The document provides an overview of how the Affordable Care Act (ACA) will affect employers, including:
1) The individual mandate and employer mandate ("pay or play") provisions are still in effect but some have been delayed, such as the employer mandate being delayed until 2015.
2) The employer mandate applies to "applicable large employers" (ALEs) defined as those with 50 or more full-time equivalent employees.
3) ALEs face penalties under the employer mandate if they do not offer affordable minimum essential coverage to their full-time employees, with different penalties for failing to offer coverage ("A penalty") versus failing to offer affordable/minimum value coverage ("B penalty").
Unemployment Insurance is the only employer tax that can be controlled. Successful UI cost control efforts begins with professional claims administration.
Discover first-hand from a former UI Deputy exactly the thought process a State Agency considers when issuing entitlement decisions. Learn how your efforts can help prevail in UI decisions at both the initial claims and appeals stage.
Join G&A Partners and Jeffrey Martin, a former UI Deputy and UI Specialist for the "Controlling Unemployment Insurance (UI) Costs can be Painless" webinar.
G&A Employment Law Update webinar May 2013G&A Partners
In this webinar, presenter Alexis C. Knapp, Attorney at Law, will present timely employment law updates that business owners and HR professionals need to know for 2013 and beyond. After the presentation, Alexis will host a live Q&A session with webinar attendees.
Payroll Webinar: Wage and Hour Compliance in 2021Ascentis
This webinar concentrates on federal and state wage and hour requirements that must be followed in the payroll department. Areas of discussion include calculating overtime, travel time, minimum wage, posting requirements, meal and rest periods, how often an employee must be paid and by what method and paying terminated employees.
Unemployment Insurance is the only employer tax that can be controlled. Successful UI cost control efforts begins with professional claims administration.
Discover first-hand from a former UI Deputy exactly the thought process a State Agency considers when issuing entitlement decisions. Learn how your efforts can help prevail in UI decisions at both the initial claims and appeals stage.
Join G&A Partners and Jeffrey Martin, a former UI Deputy and UI Specialist for the "Controlling Unemployment Insurance (UI) Costs can be Painless" webinar.
G&A Employment Law Update webinar May 2013G&A Partners
In this webinar, presenter Alexis C. Knapp, Attorney at Law, will present timely employment law updates that business owners and HR professionals need to know for 2013 and beyond. After the presentation, Alexis will host a live Q&A session with webinar attendees.
Payroll Webinar: Wage and Hour Compliance in 2021Ascentis
This webinar concentrates on federal and state wage and hour requirements that must be followed in the payroll department. Areas of discussion include calculating overtime, travel time, minimum wage, posting requirements, meal and rest periods, how often an employee must be paid and by what method and paying terminated employees.
Legal tips and traps in compliance with wage and hour laws, who are exempt from minimum wage and overtime, how overtime is calculated, how regular hourly rate is calculated, and independent contractor issues
In this webinar you will be able to understand purpose and definition of Fair Labor Standards Act. We will cover minimum wage and overtime requirements and exemptions. Ways to properly determine overtime eligibility as well as understanding the employer responsibilities under FLSA and learn best practices on defending against FLSA claims or lawsuits.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
Show Them the Money: Wage & Hour Compliance (Series: Protecting Your Employee...Financial Poise
Compliance with federal (as well as state) wage and hour laws returned to the forefront towards the end of the Obama administration when it appeared that the salary threshold that applied to exempt employees would be increased significantly. While the proposed change will not happen, the Trump administration has signaled that the threshold will nonetheless likely increase. Regardless of where the new threshold lands, employers must nonetheless be mindful of the risks posed by misclassifying individuals as exempt as well as by a host of practices that can imperil otherwise proper classification decisions. And while the federal government is no longer scrutinizing the use of independent contractors as closely today, employers must still be careful when relying on contractors. This webinar delves into the mistakes commonly made by employers and endeavors to provide attendees with the tools needed to help find and fix potential wage and hour pitfalls.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/employment-wage-hour-compliance-2020/
Overview of the Fair Labor Standards Act, including how to differentiate between exempt and non-exempt employees, reporting requirements, overtime and minimum wage, and more.
Contractor or Employee? Exempt or Non-Exempt? Understanding the Distinctions ...ComplyRight, Inc.
A handful of high-profile cases -- and increased attention by the IRS and Department of Labor – has put worker classification in the spotlight. Now, more than ever, employers must be crystal clear on the differences between an employee and independent contractor, as well as exempt vs. non-exempt status.
In either case, misclassifying workers is a risk your business can’t afford to take. Federal and state agents are monitoring the situation more closely and cracking down with bigger fines and penalties. At the same time, wage and hour lawsuits are on the rise, with many “salaried” employees recognizing they are non-exempt in the eyes of the law -- and therefore owed overtime.
Protect yourself from costly misclassification mistakes and potential legal issues. Attend this timely webinar to learn:
- Factors that define the worker relationship, according to the IRS and Department of Labor
- Warning signs that your contractor is actually an employee under the law
- What determines exempt vs. non-exempt status (Hint: Job title has nothing to do with it.)
- Steps to take if a worker is misclassified
What is FLSA?
Fair Labor Standards Act (FLSA) :
Sets standards for minimum wage and overtime pay.
Establishes record keeping standards.
Prescribes child labor standards.
FLSA does not regulate:
vacation, holiday, severance, or sick pay.
meal or rest periods, holidays off, or vacations.
premium pay for weekend or holiday work.
pay raises or fringe benefits.
discharge, termination, or final payment procedures.
Exempt and Non-exempt Employees
Exempt employees- Employees who meet one of the FLSA exemption tests and who are paid on fixed salary basis, not entitled to overtime.
Non-exempt employees- Employees who do not meet any of the FLSA exemption tests and are paid on hourly basis and are covered by wage and hour laws regarding minimum wage, overtime pay and hours worked.
Test for Exemption
To qualify for exemption, employees must meet certain tests regarding their:
Salary Level:
minimum salary level required for exemption is $455 per week
Job Duties- Categories of Exemption:
Executive Employees
Administrative Employees
Professional Employees
Outside Sales Employees
Computer Employees
Independent Contractors
FLSA does not cover independent contractors. Therefore, its important to learn to distinguish between an independent contractor and an employee.
The Supreme Court considers the following factors significant in determining an employee’s role versus that of an independent contractor:
the extent to which the worker's services are an integral part of the employer's business.
the permanency of the relationship.
the amount of the worker's investment in facilities and equipment.
the nature and degree of control by the principal.
the worker's opportunities for profit and loss.
the level of skill required in performing the job and the amount of initiative, judgment, or foresight in open market competition with others required for the success of the enterprise.
Want to learn more about FLSA, its requirements and best practices to comply with them? ComplianceOnline webinars and seminars are a great training resource. Check out the following links:
Fair Labor Standards Act: Are Your Employees Classified Correctly?
The In's and Out's of FLSA
How to Conduct FLSA Classification Self-Audit
Avoiding Costly Wage and Hour Problems
How to Pay Overtime Correctly under FLSA
Handling Supplemental Pay Under the FLSA
For more Details Visit us at:http://www.complianceonline.com/classifying-employees-under-flsa-webinar-training-703602-prdw?channel=flsappt
Avoiding Workplace Pitfalls: Domestic and Foreign Employee Compliance. Employment Law Breakfast Series
Sponsored by Cowles & Thompson, PC & The International Business Council of the Frisco Chamber
Handout for Session I - Current Trends in Government Investigations
Top 5 Labor and Employment Law Trends for 2017Snag
Between a new president taking office, big labor and employment law changes and overtime regulations (on, then off), 2017 is sure to be a year of change for hourly employers.
The temporary (for now) blocking of the new overtime regulations, growth of Ban the Box legislation, newly-released Form I-9 and recent developments under the Americans with Disabilities Act and Family (ADA) and Medical Leave Act (FMLA) are making it increasingly difficult to stay compliant in an ever-changing employment landscape
Check out our “Top 5 Labor and Employment Law Trends for 2017” webinar presentation, featuring Ogletree Deakins, the nation’s leading labor and employment law firm to:
-- Learn how the top five labor and employment law trends will impact the way you screen, hire and manage workers in 2017
-- Understand your options now that a federal judge has temporarily blocked the new wage & hour/overtime law from taking effect on December 1, 2016
-- Find out how new Form I-9 and Ban the Box employment legislation will affect your current hiring processes
-- See how technology can help you ensure 100% screening and hiring compliance across all of your locations
Payroll Webinar: Streamlining Payroll Operations and EfficienciesAscentis
Payroll is often the largest expense for a business and can be even more costly because of non-compliance, inefficient processes, lack of controls, and outdated technology. A missed deadline or incorrect tax filing can result in hefty fines and even jail time. Manual entry of HR/payroll records is time-consuming and prone to human error. Not having controls in place, whether you are a public or a private company, can increase the risk of fraud. Outdated technology can be complex and tends to add more administrative burden to HR/payroll teams, causing unwanted stress and frustration.
In this session we talk about the many ways that companies can stay compliant, streamline payroll operations, and optimize efficiency. We’ll share best practices and current trends to help improve your overall payroll operations and keep things running smoothly.
From the ACA, upcoming changes to the FLSA, OSHA penalties, and other ongoing compliance issues, HR and compliance managers have a lot on their plate in 2016. Join us as we cover tips, best practices, and how to use technology to better manage these issues and more.
HR Webinar: HR Professional’s Role in Managing Leave of AbsenceAscentis
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 – it’s important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
HR Webinar: 2021 Compliance & Employment Law UpdateAscentis
2020 was nuts with employment laws changing rapidly so quickly to handle the COVID-19 pandemic. 2021 has no plans to slow down with new laws out of Congress and state legislatures contemplating higher minimum wages, paid leaves, additional protections against discrimination and harassment, and shifting priorities at federal agencies. With hopes of coming out of the pandemic by year’s end, HR professionals in all industries are preparing for the next wave of regulations affecting every industry.
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.
Legal tips and traps in compliance with wage and hour laws, who are exempt from minimum wage and overtime, how overtime is calculated, how regular hourly rate is calculated, and independent contractor issues
In this webinar you will be able to understand purpose and definition of Fair Labor Standards Act. We will cover minimum wage and overtime requirements and exemptions. Ways to properly determine overtime eligibility as well as understanding the employer responsibilities under FLSA and learn best practices on defending against FLSA claims or lawsuits.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
Show Them the Money: Wage & Hour Compliance (Series: Protecting Your Employee...Financial Poise
Compliance with federal (as well as state) wage and hour laws returned to the forefront towards the end of the Obama administration when it appeared that the salary threshold that applied to exempt employees would be increased significantly. While the proposed change will not happen, the Trump administration has signaled that the threshold will nonetheless likely increase. Regardless of where the new threshold lands, employers must nonetheless be mindful of the risks posed by misclassifying individuals as exempt as well as by a host of practices that can imperil otherwise proper classification decisions. And while the federal government is no longer scrutinizing the use of independent contractors as closely today, employers must still be careful when relying on contractors. This webinar delves into the mistakes commonly made by employers and endeavors to provide attendees with the tools needed to help find and fix potential wage and hour pitfalls.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/employment-wage-hour-compliance-2020/
Overview of the Fair Labor Standards Act, including how to differentiate between exempt and non-exempt employees, reporting requirements, overtime and minimum wage, and more.
Contractor or Employee? Exempt or Non-Exempt? Understanding the Distinctions ...ComplyRight, Inc.
A handful of high-profile cases -- and increased attention by the IRS and Department of Labor – has put worker classification in the spotlight. Now, more than ever, employers must be crystal clear on the differences between an employee and independent contractor, as well as exempt vs. non-exempt status.
In either case, misclassifying workers is a risk your business can’t afford to take. Federal and state agents are monitoring the situation more closely and cracking down with bigger fines and penalties. At the same time, wage and hour lawsuits are on the rise, with many “salaried” employees recognizing they are non-exempt in the eyes of the law -- and therefore owed overtime.
Protect yourself from costly misclassification mistakes and potential legal issues. Attend this timely webinar to learn:
- Factors that define the worker relationship, according to the IRS and Department of Labor
- Warning signs that your contractor is actually an employee under the law
- What determines exempt vs. non-exempt status (Hint: Job title has nothing to do with it.)
- Steps to take if a worker is misclassified
What is FLSA?
Fair Labor Standards Act (FLSA) :
Sets standards for minimum wage and overtime pay.
Establishes record keeping standards.
Prescribes child labor standards.
FLSA does not regulate:
vacation, holiday, severance, or sick pay.
meal or rest periods, holidays off, or vacations.
premium pay for weekend or holiday work.
pay raises or fringe benefits.
discharge, termination, or final payment procedures.
Exempt and Non-exempt Employees
Exempt employees- Employees who meet one of the FLSA exemption tests and who are paid on fixed salary basis, not entitled to overtime.
Non-exempt employees- Employees who do not meet any of the FLSA exemption tests and are paid on hourly basis and are covered by wage and hour laws regarding minimum wage, overtime pay and hours worked.
Test for Exemption
To qualify for exemption, employees must meet certain tests regarding their:
Salary Level:
minimum salary level required for exemption is $455 per week
Job Duties- Categories of Exemption:
Executive Employees
Administrative Employees
Professional Employees
Outside Sales Employees
Computer Employees
Independent Contractors
FLSA does not cover independent contractors. Therefore, its important to learn to distinguish between an independent contractor and an employee.
The Supreme Court considers the following factors significant in determining an employee’s role versus that of an independent contractor:
the extent to which the worker's services are an integral part of the employer's business.
the permanency of the relationship.
the amount of the worker's investment in facilities and equipment.
the nature and degree of control by the principal.
the worker's opportunities for profit and loss.
the level of skill required in performing the job and the amount of initiative, judgment, or foresight in open market competition with others required for the success of the enterprise.
Want to learn more about FLSA, its requirements and best practices to comply with them? ComplianceOnline webinars and seminars are a great training resource. Check out the following links:
Fair Labor Standards Act: Are Your Employees Classified Correctly?
The In's and Out's of FLSA
How to Conduct FLSA Classification Self-Audit
Avoiding Costly Wage and Hour Problems
How to Pay Overtime Correctly under FLSA
Handling Supplemental Pay Under the FLSA
For more Details Visit us at:http://www.complianceonline.com/classifying-employees-under-flsa-webinar-training-703602-prdw?channel=flsappt
Avoiding Workplace Pitfalls: Domestic and Foreign Employee Compliance. Employment Law Breakfast Series
Sponsored by Cowles & Thompson, PC & The International Business Council of the Frisco Chamber
Handout for Session I - Current Trends in Government Investigations
Top 5 Labor and Employment Law Trends for 2017Snag
Between a new president taking office, big labor and employment law changes and overtime regulations (on, then off), 2017 is sure to be a year of change for hourly employers.
The temporary (for now) blocking of the new overtime regulations, growth of Ban the Box legislation, newly-released Form I-9 and recent developments under the Americans with Disabilities Act and Family (ADA) and Medical Leave Act (FMLA) are making it increasingly difficult to stay compliant in an ever-changing employment landscape
Check out our “Top 5 Labor and Employment Law Trends for 2017” webinar presentation, featuring Ogletree Deakins, the nation’s leading labor and employment law firm to:
-- Learn how the top five labor and employment law trends will impact the way you screen, hire and manage workers in 2017
-- Understand your options now that a federal judge has temporarily blocked the new wage & hour/overtime law from taking effect on December 1, 2016
-- Find out how new Form I-9 and Ban the Box employment legislation will affect your current hiring processes
-- See how technology can help you ensure 100% screening and hiring compliance across all of your locations
Payroll Webinar: Streamlining Payroll Operations and EfficienciesAscentis
Payroll is often the largest expense for a business and can be even more costly because of non-compliance, inefficient processes, lack of controls, and outdated technology. A missed deadline or incorrect tax filing can result in hefty fines and even jail time. Manual entry of HR/payroll records is time-consuming and prone to human error. Not having controls in place, whether you are a public or a private company, can increase the risk of fraud. Outdated technology can be complex and tends to add more administrative burden to HR/payroll teams, causing unwanted stress and frustration.
In this session we talk about the many ways that companies can stay compliant, streamline payroll operations, and optimize efficiency. We’ll share best practices and current trends to help improve your overall payroll operations and keep things running smoothly.
From the ACA, upcoming changes to the FLSA, OSHA penalties, and other ongoing compliance issues, HR and compliance managers have a lot on their plate in 2016. Join us as we cover tips, best practices, and how to use technology to better manage these issues and more.
HR Webinar: HR Professional’s Role in Managing Leave of AbsenceAscentis
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 – it’s important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
HR Webinar: 2021 Compliance & Employment Law UpdateAscentis
2020 was nuts with employment laws changing rapidly so quickly to handle the COVID-19 pandemic. 2021 has no plans to slow down with new laws out of Congress and state legislatures contemplating higher minimum wages, paid leaves, additional protections against discrimination and harassment, and shifting priorities at federal agencies. With hopes of coming out of the pandemic by year’s end, HR professionals in all industries are preparing for the next wave of regulations affecting every industry.
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.
– Health care reform
• Play or pay: final rules
• Employer reporting: final rules
• 90-day waiting period: final rules
• Other health care reform updates
– Executive compensation issues
ACA TRACK is a end to end solution that provides variable hour, part-time and seasonal employee tracking. ACA TRACK automatically provides notification of coverage for newly eligible employees and digitally tracks the delivery and acceptance. In addition, ACA TRACK will track all data (Payroll, Eligibility and LOA) and complete the 1094-C for employers. ACA TRACK provides a live dashboard which will financially project future cost based on current and trending work hours.
Don't fall in the trap of "We can do ACA Compliance" make sure you have a end to end solution.
www.acatrack.net
888-603-4289
The Affordable Care Act – Compliance Challenges for EmployersWinston & Strawn LLP
In King v. Burwell, the Supreme Court upheld the availability of subsidies to individuals in states that use federal healthcare exchanges under the Affordable Care Act (ACA). This decision has important implications for employers due to how employer penalties are triggered under the ACA. While the decision may not be beneficial to employers in the short term, employers can now act with certainty in working to comply with coverage requirements under the ACA.
Erin Kartheiser and Steve Flores from our executive compensation and employee benefits practice presented a practical, interactive presentation that reviewed the impact of the Supreme Court’s decision, compliance challenges facing employers, and areas of potential risk.
Affordable Care Act: Overview of New Requirements for 2015Sikich LLP
2015 is the first year employers can be fined for not complying with the reporting requirements set out by the Affordable Care Act (Obamacare). Get an overview of these new requirements in this eBook
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.
Implementing Health Care in 2014: It’s Far More Than Just a ‘Pay or Play’ Decision
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.
This webinar covers: the rules in how to determine full time status | large employer status | who is full-time to offer coverage | measurement periods | change in status | the effect on reporting.
The Affordable Care Act (ACA) is here. Are you ready? At the Infinity Software 2014 User Group Conference, attendees had the opportunity to learn about the practical implications of the ACA and how integrated payroll-HRIS-TLM can help your clients comply with key components of the ACA and the fast approaching employer reporting requirements.
The Affordable Care Act (ACA) is here. Are you ready? Learn about the practical implications of the ACA and
how integrated payroll-HRIS-TLM can help your clients comply with key components of the ACA and the fast
approaching employer reporting requirements.
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
Employers need to be aware that decisions they are making now about the size and make-up of their workforce will affect whether they exceed the 50 employee threshold that triggers the "pay or play" penalty in the Affordable Care Act. This presentation will focus on strategies for avoiding or minimizing exposure to the penalties under the Act.
Here at BambooHR we don't claim to be ACA consultants; however, we are employee data experts, so we want to help with ACA where we can. We’re not only beefing up some of our existing features and reporting to help make your life easier when you’re preparing ACA forms, but we’re also adding some nice tools to save you time as you enter the world of ACA compliance. In this webinar we will review some of the key points of the ACA Employer Mandate and even walk you through how we are going to comply with ACA here at BambooHR!
6 Facts/Updates You Must Know About the Employer Mandatebenefitexpress
This webinar covers:
• What is a large employer and how to determine it?
• Coverage requirements
• Penalties
• Who is a full time employee and how to determine it?
• Who is a variable hour employee?
• Reporting requirements
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
G&A Partners Webinar: Legal Pitfalls to Avoid During the Hiring ProcessG&A Partners
f you’ve had any experience hiring employees, you know that there’s no shortage of things that can go wrong during the hiring process: you might miss out on the best candidate; you might hire someone who doesn’t fit in to your organization, or, worst of all, you might say or do something that leaves you and your employer open to a lawsuit. While no company’s hiring process is perfect, by implementing and following carefully constructed hiring policies and procedures, you can ensure that both you and your employer are protected from costly litigation.
This webinar, hosted by Sean O’Donnell, one of G&A Partners' experienced HR advisors, explains how to avoid some of the most common pitfalls of the hiring process, including:
• Labor and employment laws associated with each stage of the hiring process;
• How to create and enforce legally compliant hiring policies and procedures;
• How to improve your hiring process while protecting your organization from discrimination charges.
What's Going on in Labor and Employment Law: 2016 and BeyondG&A Partners
What’s trending in the world of human resources compliance? Get the inside scoop on the hottest topics in labor and employment law from a board-certified expert in this fast-paced webinar program.
How to Respond to Active Shooter Incidents in the Workplace G&A Partners
Over the past few months, coverage of mass shootings at Umpqua Community College in Roseburg, Oregon, and the Inland Regional Center in San Bernardino, California, has gripped the country and shone a national spotlight on what law enforcement calls “active shooter incidents.” According to a report released by the FBI, the most likely places for an active shooter incident to occur are commercial businesses, a fact that has many employers worried about the safety of their employees and customers.
Helping Employees Find a Work-Life BalanceG&A Partners
It’s no secret that the composition and needs of today’s workforce is completely different than that of 50 years ago, or even 20 years ago. With so many more demands on their time, it’s no wonder that the majority of employees struggle to balance their personal and professional responsibilities. Why should employers care? Employees who feel overworked are generally unhealthier, unhappier, less productive and more prone to absenteeism than employees who have achieved a work-life balance, and can negatively impact an organization’s overall performance.
G&A Webinar: Religion in the Workplace: January 2016 G&A Partners
Today's workforce is made up of individuals with varying and sometimes conflicting opinions about appropriate religious expression, particularly in the workplace. Because religion can be so deeply personal, disagreements tend to be uncomfortable, especially when emotions run high. In this atmosphere, employers may face challenging questions as they attempt to balance the rights of employees and the needs of the business, and be uncertain of what actions or policies they can and cannot implement to address the issue of religion.
Join us for a free webinar on Thursday, January 28 at 11 a.m. CST as Sean O’Donnell, one of our experienced HR advisors, explores the dos and don’ts of how to handle religion in the workplace.
Attendees of this free webinar will:
• Learn about the legal background of this issue, including federal regulations, case law and best practices;
• Explore an in-depth look at all issues of religion in the workplace: discrimination, harassment, accommodation and inclusion; and
• Come away with knowledge and practical strategies to deal with situations that may arise concerning religion in the workplace.
In this webinar, our HR expert reviewed the purpose and definition of the Family Medical Leave Act (FMLA), the rights and responsibilities of both employees and employers under FMLA, as well as how to recognize potential reasons for covered leave and what necessary steps you can take as outlined under FMLA.
In the work-centered world that we live in today, employees can more easily face burnout. Not only does this lead to detrimental mental, physical, and emotional health issues for the employee, it also has the potential to adversely impact the quality of their work, the work environment, and the overall business as a whole. This webinar covers risk factors that lead to burnout, how to identify burnout in employees, and how to mitigate the circumstances that can lead to burnout.
Preparing For The Affordable Care Act In 2016G&A Partners
Two of G&A Partners' Health Care Reform Specialists review potential strategies heading into 2016 that employers can use to ensure your business remains compliant with the employer provisions and mandate of the Affordable Care Act.
Discussion topics will include:
> The changes going into effect next year for employers with 50 or more full-time equivalent employees.
> The pending IRS reporting requirements employers will need to comply with.
> G&A Partners' ACA compliance tools and services.
Taking time to set and communicate performance objectives seems to overwhelm all managers at one point or another. In this webinar, Denise Macik, one of G&A Partners’ HR experts, will discuss the purpose of effective expectation discussions, how set performance goals and communicate them with your team, and provide guidance on how to handle tough situations that may happen during a discussion about performance.
Best Practices When Issuing Discipline and TerminationsG&A Partners
If you ask any manager what their least favorite part of their job is, odds are one of the top answers will be about firing or reprimanding employees. Having to terminate or discipline an employee is perhaps one of the most uncomfortable and unpleasant parts of being a manager. In this webinar, Sean O'Donnell, one of G&A Partners' HR experts, will talk about some best practices and potential legal pitfalls for managers when issuing employee disciplinary actions and terminations.
Building an effective safety culture editsG&A Partners
Join us as we offer proven solutions and techniques that encourage company-wide buy in for your safety initiatives. We will discuss the benefits of empowering your employees to take personal responsibility for their own safety, as well as the safety of those around them. Topics will include incentive programs, visual safety, and behavioral-based safety programs.
The traditional model for performance appraisals is proving to cause more problems than employers intended. Studies show that performance appraisals typically yield skewed results, have the ability to psychologically impact the employees, and are time-consuming with little ROI. In this webinar we will discuss:
• Specific problems with the traditional performance appraisal system affecting employees, managers, and the organization as a whole
• Effective tools that have been proven to accurately measure performance with valid outcomes
• Why employers should move away from the traditional performance appraisal model and move towards the performance management model
Recruitment Process Outsourcing WebinarG&A Partners
Host: Jose Laurel - Director of Recruitment Services G&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
Understand the meaning of Recruitment Process Outsourcing. Become familiar with the multiple components
Determine how an RPO can be utilized in their organizations. Recognize that RPO is not just one process but a series of processes that can be used as needed
Answer the questions, do we have a recruiting process that works, or do we need to explore RPO options. Learn the benefits that an RPO can have on their organization.
Identify how to build alignment between recruitment efforts and corporate strategy. Seek next steps to improve recruiting and be creative in a competitive employee driven market
This program will cover the hottest topics in labor and employment law for 2015, including EEOC’s strategic initiatives, recent wage and hour developments, the NLRB’s encroachment into the non-union workplace, policy issues to consider in the year ahead, continuing questions about social media challenges, and more. This program will be a fast-paced look at these and various other trends that will impact employers this year and beyond, and will be aimed at enabling participants to get ahead of the curve to identify potential risks within their organizations.
• Goals for this webinar - Agenda
• Agency Update
• EEOC Strategic Initiatives
• Medical Issues in the Workplace
• Wage and Hour Developments
• The NLRB in Your Workplace
• Social Media Challenges
• Unemployment
• Reminders and Next Steps
G&A Partners Webinar - Respect in the workplaceG&A Partners
Maintaining respect and civility is a key component of creating a positive work environment. In this webinar, Vance Daniels, SPHR, will discuss how to identify and deal with conflict, harassment and discrimination, and what supervisors can do to promote respect in the workplace.
Resolving interpersonal conflict in the workplace
Recognizing and reporting harassment & discrimination
Handling complaints and taking corrective action
Professional Employer Organizations: Keeping Turnover Low and Survival HighG&A Partners
In the 2013 report, “Professional Employer Organizations: Fueling Small Business Growth,” a comprehensive analysis of existing economic data showed that small businesses in PEO arrangements have higher growth rates than other small
businesses, and small business executives who use PEOs are better able to focus their attention on the core business. In further exploring the impact of PEOs and their potential to help small businesses better meet the challenges of today’s
demanding economic conditions, this follow-up study examines employee turnover and business survival rates for businesses using PEOs and compares them to national data available from the U.S. Bureau of Labor Statistics (BLS). Applying a variety of different data specifications, we consistently found that PEO clients have lower employee turnover rates and lower rates of business failure than comparable national averages, after controlling for factors such as industry, size, and state of location.
Please join us for a G&A sponsored webinar with our outside counsel and nationally recognized expert on the Affordable Care Act, Seth Perretta of Groom Law Group, Chartered. Seth Perretta, who is located in Washington, DC and represents many employers and insurers (as well as the American Benefits Council (ABC) and America’s Health Insurance Plans (AHIP)), will provide an overview of what employers should be thinking about in 2015 with respect to the ACA. Seth will discuss, in part, the following:
Immediate issues of concern for employers who need to comply with the employer mandate as of January 1, 2015
Pitfalls for small employers with respect to the ACA, including compliance risks associated with small employers seeking to reimburse employees for their out-of-pocket medical expenses, including individual insurance premiums
The future of the high-cost “Cadillac Tax” provision and its likely effects on employer plans
The Supreme Court’s highly anticipated decision in King v. Burwell, and its potential to dismantle the ACA
Recent legislative activity related to health reform back in Washington, DC and the likelihood that this activity will lead to changes in the rules that govern your employer benefit plan offerings
Avoiding Unwanted Scrutiny Against Unemployment Insurance LawsG&A Partners
New conditions by the Federal government require all states to pass legislation to punish employers (or their agent’s) for demonstrating a pattern of failure to adequately respond to state UI information requests.
Employer responses to unemployment insurance claims is no longer a situation in which they can choose not to respond, but rather a requirement that must be performed by employers in order to be in compliance with these changes.
This webinar serves to educate the participants in explaining how and why this action by the federal government occurred and how to respond to these new changes.
An HR audit is a means of assessing a company's level of compliance with federal and state laws that measures the effectiveness of your HR policies and practices. In this webinar we will discuss employee relations, employee classification, job descriptions, and the interview process.
In the past, in-house human resources professionals and Professional Employer Organizations (PEOs) have had a rocky relationship. The main cause of this rift has been the belief that PEOs are out to replace in-house HR. G&A Partners, a Texas-based PEO, takes a closer look at this long-held - but completely false - myth, and explains why HR professionals should embrace, not fear, the services that Professional Employer Organizations offer.
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2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
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G&A PPACA Update
1. PPACA Update:
How The Affordable Care Act Will
Affect Employers
Seth Perretta
Principal, Co-Chair of the Health Practice Group
Groom Law Group
April 24, 2014
2. We
will
cover...
• Status
of
the
individual
mandate
• Employer
mandate
or
“pay
or
play”
• Brief
refresher
on
“pay”
or
“play”
choice
• How
to
determine
whether
you
are
subject
to
the
employer
mandate
• Overview
of
the
recently
issued
final
regula@ons
• Treatment
of
various
types
of
workers
• Seasonal
employees
• Short-‐term,
non-‐seasonal
hires
• State
of
public
and
private
exchanges
2
3. • Originally
scheduled
to
take
effect
on
January
1,
2014
• Now
scheduled
to
take
effect
on
January
1,
2014
• Generally
requires
that
all
nonexempt
individuals
be
enrolled
in
“minimum
essen@al
coverage”
or
pay
a
tax
penalty
Individual
Mandate
4. • Originally
effec@ve
for
2014,
but
delayed
for
one
year
• Now
scheduled
to
take
effect
on
January
1,
2015
• Addi@onal
delay
for:
• Qualifying
sponsors
of
non-‐calendar
year
plans
• Qualifying
employers
with
50-‐99
full-‐@me
(FTs)
and
full-‐@me
equivalent
(FTE)
employees
• Limited
transi@on
relief
for
the
“A-‐Penalty”
“Pay
or
Play”
5. • Two
separate
penal@es:
• 4980H(a)
or
“A-‐Penalty”
• 4980H(b)
or
“B-‐Penalty”
“Pay
or
Play”
6. • A-‐Penalty
(4980H(a))
• Some@mes
referred
to
as
the
“offering
requirement”
• General
rule
=
An
employer
must
offer
“minimum
essen@al
coverage”
(MEC)
to
95%
of
its
4980H-‐defined
full-‐@me
employees
“(and
their
dependents)”
or
risk
a
penalty
equal
to
(i)
$2,000,
mul@plied
by
(ii)
the
number
of
full-‐@me
employees
minus
30
• **
Certain
transi@on
relief
through
close
of
2015
plan
year
was
provided
**
“Pay
or
Play”
7. Birth
Child
Up
to
Age
26
Adopted
Child
Up
to
Age
26
Step-‐
children
Foster
Children
All
Children
age
26+
4980H “Dependents”
Yes
NO
Spouse
**
Note:
Special
2015
TransiUon
Relief
“Pay
or
Play”
8. • B-‐Penalty
(4980H(b))
• General
rule
=
Even
if
an
employer
sa@sfies
the
offering
requirement
(i.e.,
avoids
the
A-‐Penalty),
if
the
employer
fails
to
offer
affordable
and
minimum
value
coverage
to
a
full-‐@me
employee,
it
can
risk
a
B-‐Penalty
generally
equal
to
$3,000
per
year
for
that
employee
“Pay
or
Play”
9. • 4980H
Applies
to
“applicable
large
employers”
or
ALEs
• Who
is
an
ALE?
• An
employer
that
employed
on
average
at
least
50
full-‐@me
employees
(FTs)
or
full-‐
@me
equivalents
(FTEs)
during
the
preceding
calendar
year
• Note:
Special
seasonal
worker
excep@on
• ALSO,
special
transi@on
rule
for
2015
• Things
to
keep
in
mind:
• ALE
status
is
determined
using
IRS
80%
controlled
group
rules
• But
once
ALE
status
is
determined,
each
ALE
member
gets
its
own
“pay
or
play”
decision
Subject
Employers:
ALEs
10. • To
determine
ALE
status,
you
need
to
take
the
following
steps:
1. For
each
calendar
month
last
year:
• Determine
the
client
employer’s
number
of
full-‐@me
employees
across
its
controlled
group
• Determine
the
client
employer’s
number
of
full-‐@me
equivalent
employees
2. Add
up
the
number
of
FTs
and
FTEs
for
all
12
months
of
last
year
and
divide
by
12
Subject
Employers:
ALEs
11. Preceding
Calendar
Year
Jan
Feb
Mar
Apr
May
Jun
July
Aug
Sept
Oct
Nov
Dec
Total
#
Full-‐Time
Employees
34
42
53
51
37
39
41
44
50
51
48
46
N/A
#
FT
Equivalents
12.6
12.9
10.3
10.5
14.2
12.3
9.3
10.0
10.3
13.2
12.8
13.2
N/A
Total
Number
46.6
54.9
63.3
61.5
51.2
51.3
50.3
54.0
60.3
64.3
60.8
59.2
677.7
#
of
Full-‐Time
Employees/Equivalents
During
the
Preceding
Calendar
Year:
677.7
divided
by
12
=
56.48
Subject
Employers:
ALEs
12. • Full-‐Time
Employee
(FT)
• Defini@on:
Worked
on
average
120
hours
during
the
calendar
month
at
issue
• NOTE:
This
is
NOT
the
same
defini@on
of
FT
that
applies
in
second
step
of
analysis,
i.e.,
when
determining
TO
WHOM
qualifying
coverage
must
be
provided.
(That
defini@on
uses
30
hours/wk
or
130
hours/month).
Subject
Employers:
ALEs
13. • Full-‐Time
Equivalent
Employee
(FTE)
• For
each
calendar
month
in
the
preceding
calendar
year,
add
up
all
hours
worked
by
non-‐FTs
(up
to
a
maximum
of
120
hours
per
employee)
and
divide
by
120.
Subject
Employers:
ALEs
14. • “Hour
of
service”
includes:
• Hours
Worked
–
Each
hour
for
which
the
employee
is
paid,
or
en@tled
to
payment,
“for
the
performance
of
du@es;”
AND
• Paid-‐Time
Off
–
Each
hour
for
which
the
employee
is
paid,
or
en@tled
to
payment,
for
the
period
of
@me
due
to
vaca@on,
holiday,
illness,
incapacity
(including
disability),
layoff,
jury
duty,
military
duty,
or
leave
of
absence
• Notes:
• ALL
paid
leave
gets
counted
• Final
regs
include
rules
for
non-‐hourly
and
commissions-‐based
employees
• Final
regula@ons
include
certain
methods
to
credit
hours
(i.e.,
actual
count,
days-‐worked
equivalency,
weeks-‐worked
equivalency)
Subject
Employers:
ALEs
15. • For
employers
with
50-‐99
full-‐@me
employees
(FTs)
or
full-‐
@me
equivalent
(FTEs),
the
en@re
mandate
may
be
delayed,
if
certain
criteria
are
sa@sfied
• For
employers
that
can
fit
within
the
transi@on
relief,
they
will
not
be
subject
to
the
A-‐Penalty
or
the
B-‐Penalty
• BUT,
numerous
requirements
apply
in
order
to
qualify
for
the
delay,
so
be
careful!!
What
Was
Delayed?
16. • To
qualify
for
the
50-‐99
FT/FTE
delay,
what
requirements
apply?
1. From
2/9/14
through
12/31/14,
the
employer
CANNOT
reduce
the
size
of
its
workforce
or
the
overall
hours
of
service
of
its
employees
to
get
below
the
99-‐count
threshold
• Unless
for
business
reasons
2. During
what
is
called
the
“coverage
maintenance
period,”
the
employer
CANNOT
eliminate
or
materially
reduce
the
health
coverage,
if
any,
it
offered
as
of
2/9/14
3. The
employer
must
cer@fy
on
a
prescribed
form
that
it
meets
these
requirements
What
Was
Delayed?
17. • What
else
was
delayed?
Nothing…
• But
a
host
of
addi@onal
transi@onal
rules
were
provided
for
2015
(which
is
sort
of
like
a
delay)
What
Was
Delayed?
18. • Fiscal
plan
year
transi@on
relief
• Shorter
measurement
period
permined
for
use
with
2015
stability
period
• Shorter
period
for
determining
ALE
status
for
2015
• Offer
of
coverage
for
January
2015
can
be
@ed
to
first
payroll
period
commencing
in
2015
• Offer
of
coverage
for
dependents
• Special
A-‐Penalty
transi@on
relief
TransiUon
Rules
19. • Special
A-‐Penalty
transiUon
relief
• What
does
the
relief
provide?
• So
long
as
the
ALE
member
offers
MEC
to
at
least
70%
of
its
full-‐@me
employees
(and
children,
as
required
under
the
transi@on
relief),
then
no
A-‐Penalty
applies
–
• Through
12/31/15
for
calendar
year
plans
• Through
close
of
2015
plan
year
for
non-‐calendar
year
plans
• Also,
the
A-‐Penalty
is
reduced
by
the
ALE’s
allocable
share
of
80
full-‐@me
employees
rather
than
just
30
TransiUon
Rules
20. • Special
A-‐Penalty
transiUon
relief
• What
does
the
relief
provide?
• HOWEVER,
it
is
important
to
note
that
there
is
no
corresponding
B-‐
Penalty
relief!!!
• Thus,
the
employer
could
be
on
the
hook
for
the
penal@es
equal
to
$3,000
per
employee
for
any
employee
that
goes
to
the
exchange
and
gets
subsidized
individual
coverage
• Most
likely
helpful
on
issue
of
worker
misclassifica@on
TransiUon
Rules
21. • New
rule
for
first-‐year
ALEs
• New
monthly
measurement
method
• New
seasonal
employee
defini@on
• Clarified
treatment
of
short-‐term,
non-‐seasonal
hires
• Modifica@ons
to
change
in
status
and
break
in
service
rules
Overview
of
Notable
Changes
22. • To
different
categories
of
workers,
such
as:
• Full-‐@me
employees
• Part-‐@me
employees
• Variable
hour
employees
• Seasonal
employees
• Short-‐term,
non-‐seasonal
employees
How
Does
It
Apply?
23. • Full-‐Time
Employee
• Defini@on
=
An
employee
reasonably
expected
to
work
a
full-‐@me
schedule
(using
30
hr/wk
–
130
hr/month
defini@on)
• Generally,
must
offer
coverage
to
a
full-‐@me
employee
by
the
first
day
of
the
fourth
full
month
following
hire
• Excep@ons
if
using
“look
back”
method
and
there
is
a
change
in
status
How
Does
It
Apply?
24. • Part-‐Time
Employee
• New
defini@on
included
in
the
final
regula@ons
• Part-‐@me
=
A
new
employee
who
is
reasonably
expected
at
the
employee’s
start
date
not
to
be
a
full-‐@me
employee
• Generally
treated
just
like
a
variable
hour
employee
How
Does
It
Apply?
25. • Variable
Hour
Employee
• Defini@on
=
An
employee
not
reasonably
expected
to
work
a
full-‐@me
schedule
(using
30
hr/wk–130
hr/month
defini@on)
• Final
regs:
Facts
and
circumstances
test,
but
factors
to
consider
include:
• Whether
the
employee
is
replacing
an
employee
who
was
or
was
not
a
full-‐@me
employee
• The
extent
to
which
employees
in
the
same
or
comparable
posi@ons
are
or
are
not
full-‐
@me
employees
• Whether
job
was
adver@sed,
or
otherwise
communicated
to
the
new
hire
or
otherwise
documented
as
full-‐@me
• Consider
crea@ng
wrinen
job
descrip@ons
for
variable
hour
employees
that
explicitly
set
out
the
hours
expecta@on
How
Does
It
Apply?
26. • Variable
Hour
Employee
• How
4980H
applies
to
these
employees
depends
on
whether
the
employer
plans
to
use
the
“look-‐back”
measurement
method
or
the
new
monthly
measurement
method
• If
using
the
“look-‐back”
measurement
method:
Can
apply-‐up
to
a
12
month
measurement
period
for
determining
full-‐@me
status
• If
using
new
monthly
measurement
method:
Must
have
offered
coverage
in
advance
for
any
calendar
month
in
which
the
variable
hour
employee
works
a
full-‐@me
schedule
(subject
to
once
per-‐employment-‐term
3-‐month
non-‐assessment
period)
How
Does
It
Apply?
27. • Seasonal
Employee
• Proposed
regula@ons
permined
employers
to
use
a
good
faith
interpreta@on
for
determining
who
is
a
“seasonal
employee”
• An
employee
is
permined
under
the
final
regula@ons
to
apply
a
measurement
period
of
up
to
12
months
with
respect
to
seasonal
employees
(subject
to
“slice
and
dice”
rules)
• The
prac@cal
effect
of
this
is
that
no
4980H
penal@es
are
likely
to
apply
(since
a
seasonal
employee
should
not
be
employed
at
the
close
of
the
12-‐month
period
at
which
@me
the
coverage
requirement
could
take
effect)
• The
final
regula@ons
provide
an
express
defini@on:
• Seasonal
employee
=
an
employee
in
a
posi@on
that
is
performed
at
a
recurring
@me
each
year
and
customarily
lasts
no
longer
than
6
months
• Note:
In
limited
instances,
actual
employment
could
in
theory
extend
beyond
without
jeopardizing
status
as
a
seasonal
worker
How
Does
It
Apply?
28. • Short-‐Term,
Non-‐Seasonal
Employee
• Short-‐term
hires
are
NOT
necessarily
seasonal
employees
• In
fact,
many
short-‐term
hires
will
NOT
qualify
as
seasonal
employees
• Why?
Because
the
posi@on
(i)
customarily
lasts
in
excess
of
6
months,
or
(ii)
is
not
recurring
based
on
a
specific
@me
of
the
year
• The
proposed
regula@ons
included
a
limited
transi@on
rule
for
2014
that
permined
employers
in
certain
instances
to
treat
short-‐term
hires
like
seasonal
employees
and
apply
a
measurement
period
of
up
to
12
months
• The
final
regula@ons
do
NOT
include
a
similar
transi@on
rule
• And
specifically
state
that
an
employer
CANNOT
take
turnover
or
expected
short-‐term
nature
of
employment
into
considera@on
in
determining
whether
“full-‐@me”
• THEREFORE,
an
employer
that
employs
a
short-‐term
hire
that
is
expected
to
work
a
“full-‐
@me”
schedule
and
is
not
a
seasonal
employee
generally
must
be
offered
4980H-‐compliant
coverage
by
the
first
day
of
the
fourth
month
aqer
hire
(or
else
the
employer
could
be
subject
to
penal@es)
How
Does
It
Apply?
29. • Troubled
rollout
of
federal
and
many
state
exchanges
• Extended
enrollment
window
through
3/31/14
• By
end
of
March:
Total
of
6
million
enrolled
• Percola@ng:
• Errors
in
enrollment
and
“adver@sing”
of
plans
• Issues
with
processing
premium
tax
credits
and/or
cost-‐sharing
subsidies
State
of
Exchanges
–
Public
30. • Troubled
rollout
of
federal
and
many
state
exchanges
• Extended
enrollment
window
through
3/31/14
• By
end
of
March:
Total
of
6
million
enrolled
• Percola@ng:
• Errors
in
enrollment
and
“adver@sing”
of
plans
• Issues
with
processing
premium
tax
credits
and/or
cost-‐sharing
subsidies
State
of
Exchanges
–
Public
31. • Growing
number
of
providers
offering
private
exchanges
–
insured
or
self-‐funded
coverage
• Agency
guidance
makes
it
very
difficult
for
employers
to
par@cipate
in
public
exchanges
u@lizing
individual
insurance
if
the
employer
wants
to
provide
a
tax-‐preferred
premium
subsidy
to
the
employee
• Generally,
the
employer
will
need
to
sponsor
insured
or
self-‐funded
group
health
plans
• Many
employers
are
considering
use
of
self-‐funded
coverage
with
the
private
exchange
because
economics
(e.g.,
the
“COI”
with
insured
coverage
is
too
great)
• Be
careful!
–
Arrangements
can
raise
ERISA
concerns
State
of
Exchanges
–
Private