The employer responsibility provision—commonly known as the “play or pay” provision— of the Affordable Care Act (ACA), was originally supposed to become effective January 1, 2014, but in July 2013, the Obama administration delayed its implementation until 2015. In February 2014, the administration released final regulations making further changes to implementation of the provision.
HR Policies & Procedures
Keep your company in compliance with federal and state laws while you set the appropriate tone for your organization. Get tips on developing solid HR policies that will hold up to scrutiny, along with quick-reading summaries of significant white papers that provide perspective to help you evaluate policy choices in terms of your organization.
Free Special Report: 5 Tips for Creating HR Policies That Will Hold Up in Court
Yesterday’s Advisor covered several aspects of pregnancy discrimination as laid out in recent guidance issued by the Equal Employment Opportunity Commission (EEOC). Today, more about pregnancy plus notice of a timely new webinar on benefits for same-sex couples.
Pregnancy discrimination is often motivated by concern—pregnant women don’t need to be stressed—or chauvinism—pregnant women should take leave. In fact, though, those attitudes are discriminatory. And the plot thickens if a disability or FMLA leave is involved. EEOC’s recent guidance helps employers figure out where they stand.
Yesterday’s Advisor featured termination sins 1 to 6; today, we have sins 7 to 10, including the old favorite, documentation, documentation, documentation.
Under the National Labor Relations Act (NLRA), employees have the right to work together to ensure good working conditions. This statement is true regardless of whether there is an employee union in the workplace. This right includes the right to engage in what is called “concerted activity.” In short, concerted activity is any activity undertaken by two or more employees in regard to any of the terms and conditions of employment. It also includes action taken by an individual employee when that employee is either working on behalf of others, with the authority of others, in an effort to get others to join their cause, or in preparation for any of the above.