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,
Check out the September tips for retirement fund savings, Pokemon Go advice for parents, the advantages of green tea and summer squash Italian style!
In June 2016, the Equal Employment Opportunity Commission (EEOC) increased the maximum penalty for violation of notice posting requirements, from $210 to $525. The increase applies to penalties issued after July 5, 2016.
The final rule’s guidance applies to posting required by Title VII of the Civil Rights Act of 1964 (Title VII),
On July 1, the Department of Labor issued an interim final rule that increases the civil penalty amounts that may be imposed under various federal laws, including the ERISA. The interim final rule increases the civil penalty associated with:
- Failing to file an annual Form 5500 (as applicable) – Up to $2,063 per day
- Failing to provide the annual notice regarding premium assistance under the Children’s Health Insurance Program (CHIP) –
Find out how the FDA is moving to regulate e-cigarettes, food labels are getting a makeover, plus much more!