Employers need high quality, reliable resources to help navigate today’s ever-changing business and regulatory environment. We have those resources. Content in our Resource Library and our Events are designed to enhance skills in professional development, compliance and risk management — giving your managers and employees the confidence they need to make sound decisions.
If you can’t find what you’re looking for in our Resource Library or scheduled events, we can customize a training solution specifically to your needs. Our customized on-site training allows you to select the topics most important to you. These trainings can assist you with compliance, or ensure your managers are prepared to address employment-related risk, and help develop your most important asset — your human capital. Resources you can access include:
It’s that time of year again when employers subject to OSHA’s recordkeeping rule are required to post a signed copy of their Form 300A in a location accessible to employees by February 1. Despite this annual obligation, many employers continue to make common recordkeeping mistakes, some of which potentially affect OSHA compliance. With the deadline looming, we’re reviewing Form 300A and related aspects of the recordkeeping rule to help you avoid some of the most common mistakes.
One of the compliance obligations that comes with offering employee benefits is the requirement to offer certain participants in certain plans the opportunity to continue coverage for some period of time in certain circumstances when coverage would otherwise have been lost. But which employers have to offer continuation? On which plans? When? To whom? For how long? The answers to these questions depend on several factors.
On December 27, 2020, Congress signed the Consolidated Appropriations Act, 2021 into law. Components of the Act will affect health and welfare programs, including relief for health flexible spending accounts (FSAs) and dependent care assistance plans (DCAPs), surprise billing, increased transparency, comparative analysis requirements, and a voluntary extension of FFCRA leave. Download the latest Compliance Update for more information.
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