May is Food Allergy Action Month – Find out about food allergy symptoms and the foods most likely to cause them, plus a delicious healthy recipe and more!
Group health plan sponsors that provide prescription drug coverage to individuals eligible for Medicare Part D must disclose to the Centers for Medicare & Medicaid Services (CMS) whether that coverage is “creditable” or “noncreditable.”
The disclosure obligation applies to all plan sponsors that provide prescription drug coverage, even those that do not offer prescription drug coverage to retirees!
The Affordable Care Act created reporting requirements under IRS Code Sections 6055 and 6056 that require certain employers to provide information to the IRS about their health plan coverage. These rules are still applicable under President Donald Trump and the deadline is coming soon. This Legal & Compliance Brief has all the information you need to know including who needs to file,
Following the changes made by the new tax reform law, the Tax Cuts and Jobs Act, enacted on Dec. 22, 2017, the IRS has released new tax tables. Employers should start using the new tables to determine employee withholding taxes beginning on Feb. 15, 2018. Clink on the link below to view the new tables.
Choosing the Emergency Room for common illnesses that could be treated just as well at Urgent Care could be costing you and your employees! Check out our infographic showing the differences in cost for some non-emergency conditions.
On May 5, 2017, the IRS released Revenue Procedure 2017-37 to announce the inflation-adjusted limits for health savings accounts (HSAs) and high deductible health plans (HDHPs) for 2018.
The HSA contribution limits will increase effective January 1, 2018, while the HDHP limits will increase effective for plan years beginning on or after Jan.
Whether your group has 5 employees or 5000, our comprehensive chart will help your company stay in compliance with Federal Employment laws including the FLSA, OSHA, FMLA, COBRA and more…
The U.S. Department of Labor’s (DOL) overtime rule is unlikely to come to fruition. The rule – which was scheduled to take effect Dec. 1, 2016 – was delayed by federal court injunction on Nov. 22, 2016. In December, the DOL filed for an expedited appeal of the court injunction.
However, on Jan.
A health flexible spending account (FSA) is an employer-sponsored account that employees can use to pay for or reimburse their qualifying medical expenses on a tax-free basis, up to the amount contributed for the plan year. Health FSAs are subject to a “use-or-lose” rule that generally requires any unused funds at the end of the plan year (plus any applicable grace period) to be forfeited.
On May 18, 2016, the Department of Labor (DOL) released a new rule regarding overtime pay requirements. Currently, employees who meet certain criteria are eligible for overtime pay if they make less than $23,660 per year – under the new rule, this amount would increase to $47,476 per year.
Given the significant impact the new rule could have on employee satisfaction,