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Department of Labor Overtime Laws Are in Flux – And It May Get Much Worse!

By Best Practices, Employment Law, Employment News, Policies and Procedures

Recently, a former Department of Labor (DOL) Wage and Hour Division (WHD) Administrator expressed concern for the new overtime rule that is working its way through the system. As we previously reported, in 2017 the Obama-era overtime rules were struck down by a court as invalid, leaving the Trump administration to make a determination about updating the rule. Former WHD Administrator Tammy McCutchen recently noted that the DOL’s planned timeline for finalizing the rule is…

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If You Don’t Provide Group Insurance to All Workers, Read This!

By Affordable Care Act, Benefits & Insurance

Have you reminded your self-insured employees to sign up for a 2019 Marketplace plan, yet? This year, the enrollment period is shorter than in previous years—it runs through Saturday, December 15, 2018. (Workers in hurricane-affected areas may have until December 31, 2018.) After that, workers cannot get 2019 coverage unless they qualify for a Special Enrollment Period. On the plus side for the uninsured, the individual mandate, which requires those not enrolled in an approved plan…

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Family Medical Leave Act Forms Extended through 2021 – Are They Ready to Use?

By FMLA, Pregnancy Leave, Recordkeeping, Sick Leave

The U.S. Department of Labor (DOL) has announced that its Family and Medical Leave Act (FMLA) certification forms and notices are valid for three more years, until Aug. 31, 2021. (The DOL must submit its FMLA forms to the Office of Management and Budget for approval every three years to ensure the FMLA certification and notice process isn’t too bureaucratic.) In late August 2018, seven forms were certified. The DOL didn’t make any substantive changes to the forms,…

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Employer Planning Strategies for the 2018 Healthcare Laws

By Affordable Care Act, Benefits & Insurance, Employee Retention

With the ACA very much alive as we head towards the start of 2018, many employers may be adjusting their health insurance strategies. Applicable large employers—those with 50 or more FTEs—full time equivalent employees; a blended combination of full-time (30 hours per week) and part-time personnel—must provide “affordable” health insurance or face stiff penalties that are increasing again in 2018. For employers of fewer than 50 FTEs—small and midsized businesses (SMBs)—the mandate does not apply….

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