APPLIES TO All Employers and Employees EFFECTIVE June 30, 2014 QUESTIONS? Contact HR On-Call (888) 378-2456 In a landmark ruling on June 30, 2014, the Supreme Court ruled in Burwell v. Hobby Lobby that for-profit employers with religious objections may opt out of providing contraceptive coverage to employees under the Affordable Care Act for religious reasons. […]
CA Supreme Court Rules Class Action Waivers in Arbitration Agreements Enforceable
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Employers with arbitration agreements in place or
employers considering implementing arbitration agreements
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Immediately
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The California Supreme Court has recently ruled that class action waivers contained in arbitration agreements are enforceable. These arbitration agreements with class action waivers create guidelines where an employer would only engage in individual arbitration with each employee bringing a claim against the employer, rather than employees banding together to bring one class action suit against the employer.
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Supreme Court Rules Businesses Can Opt Out of Providing Contraceptives for Religious Reasons
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO All Employers and Employees EFFECTIVE June 30, 2014 QUESTIONS? Contact HR On-Call (888) 378-2456 In a landmark ruling on June 30, 2014, the Supreme Court ruled in Burwell v. Hobby Lobby that for-profit employers with religious objections may opt out of providing contraceptive coverage to employees under the Affordable Care Act for religious reasons. […]
California Minimum Wage Increases July 1, 2014
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CA Employers and Employees
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July 1, 2014
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The California minimum wage will increase to $9.00 per hour on July 1, 2014. This increase will impact exempt and non-exempt employees, commissioned inside salespersons, payroll processing, and may have a further financial impact upon the organization.
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U.S. Department of Labor Announces New Model COBRA and CHIP Notices
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All Employers offering single employer health plans with 20 or more employees
EFFECTIVE
May 2, 2014
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The U.S. Department of Labor (DOL) has announced updates to model notices that employers, who offer single employer health plans under federal guidelines and have twenty or more employees, must provide to their employees who receive health care benefits. These include a notice provided at the start of employment and a notice at the end of employment, informing employees of their eligibility to continue and later purchase, health insurance coverage through the Consolidated Omnibus Budget Reconciliation Act (COBRA).
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U.S. Treasury Department Delays Reform Mandated Penalties for “Play or Pay”
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All Employers
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July 2, 2013
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The U.S. Treasury Department announced on July 2, 2013 that enforcement of the employer “play or pay” mandated penalties under Healthcare Reform will be delayed until January 1, 2015. The “play or pay” mandate requires large employers (companies with 50 or more full-time employee and full-time equivalents) to offer a minimum value medical coverage plan to substantially all of their fulltime employees, and dependents, or be subject to an annual penalty tax of up to $2,000.00 per full-time employee. This postponement means that employers can delay offering a minimum value medical coverage plan to their employees until at least January 1, 2015. Additionally, this decision postpones a requirement under the healthcare reform law that employers report on health coverage they provide to their employees.
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Benefits Consideration Post – DOMA
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All Employers and Employees
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July 21, 2013
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On June 25, 2013, the U.S. Supreme Court ruled a section of the federal Defense of Marriage Act (DOMA) to be unconstitutional. This ruling now recognizes the legal union of same-sex couples in 12 states and the District of Columbia. While the court ruled part of DOMA as unconstitutional, it does not appear that this decision will be forced on states that currently do not recognize same-sex marriage and allows these states to continue to define marriage as the populist wants.
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States of Colorado and Nevada Enact Laws Prohibiting Applicant and Employee Credit Checks
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CO and NV Employers
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July 1, 2013 (Colorado)
October 1, 2013 (Nevada)
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On July 1 and October 1, 2013, Colorado and Nevada will become the ninth and tenth states, respectively, to enact laws restricting the use of credit-related information for hiring or other employment purposes. States that have enacted similar legislation are California, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont and Washington. Listed below are summaries of the new Colorado and Nevada laws.
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Form 5500 Filing – Reminder
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Employers and Retirement Plan Administrators
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File deadline of no later than July 31, 2013 for plan years beginning in January and ending in December
QUESTIONS?
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Many employers offer their employees retirement benefits such as a 401(k) Plan. If you are such an employer, each year your company must file an annual report to the IRS and U.S. Department of Labor (DOL) detailing the plan. Form 5500 is used to file this annual report and as of 2010, the form must be filed electronically.
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State of Utah Enacts Social Media Password Law – Effective May 14, 2013
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Utah Employers
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March 14, 2013
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On May 14, 2013, the Internet Employment Privacy Act (IEPA) becomes law in the state of Utah. This law prohibits employers from requiring employees or job applicants to disclose their password(s) or user name(s) for personal social media accounts. Utah joins the states of California, Delaware, Illinois, Maryland, Michigan, and New Jersey who have enacted similar legislation.
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H1-B Visa Petition Submission Begins April 1, 2013
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All Employers Who Employ or Wish to Employ Foreign Workers
EFFECTIVE
April 1, 2013
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As of April 1, 2013 employers wanting to hire foreign workers through the H-1B visa program can begin filing petitions with U.S. Citizenship and Immigration Services (USCIS). Business use the H-1B program to employ foreign workers in specialty occupations requiring theoretical or technical expertise in specialized fields. Petitions submitted on or after April 1, 2013, will apply for the 2014 federal fiscal year (October 1, 2013- September 30, 2014).
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