Regulation

Adjustments include how termination, active participant and multiple-employer plan information is reported.

Without a well-conceived distribution strategy and enough methods of distribution, your carriers will find themselves with a dwindling customer base and shrinking revenues. So where does that leave you and your business? This is something brokers seriously need to consider, says columnist Jack Kwicien.

A new ruling from the U.S. Supreme Court has employers across the country breathing a sigh of relief, as they will not be required to modify their pay practices in favor a challenge to require employee compensation during security screenings.

Starting in 2015, employer reporting requirements under the Affordable Care Act will take effect. But are HR and benefit departments up to the task? Here’s a health regulation primer for all employers to review.

Following the U.S. Supreme Court’s ruling in United States v. Windsor, and subsequent guidance from the federal government, legal advisers recommend that employers sift through their benefit plans and employee policies to ensure compliance for 2015.

This year saw not only more implementations of President Barack Obama’s signature health care law, but already some changes to it – by both the legislative and judicial arms of government. Additionally, new technologies and outlooks are changing how benefit decision-makers are strategizing wellness programs.

Commentary: Zenefits is definitely more open about what they are giving away, but industry technology adviser Joe Markland guarantees they aren’t the only benefit firm that may in some way be breaking the Utah rebating laws.

Lawmakers in Springfield, Ill., decided this week to green light a new statewide private sector retirement program that will consist of individual retirement accounts to be funded by automatic employee payroll deductions.

This year, a number of rulings and hearings relating to labor and employment issues were decided at all judicial levels, up to the Supreme Court, that many say will have significant ramifications for employers and benefit plans in the coming years.

Despite enhanced compliance and tracking requirements in the post-ACA world, benefits administrators are still reluctant to adopt to new, time-saving technology, especially at small businesses.