“If we get sued, you get sued!” Sounds warm and comforting, right? I bet you cannot wait to partner or contract with a company that already has litigation on its mind. Nevertheless, these types of statements are common, and once formalized by lawyers, are called “indemnification clauses.” They are often necessary but can be very broad and potentially catastrophic to your business.

The Employer Shared Responsibility Penalty (ESRP), introduced by the Affordable Care Act, requires applicable large employers (ALEs) to offer affordable and minimum value health coverage to their full-time employees (and their dependents), or to potentially pay tax penalties to the IRS. Whether you are new to the ESRP or your company is newly subject to the ESRP, this article covers some of the key details.

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. Whatever the cause, there are important practical and compliance considerations that employers should be aware of prior to the need for a reduction in force or layoff.

As we go into the one-year anniversary of the COVID-19 pandemic, it would be hard to ignore the mental health impact this last year has had on most employees. The stress and uncertainty of dealing with changing circumstances and inadequate resources have put even the staunchest employee on edge.

USI’s national Employee Benefits Compliance Team is dedicated to helping you stay abreast of fast-changing legislative and regulatory developments and guidance related to health and welfare plans that could impact your business.