Social media is not often associated with learning — unless you want to learn about the latest gossip concerning your friend or a celebrity — yet it is emerging as the next tool for employers to improve upon the learning environment for their workforce.
The Supreme Court issued its opinion in King v. Burwell, holding that the Internal Revenue Service (IRS) may issue regulations to extend tax-credit subsidies to coverage purchased through Exchanges established by the federal government under the Patient Protection and Affordable Care Act (ACA).
As the use of Attention Deficit Hyperactivity Disorder (ADHD) medications proliferated in children, so too has that carried into adulthood, and sometimes with serious consequences.
The Patient Protection and Affordable Care Act (PPACA) has had varying effects on the three account-based plans that employers often use in connection with their group health benefits. Health savings accounts (HSAs) are generally unaffected by PPACA, while the law has added several requirements for health reimbursement arrangements (HRAs) and health flexible spending accounts (HFSAs). Existing requirements for these plans still must be met; this article simply addresses changes or additional obligations imposed by PPACA.
This 90-minute basic webinar will help you determine if the Service Contract Act applies to you, and how to comply with its rules.
The Patient Protection and Affordable Care Act (PPACA) introduced a variety of new penalties, fines, and taxes that employers are working hard to avoid paying. Join this webinar for help to determine when a penalty is owed and how to report non-compliance.
When it comes to retirement, most people know what to do; they just don’t know how to go about doing it.
After a few quiet months, regulatory agencies have picked up steam, leaving employers with a significant amount of new information to digest and work through.
We all know that exercising the body can produce health benefits, but can we exercise our brain to make us smarter?
The employer shared responsibility (i.e., “play or pay”) requirements went into effect in 2015 for large employers only (those with 100 or more full-time or full-time-equivalent employees). Even though they generally will not be liable for penalties until 2016, mid-size employers (employers with 50 to 99 full-time or full-time-equivalent employees) will need to report on the coverage they offered for 2015, so long as they meet the maintenance requirements for transition relief.
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