As part of our continuing ERISA Compliance series, we covered such compliance topics and more in our April 9th webinar discussing COVID-19 and updates from the IRS and DOL concerning the Families First Coronavirus Response Act.
Webinar: Mid-Year Election Changes for Cafeteria Plansbenefitexpress
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Let's talk about cafeteria plans. When can participants make election changes?Â
While cafeteria plans can be a great option for employees wishing to pick and choose benefits based on cost, when and how to facilitate election changes outside of open enrollment can be tricky to navigate for employers. As the use of cafeteria plans continue to grow, we take a deeper look at the rules and regulations of these plans, particularly as they pertain to mid-year election changes.
Part of our ERISA Compliance Series, this webinar is hosted by ERISA Attorney Larry Grudzien and moderated by chief marketing officer Julia Goebel. This webinar will discuss the top wage and hour issues that may be unknowingly lurking within your company.
Plan Sponsor Webinar: Navigating COVID-19 for Employersbenefitexpress
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In this webinar, we take a deeper look into how the novel coronavirus is not only affecting the way we live, but changing the way we work. From remote work environments, FMLA, contract agreements and more, we discuss how to navigate the changing workforce during this time of uncertainty, and answer questions to help you make the best decisions for the health and safety of your employees.
Medicare & Employer Health Coverage - a Coordination Conversationbenefitexpress
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Let's talk about Medicare and Employer Health Coverage. The rules on coordinating Medicare and employer coverage can be complex. How it complements other programs (such as COBRA, HSAs and the ACA) are also areas of question for both employees and their employers.
Covid19 guidance for multiemployer plans and labor unions webinarWithum
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COVID-19 Guidance: Multiemployer Plans and Labor Unions
In this webinar we talk about how COVID-19 is impacting Multiemployer Plans and Labor Unions, including relief programs and FAQs
In today's multi-generational workforce, health and wellness benefits are weighted equally with salary expectations. This is why it's important for small and large businesses alike to embrace health and wellness benefits to recruit top talent as well as retain valued employees.
While offering these benefits has been shown to improve employee engagement and productivity, it comes with some challenges. This webinar reviews common questions human resources professionals confront when offering health and welfare benefits to employees.
Facilitated by ERISA attorney Larry Grudzien, this webinar covers the following:
- Questions Surrounding Tax
- Reporting Disclosures
- ERISA, COBRA & FMLA
- Workers Compensation
- Affordable Care Act (ACA)
Benefits are a critical piece of an employee compensation package, with health care benefits reigning most important. Whether you're already offering these benefits or considering adding them to your benefits offerings, view our webinar to learn more and remain competitive in the talent marketplace.
Webinar: Mid-Year Election Changes for Cafeteria Plansbenefitexpress
Â
Let's talk about cafeteria plans. When can participants make election changes?Â
While cafeteria plans can be a great option for employees wishing to pick and choose benefits based on cost, when and how to facilitate election changes outside of open enrollment can be tricky to navigate for employers. As the use of cafeteria plans continue to grow, we take a deeper look at the rules and regulations of these plans, particularly as they pertain to mid-year election changes.
Part of our ERISA Compliance Series, this webinar is hosted by ERISA Attorney Larry Grudzien and moderated by chief marketing officer Julia Goebel. This webinar will discuss the top wage and hour issues that may be unknowingly lurking within your company.
Plan Sponsor Webinar: Navigating COVID-19 for Employersbenefitexpress
Â
In this webinar, we take a deeper look into how the novel coronavirus is not only affecting the way we live, but changing the way we work. From remote work environments, FMLA, contract agreements and more, we discuss how to navigate the changing workforce during this time of uncertainty, and answer questions to help you make the best decisions for the health and safety of your employees.
Medicare & Employer Health Coverage - a Coordination Conversationbenefitexpress
Â
Let's talk about Medicare and Employer Health Coverage. The rules on coordinating Medicare and employer coverage can be complex. How it complements other programs (such as COBRA, HSAs and the ACA) are also areas of question for both employees and their employers.
Covid19 guidance for multiemployer plans and labor unions webinarWithum
Â
COVID-19 Guidance: Multiemployer Plans and Labor Unions
In this webinar we talk about how COVID-19 is impacting Multiemployer Plans and Labor Unions, including relief programs and FAQs
In today's multi-generational workforce, health and wellness benefits are weighted equally with salary expectations. This is why it's important for small and large businesses alike to embrace health and wellness benefits to recruit top talent as well as retain valued employees.
While offering these benefits has been shown to improve employee engagement and productivity, it comes with some challenges. This webinar reviews common questions human resources professionals confront when offering health and welfare benefits to employees.
Facilitated by ERISA attorney Larry Grudzien, this webinar covers the following:
- Questions Surrounding Tax
- Reporting Disclosures
- ERISA, COBRA & FMLA
- Workers Compensation
- Affordable Care Act (ACA)
Benefits are a critical piece of an employee compensation package, with health care benefits reigning most important. Whether you're already offering these benefits or considering adding them to your benefits offerings, view our webinar to learn more and remain competitive in the talent marketplace.
The Impact of Communicable Diseases, Including Coronavirus, on the Workplace ...Financial Poise
Â
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/the-impact-of-communicable-diseases-on-the-workplace-2020/
How Medicare Affects Employer Health Coveragebenefitexpress
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This presentation reviews the topic of Medicare and how it can affect Employers Health Coverage offerings, including: employer secondary rules, COBRA, notice requirements, and reporting requirements.
This presentation reviews: what information must be protected, what policies and procedures need to be in place, what disclosures have to be given to employees, what agreements have to be in place for business associates, and what breach procedures have to be followed.
This presentation covers how Medicare affects employer health coverage in: Providing opt out amounts | Paying for Medicare for active employees | Electing COBRA
HR Webinar: HR Professionalâs Role in Managing Leave of AbsenceAscentis
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Requests for leaves of absence rank among the most frequently encountered challenges faced by the HR professional because employers must contend with a patchwork of employee-friendly statutes, including federal, state and local leaves â itâs important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
Employment Law and COVID 19 Chamber Chatlerchearly
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Employers are likely to see an increase in COVID-19-related lawsuits as more and more people head back to work amid the lifting of coronavirus-related restrictions.
HR Webinar: The American Rescue Plan Act of 2021: New Employer Opportunities ...Ascentis
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On March 11, 2021, President Biden signed into law H.R. 1319, the âAmerican Rescue Plan Act of 2021â (APRA). The latest in an extended series of COVID-19 economic relief bills, with a price tag of $1.9 trillion and weighing in at an impressive 628 pages, ARPA will bring cumulative US federal pandemic relief spending to approximately $5.7 trillion. While the new lawâs consumer provisions â like direct stimulus payments to about 89% of US taxpayers, extended unemployment benefits, and increased child tax credits â have gotten almost all the press coverage related to this law, as with prior laws (FFCRA, CARES Act, CAA) there are many employer-impacting provisions that have so far âflown under the radar.â
At Ascentis, weâve hauled out our trusty âHCM radar detectorâ to hone in on just those provisions which may impact and delight (or maybe not?) employers, and the HR community, around the country.
HR Webinar: The New Consolidated Appropriations Act of 2021: What HR Pros Mus...Ascentis
Â
On December 27, 2020, the President signed H.R. 133, the "Consolidated Appropriations Act of 2021". This omnibus law includes the much anticipated and long-awaited COVID Relief Bill, with many of the new provisions taking effect immediately. Weighing in at a "mere" 5,593 pages, the new law renews or extends most of the tax relief programs available to employers under both the FFCRA and the CARES Act. The renewed Paycheck Protection Program, funded with $284.45 billion in new federal spending, is expected to see new lending the week of January 11, 2021, with a number of changes in response to prior program criticisms. Join us at this webinar to review the many provisions of CAA'21 which will impact Human Capital Management.
This webinar covers a basic review of the requirements under ERISA, including: what is an ERISA benefit, what documentation requirements have to be met, what disclosure requirements have to be met, what reporting requirements need to be met, what is a fiduciary, and what are other requirements.
Temporary Employees and the Employer Mandatebenefitexpress
Â
This presentation reviews - when temporary employees become your employees, the factors the government uses to determine employment status, the steps you can take to avoid these employees becoming your employees, and consequences under Health Care Reform if it is determined that they are your employees.
Covert Taxes: Spying Issues in Health & Welfare Benefitsbenefitexpress
Â
Avoid a tax season surprise and make sure your benefits are actually beneficial to your employees. Itâs time to ensure youâre keeping your plan non-taxable to your employees and tax deductible for you by learning:
- How to pass the Benefits Test
- Common pitfalls in nondiscrimination requirements
- Covered plans beyond basic health and disability insurance
- The best way to provide tuition assistance to employees
Get your maximum deduction come tax time while maintaining your top-tier benefits with this webinar, featuring advice from benefits attorney Larry Grudzien.
Payroll Webinar: A to Z of Garnishments Part 1Ascentis
Â
In this three part series on the proper handling and processing of garnishments we will discussed the rules, regulations and requirements as they apply to withholding and paying child support, tax levies, creditor garnishments and others.
In Part 1 we focus on Child Support. Payroll departments must know both the federal laws and the state laws and must determine which one applies to the child support withholding order. In addition to these laws and regulations, the federal rules now require that a standard Income Withholding Order (IWO) be used for all child support withholding garnishments. This webinar will review this form and its requirements. And although the IWO can include all the information necessary to comply with the order, employers must familiarize themselves with both federal and state regulations to avoid penalties and liabilities. Withholding monies for child support is not the only requirement that applies to providing for a child, medical support orders are required to be process by payroll as well. And these orders have their own rules and regulations on both the federal and state level.
Payroll Webinar: The Essentials for Third Party Sick Pay in 2020Ascentis
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This webinar discusses the proper taxation and reporting of the fringe benefit known as third party sick pay. It discusses what is and is not third party sick pay, how the taxation is affected by the status of the provider (is or is not the employerâs agent), when this type of payment is taxable and/or reportable and who is responsible for this taxation and reporting.
HR Webianr: OSHA Reporting and Employee Record-KeepingAscentis
Â
On January 24, 2019, during the longest partial shutdown of the U.S. federal government in history, US Labor Secretary Alexander Acosta issued a rollback of 2016 OSHA regulations which would have required electronic reporting of key information relating to workplace injuries on OSHA Forms 300 and 301, on the basis that such reporting would "violate the privacy of individual employees." With the annual OSHA 300A reporting deadline of March 2, 2019 fast approaching, which health and safety recordkeeping and reporting requirements remain for employers of various sizes, and how can we best comply with them?
HR Webinar: Immigration Changes and the Impact to Employers: 2018-2019Ascentis
Â
It's not a government secret: The current administration is interested to change many elements of immigration policy and has a demonstrated preference that every job in the US that can possibly be filled by an American citizen, is. Yet despite one of the most full-throated verbal battles on Capitol Hill in recent memory (complete with a record government shutdown of 35 days), the Reconciliation Bills that finally got signed had virtually no changes to employment law or employer immigrant-status policy. E-Verify mandates continue to be controlled at the state level, with no nationwide mandate. So far, the primary changes in work visa and immigration policy have been via Executive Action, and in this session, we'll review the substantial movement on that front.
The Impact of Communicable Diseases, Including Coronavirus, on the Workplace ...Financial Poise
Â
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/the-impact-of-communicable-diseases-on-the-workplace-2020/
How Medicare Affects Employer Health Coveragebenefitexpress
Â
This presentation reviews the topic of Medicare and how it can affect Employers Health Coverage offerings, including: employer secondary rules, COBRA, notice requirements, and reporting requirements.
This presentation reviews: what information must be protected, what policies and procedures need to be in place, what disclosures have to be given to employees, what agreements have to be in place for business associates, and what breach procedures have to be followed.
This presentation covers how Medicare affects employer health coverage in: Providing opt out amounts | Paying for Medicare for active employees | Electing COBRA
HR Webinar: HR Professionalâs Role in Managing Leave of AbsenceAscentis
Â
Requests for leaves of absence rank among the most frequently encountered challenges faced by the HR professional because employers must contend with a patchwork of employee-friendly statutes, including federal, state and local leaves â itâs important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
Employment Law and COVID 19 Chamber Chatlerchearly
Â
Employers are likely to see an increase in COVID-19-related lawsuits as more and more people head back to work amid the lifting of coronavirus-related restrictions.
HR Webinar: The American Rescue Plan Act of 2021: New Employer Opportunities ...Ascentis
Â
On March 11, 2021, President Biden signed into law H.R. 1319, the âAmerican Rescue Plan Act of 2021â (APRA). The latest in an extended series of COVID-19 economic relief bills, with a price tag of $1.9 trillion and weighing in at an impressive 628 pages, ARPA will bring cumulative US federal pandemic relief spending to approximately $5.7 trillion. While the new lawâs consumer provisions â like direct stimulus payments to about 89% of US taxpayers, extended unemployment benefits, and increased child tax credits â have gotten almost all the press coverage related to this law, as with prior laws (FFCRA, CARES Act, CAA) there are many employer-impacting provisions that have so far âflown under the radar.â
At Ascentis, weâve hauled out our trusty âHCM radar detectorâ to hone in on just those provisions which may impact and delight (or maybe not?) employers, and the HR community, around the country.
HR Webinar: The New Consolidated Appropriations Act of 2021: What HR Pros Mus...Ascentis
Â
On December 27, 2020, the President signed H.R. 133, the "Consolidated Appropriations Act of 2021". This omnibus law includes the much anticipated and long-awaited COVID Relief Bill, with many of the new provisions taking effect immediately. Weighing in at a "mere" 5,593 pages, the new law renews or extends most of the tax relief programs available to employers under both the FFCRA and the CARES Act. The renewed Paycheck Protection Program, funded with $284.45 billion in new federal spending, is expected to see new lending the week of January 11, 2021, with a number of changes in response to prior program criticisms. Join us at this webinar to review the many provisions of CAA'21 which will impact Human Capital Management.
This webinar covers a basic review of the requirements under ERISA, including: what is an ERISA benefit, what documentation requirements have to be met, what disclosure requirements have to be met, what reporting requirements need to be met, what is a fiduciary, and what are other requirements.
Temporary Employees and the Employer Mandatebenefitexpress
Â
This presentation reviews - when temporary employees become your employees, the factors the government uses to determine employment status, the steps you can take to avoid these employees becoming your employees, and consequences under Health Care Reform if it is determined that they are your employees.
Covert Taxes: Spying Issues in Health & Welfare Benefitsbenefitexpress
Â
Avoid a tax season surprise and make sure your benefits are actually beneficial to your employees. Itâs time to ensure youâre keeping your plan non-taxable to your employees and tax deductible for you by learning:
- How to pass the Benefits Test
- Common pitfalls in nondiscrimination requirements
- Covered plans beyond basic health and disability insurance
- The best way to provide tuition assistance to employees
Get your maximum deduction come tax time while maintaining your top-tier benefits with this webinar, featuring advice from benefits attorney Larry Grudzien.
Payroll Webinar: A to Z of Garnishments Part 1Ascentis
Â
In this three part series on the proper handling and processing of garnishments we will discussed the rules, regulations and requirements as they apply to withholding and paying child support, tax levies, creditor garnishments and others.
In Part 1 we focus on Child Support. Payroll departments must know both the federal laws and the state laws and must determine which one applies to the child support withholding order. In addition to these laws and regulations, the federal rules now require that a standard Income Withholding Order (IWO) be used for all child support withholding garnishments. This webinar will review this form and its requirements. And although the IWO can include all the information necessary to comply with the order, employers must familiarize themselves with both federal and state regulations to avoid penalties and liabilities. Withholding monies for child support is not the only requirement that applies to providing for a child, medical support orders are required to be process by payroll as well. And these orders have their own rules and regulations on both the federal and state level.
Payroll Webinar: The Essentials for Third Party Sick Pay in 2020Ascentis
Â
This webinar discusses the proper taxation and reporting of the fringe benefit known as third party sick pay. It discusses what is and is not third party sick pay, how the taxation is affected by the status of the provider (is or is not the employerâs agent), when this type of payment is taxable and/or reportable and who is responsible for this taxation and reporting.
HR Webianr: OSHA Reporting and Employee Record-KeepingAscentis
Â
On January 24, 2019, during the longest partial shutdown of the U.S. federal government in history, US Labor Secretary Alexander Acosta issued a rollback of 2016 OSHA regulations which would have required electronic reporting of key information relating to workplace injuries on OSHA Forms 300 and 301, on the basis that such reporting would "violate the privacy of individual employees." With the annual OSHA 300A reporting deadline of March 2, 2019 fast approaching, which health and safety recordkeeping and reporting requirements remain for employers of various sizes, and how can we best comply with them?
HR Webinar: Immigration Changes and the Impact to Employers: 2018-2019Ascentis
Â
It's not a government secret: The current administration is interested to change many elements of immigration policy and has a demonstrated preference that every job in the US that can possibly be filled by an American citizen, is. Yet despite one of the most full-throated verbal battles on Capitol Hill in recent memory (complete with a record government shutdown of 35 days), the Reconciliation Bills that finally got signed had virtually no changes to employment law or employer immigrant-status policy. E-Verify mandates continue to be controlled at the state level, with no nationwide mandate. So far, the primary changes in work visa and immigration policy have been via Executive Action, and in this session, we'll review the substantial movement on that front.
The Federal Government and New York State passed New Required Leave laws affecting ALL employers.
Donaldson Legal Counseling PLLC provides an in-depth review of these new requirements.
https://attorneylawny.com/what-all-employers-need-to-know-new-covid19-employee-leave-laws-federal-state/
[ON-DEMAND WEBINAR] New Year, New COVID 19 Vaccine, New Unemployment Rules, N...Rea & Associates
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Ringing in the new year is a lot different this time around, particularly if you are a business owner trying to make sense of human resources updates. The rules are a lot different from what they were a year ago and now business owners must shuffle through a slew of updated HR policies and best practices to ensure compliance with ever-changing legislation. Renee West, SHRM-SCP, PHR, senior manager and leader of Rea & Associates' HR consulting services practice, has been committed to following federal and state-wide legislation in order to provide you with key updates to ensure ongoing compliance in your organization.
During this free, hour-long webinar, Renee will go over:
- FFCRA Leave updates and unemployment extension information PUA unemployment details, and unemployment benefits
- COVID 19 vaccine resources for employers
- 2021 HR policies
- Best practices to mitigate risk in 2021.
- And more ...
For more insight into the HR considerations for businesses, visit https://www.reacpa.com
#ReaCPA #HRCompliance #COVIDCrisis
Understanding the families first coronavirus response act (ffcra)Merchant Advisors
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The Families First Coronavirus Response Act (FFCRA) is designed to help businesses and employers survive the COIVID-19 outbreak and stay intact. https://www.onlinecheck.com/blog/small-business-resources/understanding-the-families-first-coronavirus-response-act-ffcra/
Arizona's 2017 minimum wage and paid sick time law is one of the most complicated in the nation. Wage and hour law in Arizona and around the USA can be confusing. Employers can clarify how to implement new AZ minimum wage and paid sick time law here.
2020 The Families First Coronavirus Response ActCMP
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The act requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19.
"Families First Coronavirus Response Act"NonprofitHR
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Inside this Publication:
-The Big Picture
-Emergency Paid Family Leave
-Emergency Paid Sick Leave
-Changes to Group Health Plan Coverage Related to COVID-19 Testing
See more resources in Nonprofit HR's Coronavirus Digital Information Portal. www.nonprofithr.com/covid19
Note: The two emergency leave programs under this Act are essentially an extension of FMLA. Nonprofits are not exempt from the Families First Coronavirus Act.
What Is Life After Coronavirus? HR Compliance In Your Government Entity and N...Rea & Associates
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The Rea & Associates government services and HR consulting services team present a special webinar for government entities. This exclusive live event, "What Is Life After Coronavirus? HR Compliance In Your Government Entity and New Guidance of Legislation," includes sections covering:
- Human Resources Compliance and Safety:
- FFCRA - EFMLEA & EPSLA updates
- Unemployment and coordination with leaves
- DOL workplace posters and employee notification of policies
- A brief overview of the CARES Act
- House Bill 197
- OMB M-20-17
PYA hosted a complimentary one-hour webinar aimed at helping independent medical group owners, partners and practice executives, law firms, and financial advisors by offering strategies for physician practice survival. Practices are exploring every avenue to remain solvent while health systems express concerns about the survival of the independent groups in their communities.
PYA Principals Lori Foley and Jeff Bushong, along with Consultant Katie Ray, discussed:
Cash flow support, including the CARES Act Paycheck Protection Program and Medicare Advance Payments.
Staffing considerations, including the Families First Coronavirus Response Act (FFCRA), pay reductions, and furloughs.
Operations during crisis management, including topline revenue preservation and expense reductions.
The webinar took place Monday April 6, 2020, at 11:00 am EDT.
Families First Coronavirus Response Act: Paid Medical Leave and Paid Sick Lea...Traci Dale Pupillo
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On March 18, 2020, President Trump signed into law the Families First Coronavirus Response Act (the Act), which requires employers with fewer than 500 employees to provide paid leave for specified reasons related to COVID-19. The Act will take effect April 1, 2020, and will expire on December 31, 2020.
The need for remote work and possible workforce reductions is becoming a reality for many employers, and there are important considerations. Employers are faced with responding to employee concerns and requests for leave, as well as evaluating temporary layoffs or closures.Â
In essence, all of this leaves us overwhelmed and confused about what we can and cannot do as employers. Â
Understanding the requirements around protected leaves, payment of wages, and employee separations, including how to best communicate with employees during these challenging times, is essential.Â
This 1-hour webinar explore strategies for managing an influx work environment. Receive guidance from Luke Reese of Garrett Hemann Roberson PC, around how your employment decisions may be impacted by the evolving federal and state regulations.Â
The Affordable Care Act touches the lives of most Americans. In fact, nearly 21 million will be at risk if Obamacare is struck down, and may even lose health insurance completely if the law is ruled unconstitutional. This webinar will discuss what the outcome may be if ACA is repealed.
Watch our free one-hour webinar reviewing the rules for the new Individual Coverage HRA and the new Excepted Benefit HRA (ICHRA and EBHRA).
In June 2019, Treasury, DOL and HHS released final regulations that are effective for plan years beginning on or after January 1, 2020. These regulations created two new HRAs, Individual Coverage HRAs (ICHRA) and Excepted Benefit HRAs (EBHRA).
These new HRAs will be subject to ERISA and COBRA, but will not be subject to the nondiscrimination rules under Code Section 105(h). Any employer can offer these new HRAs to their employees. They can be offered to common law employees, but cannot be offered to self-employed individuals, partners and more than 2% S-Corporation shareholders.
Facilitated by ERISA attorney Larry Grudzien, and moderated by Chief Marketing Officer Julia Goebel, this webinar will cover the following:
-Why are these new HRAs so important?
-Which employees can be included or excluded
-What documentation is needed to be completed by employers to adopt them
-What reporting and disclosure requirements must be met
-What types of expenses can be reimbursed
-The pros and cons of establishing and participating in these new HRAs for employers
How to Administer Wellness Programs in Today's Regulatory Environmentbenefitexpress
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Are you struggling to make sense of the recent legislative updates surrounding employer sponsored wellness programs? Perhaps you are trying to decide whether to continue with current wellness plans, modify your plans without guidance from the EEOC, postpone new wellness programs or discontinue them all together.
Itâs a complicated landscape ripe with several options for ânext stepsâ for employees and plan sponsors of wellness plans in 2019 â with perhaps the biggest barrier of all being that employers cannot measure the risk of wellness plans at this time.
To help guide you through this maze of options, watch our one-hour webinar on-demand to learn what rules remain after the EEOCâs regulations were found invalid and what rules have to be met in 2019 in order to offer a valid wellness program.
How to administer wellness programs in today's regulatory environment
This webinar covers:
Requirements under HIPAA
Requirements under the Internal Revenue Code
Requirements under ERISA
Requirements under GINA
Requirements under ADA
Requirements under ACA
HIPAA Training: Privacy Review and Audit Survival Guidebenefitexpress
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HIPAA Privacy Overview for Employers. Review a helpful checklist of requirements an employer must adopt to stay compliant with HIPAA and to survive an audit by Health and Human Services (HHS).
Webinar | Texas vs. United States - The Repeal of ACA?benefitexpress
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Recently a Federal District Court held in Texas, et al. v. United States of America, et al. that the individual mandate in the Patient Protection and Affordable Care Act (ACA) is unconstitutional, and that the other provisions in the ACA are invalid because they are inseverable from the individual mandate.
Our ACA compliance webinar reviews:
- What the Federal District Court decided.
- The basis for the decision.
- The impact of the decision.
- What may happen over the next months or year.
- What Congress may do to address the situation.
Healthcare Check-in: The Latest Developments in Health and Welfare Plansbenefitexpress
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We work in an exciting industry â which means quick changes are the norm, and adaptability is a necessity. Keep your compliance plans up to date with a download of all legislative changes since our last update webinar. This webinar covered legislation that's passed in the last six months, what's on the way, and what it means for your organization.
Webinar | From Analysis to Action: How Personalization Can Lower Employer Cos...benefitexpress
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Personalization is everywhere â from Amazon to Spotify, and is now the expectation for consumers. Personalization in benefits elections is also the new normal, thanks to decision support tools and data analytics. Modern decision support tools draw on data points including demographics, preferences and medical need, all highly relevant towards personalization ... as opposed to the "one-size fits all" modeler of the past that relied on strict business rules.
Using data to advise clients can be a game changer for a broker. With analytics, you can quantify your benefit plan suggestions based on hard evidence, and advise based on unbiased data versus mere opinion. But where does this data come from? And how do you know which data to use?
This webinar shows how decision support tools can provide data to simplify health benefit decisions, allowing employees to feel more confident in their decisions, leading to lower costs for employers and client retention for brokers as a result.
In this webinar, brokers will learn how decision support analytics can reinforce their role as a trusted adviser by:
⢠Helping employer clients understand which health plans and programs are being used and which ones are the most cost-effective
⢠Minimizing the number of employees who are over-insured or under-insured, helping to save on annual and long-term costs for healthcare premiums, leading to better client retention over time
⢠Supporting healthy employee behaviors, resulting in lower health care expenses overall
FSAs can do some heavy lifting for your benefits plan â they allow employees to save pretax dollars for healthcare costs without the price tag of other financial wellness initiatives.
However, many HR professionals lack a deep understanding of the compliance requirements to offer and administer a well-rounded program for their employees. Engage your employees with a financial wellness benefit that works.
Key webinar takeaways:
- How different types of FSAs interact with benefit plans as a whole
- FSA and reimbursement limits for 2018
- Legal implications of offering an FSA to employees
- Best practices for administering a successful FSA benefit plan
Webinar | COBRA Pitfalls: Common Mistakes and How to Avoid Thembenefitexpress
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Leaving the organization isn't the end of the benefits cycle for employees. This webinar focuses on how to avoid one of the most common compliance pitfalls in benefits ... COBRA administration.
Some of the top takeaways were:
⢠The basics of successful COBRA administration
⢠Required notices associated with COBRA coverage
⢠How Medicare interacts with COBRA for employees and dependents
⢠Penalties for noncompliance
Smooth and successful off-boarding of departing employees is as important as well-planned on-boarding of new hires. Log on to your roadmap for a smooth ride into COBRA compliance.
Webinar | Clients Calling âMaydayâ? Design a Benefits Technology Strategy to ...benefitexpress
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Benefits administration can be a delicate, and even difficult balancing act for employers. From managing costs and administrative demands, to maintaining compliance, and integrating with workforce wellness plans, itâs not surprising that three in four employers called âmaydayâ and turned to benefits administration outsourcing in 2017. With the administrative difficulty level rising, and advisory competition increasing, it is now critical to become the partner of choice to relieve this distress. But how?
Join Scott Evans, chief product officer at benefitexpress, this May Day, as he guides benefits advisers through the top considerations for building, buying or borrowing benefits administration technology solutions to offer clients. If you and your clients have benefits technology questions, Scott has answers.
Webinar takeaways include:
⢠How to assess your readiness: learn and identify the benefits administration business model that is right for you
⢠Key criteria for evaluating potential benefits technology partners, plus a valuable checklist
⢠How to create a benefits technology strategy for your business which is seen as an imperative â not a âvalue-addâ â by your clients
⢠Tips for staying competitive in a changing market, using your solutions portfolio
Webinar | Training the Technique: Advanced ERISA Compliancebenefitexpress
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If your organization offers any form of retirement plan, chances are you have questions about ERISA. This advanced compliance training will go beyond the basics of the requirements of the Employee Retirement Income Security Act of 1974.
Attend our one-hour training to learn:
- Which employers are affected by ERISA regulations
- Which benefits plans are subject to ERISA
- What documentation employers must provide to prove
compliance
- Penalties for noncompliance
ERISA attorney Larry Grudzien will share industry inside knowledge to help participants ensure total compliance with ERISA regulations.
Factors of Self-Funding: Evaluating the Pros and Consbenefitexpress
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In a changing healthcare landscape, employers are increasingly considering taking the funding of their healthcare benefits into their own hands. If you're one of them, this webinar is the one-hour guide you must see.
Participants will learn:
- The legal implications associated with self-funding
- Common administrative pitfalls
- Solving employee issues involved in self-funded plans
- A full overview of laws and regulations governing self-funding
Our compliance expert will weigh in during a compact, one-hour guide.
Healthcare check in the latest developments in health and welfare plansbenefitexpress
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We work in an exciting industryâwhich means quick changes are the norm, and adaptability is a necessity.
Keep your compliance plan up-to-date with a download of recent legislative changes.
We'll cover legislation that's passed, what's on the way, and what it means for your organization.
Topics Covered Include:
⢠IRS Information Letters
⢠Tax Reform Legislation
⢠Wellness Regulations - EEOC, AARP
⢠Comprehensive Guidance on QSEHRAs
⢠ACA: Elimination of Individual Mandate Penalty
⢠Employer Tax Credit for Paid Family and Medical Leave
⢠DOL Annual Adjustments to Employee Benefit Plan Penalties
⢠âGood Faithâ Penalty Relief
⢠Final Disability Claim Regulations
⢠Cadillac Tax Updates
⢠And More!
Presented by Larry Grudzien, Attorney at Law
CDHP 101: Behind the Wheel of Consumer-Driven Plansbenefitexpress
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The most effective benefits are the ones that fully engage employees - which is why employers are increasingly putting their employees in the driver's seat when it comes to choosing their plans.
"Cafeteria Plans" or Consumer-Driven Health Plans help employers efficiently offer tailored benefits to a diverse workforce.These plans can have immense benefits - but only if you don't hit common potholes in administering the plans. This webinar covers:
- A legal perspective on the pros and cons of CDHPs
- Compliance implications of using a benefits marketplace
- Best practices for administering a CDHP
Piece of Cake: Perfecting the Recipe for ACA Compliancebenefitexpress
Â
Repeal and replace efforts have come and gone - it's time to prepare to comply with the Affordable Care Act for another year.
With chatter and speculation surrounding the ACA, it's easy to lose track of what's required of employers. Our one-hour refresher course covers:
- How to fill out form 1095-C
- Important filing dates
- Common compliance errors
- Penalties for noncompliance
Make this yearâs ACA reporting a piece of cake.
68% of employees would prefer to enroll online
...but only 38% of employers believe that.
Join our panelists in a discussion about the benefits of switching to a digital enrollment platform - complete with examples and case studies to support successful online enrollment.
Puzzling Precedents: Piecing Together MEWAsbenefitexpress
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The convenience of a Multiple Employer Welfare Arrangement comes with an additional regulatory burden. It takes a deep understanding of compliance requirements to keep both your employees and your bottom line healthy when it comes to MEWA.
Skip the struggle with complicated legal briefs and sort out your strategy in this one-hour seminar with our benefits attorney.
HIPAA Lockdown: One-Hour Guide to PHI Best Practicebenefitexpress
Â
If your business provides health benefits, you handle Protected Health Information. Last year, the HHS stepped up its HIPAA privacy audits, expanding the scope beyond health care providers to any business that handles PHI â that means you.
Audits arenât slowing down, so get the one-hour guide to:
- Proper handling of protected information
- Permitted disclosures of PHI
- Current EDI standards and compliance strategies
- Best practices before and during a HIPAA audit
How many patients does case series should have In comparison to case reports.pdfpubrica101
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Pubricaâs team of researchers and writers create scientific and medical research articles, which may be important resources for authors and practitioners. Pubrica medical writers assist you in creating and revising the introduction by alerting the reader to gaps in the chosen study subject. Our professionals understand the order in which the hypothesis topic is followed by the broad subject, the issue, and the backdrop.
https://pubrica.com/academy/case-study-or-series/how-many-patients-does-case-series-should-have-in-comparison-to-case-reports/
R3 Stem Cells and Kidney Repair A New Horizon in Nephrology.pptxR3 Stem Cell
Â
R3 Stem Cells and Kidney Repair: A New Horizon in Nephrology" explores groundbreaking advancements in the use of R3 stem cells for kidney disease treatment. This insightful piece delves into the potential of these cells to regenerate damaged kidney tissue, offering new hope for patients and reshaping the future of nephrology.
Antibiotic Stewardship by Anushri Srivastava.pptxAnushriSrivastav
Â
Stewardship is the act of taking good care of something.
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.Â
WHO launched the Global Antimicrobial Resistance and Use Surveillance System (GLASS) in 2015 to fill knowledge gaps and inform strategies at all levels.
ACCORDING TO apic.org,
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
ACCORDING TO pewtrusts.org,
Antibiotic stewardship refers to efforts in doctorsâ offices, hospitals, long term care facilities, and other health care settings to ensure that antibiotics are used only when necessary and appropriate
According to WHO,
Antimicrobial stewardship is a systematic approach to educate and support health care professionals to follow evidence-based guidelines for prescribing and administering antimicrobials
In 1996, John McGowan and Dale Gerding first applied the term antimicrobial stewardship, where they suggested a causal association between antimicrobial agent use and resistance. They also focused on the urgency of large-scale controlled trials of antimicrobial-use regulation employing sophisticated epidemiologic methods, molecular typing, and precise resistance mechanism analysis.
 Antimicrobial Stewardship(AMS) refers to the optimal selection, dosing, and duration of antimicrobial treatment resulting in the best clinical outcome with minimal side effects to the patients and minimal impact on subsequent resistance.
According to the 2019 report, in the US, more than 2.8 million antibiotic-resistant infections occur each year, and more than 35000 people die. In addition to this, it also mentioned that 223,900 cases of Clostridoides difficile occurred in 2017, of which 12800 people died. The report did not include viruses or parasites
VISION
Being proactive
Supporting optimal animal and human health
Exploring ways to reduce overall use of antimicrobials
Using the drugs that prevent and treat disease by killing microscopic organisms in a responsible way
GOAL
to prevent the generation and spread of antimicrobial resistance (AMR). Doing so will preserve the effectiveness of these drugs in animals and humans for years to come.
being to preserve human and animal health and the effectiveness of antimicrobial medications.
to implement a multidisciplinary approach in assembling a stewardship team to include an infectious disease physician, a clinical pharmacist with infectious diseases training, infection preventionist, and a close collaboration with the staff in the clinical microbiology laboratoryÂ
 to prevent antimicrobial overuse, misuse and abuse.
to minimize the developme
Navigating the Health Insurance Market_ Understanding Trends and Options.pdfEnterprise Wired
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From navigating policy options to staying informed about industry trends, this comprehensive guide explores everything you need to know about the health insurance market.
CRISPR-Cas9, a revolutionary gene-editing tool, holds immense potential to reshape medicine, agriculture, and our understanding of life. But like any powerful tool, it comes with ethical considerations.
Unveiling CRISPR: This naturally occurring bacterial defense system (crRNA & Cas9 protein) fights viruses. Scientists repurposed it for precise gene editing (correction, deletion, insertion) by targeting specific DNA sequences.
The Promise: CRISPR offers exciting possibilities:
Gene Therapy: Correcting genetic diseases like cystic fibrosis.
Agriculture: Engineering crops resistant to pests and harsh environments.
Research: Studying gene function to unlock new knowledge.
The Peril: Ethical concerns demand attention:
Off-target Effects: Unintended DNA edits can have unforeseen consequences.
Eugenics: Misusing CRISPR for designer babies raises social and ethical questions.
Equity: High costs could limit access to this potentially life-saving technology.
The Path Forward: Responsible development is crucial:
International Collaboration: Clear guidelines are needed for research and human trials.
Public Education: Open discussions ensure informed decisions about CRISPR.
Prioritize Safety and Ethics: Safety and ethical principles must be paramount.
CRISPR offers a powerful tool for a better future, but responsible development and addressing ethical concerns are essential. By prioritizing safety, fostering open dialogue, and ensuring equitable access, we can harness CRISPR's power for the benefit of all. (2998 characters)
QA Paediatric dentistry department, Hospital Melaka 2020Azreen Aj
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QA study - To improve the 6th monthly recall rate post-comprehensive dental treatment under general anaesthesia in paediatric dentistry department, Hospital Melaka
One of the most developed cities of India, the city of Chennai is the capital of Tamilnadu and many people from different parts of India come here to earn their bread and butter. Being a metropolitan, the city is filled with towering building and beaches but the sad part as with almost every Indian city
Medical Technology Tackles New Health Care Demand - Research Report - March 2...pchutichetpong
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M Capital Group (âMCGâ) predicts that with, against, despite, and even without the global pandemic, the medical technology (MedTech) industry shows signs of continuous healthy growth, driven by smaller, faster, and cheaper devices, growing demand for home-based applications, technological innovation, strategic acquisitions, investments, and SPAC listings. MCG predicts that this should reflects itself in annual growth of over 6%, well beyond 2028.
According to Chris Mouchabhani, Managing Partner at M Capital Group, âDespite all economic scenarios that one may consider, beyond overall economic shocks, medical technology should remain one of the most promising and robust sectors over the short to medium term and well beyond 2028.â
There is a movement towards home-based care for the elderly, next generation scanning and MRI devices, wearable technology, artificial intelligence incorporation, and online connectivity. Experts also see a focus on predictive, preventive, personalized, participatory, and precision medicine, with rising levels of integration of home care and technological innovation.
The average cost of treatment has been rising across the board, creating additional financial burdens to governments, healthcare providers and insurance companies. According to MCG, cost-per-inpatient-stay in the United States alone rose on average annually by over 13% between 2014 to 2021, leading MedTech to focus research efforts on optimized medical equipment at lower price points, whilst emphasizing portability and ease of use. Namely, 46% of the 1,008 medical technology companies in the 2021 MedTech Innovator (âMTIâ) database are focusing on prevention, wellness, detection, or diagnosis, signaling a clear push for preventive care to also tackle costs.
In addition, there has also been a lasting impact on consumer and medical demand for home care, supported by the pandemic. Lockdowns, closure of care facilities, and healthcare systems subjected to capacity pressure, accelerated demand away from traditional inpatient care. Now, outpatient care solutions are driving industry production, with nearly 70% of recent diagnostics start-up companies producing products in areas such as ambulatory clinics, at-home care, and self-administered diagnostics.
We understand the unique challenges pickleball players face and are committed to helping you stay healthy and active. In this presentation, weâll explore the three most common pickleball injuries and provide strategies for prevention and treatment.
COVID-19 Health & Welfare: Compliance for Employers
1. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
COVID-19
Health & Welfare:
Compliance for
Employers Update
WEBINAR
2. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
2
Webinar Presenters
PRESENTER
Lawrence (Larry) Grudzien, JD, LLM is an attorney
practicing exclusively in the field of employee benefits.
MODERATOR
Lauren Fischer is Digital Marketing Strategist,
benefitexpress
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3
Copyright 2020 â Not to be reproduced without express permission of benefitexpress
3
Agenda
⢠Current spread of Coronavirus
⢠Recent guidance from the IRS and DOL on
the Families First Coronavirus Response Act
⢠Coronavirus Aid, Relief, and Economic
Security Act - the effect on employees
and employers
⢠Filing, reporting and compliance
requirements delayed or waived
⢠Common compliance questions we are
receiving from employers
⢠Questions
4. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
4
Current Spread of Coronavirus
5. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
5
Current Spread of Coronavirus
What is the current state of the virus?
Coronavirus: U.S. at a Glance*
Total cases: 395,011
Total deaths: 12,754
Jurisdictions reporting cases: 54 (50 states, District of Columbia, Puerto Rico, Guam, and US Virgin Islands)
* Data include both confirmed and presumptive positive cases of COVID-19 reported to CDC or tested at CDC since January 21, 2020, with the exception
of testing results for persons repatriated to the United States from Wuhan, China and Japan. State and local public health departments are now testing
and publicly reporting their cases. In the event of a discrepancy between CDC cases and cases reported by state and local public health officials, data
reported by states should be considered the most up to date.
6. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
6
Current Spread of Coronavirus
Where are the current hotspots for the virus?
⢠New York
⢠Chicago
⢠Boston
⢠Detroit
⢠New Orleans and
⢠Philadelphia
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7
Current Spread of Coronavirus
Are there any estimates when this will end?
⢠In the past, pandemics have typically lasted
between 12 and 36 months.
When could social distancing end?
⢠TIMELINE ONE: ONE TO TWO MONTHS
⢠TIMELINE TWO: THREE TO FOUR MONTHS
⢠TIMELINE THREE: FOUR TO 12 MONTHS
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8
Recent guidance from the IRS
and DOL on the Families First
Coronavirus Response Act
9. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
9
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
Effective Date for Employment Tax Credits
Under the Families First Coronavirus Response Act
Notice 2020-21
⢠The refundable tax credits for employers apply to qualified sick leave wages and
qualified family leave wages paid for the period from April 1, 2020 to December 31, 2020.
⢠The self-employment tax credit is determined based on days occurring during the period
beginning on April 1, 2020 and ending on December 31, 2020.
⢠https://www.irs.gov/pub/irs-drop/n-20-21.pdf
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10
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
What is the effective date of the Families First Coronavirus Response Act (FFCRA),
which includes the Emergency Paid Sick Leave Act and the Emergency Family
and Medical Leave Expansion Act?
⢠The FFCRAâs paid leave provisions were effective on April 1, 2020, and apply to
leave taken between April 1, 2020, and December 31, 2020.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
11. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
11
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
As an employer, how do I know if my business is under the 500-employee threshold
and therefore must provide paid sick leave or expanded family and medical leave?
⢠At the time the employee takes leave, must include:
⢠All full-time
⢠Part-time employees
⢠Employees on leave
⢠Temporary employees who are jointly employed by you and another employer (regardless of whether the
jointly-employed employees are maintained on only your or another employerâs payroll);
⢠and day laborers supplied by a temporary agency (regardless of whether you are the temporary agency
or the client firm if there is a continuing employment relationship)
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
12. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
12
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
If providing child care-related paid sick leave and expanded family and medical leave
at my business with fewer than 50 employees would jeopardize the viability of my business
as an ongoing concern, how do I take advantage of the small business exemption?
⢠To elect this small business exemption, the employer should document why its business with
fewer than 50 employees meets the criteria set forth by the Department, which will be
addressed in more detail in forthcoming regulations.
⢠The employer should not send any materials to the Department
of Labor when seeking a small business exemption for
paid sick leave and expanded family and medical leave.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
13. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
13
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
What reasons will the DOL accept for not providing leave?
⢠A small business may claim this exemption if an authorized officer of the business has determined that:
⢠The provision of paid sick leave or expanded family and medical leave would result in the small
businessâs expenses and financial obligations exceeding available business revenues and cause the
small business to cease operating at a minimal capacity;
⢠The absence of the employee or employees requesting paid sick leave or expanded family and
medical leave would entail a substantial risk to the financial health or operational capabilities of the
small business because of their specialized skills, knowledge of the business, or responsibilities; or
⢠There are not sufficient workers who are able, willing, and qualified, and who will be available at the
time and place needed, to perform the labor or services provided by the employee or employees
requesting paid sick leave or expanded family and medical leave, and these labor or services are
needed for the small business to operate at a minimal capacity.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
14. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
14
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
How do I count hours worked by a part-time employee for purposes of
paid sick leave or expanded family and medical leave?
⢠A part-time employee is entitled to leave for his or her average number of
work hours in a two-week period.
⢠Therefore, the employer will calculate hours of leave based on the
number of hours the employee is normally scheduled to work.
⢠If the normal hours scheduled are unknown, or if the part-time employeeâs schedule varies,
the employer may use a six-month average to calculate the average daily hours.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
15. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
15
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
May I take 80 hours of paid sick leave for my self-quarantine and then another amount
of paid sick leave for another reason provided under the Emergency Paid Sick Leave Act?
⢠No. You may take up to two weeksâor ten daysâ(80 hours for a full-time employee,
or for a part-time employee, the number of hours equal to the average number of hours
that the employee works over a typical two-week period) of paid sick leave for any
combination of qualifying reasons.
⢠However, the total number of hours for which you receive paid sick leave is capped
at 80 hours under the Emergency Paid Sick Leave Act.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
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16
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
What records do I need to keep when my employee takes
paid sick leave or expanded family and medical leave?
⢠The employer will consult Internal Revenue Service (IRS)
applicable forms, instructions, and information for the
procedures that must be followed to claim a tax credit,
including any needed substantiation to be retained to
support the credit.
⢠The employer will not be required to provide leave
if materials sufficient to support the applicable tax credit
have not been provided.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
17. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
17
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
What documents does an employee need to give his or her my employer to get paid sick
leave or expanded family and medical leave?
⢠Provide to the employer documentation in support of his or her paid sick leave as specified in
applicable IRS forms, instructions, and information including:
⢠Notice of closure
⢠Notice posted on a governmental, school or day care website
⢠The employer must retain this notice or documentation in support of expanded family and
medical leave, including while you may be taking unpaid leave that runs concurrently with
paid sick leave if taken for the same reason.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
18. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
18
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
If an employee is or becomes unable to telework, is he or she entitled to paid
sick leave or expanded family and medical leave?
⢠Yes, if an employee is unable to perform those tasks or work the required hours
because of one of the qualifying reasons for paid sick leave, then he or she is
entitled to take paid sick leave.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
19. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
19
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
May an employee take paid sick leave or expanded family and
medical leave intermittently while teleworking?
⢠Yes, if the employer allows it and if the employee is unable to telework your
normal schedule of hours due to one of the qualifying reasons in the
Emergency Paid Sick Leave Act.
⢠In that situation, the employee and the employer may agree that you may take
paid sick leave intermittently while teleworking.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
20. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
20
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
If an employer closes its worksite on or after April 1, 2020
(the effective date of the FFCRA), but before the employee can go out on leave,
can I still get paid sick leave and/or expanded family and medical leave?
⢠No. If your employer closes after the FFCRAâs effective date (even if you requested leave prior to the
closure), you will not get paid sick leave or expanded family and medical leave but you may be eligible for
unemployment insurance benefits.
⢠This is true whether your employer closes your worksite for lack of business or because it was required to
close pursuant to a Federal, State or local directive. You should contact your State workforce agency or
State unemployment insurance office for specific questions about your eligibility.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
21. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
21
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
If an employer closes an employeeâs worksite while he or she is
on paid sick leave or expanded family and medical leave,
what happens?
⢠If an employer closes while an employee is on paid sick leave or
expanded family and medical leave, the employer must pay for any
paid sick leave or expanded family and medical leave he or she
used before the employer closed.
⢠As of the date the employer closes your worksite, the employee is
no longer entitled to paid sick leave or expanded family and medical
leave, but you may be eligible for unemployment insurance benefits.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
22. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
22
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
If an employer closes an employeeâs worksite while he or she is on paid sick leave or
expanded family and medical leave, what happens?
⢠If an employer closes while an employee is on paid sick leave or expanded family and
medical leave, the employer must pay for any paid sick leave or expanded family and
medical leave he or she used before the employer closed.
⢠As of the date the employer closes your worksite, the employee is no longer entitled to
paid sick leave or expanded family and medical leave, but you may be eligible for
unemployment insurance benefits.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
23. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
23
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
If my employer is open, but furloughs me on or after April 1, 2020 (the effective date of the FFCRA),
can I receive paid sick leave or expanded family and medical leave?
⢠No. If an employer furloughs an employee because it does not have enough work
or business for him or her, he or she is not entitled to then take paid sick leave or
expanded family and medical leave.
⢠However, the employee may be eligible for unemployment insurance benefits.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
24. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
24
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
If my employer closes my worksite on or after April 1, 2020 (the effective date of the FFCRA),
but tells me that it will reopen at some time in the future, can I receive paid sick leave or
expanded family and medical leave?
⢠No, not while the worksite is closed.
⢠If an employer closes your worksite, even for a short period of time, an employee is not entitled to
take paid sick leave or expanded family and medical leave.
⢠However, you may be eligible for unemployment insurance benefits.
⢠This is true whether your employer closes your worksite for lack of business or because it
was required to close pursuant to a Federal, State, or local directive.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
25. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
25
DOL Releases Families First Coronavirus
Response Act: Questions & Answers
May I collect unemployment insurance benefits for
time in which I receive pay for paid sick leave and/or
expanded family and medical leave?
⢠No. If an employer provides you paid sick leave or
expanded family and medical leave, an employee is not
eligible for unemployment insurance.
⢠However, each State has its own unique set of rules; and
DOL recently clarified additional flexibility to the States
(UIPL 20-10) to extend partial unemployment benefits
to workers whose hours or pay have been reduced.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
26. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
26
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
If I am an employer, may I supplement or adjust the pay mandated under the FFCRA
with paid leave that the employee may have under my paid leave policy?
⢠If your employee chooses to use existing leave you have provided, yes; otherwise, no.
⢠Paid sick leave and expanded family medical leave under the FFCRA is in addition to employeesâ
preexisting leave entitlements, including Federal employees.
⢠Under the FFCRA, the employee may choose to use existing paid vacation, personal, medical, or
sick leave from your paid leave policy to supplement the amount your employee receives from
paid sick leave or expanded family and medical leave, up to the employeeâs normal earnings.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
27. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
27
DOL Releases Families First Coronavirus Response Act:
Questions & Answers
If I want to pay my employees more than they are entitled to receive for paid sick
leave or expanded family and medical leave, can I do so and claim a tax credit for
the entire amount paid to them?
⢠An employer may pay its employees in excess of FFCRA requirements.
⢠But the employer cannot claim, and will not receive tax credit for,
those amounts in excess of the FFCRAâs statutory limits.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
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28
Families First Coronavirus Response Act Notice:
Frequently Asked Questions
Post a notice of the Families First Coronavirus Response Act (FFCRA) requirements
in a conspicuous place on its premises.
⢠Can email or direct mail this notice to employees, or posting this notice
on an employee information internal or external website.
⢠This notice applies only to current employees.
⢠Notice must be posted by April 1, 2020
⢠Copy of the notice:
https://www.dol.gov/sites/dolgov/files/WHD/posters/FFCRA_Poster_WH1422_Non-Federal.pdf
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
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29
FIELD ASSISTANCE BULLETIN No. 2020-1
⢠DOL will not bring enforcement actions against any public or private employer for violations
of the Act occurring within 30 days of the enactment of the FFCRA, i.e. March 18 through
April 17, 2020, provided that the employer has made reasonable, good faith efforts to
comply with the Act.
⢠For purposes of this non-enforcement position, an employer who is found to have violated
the FFCRA acts âreasonablyâ and âin good faithâ when all of the following facts are present:
⢠The employer remedies any violations, including by making all affected employees
whole as soon as practicable.
⢠The violations of the Act were not âwillful.â
⢠The Department receives a written commitment from the employer to comply with the
Act in the future.
Recent guidance from the IRS and DOL on the
Families First Coronavirus Response Act
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30
Coronavirus Aid, Relief,
and Economic Security Act:
The effect on employees
and employers
31. Copyright 2020 â Not to be reproduced without express permission of benefitexpress
31
Section 2202: Retirement plan emergency withdrawals
⢠Plans may permit individuals financially impacted by COVID-19 to withdraw up to $100,000 in
emergency funds from their plan retirement accounts or IRAs through December 31. This is
determined on a controlled group basis
⢠An individual is considered to be financially impacted by COVID-19 if:
⢠the individual is diagnosed with COVID-19;
⢠their spouse, or dependent is diagnosed with COVID-19; or
⢠the individual experiences adverse financial consequences as a result of being quarantined,
furloughed, laid off or having work hours reduced due to COVID-19, or is unable to work due
to lack of child care due to COVID-19, or a business owned or operated by the individual
closes or reduces hours due to COVID-19
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 2202: 10% excess tax on certain early distributions not imposed
⢠10% excise tax is imposed on certain early distributions from retirement plans made after January 1, 2020.
⢠Tax does not apply to COVID-19 related distribution (CRD) up to $100,000
(determined on a controlled group basis),
⢠CRDâs are defined as:
⢠Distribution(s) made from eligible retirement plan
⢠During 2020
⢠To an individual
⢠Diagnosed with COVID-19
⢠Spouse or dependent diagnosed with COVID-19
⢠Furloughed, laid off, or unable to work because of COVID-19
⢠Recipient can avoid any income tax by repaying amount of CRD as a rollover
within three years of distribution.
⢠To the extent not repaid, taxable ratably over three years.
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 2202: Plan Emergency loans
⢠Plans may permit individuals financially impacted by COVID-19 (using the same definition
as for plan emergency withdrawals) to take loans of up to $100,000 from their retirement accounts
(instead of the usual limit of $50,000).
⢠Loans can be taken up to 100% of the present vested balance or benefit.
⢠Loan repayments, which can be spread out over five years, may be delayed up to one year.
Section 2202: Qualified Plan Amendments
⢠Plans may operate to permit emergency withdrawals, emergency loans and waive required
minimum distributions, without a formal amendment, so long as the plan is amended by the
end of the 2022 plan year
Section 2203: Required Minimum Distributions
⢠Required minimum distribution requirements will not apply for calendar year 2020 for
certain defined contribution plans.
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 2301: Employee retention credit for employers
subject to closure due to COVID-19:
⢠A refundable payroll tax credit is provided for 50 percent of wages paid by
employers to employees during the COVID-19 crisis.
⢠The credit is available to employers whose:
⢠operations were fully or partially suspended, due to a
COVID-19-related shut-down order, or
⢠gross receipts declined by more than 50 percent when compared to the
same quarter in the prior year.
⢠The credit is based on qualified wages paid to the employee.
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 2301: Employee retention credit for employers
subject to closure due to COVID-19:
⢠The credit is based on qualified wages paid to the employee.
⢠For employers with greater than 100 full-time employees, qualified wages are wages paid to
employees when they are not providing services due to the COVID-19-related circumstances
described in previous slide.
⢠For eligible employers with 100 or fewer full-time employees, all employee wages qualify for the
credit, whether the employer is open for business or subject to a shut-down order.
⢠The credit is provided for the first $10,000 of compensation, including health benefits, paid to an
eligible employee.
⢠The credit is provided for wages paid or incurred from March 13, 2020 through December 31, 2020.
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 2302: Delay of payment of employer payroll taxes
⢠Employers and self-employed individuals are allowed to defer payment
of the employer share of the Social Security tax they otherwise are
responsible for paying to the federal government with respect to
their employees.
⢠Employers generally are responsible for paying a 6.2-percent
Social Security tax on employee wages.
⢠The provision requires that the deferred employment tax be paid
over the following two years, with half of the amount required to
be paid by December 31, 2021 and the other half by December 31, 2022.
⢠The Social Security Trust Funds will be held harmless under this provision.
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 3201: Coverage of diagnostic testing for COVID-19:
⢠Clarifies that all testing for COVID-19 is to be covered by private insurance plans without cost
sharing, including those tests without an EUA by the FDA.
Section 3202: Pricing of diagnostic testing:
⢠For COVID-19 testing covered with no cost to patients, requires an insurer to pay either the rate
specified in a contract between the provider and the insurer, or, if there is no contract, a cash price
posted by the provider.
Section 3203: Rapid coverage of preventive services
and vaccines for coronavirus:
⢠Provides free coverage without cost-sharing of a vaccine within 15 days for COVID-19 that has in
effect a rating of âAâ or âBâ in the current recommendations of the United States Preventive Services
Task Force or a recommendation from the Advisory Committee on Immunization Practices (ACIP).
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 3601: Limitation on Paid Leave
⢠An employer shall not be required to pay more than $200 per day and $10,000 in the
aggregate for each employee under this section.
Section 3602: Emergency Paid Sick Leave Limitation
⢠An employer shall not be required to pay more than $511 per day
and $5,110 in the aggregate for sick leave or more than $200 per day
and $2,000 in the aggregate to care for a quarantined individual or
child for each employee under this section.
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 3605: Paid Leave for Rehired Employees
⢠An employee who was laid off by an employer on March 1, 2020, or later will be allowed to have
access to paid family and medical leave in certain instances if they are rehired by the employer.
⢠Employee would have had to work for the employer at least 30 days prior to being laid off.
Section 3606: Advance Refunding of Credits
⢠An employer or a self-employed individual may offset on a dollar for dollar basis and on a
payroll by payroll basis the amount the employer or the self-employed individual has paid to its
employees for Emergency Paid Sick Leave and paid FMLA against the employerâs contribution
for social security.
⢠If the amount of benefits paid exceeds the amount of the employerâs social security contribution,
the IRS will establish a procedure under which the employer can apply for an expedited refund
of those amounts.
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 3607: Expansion of DOL Authority to Postpone Certain Deadlines
⢠The Department of Labor shall have the ability to postpone certain ERISA filing deadlines
for a period of up to one year in the case of a public health emergency.
Section 3608: Pension payments
⢠Employers maintaining single-employer pension plans
can delay making minimum required contributions
due this year until January 2021.
⢠Contributions would be due with interest,
accrued at a planâs effective rate.
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 3701: Health Savings Accounts for Telehealth Services
⢠A high-deductible health plan (HDHP) with a health savings account (HSA) will be allowed to cover
telehealth services prior to a patient reaching the deductible, increasing access for patients who may have
the COVID-19 virus and protecting other patients from potential exposure.
Section 3702: Over-the-Counter Medical Products without Prescription
⢠Patients to use funds in HSAs and Flexible Spending Accounts for the purchase of over-the-counter
medical products, (including menstrual care products) are now included under the term âqualified medical
expenses including those needed in quarantine and social distancing, without a prescription from a
physician.
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Section 4004: Executive Compensation Limitations
⢠If a company accepts certain emergency direct lending relief under CARES, the company must agree to
certain limitations on the compensation (including salary, bonuses, equity, and other financial benefits) paid
to its officers and employees that remain in effect until one year after the loan or loan guarantee ceases.
⢠These limitations are as follows:
⢠No officer or employee whose total compensation in 2019 exceeded $425,000
(excluding certain collectively bargained employees)
⢠May receive compensation during any 12-month period greater than the amount
received in 2019 or
⢠May receive severance pay or benefits upon termination which exceed two times
the maximum total compensation received in 2019
⢠Additionally, no officer or employee whose total compensation in 2019 exceeded $3,000,000
may receive compensation during any 12-month period greater than $3,000,000 plus 50 percent
of the amount greater than $3,000,000 received in 2019.
Coronavirus Aid, Relief, and Economic Security Act:
The effect on employees and employers
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Filing, reporting and compliance
requirements delayed or waived
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⢠On March 24, 2020, the IRS issued Q&As on Notice 2020-18, which postponed the due date for
certain federal income tax payments from April 15, 2020, until July 15, 2020, in response to the
COVID-19 outbreak in the US.
⢠The due date for paying the 10% additional tax on amounts includible in gross income from
distributions from a pension plan or IRA in 2019 is extended to July 15, 2020.
⢠If a pension plan participant made excess elective deferrals to the plan in 2019, those excess
deferrals (and income) must be taken out of the retirement plan no later than April 15, 2020, in
order to exclude the distributions from income. The April 15 deadline is not extended under
Notice 2020-18.
⢠The deadline for making contributions to individual retirement accounts (IRAs) for 2019 is
extended to July 15, 2020.
⢠Individuals may make contributions to health savings accounts (HSAs) or Archer medical savings
accounts (Archer MSAs) for 2019 until July 15, 2020.
Filing, reporting and compliance requirements
delayed or waived
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⢠The Treasury Department and Internal Revenue Service announced that the federal income tax
filing due date is automatically extended from April 15, 2020, to July 15, 2020.
⢠Taxpayers can also defer federal income tax payments due on April 15, 2020, to July 15, 2020,
without penalties and interest, regardless of the amount owed.
⢠This deferment applies to all taxpayers, including individuals, trusts and estates, corporations and
other non-corporate tax filers as well as those who pay self-employment tax.
⢠Taxpayers do not need to file any additional forms or call the IRS to qualify for this automatic
federal tax filing and payment relief.
⢠Individual taxpayers who need additional time to file beyond the July 15 deadline, can request a
filing extension by filing Form 4868 through their tax professional, tax software or using the Free
File link on IRS.gov. Businesses who need additional time must file Form 7004.
Filing, reporting and compliance requirements
delayed or waived
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⢠IRS released Notice 2020-22 providing penalty relief with regard to employersâ deposits of
federal employment taxesâincluding deposits of withheld income taxes and employment taxesâ
that are reduced in anticipation of tax credits under legislation recently enacted to address
the coronavirus (COVID-19) pandemic.
⢠In Notice 2020-22, IRS provides:
⢠A waiver of penalties for a failure to make a deposit of taxes for employers required to pay
qualified sick leave wages and qualified family leave wages as mandated by the Families First
Coronavirus Response Act and qualified health plan expenses allocable to these wages.
⢠A waiver of penalties for a failure to make a deposit of taxes for certain employers subject to a full
or partial closure order due to COVID-19 or experiencing a statutorily specified decline in business
pursuant to provisions of the Coronavirus Aid, Relief, and Economic Security Act (CARES Act).
⢠The penalty relief is also available with regard to deposits of employment taxes reduced in anticipation
of the credits with respect to qualified wages paid with respect to the period beginning on March 13,
2020 and ending December 31, 2020.
Filing, reporting and compliance requirements
delayed or waived
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Filing dates not extended:
⢠Form 1094-C & 1095 due to be filed with IRS by March 31
⢠Form 5500
⢠Filing with CMS for Medicare Part D
⢠Mandatory Medicare Secondary Payer filing
⢠Form M-1
Filing, reporting and compliance requirements
delayed or waived
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Common compliance questions
we are receiving from employers
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⢠What is the difference between a layoff and furlough?
⢠May an employee that is laid off or furloughed
be covered under my medical coverage?
⢠If they can be, how can the employer collect their
portion of the medical premium?
⢠When should we offer employees COBRA?
Common compliance questions
we are receiving from employers
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⢠If an employer reduces an employeeâs salary, is that a qualifying event to
change his or cafeteria plan election?
⢠If the insurer allows an employee who waived coverage to enroll in the
medical coverage, is that a qualifying event to allow an employee to join
the cafeteria plan?
⢠Are part-time employees eligible for unemployment?
⢠If the employer reduces an employeeâs hours, are they
eligible for unemployment?
Common compliance questions
we are receiving from employers
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⢠Can an employer take the employeeâs temperature?
⢠What action can an employer take if an employee
refuses to come to work?
⢠What can an employer require if an employee indicates
that a family member was exposed to the Coronavirus?
Common compliance questions
we are receiving from employers
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Questions?????????
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Contact Information
Larry Grudzien,
Attorney at Law
Phone: 708-717-9638
Email: larry@larrygrudzien.com
Website: www.larrygrudzien.com
Address: 708 S. Kenilworth Ave,
Oak Park, IL 60304