Every business wants to grow, but with expansion comes growing pains, many of which are related to a corresponding increase in regulatory burden.
For those looking to legislate paid family leave into practice, the main question now appears to be whether such regulations should be pursued at the state of federal level.
A federal judge ruled that portions of the Department of Labor’s 2018 final rule on association health plans were invalid and constituted an “end-run” around the ACA that exceeded the DOL’s authority under the ERIS.
In March, the U.S. Department of Labor proposed a new rule that would update the minimum salary threshold that largely determines whether or not an employee is exempt from overtime pay under federal law.
It appears that federal regulators are seeking ways to help keep grandfathered health plans in business, even though some benefit advisors believe it’s past time that they retired.
The Morehouse v. Steak N Shake, Inc. should prove instructive for plan administrators, who would be wise to review exactly what notices are required by COBRA.
On March 7, 2019, the U.S. Department of Labor announced a proposed rule that would extend overtime pay eligibility to over one million American workers.
The government has released a proposed rule to expand the use of HRAs so that they could be used to pay for medical coverage.
The Internal Revenue Service recently announced that the planned changes to Form W-4 for 2019 will be rolled back until 2020.
There are three issues that could potentially implore companies to amend their employee handbooks this year.