HR Compliance / Legislation Updates

April 2024 Compliance Recap
Read Time: 7 Minutes

In April, a ban went into effect for most non-compete clauses, and the Centers for Medicare and Medicaid Services (CMS) portal opened for RxDC reporting submissions due June 1, 2024. The Equal Employment Opportunity Commission (EEOC) released final regulations mandating how employers with 15 or more employees must handle accommodation requests for pregnancy, childbirth, or related conditions, and published its final enforcement guidance on workplace harassment. The Department of Health and Human Services (HHS) introduced legislation safeguarding protected health information (PHI) related to reproductive health care.

Read the full recap

Inflation Adjusted Penalties for Health and Welfare Plans

Read Time: 5 Minutes

The Department of Labor (DOL) recently released a final rule providing the adjusted civil penalty amounts for certain health and welfare plan violations assessed after January 15, 2024.

The Employee Retirement Income Security Act (ERISA) provides for the imposition of penalties for a number of plan-related failures or administrative errors and further provides that penalties are subject to annual adjustment for inflation... Keep Reading

WEBINAR

Risks and Rewards of Offering Tax-Favored Accounts

Tuesday, May 14, 2024

2PM EST

Attend this month's webinar to learn about the benefits and risks of offering tax-favored accounts.

Gain insights into:

The differences and similarities between flexible spending arrangements (FSAs), health savings accounts (HSAs), and health reimbursement accounts (HRAs)
The applicability of tax-favored accounts to certain group health plans
The benefits and drawbacks of offering tax-favored accounts

Be able to answer these questions:

What are the eligibility rules for these plans?
How does the ACA affect tax-favored accounts?
How do leaves of absence and COBRA affect participation in tax-favored accounts?

Registration Code: UBA410EW

Why Employers Must Break the Silence on Money

Source: BrightDime
Read Time: 5 Minutes

For too long, money has remained a taboo topic in the workplace, clouded in stigma and secrecy. This reluctance to discuss money matters openly has perpetuated a culture of ignorance and inequality, where employees lack the information and support needed to make informed decisions about their finances. The consequences of this silence are widespread, contributing to wage disparities, financial stress, and diminished employee wellbeing. April is National Financial Literacy Month, and there’s no better occasion to break the silence. Discover how financial wellness programs promote transparency around money, transform company culture, and empower employees to thrive... Keep Reading

Question of the Week

Q: We’re planning to close the office a few days a week to save money. Do salaried exempt employees still get their full pay during these furloughs?

A: Yes, salaried exempt employees must be paid their full weekly salary if they do any work during your designated seven-day workweek, including tasks as quick as checking work email or voicemail. As your goal is to save money, be sure the furlough covers the full workweek and that affected exempt employees understand they’re not to do any work while on furlough.

Nonexempt employees, however, only need to be paid for actual hours worked, so single-day or partial-week furloughs can be implemented without worrying about pay implications.