The document discusses updates to the employer mandate provision of the Affordable Care Act for 2015. It explains that employers with 50 or more full-time equivalent employees must offer affordable health insurance that provides minimum value to full-time employees and dependents or face penalties. It outlines the two types of penalties for failing to offer coverage or offering inadequate coverage, and provides strategies for employers to achieve affordability and minimum value standards. The presentation also addresses various other aspects of defining and tracking full-time employees.
HR Compliance is critical for small business owners. It is predicted that 90% of all small businesses are out of compliance. This presentation delivered which has been delivered by Gary Wheeler to several groups illustrates key compliance areas to correct.
Findley Davies' Ed Redder presented at Schneider Downs Not-For-Profit Symposium Health Care Reform and Compliance Challenges and Opportunities.
Discussion Points
- The importance of knowing who you are
- Employer Shared Responsibility
- Current regulatory obligations
- Future obligations
- Additional compliance challenges
These are the slides from a presentation I made at the 2011 HRO Summit in Singapore on the 12th of May. The information will be interesting to any HR Leader with responsibility for HR Compliance in the APAC region.
Pensions Regulator - automatic enrolment for accountantsHenry Tapper
The document provides an overview of automatic enrolment legislation in the UK, including employer duties, progress to date, and future developments. Over 540,000 employers have completed declarations covering 25 million workers, of which 10 million were already in a qualifying pension scheme. Upcoming changes include the end of transitional arrangements for defined benefit schemes in 2017, the completion of staged employers in early 2018, and increases in minimum contribution rates that year and in 2019. The document reviews which workers must be enrolled, exceptions, qualifying earnings thresholds, and other key aspects of automatic enrolment.
1) Automatic enrolment into workplace pensions will become mandatory for employers from 2012 to 2017 in a phased approach based on employer size. The Pensions Regulator will regulate this process.
2) NEST will be the default pension scheme that employers can use to meet their automatic enrolment obligations. It was designed to be easy for employers and to encourage saving among low-income earners.
3) Employers have various duties around automatic enrolment including identifying eligible employees, enrolling them, and deducting contributions through payroll. NEST aims to reduce the administrative burden on employers through its online systems and processes.
This document provides an overview of key aspects of the Affordable Care Act (ACA) for employers, including:
1) The ACA requires employers with 50 or more full-time equivalent employees to offer affordable health insurance that meets minimum coverage requirements or face penalties.
2) The ACA also creates health insurance marketplaces for individuals and small businesses to purchase insurance plans.
3) The ACA provides tax credits for small businesses that offer health insurance to employees to help offset costs, with credits of up to 50% available.
Affordable Care Act: The Clock is TickingPaylocity
The clock is ticking on compliance with the PPACA. This video will help increase your understanding of what the law will require and ensure that your company, or your clients, are in full compliance.
Specific topics include:
- Latest requirements and updates to PPACA
- Ensuring compliance and accurate reporting of these requirements
- How Paylocity's ACA tool can streamline this process
HR Compliance is critical for small business owners. It is predicted that 90% of all small businesses are out of compliance. This presentation delivered which has been delivered by Gary Wheeler to several groups illustrates key compliance areas to correct.
Findley Davies' Ed Redder presented at Schneider Downs Not-For-Profit Symposium Health Care Reform and Compliance Challenges and Opportunities.
Discussion Points
- The importance of knowing who you are
- Employer Shared Responsibility
- Current regulatory obligations
- Future obligations
- Additional compliance challenges
These are the slides from a presentation I made at the 2011 HRO Summit in Singapore on the 12th of May. The information will be interesting to any HR Leader with responsibility for HR Compliance in the APAC region.
Pensions Regulator - automatic enrolment for accountantsHenry Tapper
The document provides an overview of automatic enrolment legislation in the UK, including employer duties, progress to date, and future developments. Over 540,000 employers have completed declarations covering 25 million workers, of which 10 million were already in a qualifying pension scheme. Upcoming changes include the end of transitional arrangements for defined benefit schemes in 2017, the completion of staged employers in early 2018, and increases in minimum contribution rates that year and in 2019. The document reviews which workers must be enrolled, exceptions, qualifying earnings thresholds, and other key aspects of automatic enrolment.
1) Automatic enrolment into workplace pensions will become mandatory for employers from 2012 to 2017 in a phased approach based on employer size. The Pensions Regulator will regulate this process.
2) NEST will be the default pension scheme that employers can use to meet their automatic enrolment obligations. It was designed to be easy for employers and to encourage saving among low-income earners.
3) Employers have various duties around automatic enrolment including identifying eligible employees, enrolling them, and deducting contributions through payroll. NEST aims to reduce the administrative burden on employers through its online systems and processes.
This document provides an overview of key aspects of the Affordable Care Act (ACA) for employers, including:
1) The ACA requires employers with 50 or more full-time equivalent employees to offer affordable health insurance that meets minimum coverage requirements or face penalties.
2) The ACA also creates health insurance marketplaces for individuals and small businesses to purchase insurance plans.
3) The ACA provides tax credits for small businesses that offer health insurance to employees to help offset costs, with credits of up to 50% available.
Affordable Care Act: The Clock is TickingPaylocity
The clock is ticking on compliance with the PPACA. This video will help increase your understanding of what the law will require and ensure that your company, or your clients, are in full compliance.
Specific topics include:
- Latest requirements and updates to PPACA
- Ensuring compliance and accurate reporting of these requirements
- How Paylocity's ACA tool can streamline this process
The Payroll and HR Technology Toolkit for Managing the ACAAPS
This document provides an overview of the Affordable Care Act (ACA) and strategies for managing its requirements related to payroll, HR, and benefits administration. It discusses key ACA provisions such as applicable large employer calculations, health insurance marketplace notices, and reporting requirements. It also outlines three strategies for complying with the ACA using an integrated payroll, HR, and benefits administration solution to track employee hours, enrollments, and other necessary data.
The past - present and future of auto-enrolment Henry Tapper
Auto-enrollment has led to over 7 million employees being enrolled in workplace pensions by March 2017. Compliance among employers has been improving but is still an area of focus, with nearly half of employers missing their staging deadlines in early 2017. Opt-out rates have remained low at under 10%. Looking ahead, ensuring compliance among the estimated 200,000 new employers each year will be a priority in the near future. Longer term, the adequacy of contribution levels and relieving pressure on the state pension are issues that may be examined. Employers are also increasingly focused on effective pension governance to mitigate risks and maximize returns and benefits for employees.
The document provides an overview and guide to help employers understand and comply with the "play or pay" rules of the Affordable Care Act. It condenses complex regulations into a more practical guide called a "Playbook". The Playbook includes sections that summarize the rules for large employers, how to track employees, determine large employer status, when penalties are triggered, how to define measurement and stability periods for offering coverage, and examples. It explains that employers with 50 or more full-time employees must offer affordable health insurance that provides minimum value to 95% of full-time employees or face penalties.
Webinar Series in Designing a Compensation Structure - deals about the classification of salary components, compensation structure, governance or compliance and sample salary structure.
This document discusses including group term cover (GTC) in compensation structures. It argues that GTC benefits both employers and employees by increasing tax savings and providing life insurance. GTC premiums are tax deductible for employers and not taxable as a perquisite for employees. GTC also helps employers meet their statutory obligations for life insurance coverage of employees. Common GTC options include term life insurance, gratuity schemes, and pension schemes. The document provides examples of how GTC increases tax savings based on employee age and salary. It also discusses setting insurance coverage amounts and compliance with equal remuneration acts.
This document discusses components of wages and salaries. It covers various wage structures and components, including basic wages, dearness allowances, and incentives. It defines key terms like wages, salaries, and wage administration. The objectives of wage administration are identified as establishing fair pay, attracting employees, retaining staff, controlling costs while motivating workers. Principles of effective wage administration include flexibility, consistency with organizational goals, responding to market conditions, and involving workers.
The document provides information about auto enrolment requirements for employers in the UK. It outlines the key steps employers must take which include assessing their workforce to identify eligible employees, selecting a qualifying pension scheme, setting contribution rates that increase over time, and properly communicating and enrolling eligible employees. It notes that employers could face fines for noncompliance and emphasizes that auto enrolment requires forward planning to avoid penalties. The document promotes MAP Enrolment Solutions as able to help employers understand and comply with their auto enrolment obligations through consultations.
This document discusses compensation management and wage determination. It covers topics such as objectives of compensation, types of compensation (base compensation like wages and salaries vs. supplementary compensation like benefits), factors that influence wages, and methods of wage fixation. The key methods of wage fixation discussed are collective bargaining, wage boards, job evaluation, pay commissions, and arbitration/adjudication.
The total cost to the company (CTC) includes an employee's salary as well as other expenses like benefits, allowances, bonuses, and statutory contributions. The CTC is meant to show a higher salary amount but the employee's actual take-home pay is often lower after various deductions. Components of the CTC include basic salary, dearness allowance, housing allowance, medical reimbursement, leave travel assistance, provident fund, employee state insurance, gratuity, and more. Some expenses like training costs or relocation expenses are one-time costs not included in the annual CTC amount.
Thank-you for attending our Auto-Enrolment Roadshow brought to you by Hillyer McKeown Solicitors and McLintocks Accountants. We've uploaded the slides from the event for you to read and download.
The document discusses strategies for companies to comply with healthcare reform requirements in a proactive manner to protect profitability. It outlines opportunities under the Affordable Care Act's one year delay in penalties, such as exploiting available options for employers and employees. The presentation provides an overview of key ACA terminology, requirements for SHOP exchanges, and a sample multi-step process for determining employer responsibilities and penalties. It also discusses trends of increased management oversight of renewals and alternative compliance methods.
The document discusses group members, definitions of wages and salaries, wage and salary administration, reasons for studying it, the role of human resources in payment, principles, objectives, and elements affecting wage/salary levels. It defines wages as paid to blue-collar employees and salaries to white-collar employees. Wage and salary administration involves developing, implementing, and maintaining a pay system. Objectives include attracting qualified employees, controlling payroll costs, motivating performance, and maintaining fairness and equity.
This document discusses compensation management and provides information on wage-related acts and institutions in India. It covers objectives of acts like the Payment of Wages Act and the Minimum Wages Act, which regulate wages, deductions from wages, and aim to eliminate malpractices. It also describes wage boards, which determine fair wages by industry and region, and pay commissions, which make recommendations on pay structures for public sector employees in India.
If wages are one of your biggest costs, pension auto-enrolment could mean a 3% increase in your wage costs in the next few years.
Hillyer McKeown Solicitors has teamed up with McLintocks Chartered Accountants to deliver a series of events explaining how to prepare for forthcoming auto-enrolment legislation. To view the presentation, please see the slideshow above.
The document discusses various methods for evaluating jobs within an organization, including qualitative approaches like job ranking and classification that group jobs based on skills and responsibilities, and quantitative point factor and factor comparison methods that assign scores to jobs based on compensable factors like skills, responsibilities, and working conditions to determine appropriate pay rates. Job evaluation helps organizations understand the relative worth of different jobs and develop fair compensation systems.
Payroll Webinar: What You Need to Know about Benefits TaxationAscentis
You will learn the payroll department’s responsibilities pertaining to the set-up of employee benefits, including retirement, health and welfare and other benefits. You will learn what payroll department staff need to know when tax withholding needs to occur and how to communicate the tax withholding effectively to employees. Learn how to be proactive on employee taxation issues with management and prevent surprises.
Who is subject to the ae duties april 2017Henry Tapper
This document summarizes who is subject to and excluded from automatic enrolment duties in the UK. Certain individuals like directors without employment contracts, the truly self-employed, and office holders carrying out non-executive duties are excluded. Employers have some options to not enroll certain individuals like directors, LLP partners, and those in notice periods. The document also provides guidance on determining if contractors should be considered employees subject to automatic enrolment duties or excluded as self-employed.
This document provides an overview of wage and salary administration. It defines key terms like wage, salary, and compensation. It discusses factors that influence compensation levels such as cost of living and prevailing wage rates. It also outlines different wage payment methods including time wage systems, piece wage systems, and balance or debt methods. Executive compensation is discussed, including how it is determined by compensation committees and boards of directors. Highest paid CEO salaries from 1990-2000 are listed for various companies in India and globally. The document aims to establish a scientific and balanced wage structure for organizations.
This document summarizes the components and structure of a typical salary package. It includes fixed payments like basic salary and allowances for housing, transport, education and other expenses. It also includes variable payments like bonuses and incentives, as well as non-monetary benefits like company cars and stock options. Retirement benefits like provident fund contributions and insurance are also covered. The objectives of compensation planning and governance/compliance considerations are outlined. Specific examples of the breakdown of various salary components are provided.
Understanding the Affordable Care Act: Should You Pay or Play?EPAY Systems
The Affordable Care Act (ObamaCare) is upon us and there’s a lot to do in order to be ready for the employer mandate coming in Jan 2015. It starts with determining if you should pay or play. Jennifer Kraft, gives us an update of where healthcare reform stands now and how to calculate your real cost. She’ll also cover: what steps should you be taking right now to determine whether you should pay or play; how can you ensure that you’re minimizing the financial impact of the ACA on your business?
Jennifer Kraft of Seyfarth Shaw LLP, will review this pay or play mandate and ways employers can mitigate the financial impact, including:
◾Are you even subject to the Affordable Care Act and if you are, what are your options? Which employees must you offer coverage to or pay a penalty? What are the state exchanges and how do they work with the employer mandate?
◾How is the employer penalty calculated?
◾How will the expansion of eligibility for Medicaid in your state affect the employer penalty? How do you discover whether your state’s ruling will impact your employees and who you will need to provide insurance to?
◾If your employee hours vary (i.e., part-time and fluctuating schedule workers in industries such as retail, hospitality, and health care), how do you calculate your ACA liabilities?
◾What steps should you be taking right now to determine whether you should pay or play? How can you ensure that you’re minimizing the financial impact of the ACA on your business?
In addition, EPAY will briefly discuss how a time and labor management system can help you monitor and track the data required to make these decisions and manage the ACA on an ongoing basis. Automated tools from your time-tracking system, such as reports and alerts, will be critical to managing who is eligible and mitigating the risk of non-compliance. For more than 60 years, Seyfarth Shaw has been recognized as one of the “go-to” labor and employment firms for business by providing extraordinary, cost-effective results. EPAY Systems, Inc. has joined forces with Seyfarth Shaw to educate employers of distributed labor environments on how compliance risk can be minimized
.
The UK government is implementing pension reforms that will require employers to automatically enroll eligible employees into a qualifying pension scheme and make contributions on their behalf. Under the reforms, employers will stage when their duties begin between 2012-2018 depending on company size. Employers must put systems in place before their staging date to comply with automatic enrollment legislation.
The Payroll and HR Technology Toolkit for Managing the ACAAPS
This document provides an overview of the Affordable Care Act (ACA) and strategies for managing its requirements related to payroll, HR, and benefits administration. It discusses key ACA provisions such as applicable large employer calculations, health insurance marketplace notices, and reporting requirements. It also outlines three strategies for complying with the ACA using an integrated payroll, HR, and benefits administration solution to track employee hours, enrollments, and other necessary data.
The past - present and future of auto-enrolment Henry Tapper
Auto-enrollment has led to over 7 million employees being enrolled in workplace pensions by March 2017. Compliance among employers has been improving but is still an area of focus, with nearly half of employers missing their staging deadlines in early 2017. Opt-out rates have remained low at under 10%. Looking ahead, ensuring compliance among the estimated 200,000 new employers each year will be a priority in the near future. Longer term, the adequacy of contribution levels and relieving pressure on the state pension are issues that may be examined. Employers are also increasingly focused on effective pension governance to mitigate risks and maximize returns and benefits for employees.
The document provides an overview and guide to help employers understand and comply with the "play or pay" rules of the Affordable Care Act. It condenses complex regulations into a more practical guide called a "Playbook". The Playbook includes sections that summarize the rules for large employers, how to track employees, determine large employer status, when penalties are triggered, how to define measurement and stability periods for offering coverage, and examples. It explains that employers with 50 or more full-time employees must offer affordable health insurance that provides minimum value to 95% of full-time employees or face penalties.
Webinar Series in Designing a Compensation Structure - deals about the classification of salary components, compensation structure, governance or compliance and sample salary structure.
This document discusses including group term cover (GTC) in compensation structures. It argues that GTC benefits both employers and employees by increasing tax savings and providing life insurance. GTC premiums are tax deductible for employers and not taxable as a perquisite for employees. GTC also helps employers meet their statutory obligations for life insurance coverage of employees. Common GTC options include term life insurance, gratuity schemes, and pension schemes. The document provides examples of how GTC increases tax savings based on employee age and salary. It also discusses setting insurance coverage amounts and compliance with equal remuneration acts.
This document discusses components of wages and salaries. It covers various wage structures and components, including basic wages, dearness allowances, and incentives. It defines key terms like wages, salaries, and wage administration. The objectives of wage administration are identified as establishing fair pay, attracting employees, retaining staff, controlling costs while motivating workers. Principles of effective wage administration include flexibility, consistency with organizational goals, responding to market conditions, and involving workers.
The document provides information about auto enrolment requirements for employers in the UK. It outlines the key steps employers must take which include assessing their workforce to identify eligible employees, selecting a qualifying pension scheme, setting contribution rates that increase over time, and properly communicating and enrolling eligible employees. It notes that employers could face fines for noncompliance and emphasizes that auto enrolment requires forward planning to avoid penalties. The document promotes MAP Enrolment Solutions as able to help employers understand and comply with their auto enrolment obligations through consultations.
This document discusses compensation management and wage determination. It covers topics such as objectives of compensation, types of compensation (base compensation like wages and salaries vs. supplementary compensation like benefits), factors that influence wages, and methods of wage fixation. The key methods of wage fixation discussed are collective bargaining, wage boards, job evaluation, pay commissions, and arbitration/adjudication.
The total cost to the company (CTC) includes an employee's salary as well as other expenses like benefits, allowances, bonuses, and statutory contributions. The CTC is meant to show a higher salary amount but the employee's actual take-home pay is often lower after various deductions. Components of the CTC include basic salary, dearness allowance, housing allowance, medical reimbursement, leave travel assistance, provident fund, employee state insurance, gratuity, and more. Some expenses like training costs or relocation expenses are one-time costs not included in the annual CTC amount.
Thank-you for attending our Auto-Enrolment Roadshow brought to you by Hillyer McKeown Solicitors and McLintocks Accountants. We've uploaded the slides from the event for you to read and download.
The document discusses strategies for companies to comply with healthcare reform requirements in a proactive manner to protect profitability. It outlines opportunities under the Affordable Care Act's one year delay in penalties, such as exploiting available options for employers and employees. The presentation provides an overview of key ACA terminology, requirements for SHOP exchanges, and a sample multi-step process for determining employer responsibilities and penalties. It also discusses trends of increased management oversight of renewals and alternative compliance methods.
The document discusses group members, definitions of wages and salaries, wage and salary administration, reasons for studying it, the role of human resources in payment, principles, objectives, and elements affecting wage/salary levels. It defines wages as paid to blue-collar employees and salaries to white-collar employees. Wage and salary administration involves developing, implementing, and maintaining a pay system. Objectives include attracting qualified employees, controlling payroll costs, motivating performance, and maintaining fairness and equity.
This document discusses compensation management and provides information on wage-related acts and institutions in India. It covers objectives of acts like the Payment of Wages Act and the Minimum Wages Act, which regulate wages, deductions from wages, and aim to eliminate malpractices. It also describes wage boards, which determine fair wages by industry and region, and pay commissions, which make recommendations on pay structures for public sector employees in India.
If wages are one of your biggest costs, pension auto-enrolment could mean a 3% increase in your wage costs in the next few years.
Hillyer McKeown Solicitors has teamed up with McLintocks Chartered Accountants to deliver a series of events explaining how to prepare for forthcoming auto-enrolment legislation. To view the presentation, please see the slideshow above.
The document discusses various methods for evaluating jobs within an organization, including qualitative approaches like job ranking and classification that group jobs based on skills and responsibilities, and quantitative point factor and factor comparison methods that assign scores to jobs based on compensable factors like skills, responsibilities, and working conditions to determine appropriate pay rates. Job evaluation helps organizations understand the relative worth of different jobs and develop fair compensation systems.
Payroll Webinar: What You Need to Know about Benefits TaxationAscentis
You will learn the payroll department’s responsibilities pertaining to the set-up of employee benefits, including retirement, health and welfare and other benefits. You will learn what payroll department staff need to know when tax withholding needs to occur and how to communicate the tax withholding effectively to employees. Learn how to be proactive on employee taxation issues with management and prevent surprises.
Who is subject to the ae duties april 2017Henry Tapper
This document summarizes who is subject to and excluded from automatic enrolment duties in the UK. Certain individuals like directors without employment contracts, the truly self-employed, and office holders carrying out non-executive duties are excluded. Employers have some options to not enroll certain individuals like directors, LLP partners, and those in notice periods. The document also provides guidance on determining if contractors should be considered employees subject to automatic enrolment duties or excluded as self-employed.
This document provides an overview of wage and salary administration. It defines key terms like wage, salary, and compensation. It discusses factors that influence compensation levels such as cost of living and prevailing wage rates. It also outlines different wage payment methods including time wage systems, piece wage systems, and balance or debt methods. Executive compensation is discussed, including how it is determined by compensation committees and boards of directors. Highest paid CEO salaries from 1990-2000 are listed for various companies in India and globally. The document aims to establish a scientific and balanced wage structure for organizations.
This document summarizes the components and structure of a typical salary package. It includes fixed payments like basic salary and allowances for housing, transport, education and other expenses. It also includes variable payments like bonuses and incentives, as well as non-monetary benefits like company cars and stock options. Retirement benefits like provident fund contributions and insurance are also covered. The objectives of compensation planning and governance/compliance considerations are outlined. Specific examples of the breakdown of various salary components are provided.
Understanding the Affordable Care Act: Should You Pay or Play?EPAY Systems
The Affordable Care Act (ObamaCare) is upon us and there’s a lot to do in order to be ready for the employer mandate coming in Jan 2015. It starts with determining if you should pay or play. Jennifer Kraft, gives us an update of where healthcare reform stands now and how to calculate your real cost. She’ll also cover: what steps should you be taking right now to determine whether you should pay or play; how can you ensure that you’re minimizing the financial impact of the ACA on your business?
Jennifer Kraft of Seyfarth Shaw LLP, will review this pay or play mandate and ways employers can mitigate the financial impact, including:
◾Are you even subject to the Affordable Care Act and if you are, what are your options? Which employees must you offer coverage to or pay a penalty? What are the state exchanges and how do they work with the employer mandate?
◾How is the employer penalty calculated?
◾How will the expansion of eligibility for Medicaid in your state affect the employer penalty? How do you discover whether your state’s ruling will impact your employees and who you will need to provide insurance to?
◾If your employee hours vary (i.e., part-time and fluctuating schedule workers in industries such as retail, hospitality, and health care), how do you calculate your ACA liabilities?
◾What steps should you be taking right now to determine whether you should pay or play? How can you ensure that you’re minimizing the financial impact of the ACA on your business?
In addition, EPAY will briefly discuss how a time and labor management system can help you monitor and track the data required to make these decisions and manage the ACA on an ongoing basis. Automated tools from your time-tracking system, such as reports and alerts, will be critical to managing who is eligible and mitigating the risk of non-compliance. For more than 60 years, Seyfarth Shaw has been recognized as one of the “go-to” labor and employment firms for business by providing extraordinary, cost-effective results. EPAY Systems, Inc. has joined forces with Seyfarth Shaw to educate employers of distributed labor environments on how compliance risk can be minimized
.
The UK government is implementing pension reforms that will require employers to automatically enroll eligible employees into a qualifying pension scheme and make contributions on their behalf. Under the reforms, employers will stage when their duties begin between 2012-2018 depending on company size. Employers must put systems in place before their staging date to comply with automatic enrollment legislation.
Healthcare Reform – The State of the Union AlphaStaff
Participants will be brought up to date on implementation of the Affordable Care Act’s provisions. What’s been implemented in 2012 and what’s on the way for 2013 and 2014. Employers will learn about the pre-existing condition, claims and appeals, automatic enrollment and “play or pay” provisions of the law. Presented by Jackson Lewis.
With the recent delay in the employer coverage mandate until 2015, employers should continue to plan their compliance strategy and remain vigilant as regulations continue to change. Hosted by Aon’s health and benefits expert, Richard Kaufman, this webinar will update employers on the ongoing changes and provide reminders of what remains, deadlines and other helpful information in understanding the complexities of the mandate.
Presented by Richard S. Kaufman, Aon Consulting VP, Health and Benefits
This document provides an overview of healthcare reform for employers, covering several key topics:
1. Marketplaces (Exchanges) and subsidies available for individuals and small groups.
2. Rules for determining if an employer counts as a "large employer" subject to penalties, including how to count full-time equivalent employees and handle variable hour workers.
3. The "pay or play" mandate for large employers over 50 full-time equivalents to provide affordable coverage or face penalties.
4. Price changes to health plans from new taxes, fees, and mandates imposed by the Affordable Care Act.
ACA, SHOP, and Small Business Tax CreditsEric Stern
The Affordable Care Act (ACA) overhauled the U.S. health care system by requiring individuals to obtain health coverage, protecting those with pre-existing conditions, and establishing health insurance marketplaces. The ACA created public exchanges for individuals and small businesses (SHOP) to purchase qualified health plans. It provides subsidies to help low-income individuals pay premiums. Employers with over 50 employees must offer affordable coverage providing minimum value or face penalties, while small employers may qualify for tax credits when offering coverage through SHOP. The presentation provides details on ACA requirements and assistance resources.
Are You Ready for the Next Wave of Health Care Reform?Bret Clark
Practical overview of what employers should be doing to avoid ACA shared responsibility penalties; how to track full-time employees; ACA reporting requirements; analysis of developing health plan structures.
Please note: Seasonal employees ARE counted in the calculation for FTEs for the month that they work. However, if they work less than 120 days and cause the 50 FT threshold to be breached, then the employer is not considered a large employer.
Affordable Care Act: Preparing for the 2015 Tax ProvisionsSkoda Minotti
This presentation discusses issues that employers who will be subject to the Affordable Care Act must prepare for, including:
1. Determining which employees must be offered coverage
2. Analyzing payroll to determine the amount that can be charged to employees
3. Creating a record to respond to potential IRS assessments of excise tax
For businesses with 50 employees or less. There is a lot of confusion and misunderstanding about what the Affordable Care Act (Obamacare) is and how it will affect your business and employees. It is important to learn how it relates to you, your employees and your business. There are many moving parts and there are changes ahead. Our blog series and webinars will describe what the Affordable Care Act is "in plain English" and keep you up to date on the latest information.
The document summarizes the history and key provisions of the Affordable Care Act (ACA). It discusses reforms already implemented like coverage for dependents up to age 26 and prohibiting pre-existing condition exclusions for minors. Future provisions outlined include the employer mandate in 2014, establishment of health insurance exchanges, and definitions of full-time employees for calculating employer penalties. The presentation provides an overview of ACA compliance challenges for employers and how Total HR can help clients navigate ongoing reforms.
An Employer's Obligations & Opportunities Under The Affordable Care ActMcKonly & Asbury, LLP
The presentation will concentrate on employers with 50+ employees and focus on the following: What is an “Applicable Large Employer”; Calculating the number of fulltime employees eligible for coverage and how to determine when coverage begins; Measurement periods for on-going and variable hour employees; Does their health plan provides “minimum” and “affordable coverage.”
HEALTH CARE REFORM - GETTING READY FOR 2014
On June 19, 2013, the Minnesota Chamber of Commerce hosted a workshop on the new health care reform law. This presentation outlines what small employers need to know about the law changes.
Employee benefits - compensation management - Manu Melwin Joymanumelwin
Employee benefits and benefits in kind (also called fringe benefits, perquisites, or perks) include various types of non-wage compensation provided to employees in addition to their normal wages or salaries
Health Care Reform Strategies for Small Employers:
• Health Care Tax Credits and Penalties
• The Recently Delayed Pay or Play Mandate
• Health Insurance Exchanges
• SHOPs
• Other Cost-Savings Opportunities
• Strategic Decision Making for Large and Small Employers
• And more!
Affordable Care Act Reporting Requirements for 2015 [Webinar Slides]Sikich LLP
Generally speaking, an employer will not have any reporting requirement if it has fewer than 50 full-time and full-time equivalent employees in its controlled group and it sponsors a fully insured medical plan. All other employers will have at least some reporting. This appears to include employers with 50 to 99 employees for 2015 – even though the employer-shared responsibility requirement has been delayed until 2016 for most employers in this group, reporting is still needed to help determine whether individual employees owe penalties or are eligible for premium subsidies.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
This document summarizes key provisions of the Affordable Care Act (ACA) for small businesses, including how it impacts businesses based on their number of employees. It outlines the ACA provisions around health insurance exchanges, tax credits, and employer shared responsibility based on business size. It also provides resources for small businesses to learn more about the ACA and how it applies to them.
The Affordable Care Act (“ACA”) is currently effective for employers who had 100 or more full time equivalent employees (FTEs) in 2014. Employers who have 50 or more FTEs in 2015 will be subject to the ACA on January 1, 2016
Paradigm Shift - Reengineering Your Workforce for the COVID-19 Era and BeyondEPAY Systems
This document summarizes an executive roundtable discussion hosted by EPAY Systems on reengineering workforces for the COVID-19 era. It includes an introduction of the speakers and panelists from various companies. Survey results are presented on the impacts of COVID-19 on sales, headcount, labor costs, and strategies to bring employees back to work. The panel discusses strategies around controlling costs, workforce productivity, business risks, and ensuring business continuity. Participants are polled on technology helping with productivity and interest in a new HCM solution.
How to Implement & Leverage Workforce Analytics and Drive Labor Costs DownEPAY Systems
Workforce analytics can help identify and resolve costly issues such as time theft, payroll correcting, and low workforce productivity at various levels within your operations.
Join EPAY Systems and Workforce Analytics expert, Anthony Lackey, to learn how analytics can help your business:
- Time Collection Issues: Symptoms, Causes, and Consequences
- The ROI of Improving Time Collection Issues
- How to Achieve Real-Time Labor Control
- Preview of EPAY Analytics
Key Legislative Updates for the Hourly WorkforceEPAY Systems
This document provides an overview and update on key legislative issues impacting hourly workforces, including predictive scheduling and salary history laws. It discusses new laws requiring advance notice of work schedules and banning inquiries into applicants' salary histories. The document outlines recent laws passed in Illinois, Chicago, and other jurisdictions, detailing requirements for employers to provide notice of schedules in advance and prohibiting salary history questions. It concludes with next steps employers should take to ensure compliance with these new regulations.
Strategies to Combat the Labor Shortage: How to Retain Your Workers & Keep Yo...EPAY Systems
In the midst of the escalating labor shortage, retaining a reliable hourly workforce has become increasingly difficult.
Watch this 60-minute webinar to become: your worker’s number one employment option, your client’s most reliable and easy-to-work with partner, and the most efficient business in your market.
Full On-Demand Webinar Available:
http://offers.epaysystems.com/strategies-to-combat-the-labor-shortage-how-to-retain-your-workers-and-keep-your-clients
How to Reduce Scheduling Headaches & Increase ROIEPAY Systems
There’s no shortage of obstacles when it comes to scheduling for the hourly, distributed workforce. For most employers, inconsistent shifts, tight margins, no-shows, and high turnover rates are just the realities of their industry. Luckily, these problems aren’t without solutions.
The right workforce management approach and tools can turn scheduling difficulties into competitive advantages for your business. This presentation includes:
- Introduction to EPAY
- Why You Should Care About Scheduling
- How to Solve Your Scheduling Issues
- Demo of EPAY’s New Scheduling Features
- Q&A Session
Time Theft Take Down: Preventing Time Theft for the Hourly WorkforceEPAY Systems
It’s been estimated that U.S. employers lose more than $400 billion in productivity every year from workforce time theft. However, the rise of powerful biometric and workforce management technology, reporting analytics, and HR policies, has allowed employers to start winning the fight.
Michelle Lanter Smith and a panel of experts representing HR, operations, and technology discuss all things time theft in this 60-min. presentation, including:
- Time theft overview: forms, costs, and why it matters
- How to identify and address time theft
- Solutions for time theft
- Pros of Biometric Technology
- Live audience Q&A
Link to live webinar recording: http://offers.epaysystems.com/recorded-webinar-time-theft-take-down
How to Maintain Biometric Privacy & Avoid Liability With ConfidenceEPAY Systems
Do you or your company vendors use employee fingerprints and facial scans, or other private biometric information for systems access, property security, or record-keeping? Are you certain you are doing so correctly?
Biometric information privacy violations have launched hundreds of costly class actions against unsuspecting employers. Don’t get caught up in the storm!
This 60-min. presentation discussed:
• Biometrics and what biometric information privacy entails
• Compliance requirements for employers’ collection, use, and retention of employee biometric data
• Exploring legal and internal HR policies related to biometric information
• Examples of labor cost reductions, improved productivity, and compliance safeguards with biometric analytics
Enjoy!
Workforce Reporting: Utilizing Dashboards and Reports to Optimize Your WorkforceEPAY Systems
It’s hard to quantify the impact of human resources, but the influx of new HR systems is now making this possible, and HR needs to catch up.
68% of those we surveyed at SHRM '18 responded that they could not show a return on investment on their HR system, which should really be one of the strongest metrics for any HR system.
Metrics of key performance indicators allow businesses to make informed decisions. Learn what reports you need to be looking at and what these reports mean for your business.
In our 45-minute webinar we cover:
- The most reliable reports for data-informed decisions
- Reports every active manager needs to look at
- How to show a return on your HR investment
- A demonstration of EPAY’s powerful reporting.
Combat Workforce Time Theft - EPAY SystemsEPAY Systems
Time theft is one of the biggest challenges for employers of an hourly, distributed workforce costing over 400 billion each year in lost productivity.
Our presentation will cover:
• Types of time theft
• Developing a time theft policy
• Uncovering time theft with analytics
• Stopping Time Theft with Biometrics
• A demonstration of EPAYs Workforce Management
Join EPAY Systems as we cover a variety of techniques that will stop time theft and optimize your workforce.
With so many different functions operating under the simple title of “Human Resources,” tech has stepped up to help lift the burden. New tools are being released daily, but HR pros should know the most important and valuable tools in the HR tool belt.
Join EPAY Systems as we walk through the top talked about and most vital tools that HR departments must have to successfully manage an hourly, distributed workforce. These tools aren’t new to the block, but they have become integral pieces to the HR process for meeting top human resource challenges.
The 45-minute presentation will cover:
Top predicted challenges for HR in 2019
Importance of mobile technology
Growing value of workforce learning and development
Plus, a short demo of EPAY’s innovative tools for managing the hourly, distributed workforce!
Great RFPs are hard to create, for buyers and vendors alike, but they are truly the key to finding the solution that best meets your company’s needs.
Join EPAY Systems as we walk through the Request for Proposal creation process, from planning and drafting to final evaluation. After receiving and working with thousands of RFPs, we’ve taken note of the most common “dos” and “don’ts” and created a foolproof RFP template to use when buying an HR system.
The 1-hour presentation will also cover:
Creating an RFP timeline and process
Tips for developing your RFP
Reviewing and evaluating your RFP objectively
Common mistakes to avoid
Background Checks: How to Stay Compliant with the Onslaught of Legal Changes ...EPAY Systems
Background checks are key to ensuring a safe, secure workplace; however, they also require taking specific steps to ensure compliance with the Fair Credit Reporting Act (FCRA) – and that is no small task, especially considering the onslaught of ban-the-box and other laws protecting ex-offenders that have been enacted at the state and local level.
This webinar will help you better understand what you need to do to stay compliant with the numerous laws that regulate your background screening program.
Join EPAY Systems and Seyfarth Shaw's employment law expert Jennifer Mora as she addresses:
- The latest insights as they relate to the Fair Credit Reporting Act (FCRA).
- What you need to know to remain FCRA-compliant.
- How to align your screening practices with FCRA regulations.
- How to navigate the wave of ban-the-box laws sweeping the nation.
- Understanding other legal issues that touch on an employer’s background screening process.
About EPAY Systems
EPAY Systems is a leading SaaS provider of human capital management technology and services designed to help medium to large businesses better manage their workforce. Our solutions include recruiting and applicant tracking, new hire onboarding, benefits administration, HR management, time tracking, workforce management, payroll processing, tax management, performance management, ACA reporting, COBRA administration, and more.
At EPAY Systems, we understand the challenges of people management, especially when dealing with the complexities of an hourly workforce. That’s why our number 1 priority is to make your life easier. Our services, complete with easy-to-use cloud software and 24/7 customer support, manage everything for you—from pre-hire to retire. And when it comes to pricing, there are no surprises. You pay one straight-forward, all-inclusive monthly price.
I-9 Compliance: Adapting to Trump's Increased Immigration EnforcementEPAY Systems
It’s no secret, I-9s are incredibly complicated. There are over 900 pages of guides, handbooks and websites published by the government to help. On top of that, simple mistakes can turn into major violations – costing up to $2,236 per violation!
Join EPAY Systems and Anna Pajor SPHR, as we cover I-9 strategies to help ensure compliance and prevent violations (and their costly consequence).
Our 1-hour presentation will cover:
• Changes in I-9 and Immigration Enforcement
• I-9 strategies for a distributed workforce
• Correcting I-9s
• What to do in case of an I-9 audit
Workforce Reporting: How to Show a Return on Your HR InvestmentEPAY Systems
It’s hard to quantify the impact of human resources, but the influx of new HR systems is now making this possible, and HR needs to catch up.
68% of those we surveyed at SHRM 18 responded that they could not show a return on investment on their HR system, which should really be one of the strongest metrics for any HR system.
Metrics of key performance indicators allow businesses to make informed decisions. Learn what reports you need to be looking at and what these reports mean for your business.
The Future Workforce: The Gig Economy and the Challenges of a Contingent Work...EPAY Systems
Almost 40 million Americans work on a part-time or freelance basis and by 2020 half of the American workforce is expected to be part of this gig economy. This new workforce is full of challenges and benefits for both employers and employees. For employers looking to engage this new workforce there is a lot of legal compliance issues to consider, and for employees looking for freedom they look to be free of benefits as well.
Discover different techniques to cut your turnover and a software that will support you every step of the way. https://www.epaysystems.com/human-capital-management/
Turnover can be a deadly hidden cost. Did you know that the cost for each new hire averages $4,129? Utilize an applicant tracking system, onboarding and performance management to cut your turnover drastically.If your applicant tracking system isn't up to par, it can be another burden on your heavy shoulders.
Let us shoulder some of the burden. For more information about how to improve upon onboarding and performance management, along with other aspects of human capital and workforce management, contact EPAY Systems today. http://www.epaysystems.com/contact-us/
2018 Department Of Labor Rules and Surprise VisitsEPAY Systems
Companies can run into major problems if they aren’t up to date on the latest U.S. Department of Labor wage and hour rules. The Wage and Hour Division of the Department of Labor has an enormous impact on the interpretation and enforcement of the FLSA. On the state and local level, agencies play a large role in enforcing the wave of cutting-edge wage laws related to predictive scheduling, minimum wage, and sick time.
With many surprise visits and updates to the Department of Labor rules, it is important to align your company’s compliance goals with what we believe to be the current priorities of the Department of Labor and state and local agencies.
Join EPAY Systems and Seyfarth Shaw as we dive into practical advice that can be used to tackle a government wage and hour audit. Don’t wait until the government knocks on your company’s door before learning about the nuts and bolts of state and federal wage and hour agencies. Watch the webinar now.
Do I Have to Pay for That? Navigating the Common Pitfalls of Wage and Hour LawsEPAY Systems
Companies can run into major problems if they fail to pay their employees for all compensable work time. The complexity of the FLSA’s rules and different state requirements—like strict California meal break laws—can cause confusion among employers as to whether certain time counts as compensable work hours. As a result, employers are frequently defending against costly wage and hour lawsuits.
With big verdicts, record settlements, increasing worker awareness, and widespread public attention to how employees are paid, it’s no surprise that the number of wage and hour lawsuits is increasing. Given these factors, employers should tread carefully when determining payment for employees.
View the webinar slides to see how EPAY Systems and Seyfarth Shaw dive into the legal requirements for paying employees for meal and rest breaks, travel time and on-call time.
How to Lower Healthcare Costs in the Face of Healthcare Reform UncertaintyEPAY Systems
Rising healthcare costs have presented challenges for many companies across the U.S., as they struggle to find affordable group health insurance solutions that help them retain critical talent. With healthcare costs likely being the second or third largest corporate expense behind payroll, it’s essential to understand the dynamics of different healthcare plan options, cost drivers and ways to control the increases.
When it comes to group health insurance, there are ways to save money—regardless of how your company’s healthcare plan is currently set up. The method of self-funding with a third party administrator (TPA) is growing in popularity not just among large employers but small businesses, too. This option can help companies mitigate the risk of rising health insurance premiums while continuing to provide employees with health coverage.
View the slides to see tips on how to lower healthcare costs in the face of healthcare reform uncertainty.
What does employee time theft cost your business? One recent study estimates that it costs more than $400 billion—for U.S. employers alone. Worse yet, what if your managers are inflating payroll dollars intentionally (i.e., helping employees steal time) or unintentionally (i.e., running lackadaisical clock in/clock out protocols)?
Whether biometrics don’t seem to be gelling with your workforce or you suspect time sheets are being manipulated to your company’s disadvantage, this session will explore tools that will reduce your time theft drastically.
EPAY Systems recently announced cutting-edge facial recognition technology for our time clocks and mobile app products. This incredibly fast and accurate technology, along with our advanced fingerprint biometrics and workforce analytics tools, will practically end time theft at the point of clock-in/clock-out. With EPAY’s workforce analytics and custom reporting, you’ll have access to dashboards that offer easy to understand charts and tables to help you identify time theft incidents at the source.
Programming Foundation Models with DSPy - Meetup SlidesZilliz
Prompting language models is hard, while programming language models is easy. In this talk, I will discuss the state-of-the-art framework DSPy for programming foundation models with its powerful optimizers and runtime constraint system.
How to Interpret Trends in the Kalyan Rajdhani Mix Chart.pdfChart Kalyan
A Mix Chart displays historical data of numbers in a graphical or tabular form. The Kalyan Rajdhani Mix Chart specifically shows the results of a sequence of numbers over different periods.
Skybuffer SAM4U tool for SAP license adoptionTatiana Kojar
Manage and optimize your license adoption and consumption with SAM4U, an SAP free customer software asset management tool.
SAM4U, an SAP complimentary software asset management tool for customers, delivers a detailed and well-structured overview of license inventory and usage with a user-friendly interface. We offer a hosted, cost-effective, and performance-optimized SAM4U setup in the Skybuffer Cloud environment. You retain ownership of the system and data, while we manage the ABAP 7.58 infrastructure, ensuring fixed Total Cost of Ownership (TCO) and exceptional services through the SAP Fiori interface.
HCL Notes and Domino License Cost Reduction in the World of DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-and-domino-license-cost-reduction-in-the-world-of-dlau/
The introduction of DLAU and the CCB & CCX licensing model caused quite a stir in the HCL community. As a Notes and Domino customer, you may have faced challenges with unexpected user counts and license costs. You probably have questions on how this new licensing approach works and how to benefit from it. Most importantly, you likely have budget constraints and want to save money where possible. Don’t worry, we can help with all of this!
We’ll show you how to fix common misconfigurations that cause higher-than-expected user counts, and how to identify accounts which you can deactivate to save money. There are also frequent patterns that can cause unnecessary cost, like using a person document instead of a mail-in for shared mailboxes. We’ll provide examples and solutions for those as well. And naturally we’ll explain the new licensing model.
Join HCL Ambassador Marc Thomas in this webinar with a special guest appearance from Franz Walder. It will give you the tools and know-how to stay on top of what is going on with Domino licensing. You will be able lower your cost through an optimized configuration and keep it low going forward.
These topics will be covered
- Reducing license cost by finding and fixing misconfigurations and superfluous accounts
- How do CCB and CCX licenses really work?
- Understanding the DLAU tool and how to best utilize it
- Tips for common problem areas, like team mailboxes, functional/test users, etc
- Practical examples and best practices to implement right away
Northern Engraving | Nameplate Manufacturing Process - 2024Northern Engraving
Manufacturing custom quality metal nameplates and badges involves several standard operations. Processes include sheet prep, lithography, screening, coating, punch press and inspection. All decoration is completed in the flat sheet with adhesive and tooling operations following. The possibilities for creating unique durable nameplates are endless. How will you create your brand identity? We can help!
Essentials of Automations: Exploring Attributes & Automation ParametersSafe Software
Building automations in FME Flow can save time, money, and help businesses scale by eliminating data silos and providing data to stakeholders in real-time. One essential component to orchestrating complex automations is the use of attributes & automation parameters (both formerly known as “keys”). In fact, it’s unlikely you’ll ever build an Automation without using these components, but what exactly are they?
Attributes & automation parameters enable the automation author to pass data values from one automation component to the next. During this webinar, our FME Flow Specialists will cover leveraging the three types of these output attributes & parameters in FME Flow: Event, Custom, and Automation. As a bonus, they’ll also be making use of the Split-Merge Block functionality.
You’ll leave this webinar with a better understanding of how to maximize the potential of automations by making use of attributes & automation parameters, with the ultimate goal of setting your enterprise integration workflows up on autopilot.
"Frontline Battles with DDoS: Best practices and Lessons Learned", Igor IvaniukFwdays
At this talk we will discuss DDoS protection tools and best practices, discuss network architectures and what AWS has to offer. Also, we will look into one of the largest DDoS attacks on Ukrainian infrastructure that happened in February 2022. We'll see, what techniques helped to keep the web resources available for Ukrainians and how AWS improved DDoS protection for all customers based on Ukraine experience
Main news related to the CCS TSI 2023 (2023/1695)Jakub Marek
An English 🇬🇧 translation of a presentation to the speech I gave about the main changes brought by CCS TSI 2023 at the biggest Czech conference on Communications and signalling systems on Railways, which was held in Clarion Hotel Olomouc from 7th to 9th November 2023 (konferenceszt.cz). Attended by around 500 participants and 200 on-line followers.
The original Czech 🇨🇿 version of the presentation can be found here: https://www.slideshare.net/slideshow/hlavni-novinky-souvisejici-s-ccs-tsi-2023-2023-1695/269688092 .
The videorecording (in Czech) from the presentation is available here: https://youtu.be/WzjJWm4IyPk?si=SImb06tuXGb30BEH .
Digital Banking in the Cloud: How Citizens Bank Unlocked Their MainframePrecisely
Inconsistent user experience and siloed data, high costs, and changing customer expectations – Citizens Bank was experiencing these challenges while it was attempting to deliver a superior digital banking experience for its clients. Its core banking applications run on the mainframe and Citizens was using legacy utilities to get the critical mainframe data to feed customer-facing channels, like call centers, web, and mobile. Ultimately, this led to higher operating costs (MIPS), delayed response times, and longer time to market.
Ever-changing customer expectations demand more modern digital experiences, and the bank needed to find a solution that could provide real-time data to its customer channels with low latency and operating costs. Join this session to learn how Citizens is leveraging Precisely to replicate mainframe data to its customer channels and deliver on their “modern digital bank” experiences.
The Microsoft 365 Migration Tutorial For Beginner.pptxoperationspcvita
This presentation will help you understand the power of Microsoft 365. However, we have mentioned every productivity app included in Office 365. Additionally, we have suggested the migration situation related to Office 365 and how we can help you.
You can also read: https://www.systoolsgroup.com/updates/office-365-tenant-to-tenant-migration-step-by-step-complete-guide/
Conversational agents, or chatbots, are increasingly used to access all sorts of services using natural language. While open-domain chatbots - like ChatGPT - can converse on any topic, task-oriented chatbots - the focus of this paper - are designed for specific tasks, like booking a flight, obtaining customer support, or setting an appointment. Like any other software, task-oriented chatbots need to be properly tested, usually by defining and executing test scenarios (i.e., sequences of user-chatbot interactions). However, there is currently a lack of methods to quantify the completeness and strength of such test scenarios, which can lead to low-quality tests, and hence to buggy chatbots.
To fill this gap, we propose adapting mutation testing (MuT) for task-oriented chatbots. To this end, we introduce a set of mutation operators that emulate faults in chatbot designs, an architecture that enables MuT on chatbots built using heterogeneous technologies, and a practical realisation as an Eclipse plugin. Moreover, we evaluate the applicability, effectiveness and efficiency of our approach on open-source chatbots, with promising results.
zkStudyClub - LatticeFold: A Lattice-based Folding Scheme and its Application...Alex Pruden
Folding is a recent technique for building efficient recursive SNARKs. Several elegant folding protocols have been proposed, such as Nova, Supernova, Hypernova, Protostar, and others. However, all of them rely on an additively homomorphic commitment scheme based on discrete log, and are therefore not post-quantum secure. In this work we present LatticeFold, the first lattice-based folding protocol based on the Module SIS problem. This folding protocol naturally leads to an efficient recursive lattice-based SNARK and an efficient PCD scheme. LatticeFold supports folding low-degree relations, such as R1CS, as well as high-degree relations, such as CCS. The key challenge is to construct a secure folding protocol that works with the Ajtai commitment scheme. The difficulty, is ensuring that extracted witnesses are low norm through many rounds of folding. We present a novel technique using the sumcheck protocol to ensure that extracted witnesses are always low norm no matter how many rounds of folding are used. Our evaluation of the final proof system suggests that it is as performant as Hypernova, while providing post-quantum security.
Paper Link: https://eprint.iacr.org/2024/257
[OReilly Superstream] Occupy the Space: A grassroots guide to engineering (an...Jason Yip
The typical problem in product engineering is not bad strategy, so much as “no strategy”. This leads to confusion, lack of motivation, and incoherent action. The next time you look for a strategy and find an empty space, instead of waiting for it to be filled, I will show you how to fill it in yourself. If you’re wrong, it forces a correction. If you’re right, it helps create focus. I’ll share how I’ve approached this in the past, both what works and lessons for what didn’t work so well.
Your One-Stop Shop for Python Success: Top 10 US Python Development Providersakankshawande
Simplify your search for a reliable Python development partner! This list presents the top 10 trusted US providers offering comprehensive Python development services, ensuring your project's success from conception to completion.
In the realm of cybersecurity, offensive security practices act as a critical shield. By simulating real-world attacks in a controlled environment, these techniques expose vulnerabilities before malicious actors can exploit them. This proactive approach allows manufacturers to identify and fix weaknesses, significantly enhancing system security.
This presentation delves into the development of a system designed to mimic Galileo's Open Service signal using software-defined radio (SDR) technology. We'll begin with a foundational overview of both Global Navigation Satellite Systems (GNSS) and the intricacies of digital signal processing.
The presentation culminates in a live demonstration. We'll showcase the manipulation of Galileo's Open Service pilot signal, simulating an attack on various software and hardware systems. This practical demonstration serves to highlight the potential consequences of unaddressed vulnerabilities, emphasizing the importance of offensive security practices in safeguarding critical infrastructure.
3. EPAY Systems -- designed to meet the
needs of your complex,
distributed workforce
• Reduce your labor
costs by 5% or more
• Keep you in control
and in compliance
3
4. Today’s Discussion
The Affordable Care Act is upon us and there’s a lot to do in
order to be ready for January 1, 2015.
Does your company even need to be concerned?
If so, who is eligible for health insurance at your company?
How do you calculate whether it’s better to offer health
insurance to your employees or just pay the penalty?
4
7. Legal Disclaimer
The contents of this presentation should not be
construed as legal advice or a legal opinion on any
specific facts or circumstances.
These materials are intended for general information
purposes only, and you are urged to consult a lawyer
concerning your own situation and any specific legal
questions you may have.
7|
17. No Coverage Penalty
•
Employer Fails to Provide Minimum Essential Coverage
o At least one employee receives a tax credit or subsidy
through a state-based exchange
All full-time employees = 95% of full-time employees
o Penalty = $2,000 X # of Full-time Employees
Subtract first 30 full-time employees when calculating the
penalty
o Assessed employer-by-employer within the controlled group
30 person deduction must be spread ratably among all
employers
17 |
19. No Coverage Penalty
•
Example
o Employer employs 55 full-time equivalent employees, 45 of
which are full-time employees
o The employer offers coverage to 35 of its full-time
employees, 77%, but chooses not to offer health insurance
coverage to 10 full-time employees
o One of those employees who was not offered coverage
purchases individual coverage through Exchange with a tax
credit
o The employer will be assessed a penalty of $30,000
(45-30) X $2,000
19 |
21. Inadequate Coverage Penalty
PENALTY
$2,000 x (Total No. of Full-Time
Employees – 30)
THE LESSER OF:
$3,000 x No. of Full-Time Employees
who receive a tax credit or subsidy
and purchase coverage through an
Exchange
21 |
24. Inadequate Coverage Penalty
•
Strategies for Achieving Affordability
o Set employee-only coverage premium at 9.5% but increase
dependent level costs:
Assume an employee has $30,000 a year in household income
Premium is $2,400 for employee-only coverage (8% of
household income) and $6,000 for family coverage (20% of
household income)
The employer will be deemed to have offered the employee
affordable coverage, even if the employee elects family
coverage
24 |
42. Key Considerations
•
Employers are not required to pay 100% of the cost of
coverage
o Employees can be required to contribute to the cost of
coverage, in increasing amounts based on increasing income
o Employees can be required to pay the full cost of dependent
coverage
•
Large employers are only required to offer coverage
o There is no penalty if an employee declines coverage
o Not all employees will elect the coverage that is offered
42 |
52. ACA Dashboard
•
•
•
•
•
Compare all employees average hours to ACA guidelines
to determine total FTE’s
Will give total Full Time Employees (> 30 hours)
Will give total Part Time Employees (< 30 hours)
Total the two to determine total FTE’s
Could also use alerting to ensure employees not going
over 30 hours per week
52
53. Determining Average Hours in
Blueforce
•
•
Calculate employees’ average hours per week from hire
date
Report to show the employee, the hire date and the
average hours worked per week
53
56. Upcoming Education
•
•
•
How to Avoid Costly Wage & Hour Pitfalls for Employers
in the Hospitality Industry. Nov 6: 12:00 cst
Mobile GPS Webinar: Time Tracking & Mobile Apps. Nov
7: 10:00 am cst
EPAY Demonstration: Time Tracking Your Way. Nov 14:
10 am cst
Register at www.EPAYsystems.com
56
57. Thank You!
Jennifer A. Kraft
Partner, Seyfarth Shaw LLP
Employee Benefits
jkraft@seyfarth.com
(312) 460-5983
57
58. Connect With Us
Connect with EPAY:
o LinkedIn – follow our company page
at EPAY Systems
o Twitter -- @EPAYsystems
o Sign up for our e- newsletter at
www.EPAYsystems.com
Connect with Seyfarth Shaw LLP:
o Wage & Hour Litigation Blog
http://www.wagehourlitigation.com/
o Twitter - @SeyfarthShawLLP
o Twitter - @SeyfarthEBLaw
58
Thanks Josh. Welcome to our first webinar in our Compliance Series “Wage & Hour Attorneys’ Best Tips for Staying Out of Trouble” presented by EPAY Systems. My name is Michelle Lanter Smith. I am the Vice President of Marketing here at EPAY Systems.I’d like to extend a warm welcome to all of you on the line with us today. We have over __ people joining us . . . From across the nation. Many of you my stem from various industries, but you all have a couple things in common –You all face a challenging, complex labor environment – one where you workers are distributed across many locations – making it difficult for consistent management policies and proceduresManaging compliance issues – such as Overtime pay, meal breaks, employee travel . . . is a real concern. And because of your distributed workforce, it’s even harder to manage.
Well, that’s where EPAY comes in. EPAY is in the time and labor management business. And we specialize in dealing with companies that have very complex and distributed labor environments. Our organization understands all of the challenges and limitations a company with employees scattered everywhere deals with as it relates to deploying new technology in the field, as well as managing and tracking it’s labor force.Distributed labor can present many challenges. Yet, labor is probably your largest cost.Complex pay rules, shift differentials, employees working one task in the morning and a different one in the afternoon. Employees working at customer sites or moving from job to job.These are tough for most time and attendance systems. But not for us. Our uniquely flexible pay rules engine can handle complex union rules and state regulations, not to mention your own complexities because of the nature of your business.Our web-based system, Blueforce, drives two main benefits for our clients:We help them reduce their total labor costs by more than 5%We help them lower their overall risk in facing compliancy issues – we have a built-in compliance orientated features . . . Right in our system
The Affordable Care Act (ObamaCare) is upon us and there’s a lot to do in order to be ready for January 1, 2014. Depending on the number of employees you have, do you even need to be concerned? If so, who is eligible for health insurance at your company? And finally, how do you calculate whether it’s better to offer health insurance to your employees or just pay the penalty?In this webinar, Jennifer Kraft of Seyfarth Shaw LLP, will review this pay or play mandate and ways employers can mitigate the financial impact, including:Are you even subject to the Affordable Care Act and if you are, what are your options? Which employees must you offer coverage to or pay a penalty? What are the state exchanges and how do they work with the employer mandate?How is the employer penalty calculated?How will the expansion of eligibility for Medicaid in your state affect the employer penalty? How do you discover whether your state’s ruling will impact your employees and who you will need to provide insurance to?If your employee hours vary (like in part-time and fluctuating schedule workers in industries such as retail, hospitality, and health care), how do you calculate your ACA liabilities?What steps should you be taking right now to determine whether you should pay or play? How can you ensure that you’re minimizing the financial impact of the ACA on your business?At the end, John Gaudiuso from EPAY will join us and discuss how a time and labor management system can help you monitor and track the data required to make these decisions and manage the ACA on an ongoing basis. Automated tools from your time-tracking system, such as reports and alerts, will be critical to managing who is eligible and mitigating the risk of non-compliance.For more than 60 years, Seyfarth Shaw has been recognized as one of the “go-to” labor and employment firms for business by providing extraordinary, cost-effective results. EPAY Systems, Inc. has joined forces with Seyfarth Shaw to educate employers of distributed labor environments on how compliance risk can be minimized.
Jennifer is a partner in the Employee Benefits Department and Co-Chair of the Firm’s Welfare Benefits Practice Group. With broad experience assisting Fortune 500 companies with all aspects of their employee benefits plans, she helps clients understand the myriad of complex laws impacting employee benefits.Jennifer is a member of the firm's cross-departmental Health Care Reform Team. This team of firm lawyers from different practice areas works together to assess the different ways health care reform will impact our clients and create cutting-edge strategies for a holistic response. Ms. Kraft has guided clients in the design and administration of their health plans and also helps clients consider alternatives for keeping health care costs contained such as the implementation of health savings accounts and wellness programs in light of a shifting legal landscape.Jennifer is frequently quoted on health care reform issues in publications as diverse as CNN Money, Yahoo! Finance, National Law Journal, Benefits Pro and Modern Healthcare and Scrip.Welcome Jennifer, thanks for joining us today!
Now I’m sure many of you are going to have questions for Rebecca and Noah today. If you have one, simply type it in the Question box in bottom right section of your screen. We’ll be monitoring the questions and Noah and Rebecca will attempt to answer your questions throughout their presentation.So let’s get started . . .Noah, let me turn it over to you to discuss some of the trends you’re seeing in wage and hour litigation.
I need to read our disclaimer here, which basically tells you that . . . The Co
Read through slide. Affordability safe harbors. Set employee-only premium at no more than 9.5% of one of the safe harbors listed. Review W-2 wages for lowest-paid full-time employeeAssume lowest-paid full-time employee makes $30,000 in W-2 wages per year. If the employee-only premium for health coverage is $2,850 or less (i.e., 9.5% of the lowest W-2 wages), then no employee will ever become eligible for tax credits through the exchanges, and the employer will not be liable for the play or pay penalty. Or, set premium at 9.5% of FPL2013 FPL is $11,490 for a single person9.5% is $1091.55 Number does not vary with employee wagesMV = Calculator on line. Safe harbor checklist includes 4 core benefits with minimum cost sharing for each. This one is not available if you have non-standard benefits. Actuarial certifications include HRAs and HSA contributions.
Thanks Rebecca. Wow – what a lot of great information you’ve give us in such a short time. Now if you have question for Rebecca or Noah, just let us know. We’ll see a short survey when you close out today’s session. Just let us know and we’ll try to help get your question answered.I’d like to wrap up our time together today with a few words on EPAY and how we address your compliance needs.
We’ll provide multiple options to collect that data to ensure the lowest cost of ownership for our clients (WALTER, Mobile App, IVR, Web App)Biometric time clocks ( biometrics - specifically for sites over 15 ee) – BEST OPTION TO PREVENT TIME THEFTIVR (developed with caller id tracking – smaller sites 1-14 ee)Mobile Application ( gps coordination – smaller or very mobile ee sites)Web Application (IP tracking – office environments)
Today’s expert joining me today is John “God i you so”. He’s been a pioneer in the high-tech industry for 10 years. Schooled and trained as an electrical engineer, John has advanced his career working in product development in some of the nation’s thriving technical companies. His technical expertise spans a number of technologies from solar cells to RFID. He also is intimately familiar with ERP, implementing wide-scale ERP systems for large, regional tech firms. Time and labor management has been his new focus for the last two years working closely with EPAY’s customers in the HR and Payroll functions. Since mobile technologies have come into play, John has embraced the technology and its application within time and labor management. He is now responsible for deploying EPAY’s mobile solution to our customers, demonstrating EPAY’s innovation in this area and driving creative solutions to our client’s time and attendance issues.
Wage and hour cases continue to be a source of potential liability for employers. Indeed, the vast majority of class and collective actions filed in state and federal courts continue to be wage-hour cases. Additionally, the Department of Labor has hired more investigators and continues to aggressively investigate company’s wage-hour practices. Companies hit with these cases may face significant exposure and, even if their policies are lawful, defending a class or collective action can cost hundreds of thousands of dollars, if not more. As a result, it is critical for a company facing a lawsuit to quickly assess its risks and determine its litigation “goals.” Even if not currently facing a lawsuit, a company should take measures to avoid litigation and to minimize its legal risks. To do so, companies need to keep abreast of changes in the law and litigation trends. Wage-hour law continues to develop and change, and these developments may impact your organization or industry.
That’s all the time we have today. John and I would like to extend a big thank you to all of you for joining us today. We’d like to be your time and labor management provider. At EPAY, we’re IN TIME WITH YOU.Until next time, then, have a wonderful rest of your day. Good-bye.