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Nevada: Interpreting “Health Benefits” for Minimum Wage Requirements

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All Employers with NV Employees

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May 31, 2018

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Nevada employers are permitted to pay the state’s lower-tier minimum wage rate if they offer health benefits. In MDC Restaurants, LLC v. The Eighth Judicial Dist. Court, the Nevada Supreme Court recently clarified what constitutes “health benefits.” Because the difference between the upper-tier and lower-tier minimum wage rates is $1.00, the court used “common sense” in stating that health benefits must be “at least equivalent to the one dollar per hour in wages that the employee would otherwise receive” and cost the employer at least an additional dollar in wages.

Supreme Court Rules Businesses Can Opt Out of Providing Contraceptives for Religious Reasons

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. […]

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

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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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