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Failing to adhere to OSHA’s standards puts your employees at risk of serious injury or illness and can cost you in penalties and fines. Our “Safety compliance 101” series addresses each of these standards and outlines employer responsibilities, including:

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In this webinar, we will explore how the critical components necessary to establish trust in the workplace can help you navigate challenging employees and circumstances.

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Once an afterthought, now a key driver in health plan costs, pharmacy benefits are under the magnifying glass. Employers want strategies for reigning in out-of-control pharmacy costs; regulators want more transparency and a more even playing field; drug makers, pharmacies and PBMs want fair compensation; and patients want manageable pharmacy costs.

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Reductions in force and layoffs are part of the organizational lifecycle. Sometimes they are due to unexpected circumstances, such as the COVID-19 pandemic. More often they are due to organizational restructuring. But whatever the cause, each reduction in force and layoff involves important practical and compliance considerations that employers should be aware of prior to the need for a reduction in force or layoff.

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Without question, public sector employers (school districts, municipalities, counties, etc.) face different and sometimes additional challenges with benefits compliance and strategic planning because of their distinctive culture and unique blend of employees.

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The Americans with Disabilities Act (ADA) makes it unlawful for employers to discriminate against employees in all employment-related activities.

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No workplace is immune from the toxic effects of rumors and gossip. In addition to the productivity that is lost when people gossip rather than work, such behavior can destroy team dynamics. These effects are compounded by social media, which has opened up vast new opportunities for employees to say and do things that are hurtful to their coworkers. 

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In a recent survey by Deloitte, 60% of respondents indicated the number of mergers and acquisitions their company intended to pursue would increase over the next two to five years. Employee benefits can have an enormous impact on the success of an acquisition — are employees of the acquired company gaining or losing benefits and what impact does that have on their willingness to work for the buyer and their morale; how smooth is the transition from the seller's to the buyer's benefit plans; are there hidden liabilities and other surprises with the seller's benefit plans that will increase the cost of the deal?

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This session will discuss current trends employers are using to engage employees in their health.

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Managing risk through contract language is a common practice. Unfortunately, too few organizations understand the liability transfer language found in the contracts they sign, and they often don’t know what their own agreements have to say with respect to critical liability issues. What you don’t know really can hurt you, since if there is ever a claim or a dispute, the language in your contracts is the first place the courts will turn to determine liability.

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* An USI client is any company which has the group medical plan, the business insurance program, or the 401(k) plan with USI. Seminar/webinar fees are subject to change at anytime.