As we approach 2014 concerns about implementing the Affordable Care Act and the possible fines, penalties and lawsuits that employers could face are causing considerable anxiety.
The ACA affects more than just Health Insurance. As an employer you could be faced with lawsuits from employees and direct actions by the Federal or State government.










One of the best ways to control your Workers’ Compensation claim costs is to develop and manage an effective Return to Work Program. There are many benefits to implementing a Return to Work Program with relatively minimal effort.
On May 8, 2013, the Department of Labor (DOL) issued temporary guidance through Technical Release No. 2013-2 addressing the Exchange notice requirements under the Health Care Reform laws (HCR). Pursuant to these requirements, employers are required to provide written notice to employees of the availability of the coverage through the Exchanges – which are referred to as “Health Insurance Marketplaces” (Marketplace) in the temporary guidance.
In late March, the Agencies (the usual Health Care Reform cast of characters – IRS, DOL, HHS), released proposed regulations and guidance regarding the 90 Day Waiting Period. For plan years beginning in 2014, new employees cannot be made to wait more than 90 days to be eligible to participate in an employer sponsored health plan.
Respiratory Protection Safety is a core safety requirement of both OSHA and Cal OSHA. According to the requirements, there are two situations in where respirators are used by employees:
This is a friendly reminder to San Francisco employers that three disclosures required by city ordinances are coming due on April 30:
Click to Watch

