Regulation

An increasingly discussed abandonment of the ever-delayed portion of the ACA would not eliminate your employer clients’ need to comply with the health law.

The Supreme Court’s 2013 ruling striking down part of the Defense of Marriage Act has lasting implications on employee benefits that employers may be asking advisers about soon if they haven’t already.

Commentary: Columnist Craig Davidson walks through the importance of ensuring solid immigration forms are in place for all employees.

As insurance industry professionals, brokers are living with the ACA and tackling its compliance mandates and issues every day for clients. But what’s to come for the law after the next presidential election?

The Employee Retirement Income Security Act generally requires that plan participants get copies of plan documents when requested. However, there is even an enforcement provision of ERISA that subjects the administrator to penalties if they fail to provide requested documentation.

For every employee leave you must ensure that an orchestra of different people, laws, and systems play in perfect concert with each other. Not an easy task when you consider the following: trying to determine who and when employees are on leave, abiding by multiple, complex leave laws, and dealing with HRIS tracking shortcomings.

All of the delays related to the Affordable Care may be seen a sign of the law's failure, but one employment law expert said Monday employers can view the delays as a good thing – an extra year or more to figure out what to do.

Two recent U.S. Supreme Court decisions signal a need for benefit advisers to review clients’ plan documents and ensure they include thorough enforceable terms.

This insurance rule, referring to the grouping of companies owned by the same person, hasn’t applied to medical coverage until now. One broker is concerned that benefit advisers and small business owners alike aren’t up to speed on this requirement and could be vulnerable to liabilities via penalties and lawsuits.

Many employers have yet to update their work policies to reflect the 90-day waiting period rule, a possible landmine for employee confusion and lawsuits.