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ACA: What you need to know about the SBC requirement
WEBFor example, the ACA requires that a summary of benefits and coverage (SBC) that accurately describes the benefits and coverage under group health plans and group or individual health insurance coverage be provided to applicants, enrollees, re-enrollees, and policyholders or certificate holders.
Actived: 1 days ago
Employee Benefits Q&A: Can Employers Just Give Employees …
WEBJennifer Carsen, JD,is a Senior Legal Editor for BLR’s human resources and employment law publications, focusing on benefits compliance.In the past, she served as the managing editor of California Employer Resources (CER), BLR’s California-specific division, overseeing the content of CER’s print and online publications and coordinating …
IRS Explains How to Identify HCEs in an Initial or Short Plan Year
WEBThe prior year is always the immediately 12 months preceding the start of the current plan year. For example, consider a short plan year of October 1, 2016—December 31, 2016. The prior year for determining HCE status would be October 1, 2015—September 30, 2016. If the employee was a 5% owner at any time during the current plan year or …
Small employer tax credit under ACA explained
WEBSmall employers are eligible for a health insurance premium tax credit under the Affordable Care Act (ACA). If you're a small employer who qualifies, taking the tax credit could be an incentive for you to offer coverage or at least a …
Making Consumerism in Health Benefits Work
WEBMaking Consumerism in Health Benefits Work. Employers should be patient as they move to consumerism in health plans because changing employee behavior takes time, said Joseph Abraham, vice president of compensation, benefits, and support services at Domino's Pizza. At WorldatWork's Total Rewards Conference & Exhibition in Anaheim, …
Do you have to include benefits opt-out payments when …
WEBIn a case of first impression, the court ruled that when an employer pays an employee cash for opting out of its health insurance, that payment must be considered part of the employee’s “regular rate of pay” under the Fair Labor Standards Act. This means it must be used in calculating compensation for overtime hours.
FMLA and ADA Interplay: How are employee benefits impacted …
WEBCategory. All Benefits & Leave Benefits Administration Compensation Compliance Disability Discrimination HR Administration Leave Benefits Medical Insurance Payroll Processing Performance & Termination Perks (Fringe Benefits) Retirement/Planning Staffing & Training Termination Variable Pay Wellness.
Small Employers: 5 Exceptions to the Healthcare Reform Law
WEBFor a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and …
Healthcare Reform Update: Health Reform Bars Discrimination in
WEBThe health care reform law provides that the rules that until now have barred discrimination in favor of the highly compensated by self-insured plans also apply to nongrandfathered, insured group health plans effective for plan years beginning on or …
IRS releases clarification on tax treatment of wellness
WEBIn a new guidance dated April 14, 2016, the IRS states that an employer may not exclude from an employee’s gross income payments of cash rewards for participating in a wellness program. Additionally, reimbursements of premiums for participating in a wellness program may not be excluded from an employee’s gross income if the premiums were
Personal Leave laws, regulations, analysis – HR.BLR.com
WEBPersonal leave is sometimes used as a catch-all term used to describe any form of employee leave, but it is also commonly used to describe short-term absences that don’t otherwise fall under defined sick, medical, and vacation leave policies.
COBRA Continuation Coverage: Who Pays
WEBThe statute expressly permits plan administrators to require payment of a premium for any period of COBRA coverage. However, the premium generally may not exceed 102% of the “applicable premium” for the period of coverage. Different rules apply if coverage is extended to 29 months due to an individual who was deemed disabled at any time
Carve-outs: Not just for Thanksgiving anymore
WEBJennifer Carsen, JD,is a Legal Editor for BLR's human resources and employment law publications, focusing on benefits compliance.In the past, she served as the managing editor of California Employer Resources (CER), BLR's California-specific division, overseeing the content of CER's print and online publications and coordinating live …
ACA Play-or-Pay: What is a Limited Non-Assessment Period …
WEBA “Limited Non-Assessment Period” (LNAP) is the IRS’s fancy way of describing one or more months that don’t really count for purposes of the play-or-pay penalties under the Affordable Care Act (ACA). Here are six situations that may qualify as LNAPs. The first five qualify as LNAPs only if the employee is offered health coverage by the
Job description FAQs: Physical requirements, changes to job
WEBFor a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and …
Rules for deductions from pay: Which can drop wages below …
WEBDeductions from Pay That May Reduce Wages Below Minimum. An employer may deduct the reasonable cost of providing the following items, even if the employee's cash wage drops below the minimum wage: Federal, state, and local taxes. The required withholdings for federal, state, and local taxes, including FICA, may reduce …
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