Regulation

The Trump administration this week proposed to allow U.S. employees to use tax-free health reimbursement arrangements to shop for coverage in the individual market. Here’s what it means for employers.

Employers should approach any considerations with extreme caution and seek support of experienced counsel before making any decisions.

Issues on joint employment type liability are far from dead even though the current administration has taken a much more favorable stance on the issues compared to the prior White House.

The model notice that employers must provide before participants receive an “eligible rollover distribution” from a qualified 401(a), a 403(b), or 457(b) plan has changed.

A recent court case reviews whether a job applicant’s weight cost him the employment opportunity.

When designing and administering a severance arrangement, employers can take definitive steps to ensure that the arrangement is compliant.

When designing and administering a severance arrangement, employers can take definitive steps to ensure that the arrangement is treated as an ERISA plan.

The IRS is expected to release guidance saying that business meals will continue to be 50% deductible.

The budgetary challenge of this on-again, off-again Congressional approach is that when the tax returns, fully insured renewals naturally go up about 4% more than they would have otherwise.

Incentive stock options can provide “special” tax treatment to the recipients if certain requirements are satisfied.