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.
One of our employees reported being a victim of this crime, which is rising in popularity across the country, especially in California and Texas. Thieves punch out the driver’s door lock and steal the removable third row of seats in large SUVs to sell them on Craigslist, at swap meets and at salvage yards for as much as $1,000. Since these seats can cost $2,000 – $4,000 at a dealership, there is no shortage of buyers.
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:
The San Francisco Commuter Benefits Ordinance 199-08, Section 421 of the San Francisco Environment Code, requires businesses located in San Francisco with 20 or more employees (regardless of location) to annually provide information to the Department of the Environment regarding compliance with the Commuter Benefits Ordinance.
Understanding COBRA and administering it properly is both good business in terms of HR policies, and in terms of avoiding costly conflicts with government agencies. With Health Care Reform and mandated changes, any change in health care benefits may have COBRA implications.
It’s time to start thinking about Heat Illness Prevention and the CA Department of Industrial Relations requires 4 parts to a compliant Prevention Plan. To help carry out your 4-part prevention plan, check out the links below to free prevention seminars, prevention videos and Heat Illness Fact Sheets for employees and supervisors in English and Spanish.
The fact sheets have illustrated descriptions of the symptoms of heat illness, so employees and supervisors can quickly recognize them and give help.
Now you can find all of our Health Care Reform Educational Resources in one place! We’ve been publishing Health Care Reform educational resources like crazy to help educate our clients and the business community on impending Health Insurance decisions, and now, it’s all easier to find.
Check out the resource center for:
Information provided on the Andreini Blog is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional directly for appropriate advice.
All material copyright Andreini & Company 2011, and cannot reproduced in any form without written consent from Andreini & Company.
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