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An employer’s ability to obtain an updated letter for an individually designed plan has been curtailed in recent years, after the IRS limited the program to only newly adopted or terminating plans.
“I do have a lot of long-term worries about erosion of the employer providing group health insurance,” says one consultant.
The high court agreed to use an appeal to consider tightening the deadlines for lawsuits over the investments made by worker retirement plans.
If signed, the state will provide paid time off to new parents and caregivers starting in 2021.
This move addresses “the absolute lowest hanging fruit” when it comes to fixing the health insurance market, one expert says.
The potential impact could be extensive and employers need to be prepared.
The financial institution has agreed to pay $5 million to resolve a discrimination claim filed by a male employee who alleged the bank’s parental leave policy was biased against dads.
To minimize employment issues, know the relevant employment laws and train managers and supervisors to apply HR best practices consistently.
By learning to recognize the common challenges that plague nonqualified retirement plans, employers can look for red flags in their own plan management — and plot a corrective course of action.
Employers need to pay close attention to changing state laws surrounding paid sick leave and paid family leave.
Advisers can play a key role in making sure clients stay compliant with IRS regulations for HRAs and FSAs.
If and when the changes will take effect is unknown, but employers should be thinking ahead.
The new proposal revises regulations on how employers calculate regular and overtime pay.
Opponents say the measure wouldn’t impose new substantial protections and would instead be a boon for trial lawyers while adding burdens to hiring.
Republican senators are pushing a bill that funds time off for new parents through Social Security benefits. Other options being floated rely on companies to fund it.
Getting rid of the ACA could roll back requirements for employer health plans, end subsidies for millions of people and eliminate expanded Medicaid coverage.
Before the rule is made final, HR managers may want to bump pay to avoid having to pay overtime.
From the recently proposed overtime rule to floating bills on mandated paid leave, a number of hot topics were discussed by benefits professionals this week in Washington.
Before the rule is made final, HR managers may want to bump pay to avoid having to pay overtime.
Resolution of the long-standing fight over benefits and pay comes as Uber is preparing for its initial public offering later this year.
