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.
Thirty-three states and the District of Columbia have legalized medical marijuana in one form or another, and ten states and the District of Columbia have legalized it for recreational use to varying degrees. As recent successful ballot initiatives have shown, with three new states approving some form of marijuana use in 2018 alone, marijuana is becoming increasingly accepted across the country. Which means it’s becoming increasingly likely that eventually you will have to confront how this panoply of marijuana laws impacts your workplace. And — surprise, surprise — that turns out to be much more complicated than it may at first seem.
As many employers work feverishly through open enrollment for the 2019 plan year, it’s important not to forget about every benefit professional’s other favorite year-end activity — 1094C/1095C reporting! The end of the individual mandate penalty in 2019 does not change an employer’s 1094C/1095C reporting obligations for 2018 when the individual mandate was still in effect. More importantly, the information reported on the 1094C/1095C forms relates primarily to the employer mandate (also known as the Employer Shared Responsibility Penalty or ESRP) which is not going away.
This archive has been updated to reflect changes made by the IRS in the Form 1095C and instructions for 2018.
We receive questions from employers almost daily on how to comply with these complex reporting requirements in various common (and unusual) situations and scenarios. To help with those questions, we have created 25 different ACA reporting tips for employers to use as guides when completing their Forms 1094C/1095C. These tips address some of the most common ACA reporting issues employers face, including helpful hints, tips and samples of completed Forms 1094C/1095C.
Every health and welfare plan (health, dental, vision, short-term disability, long-term disability, AD&D, Health FSA, etc.) subject to ERISA that has 100 or more participants on the first day of the plan year is required to file a Form 5500 with the federal Department of Labor (DOL) seven months after the end of the plan year. There’s a lot of to unpack in that statement, but a hidden issue that often gets overlooked is just how many plans are there.
In a move that caught many employers off guard, on March 5 the IRS announced it was reducing the 2018 health savings account (HSA) contribution limit for individuals with family high deductible health plan (HDHP) coverage from $6,900 to $6,850. This new lower limit impacts both employers and employees.
Almost every employer who offers employee benefits also has a cafeteria plan. Yet cafeteria plans are often one of the most misunderstood types of plans by both employers and employees. This article will discuss some of the operating rules that trip people up.
As you’ve likely read, on December 20, 2017 Congress passed a large tax reform bill which President Trump signed into law on December 22. The law makes numerous large and small changes to the tax code, many (but not all) of which were effective on January 1, 2018. This article will highlight some of the more significant changes that may impact employers’ HR, payroll and benefits practices.
It’s that time of year — unfortunately. Many employers hoped that efforts to dismantle the Affordable Care Act (ACA) earlier this year would mean they would no longer have to worry about 1094C/1095C reporting. But the repeal efforts failed, the ACA remains the law of the land, and now it’s time to start working on the 2017 ACA reports.
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