Benefit compliance

Senate bill would remove noncompliance penalty, but observers caution industry to withhold any celebration of a change in the definition of a full-time employee.

Through a blog and newsletter, the chief compliance officer for benefit firm Vita Companies helps clients navigate regulation.

Employers must take great care to avoid a situation where it is deemed a worker was fired because of the claim.

As companies struggle to stay ahead of changing regulations, they might consider outsourcing absence management to a qualified vendor to offset some of the burden.

The recent removal of two documents on independent contractors and joint employment indicates a White House that might tilt more toward the employer’s favor.

The recent removal of two documents on independent contractors and joint employment indicates a White House that might tilt more toward the employer’s favor.

Proposed legislation in New Jersey will be financially and administratively taxing to large employers, especially those that operate in every state, says ERISA Industry Committee.

In light of the relatively new presidential administration, employers are wondering whether and how the EEOC and its processes will change, and attorney John Lord offers his thoughts.

An IPS is a key part of the fiduciary compliance process and should clearly state roles and responsibilities.

Severance agreements are ripe with potential tax planning challenges and opportunities. Before drafting that next agreement, beware the following three traps.

With a patchwork of laws mapping across the country, remaining compliant in compensation practices is becoming even more challenging.

With a patchwork of laws mapping across the country, remaining compliant in compensation practices is becoming even more challenging.

Severance agreements are ripe with potential tax planning challenges and opportunities. Before drafting that next agreement, beware the following three traps.

Brokers can maximize the value of their clients’ 401(k) participation and group health offerings by ensuring employers meet timely regulatory obligations.

The department withdrew two guidance letters which seek to limit instances of misclassification of employees and expand cases in which a business might be considered a joint employer of a worker.

Given the range of personnel who will be expected to understand the law, advance planning by employers will be critical.

Given the range of personnel who will be expected to understand the law, advance planning by employers will be critical.

The DOL recently released a FAQ to help plan sponsors understand their role before the fiduciary rule goes into effect.

Employers can minimize the risk of bringing in an employee who has misappropriated trade secrets by asking proactive questions, says lawyer John Birmingham Jr.

There are a number of steps employers can take to create a harassment- and discrimination-free workplace, say attorney Leonard V. Feigel.