Proposed changes would have required the tracking of unscheduled intermittent leave, a move opposed by the Society for Human Resource Management.

The Internal Revenue Service releases a long-awaited set of rules for correcting employee retirement plans that fail to meet the requirements of the Tax Code.

Taken to its extreme, the case could be interpreted as effectively foreclosing participant claims based upon how a well-funded defined benefit pension plan is invested.

A 'large employer' is one with the equivalent of 50 full-time employees within a calendar year. Sound simple enough? Making sure which side of the line your company falls on can be trickier than you might think.

Any employer who maintains the Occupational Safety and Health Administration’s 300 Logs for workplace injuries and illnesses have only days left to post their annual summary from 2012.

A plan sponsor may use the Voluntary Correction Program to correct a failure to timely adopt a written 403(b) plan; plan sponsors should mail their submissions to the IRS Service Center in Covington, Ky.

Everyone from the health department to the IRS will be looking over employers’ shoulders, making sure they are compliant with health care reform. 2013 needs to be a year of careful preparation.

Employers should be using the 2013 plan year as their basis for collecting information relevant to their compliance obligation, according to guidance from the IRS.

The Supreme Court announced it will review cases involving the constitutionality of the Defense of Marriage Act and the validity of California’s Proposition 8.

Voters in Colorado and Washington pass initiatives to decriminalize recreational marijuana use by adults but laws won’t affect employer drug policies.

There may be unintended consequences of the 408(b)(2) fee disclosure regulations, says AmeriFlex executive

If there is uncontroverted evidence that the employee would have been discharged in the absence of a leave request, employers have nothing to fear from termination, based on a recent 10th Circuit ruling.

There are only very particular ways companies can restrict employees’ discussions on social media – even factually inaccurate comments about workplace conditions are protected. The National Labor Relations Board recently laid down some guidelines for employers.

Accurately tallying up employees, all the more important in light of PPACA, is not as easy as it may seem for those in businesses under partial or total common control with others.

As the Supreme Court looks at same-sex marriage cases next year, one legal expert says “there are, arguably, more complications for plan sponsors if DOMA goes away.”

The Department of Health and Human Services has laid out 10 categories of benefits that must be included in health insurance plans offered through an exchange.

Employers could theoretically require employees to sign employment agreements requiring, as a condition of employment, that disputes over wages be resolved through binding arbitration rather than courts.

Even if the Justice Department allows state-level marijuana policies to legalize the drug, employers likely won't have to change their policies and procedures. Companies could, however, always make their manuals clearer.

The same law that allows employers to sue employees over sharing or destroying proprietary information could just as well go the other way with workers seeking damages after personal information has been compromised on dual use devices.

President Barack Obama’s re-election means his overhaul of the U.S. health-care system, opposed by most Republicans, will move ahead in all 50 states, with or without the cooperation of their governors.