Any time there is a change in leadership, is it asked: What will this mean? What will a new administration mean for employment law? What about taxation? What about employee benefits?
From 401(k) plans to vacation policy, this topic gives HR and Compensation professionals specific strategies on how to handle benefit plans. Articles also provide guidance to brokers, advisers and consultants.
Employers and workers aren’t on the same page about juggling personal and professional priorities, new research from staffing firm OfficeTeam shows. More than six in 10 senior managers (63%) interviewed said their company is very supportive of its employees’ efforts to achieve work/life balance, yet only 34% of staff agree. This compares to 45% of executives and 53% of workers who felt that way in a similar survey conducted 10 years ago.
As more and more states and cities adapt paid sick leave laws or ordinances, employers that operate in multiple states will increasingly find themselves with a section of their workforce covered by such laws. Might it be easier and simpler for such employers to adopt a global policy, extending paid leave to all of its employees? What are the benefits to employers for providing paid leave?
Question: We are looking for information regarding medical benefits when someone is out on leave under the FMLA. We understand that the eligible employee’s job is protected while out under the FMLA, and that they are able to make payments on their medical benefits while out on leave. If an employee exhausts all of his 12 weeks of leave, how are the medical benefits handled? Is the company required to allow the employee to continue making the regular salary deduction amount payments, or does the company terminate the employee’s benefits initiating the COBRA notification? What do other companies do in this situation?
New restrictions on short-term “limited duration” policies, as well as tweaks to the exemptions for supplemental and travel insurance, were included in final regulations published October 31 (81 Fed. Reg. 75316). The rules also clarify how health plans may define the “essential health benefits” for which no lifetime or annual limits may be imposed.
In hearing a recent federal challenge to an employer’s wellness incentive program, a court rejected the company’s contention that the Americans with Disabilities Act’s (ADA) safe harbor for benefits administration should apply.
However, the court dismissed the U.S. Equal Employment Opportunity Commission’s (EEOC) claim that Orion Energy Systems Inc.’s incentive violated the ADA, even though it required nonparticipating employees to pay their entire health insurance premium. In an additional twist, though, the court let the EEOC proceed on its related retaliation and interference claims. The case is EEOC v. Orion Energy Systems, Inc., No. 14-CV-1019 (E.D. Wis., 2016).
Employers and insurers were given an extra month to comply with the upcoming Affordable Care Act (ACA) requirements to furnish 1095-B and –C reports to individuals. The deadline is being moved back from January 31 to March 2, 2017, the Internal Revenue Service (IRS) announced in Notice 2016-70. In addition, the good-faith transition relief that applied to last year’s Form 1094 and 1095 submittals is being extended to the reporting for 2016, the IRS stated.
by Stephan Aarstol,CEO and founder, Tower Paddle Boards
What if I told you that you could work fewer hours and be paid the same, or even more? What if I told you that you could give all your employees a raise for free, and they could go home early, everyday? What if I told you that this is also the fastest way to grow your business? I doubt you’d believe me, and I don’t blame you. But here’s the thing: I just did it.