On May 26, 2015, federal agencies, including the Department of Labor (DOL), issued a short five-question FAQ on two PPACA-related issues: limitations on cost-sharing and provider discrimination.
In order for the Internal Revenue Service (IRS) to verify that (1) individuals have the required minimum essential coverage, (2) individuals who request premium tax credits are entitled to them, and (3) applicable large employers (ALEs) are meeting their shared responsibility (play or pay) obligations, employers with 50 or more full-time or full-time equivalent employees and insurers will be required to report on the health coverage they offer. Reporting will first be due early in 2016, based on coverage in 2015.
It used to be in the workplace that if someone typed something they shouldn’t have, such as in a paper or email, then they could often try and retract or delete it or make the recipient swear that he or she wouldn’t share it.
On May 11, 2015, the Department of Labor (DOL) along with other federal agencies issued an FAQ regarding the implementation of the Patient Protection and Affordable Care Act (PPACA) that focused on coverage of preventive services. Non-grandfathered group health plans and health insurance offered in the individual or group markets must provide certain listed benefits with no cost-sharing to the beneficiary. The FAQ provided information on some commonly confusing or ambiguous requirements.
In the interest of protecting their workforce, many employers not only make certain vaccinations available voluntarily to their employees, but often require them as a condition of employment.
Like the commercial for a wireless carrier that asks, “Can you hear me now?” hearing loss is a very real danger and one that’s irreversible.
Guidance on identifying full-time employees in order to comply with the employer-shared responsibility (play or pay) requirements of the Patient Protection and Affordable Care Act (PPACA).
As the saying goes, what happens on social media stays on social media. But that doesn’t mean anyone has the right to dig through someone else’s personal history if they’re being considered for a job.
When it comes to saying you’re sorry, I’m not talking about the infamous media "non-apologies" we hear so often from celebrities and politicians.
No matter how good your work team is, if someone is missing, it’s probably never going to accomplish as much as if you had a full roster. It’s a foregone conclusion that people get sick and, depending on the severity of the illness, will take time off to recuperate.
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