-
Why Employee Education & Engagement on Healthcare Is Important
Lack of employee engagement and education can lead to uncontrollable costs in health plans and unsustainable increases that get passed on to employees through premium increases. This brief will exam the long-term impact that education and engagement can of on employer’s bottom line. According to Mike Wolf, associate vice chair for research in the department End excerpt
-
Navigating the Employer Vaccine Mandate’s
Currently there are two mandates requiring private employers to ensure that their employees are vaccinated for COVID-19. Under President Biden’s Executive Order 14042, Federal Contractors and Subcontractors are required to have their employees receive a COVID-19 vaccination unless they are eligible for a legal exemption (medical disability or religious exemption). Under the U.S. Department of End excerpt
-
Federal Contractors and Companies Requiring Vaccinations
Federal Contractors and Companies Requiring Vaccinations Recently, the Biden administration announced new measures to encourage vaccinations among Americans. Focusing primarily on increasing vaccinations at the federal level, President Biden stated that all federal government employees and on-site federal contractors are required to attest to their vaccination status. This order only applies to onsite contractors. At End excerpt
-
“No Surprise Act” focused on eliminating Balanced Billing
“No Surprise Act” focused on eliminating Balanced Billing An Interim Final Rule was recently issued by the Department of Health and Human Services, the Department of Labor, the Department of the Treasury, and the Office of Management and Budget implementing key provisions of the No Surprise Act, which was passed late last year to stop End excerpt
-
Employers benefit strategies are focusing on Voluntary Workplace and EAP’s
Employers benefit strategies are focusing on Voluntary Workplace and EAP’s In today’s business environment employers are having to refocus their benefit strategies in order to meet the increasing needs of their employee’s and candidates. Voluntary benefits have become a major focus and are more important now than ever to a company’s total rewards strategy. Critical End excerpt
-
EEO-1 Reports are due by July 19th, 2021
After a delayed opening of the 2019 EEO-1 data collection site in light of the pandemic, the 2019 and 2020 EEOC data collection system is now open and fully operating. Employers have until July 19th, 2021, to submit two years’ worth of reports. The EEO-1 report is a compliance survey that requires company employment data End excerpt
-
DHS Extends I-9 Compliance Flexibility to May 31st, 2021
DHS Extends I-9 Compliance Flexibility to May 31st, 2021 On March 31st, 2021, the U.S. Immigration and Customs Enforcement (ICE) announced an extension of the flexibility in rules related to the Employment Eligibility Verification (I-9 Form) that was granted last year due to the COVID-19 pandemic. The Department of Homeland Security (DHS) will extend this End excerpt
-
COBRA Subsidies Required under the American Rescue Plan Act of 2021
COBRA Subsidies Required under the American Rescue Plan Act of 2021 The newly enacted American Rescue Plan Act of 2021 (ARPA) includes a COBRA subsidy provision that employers are required to abide by. Under the ARPA, “assistance eligible individuals” (AEI’s) qualify for a 100% subsidy of COBRA premiums between April 1, 2021 and September 30, End excerpt
-
EMPLOYEE HANDBOOK – 2021 Updates
EMPLOYEE HANDBOOK – 2021 Updates The professional landscape is rapidly changing especially with the evolving COVID-19 pandemic and a new Presidential Administration. Employers now more than ever need to ensure that they are following the myriad of Federal and State labor laws governing their organization. From a policy perspective, employers need to make sure that End excerpt
-
DHS Extends I-9 Compliance Flexibility
Due to continued precautions related to COVID-19, the Department of Homeland Security (DHS) extended the flexibility in the rules related to Form I-9 to March 31, 2021. Employers may inspect the Section 2 documents remotely (e.g., video link, fax or email, etc.). However, this flexibility only applies to employers who are operating 100% remotely. Employers must End excerpt
