Regulation

The federal government has issued new guidance to clear confusion about when an HRA is considered integrated with a group health plan, which could have major implications for employers.

Employers served with an Equal Employment Opportunity Commission (EEOC) subpoena requesting private employee information – regardless of its arguable relevance – may nevertheless be compelled to respond.

A congressional committee attempts last-minute bid to block the plan, but President Obama would surely veto any legislation.

Shifting employee coverage to Medicaid represents a lost opportunity to improve business processes and may prove costly in the long run for businesses in thin-margin industries that can least afford high absenteeism.U

The Commission has no business pursuing a lawsuit involving a health risk assessment that is part of a group health plan under the ADA’s safe harbor.

Retirement advisers should be ‘proactively preparing’ for the impending regulatory changes.

Leslie Straus leads a fast-growing division of The Benefit Companies that focuses solely on helping employers tackle the problem of tracking, monitoring and analyzing employee data.

Leslie Straus leads a fast-growing division of The Benefit Companies that focuses solely on helping clients and fellow advisers tackle the problem of tracking, monitoring and analyzing employee data.

Businesses that share employees or use contractors may become legally responsible for wage and hour violations committed by another employer. Employers that utilize alternative employment arrangements need to be mindful of these rules to avoid facing liability for another entity’s mistakes.

While employers are applauding the recent Flambeau wellness program court decision, they still need to be mindful of how the EEOC views ‘gateway’ HRAs.