Know about discriminatory practices to avoid. Federal employment discrimination law does not prohibit employers from requesting or obtaining criminal history information about applicants and employees. However, an employer’s use of such information could result in a claim of discrimination.
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For many employers, performance evaluations have become obsolete and for others they still exist, but only as a small part of a much grander process. Unfortunately, the annual performance evaluation by itself seldom provides any benefit, is often dreaded by managers and employees alike, and can be incredibly time consuming.
HIPAA rules require group health plans to provide special enrollment opportunities to certain employees, dependents, and COBRA qualified beneficiaries. Being aware of special enrollment situations is important, along with making sure special enrollment rights are communicated.
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Malware ramps up, hacktivist sentenced, mortgage docs exposed, router hijacking and more.
Unfortunately, life doesn’t come with guarantees, and there is always the possibility of a premature death or a permanent disability, either from accidental or natural causes. That calls for contingency planning to make sure that you or your family receive a realistic value for the equity stake you have in your business in the event of the unexpected.
Introducing our 2019 MarketPulse trend report, where we discuss what our clients and other employers are doing to manage risks, promote employee productivity and morale, reduce costs and improve their organizations as a whole. In this issue, we explore retirement plans featuring target date funds as well as specialty drugs, cyber risk, predictive modeling, workplace well-being, advanced data analytics, the cost of large and often ongoing medical claims, and various emerging trends. In addition to a discussion of each trend, you will find supporting materials at AssociatedBRC.com/MarketPulse.
Download the PDF: MarketPulse 2019
Health Insurance Portability and Accountability Act (HIPAA) rules require group health plans to provide special enrollment opportunities to certain employees, dependents, and Consolidated Omnibus Budget Reconciliation Act (COBRA) qualified beneficiaries. Being aware of special enrollment situations is important, along with making sure special enrollment rights are communicated.
Regardless of the industry or the current state of the economy, conducting a criminal background screen on employment candidates has become standard practice for many employers. It is not so much the practice that presents the issue as it is the potential result. To that point, the critical question becomes, what does an employer do if the background check reveals a criminal record?
According to the Federal Reserve, 44 million Americans owe a staggering $1.56 trillion in student loans, and the average incoming college-educated worker has over $37,000 in student debt (a $20,000 increase from just 10 years ago). As a result, the average college grad will take over 21 years to pay off their student loan debt making minimum payments. Many of the negative effects of overwhelming student debt include delaying the decision to buy a house or start a family, save for retirement, or just cause a tremendous amount of financial stress.
Many employers with more than 10 employees are required to keep a record of serious work-related injuries and illnesses throughout the year. This “record” is known to most of us as the Occupational Safety and Health Administration’s (OSHA’s) 300 or OSHA Log. February 1 marks the deadline for employers to tabulate their OSHA 300 Logs and post your OSHA 300A Summaries. March 2 marks the deadline for submitting Form 300A summary data to OSHA electronically via OSHA’s Injury Tracking Application (ITA).
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