Regulation

Commentary: Employers face an uphill battle in classifying a worker as an independent contractor due to DOL guidance that defines ‘employee’ so broadly that such a classification should only be reserved for a narrow subset of workers.

A new coalition representing the public and private sectors, as well as Republicans and Democrats, is seeking a full repeal of the ACA’s excise tax on high-cost group plans.

Not according to employers, who are turning to brokers to help them navigate the ACA, explore technology capabilities and administer group plans, a new study finds.

As the American with Disabilities Act celebrates its 25th anniversary this month, here are five ways employers can help ensure they’re complying with the legislation.

The DOL’s proposed rules on overtime do not mean workers will automatically earn more money or even work less.

Industry trade groups and associations flooded the DOL with suggested amendments and revisions to its proposed fiduciary rule, ahead of the July 21 deadline for comments.

Understanding these ACA compliance requirements and the tools necessary to track the required data can be confusing and overwhelming.

The ACA added new employer reporting requirements under Internal Revenue Code Sections 6055 and 6056, applying to employers that sponsor self-insured plans that provide minimum essential coverage regardless of size, and applicable larger employers.

The Department of Labor issued fresh guidance on how businesses should distinguish between employees and independent contractors, noting misclassification of employees has been on the rise throughout the U.S.

When mistakes are made on benefit plan audits, plan administrators can experience significant hardships, including rejections of Form 5500 filings, which can result in fines of up to $1,000 per day.