Natashia Wright
Baldwin Regulatory Compliance Collaborative
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Natashia is an Associate Director of Compliance with the Baldwin Regulatory Compliance Collaborative. She is an experienced human resources professional that has spent the last several years honing her understanding and skills related to employee benefits law and underlying human resources technologies. She enjoys the consultative approach to regulatory and legal education and works to deliver best practices guidance to her internal and external clients, so that they may maintain compliance assuredness.
Prior to joining The Baldwin Group, she spent 8 years as a human resources manager. Natashia has 20 years of cumulative career skills and experience in the specialty concentrations of: (1) Human resources policy and procedure guidance; (2) Benefits administration & compliance consulting; (3) Assessment and administration of compensation guidelines; and, (4) Project Management.
Natashia provides senior level compliance training and technical support to customers of the Baldwin Group, sales executives, and client management teams. She is responsible for researching regulatory issues arising under laws such as HIPAA, MHPAEA, ERISA, FMLA, COBRA, as well as issues arising under certain Internal Revenue Code Sections, including IRC §125 and IRC §105(h). She also participates in developing compliance communication strategies, providing training for client management teams and clients, and aiding in the marketing, sales, and customer retention processes.
Cybersecurity Defensive Strategies and Responsive Solutions for Health Plan Administration
Cybercrime incidents are costly and nearly unavoidable. Successful incidents can paralyze an employer's physical and remote operations, compromise confidential information of the organization and result in costly mitigation activities. Employee benefit plans are particularly susceptible to cybercrime due to the large volume of transactions they conduct, the value of their suspense accounts and investment portfolios, and the range of access rights they grant. However, there are proactive measures that can insulate employers from these outcomes. HIPAA, along with other privacy-related laws and regulations, offers a roadmap for building an employer's cyber defense strategy.
High Times: Understand and Administering a Pro-employee Approach to the Identification and Design of
The number of overdose deaths 2021 was 18 times greater than in 2013. The value of lost work productivity from substance use disorder-related ("SUD") conditions in 2021 ranged from $11.6 to $12.7 billion for days of work missed, from $95.2 to $96.5 billion for hours of work lost, and from $190.6 to $226.3 billion for wages. Recognizing and responding to active substance use disorder in the post-COVID workplace is an absolute for every employer; yet, due to remote assignments, flexible work arrangements, and the advent of expanded and unlimited PTO programs, employers do not oftentimes exercise physical control over their employees, such as they might once have exercised. Consequently, this loss of control and observation, combined with the negative phycological and social effects of the pandemic, have led to increasingly prevalent instances of active substance use disorder, for which even suspecting employers often feel hand strapped to respond. This program defines the current SUD crisis in terms of the employer experience and response, offering an in depth analysis of employer policy and benefit plan design recommendations. Also, participants will explore current legal protections and other requirements from employment and privacy laws designed to offer for a comprehensive employer response to today’s SUD crisis.
Natashia Wright
Baldwin Regulatory Compliance Collaborative
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