Regulation

ACA reporting becomes mandatory in 2016. Preparing employers to be compliant with reporting requirements is a core service that advisers should be offering, industry experts say.

Commentary: The rapidly evolving regulatory environment has increased benefit and tax complexities for most employees, making the open enrollment decisions more confusing and stressful than ever.

Employers can be vulnerable to lawsuits if they have staff members they think are exempt from overtime rules, but are really not.

The Department of Labor issued an interpretive bulletin Monday on open multiple-employer retirement plans, making it easier for states to run these types of plans.

Two Form 5500 draft documents released earlier this year suggest the IRS intends to begin collecting retirement plan compliance data on an annual basis from both ERISA-governed and certain non-ERISA plans.

Pending and forthcoming legislation in Washington, D.C., promises to impact the benefit industry and employers in several ways, so it’s good to have friends on the Hill. Here are 10 broker-friendly legislators who have sponsored/cosponsored important legislation, belong to congressional caucuses that support the industry, and/or have personal experience with the industry, including serving as a benefit adviser.

A recent federal district court from Illinois graphically demonstrates the benefits of a prompt response when an employer receives an internal harassment complaint from an employee.

California, like a number of other states, imposes a penalty on employers who willfully fail to provide a departing employee with his final wages in timely fashion.

The benefits industry is awaiting several rulings from the Supreme Court of the United States expected in 2016 that could have far-reaching effects on the administration and cost of operating employee benefit plans.

The Supreme Court heard arguments in Montanile v. Board of Trustees of the National Elevator Industry Health Benefit Plan and will determine if, under ERISA, a reimbursement to an employee benefit plan can be recovered if the beneficiary has already spent the funds he or she recovered from a third party.