Learn about the change to hardship distributions employers may consider adopting. New legislation did not change what might constitute an individual hardship, but it does make hardship withdrawals easier to obtain for participants.
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OSHA recently released a memo clarifying how to apply standards when conducting compliance investigations. The federal regulations are still in place and remain unchanged, but the memo raises some concerns about post-accident drug testing.
About three million workers service equipment and face the risk of injury if lockout/tagout is not properly implemented. According to OSHA, compliance with the LOTO standard prevents an estimated 120 fatalities and 50,000 injuries each year.
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The end of the individual mandate penalty in 2019 does not change an employer’s 1094C/1095C reporting obligations. The information reported on the 1094C/1095C forms relates primarily to the employer mandate, which is not going away.
For decades, rising healthcare costs have been a consistent topic of conversation, particularly for employers concerned with enhancing worker productivity, reducing medical costs and meeting occupational health and safety needs. One solution which has arisen with increasing frequency is the establishment of employer-sponsored clinics (or “onsite/near-site” clinics). With this solution, however, comes many considerations and challenges for employers.
This month's Threat Intelligence Report is about a large hotel chain that reports an “unauthorized access” to its customer database since 2014, exposing data of 500 million guests; a vulnerability in a postal service site that left 60 million customers exposed for more than a year; a third-party vendor breach that exposes data of millions of healthcare patients; a new report that profiles notorious MageCart cyber criminals; court documents that reveal first-ever indictment on ransomware charges; and a bundled pack that makes SamSam and other ransomware easier for hackers to obtain and deploy.
While decorations and parties can potentially have a positive effect on employee morale, they are often tempered by the competing interests of promoting diversity and inclusion within the workplace and the attendant risk of a religious discrimination claim. So how does an employer navigate its way down Candy Cane Lane without running afoul of state and federal civil rights laws?
Employers must have an Employment Eligibility Verification (Form I-9) for every person on their payroll who is required to complete it. The next steps are to determine how long to keep your I-9 Forms, how to store them, and what to do if the government asks to inspect your forms. Not only is compliance essential for a government inspection, but also ensuring that any corresponding documentation with personal information stays out of the wrong hands — since the forms collect personal information about your employees.
During the November 2018 elections, several states approved the usage of medical marijuana. Numerous other states allow access to products with cannabidiol (CBD), which is derived from the cannabis plant, but with low to no THC content (the psychoactive component). As medical practitioners start prescribing it more often for a variety of maladies, cannabis (or some form of it) will become present in the workplace. The next question employers will ask: Can we cover it under our health plans?
Why do we fail to set safety goals? There is likely a long list with time and resources being at the top. Or maybe goals were set in the past and they were never met. Even with a mountain of data, goal setting is hard work. The right goals balance objectives, strategy and performance. When it comes to setting safety goals, we have identified five things you should consider to establish goals that motivate and spark renewed efforts toward safety.
Year-end is here and you’re probably thinking about what you want to do with your money. You might be considering charitable contributions, investments in tax-deferred accounts and other options. Here are some tips to consider as you weigh potential tax moves between now and the end of the year.
On-site clinics are a growing trend, but employers should consider the legal implications and practical considerations of sponsoring on-site clinics. This eBook discusses the risks, compliance and administrative obligations, as well as, the best practices for implementing a clinic designed to help reduce health plan costs and boost employee productivity.
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Once upon a time, the price of a business insurance policy was determined, in large part, by an underwriter’s assessment of an organization’s risk. The underwriter would weigh the perceived risk the insurance carrier was taking on and determine premiums for taking on that risk. But as more and more data becomes digitized, data is playing a more central role in insurance carriers’ determinations — not only in pricing a risk, but whether to even take on the risk in the first place. Enter predictive modeling.
OSHA recently released a memo clarifying how to apply standards when conducting compliance investigations. The federal regulations are still in place and remain unchanged, but the memo raises some concerns about post-accident drug testing. If you’re going to conduct post-accident drug testing, you should still have some reason to believe that drug or alcohol use could have increased the likelihood of the incident occurring. Also, if you’re going to offer safety incentives for clean safety records, consider accompanying them with other incentive programs that more clearly reward actual safe practices or behaviors.
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