Compliance

A new court decision out of Illinois provides a good reminder that vaguely described policies and restrictive payment rules can expose employers to large liabilities.

Plan administrators who make foolish mistakes are begging for an invasive audit from the IRS or Department of Labor. Here are some common errors that will trigger your plan’s worst nightmare.

A recent case illustrates that a buyer might be determined to be a successor employer even if the buyer does not have actual notice of the withdrawal liability.

Assignar, ComplianceHR and Smart Apps are among the programs helping employers keep documents current while adhering to regulatory changes.

From overtime rules to biometric timekeeping, a patchwork of laws and regulations can make compensation benefits a tricky business for employers.

The company's couriers aren’t employees, a New York state appeals court ruled in a decision that will fuel debate about the status of workers in the gig economy.

Employers must make sure they are offering the necessary MH and SU services to their employees.

Benefit advisers and employers must make sure they are offering the necessary MH and SU services to their employees.

Recent IRS guidance and legislative changes show hardship withdrawals is an area where both plan sponsors and participants may still have questions.

The act establishes pregnancy as a protected class under Massachusetts law and protects employees and prospective employees who are pregnant or have a pregnancy-related condition from discrimination and retaliation.

Investigations rarely happen out of the blue — they tend to occur because someone invited investigation. So, what can employers and their service providers do to avoid one?

As the brokerage grows by leaps and bounds, it names a regulatory compliance leader to help firms deal with new laws.

The evolving legalization of marijuana for both medical and recreational uses continues to cause workplace issues for employers.

A proposed class-action lawsuit alleging Facebook’s ad placement tools facilitate discrimination against older job seekers has been expanded to identify additional companies.

Inaccurate or incomplete information has incorrectly identified business owners as failing to satisfy healthcare coverage requirements.

A divided U.S. Supreme Court ruled that employers can force workers to use individual arbitration instead of class-action lawsuits to press legal claims.

HR professionals say recent regulatory changes and the #metoo movement have prompted changes to benefits and business strategies.

The act establishes pregnancy as a protected class under Massachusetts law and protects employees and prospective employees who are pregnant or have a pregnancy-related condition from discrimination and retaliation.

Inaccurate or incomplete information has incorrectly identified business owners as failing to satisfy healthcare coverage requirements.

HR professionals say recent regulatory changes and the #metoo movement have prompted changes to benefits and business strategies.