief for 2025.
EEOC Issues Final Rule Regarding Pregnancy Discrimination | JD Supra
On April 19, 2024, the Equal Employment Opportunity Commission (the “EEOC”) published a final rule and interpretive guidance (“Final Rule”) to implement the Pregnant Workers Fairness Act (“PWFA”), effective June 18, 2024. The PWFA requires a covered entity to provide reasonable accommodations to a qualified employee for known limitations related to, affected by, or arising out of pregnancy; childbirth; or a related medical condition, with certain exceptions.
The Ghost In The Machine (Readable Files): Proposed Transparency In Coverage Amendments Attempt To Shed Additional Light On Health Plan Data
Shanna Cramer’s articles from Groom Law Group are most popular: with readers working within the Pharmaceuticals & BioTech industries The push to health care transparency continues.1 During the first Trump administration, the Centers for Medicare and Medicaid Services ("CMS"), with the Department of Labor ("DOL") and the Department of the Treasury/Internal Revenue Service ("IRS") (collectively, "the Departments") implemented the 2020 Transparency in Coverage Final Rule ("2020 Final Rule").
Parity Or Bust: Tri-Agencies Propose Sweeping Changes To Mental Health Parity Requirements - - United States
On July 25, 2023, the Departments of Health and Human Services, Labor and Treasury ("Tri-Agencies") issued sweeping new guidance on the Mental Health Parity and Addiction Equity Act ("MHPAEA"), including a Proposed Rule, a technical release proposing data requirements and an enforcement safe harbor, and the 2023 MHPAEA Comparative Analysis Report to Congress ("2023 Report to Congress"). Comments on the Proposed Rule and technical release are due October 2.
Vermont and New Hampshire Employers Take Note: New State Voluntary Paid Family and Medical Leave Programs | JD Supra
This month, Vermont adopted the Vermont Family and Medical Leave Insurance Plan (“Vermont Program”), a voluntary paid family and medical leave program. The Vermont Program is substantially similar to the New Hampshire Granite State Paid Leave Plan, a program that New Hampshire that goes into effect on January 1, 2023 (“New Hampshire Program”). The Vermont Program goes into effect for most employers in July 2024 (July 2023 for state employees).
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