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Legal Alert: DOL Proposes Changes to Annual Reporting for ERISA Plans

The Department of Labor proposed revisions to Form 5500 (Annual Return/Report for Employee Benefit Plan), the related schedules, and the rules that govern the forms. In general, these changes would first apply for the 2019 plan year, although certain changes may be implemented earlier. These revisions were published on July 21, 2016, and comments are being accepted for 75 days, through October 4.

Reminder: PCORI Fees Due by August 1, 2016

Employers that sponsor self-insured group health plans, including health reimbursement arrangements (HRAs) should keep in mind the upcoming August 1, 2016 deadline for paying fees that fund the Patient-Centered Outcomes Research Institute (PCORI).  As background, PCORI was established as part of health care reform to conduct research to evaluate the effectiveness of medical treatments, procedures and strategies that treat, manage, diagnose or prevent illness or injury.  PCORI fees were first due in July 2013 for plan years that ended on or after October 1, 2

U. S. Department of Labor - Final Overtime Rules

The U. S. Department of Labor (DOL) today released the new rules raising the nation’s exempt salary threshold from $455 per week/$23,660 to $913 per week/$47,476 annually. This is the first time since 2004 that the white collar overtime regulations have been updated.

Update on White-Collar Exemption Status Standards

Since March of 2014 I have been reporting on the proposed update to the white collar exemption when President Obama signed a memorandum instructing the Department of Labor to update regulations about who qualifies for overtime pay. As of today, final rules are in review by the White House’s Office of Information and Regulatory Affairs. This is the last step in the process prior to new regulations be issued.

Executive Director Perry Braun Reflects on CFO Concerns in EBN

"That doesn’t mean it will always be an easy conversation or find a receptive ear, warns Perry Braun, Executive Director of the Benefit Advisors Network (BAN). Data points provided by absenteeism, FMLA claims or similar metrics can be useful in anchoring the conversation, he says, but the biggest challenge is getting executives to buy into a future payoff."

Zenefits CEO Parker Conrad Resigns

Good afternoon, either you caught this announcement last night, or are just seeing it. When we reflect on what has been happening recently with Zenefits, certainly this inattention to the licensing aspect of their business is a huge issue and concerning. In our opinion, part of the reason for this, is their fast growth. It is not an excuse, just an observation and reinforces the market demand for technology. Zenefits got sloppy.

Benefit Advisors Network Highlighted In IHC; New Members

The Institute for HealthCare Consumerism (IHC) announces the addition of four new members to the Benefit Advisors Network (BAN), including Olympic Crest Insurance, Broad Reach Benefits, IFS Benefits, LLC and McNeary, Inc.

What's Wrong with Your Wellness Programming?

Wellness & Population Health Management
What's Wrong with Your Wellness Programming?

Traditional wellness programs have not convincingly demonstrated effectiveness, and there is a growing recognition that workplace well-being requires a multi-dimensional approach organizational commitment to provide programs with a real potential to influence well-being. There is an increasing body of evidence suggesting that making well-being a part of the everyday work of an organization can provide benefits. Using information to craft and evaluate programs for promoting health is a fundamental part of the strategy.

What Does the Hobby Lobby Decision Really Mean for my Company?

Human Resources Management Department Blog
What Does the Hobby Lobby Decision Really Mean for my Company?

Now that the flurry of legal alerts and employment advisors updates summarizing the Supreme Court ruling in the much awaited Hobby Lobby decision have stopped overloading your Inbox, you can take a breath and ask “So, what does all this mean to me as an employer?” You may find that like most employers, this ruling may have no current impact on how you are administering your health and welfare plans.

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