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The Health Care Mandate Kicks In THIS WEEK!

“On Thursday, the long-anticipated “employer mandate” kicks in, meaning businesses with 50 or more employees need to start offering their workers health insurance plans, if they’re not doing so already.

Well, for the most part. Nothing is ever simple when it comes to health reform, especially in the group market. Employers with between 50 and 100 full-time workers may be able to postpone the mandate if they meet certain criteria.

Also, the “pay or play” mandate won’t begin on Jan. 1, 2016 for mid-size employers with non-calendar year-based plans, said Sarah Friend, consultant at The Partners Group. They won’t be subject to the mandate until the first day of the plan year in 2016.
The employer mandate was originally schedule to go into effect in January 2014, but it was pushed back a year, after business groups raised a hue and cry over the complexity of the requirements.
Now the deadline is looming. Employers with 100 or more workers must start providing health benefits to at least 70 percent of their full-time employees starting Jan. 1 (and 95 percent in 2016) to avoid a “sledgehammer penalty.”
However, they may still be at risk of “tack hammer” penalties if they don’t offer affordable minimum essential coverage to all their full-timers if an employee subsequently gets federally subsidized insurance on the public exchange.
Employers who don’t offer insurance will be …”


Originally poster by Biz Journal. Full article can be found at

Congress Passes the “Small Business Efficiency Act”

“Legislation creating a voluntary certification program for professional employer organizations within the IRS received approval from the US Senate last night, the National Association of Professional Employer Organizations announced. It passed the House two weeks ago.

The legislation, the Small Business Efficiency Act, was part of a tax extenders bill passed by the Senate, according to NAPEO.

“This is truly a historic moment for the PEO industry,” said NAPEO Chairman Brent Tilson, president and CEO of Tilson HR in Greenwood, Ind. “We urge the president to sign the extenders bill and we look forward to working with the administration on the regulations so we can get the necessary framework in place to broaden our reach within the small business community.”

Under the legislation…”


Originally posted by Staffing Industry Analysts. Full article can be found at


Telecommuting and Overtime – What You Need to Know

“In today’s ever-increasing digital world, more employers than ever are turning to telecommuting to help reduce overheard and increase morale of employees. Importantly, however, state and federal laws apply equally to employers and employees, regardless of whether they work on-site or remotely. Among the most common issues and missteps which affect employers with telecommuting employees are wage and hour laws and, more specifically, overtime laws.

All non-exempt employees must be paid for all time worked, regardless of whether the work was performed on-site or remotely. Importantly, this rule typically applies regardless of whether the employer authorized the performance of the work or not. If, for instance, an employee works more than 40 hours per week at home, the employer must…”


Originally published by The National Law Review. Full article can be found at

Maximizing Fun While Minimizing Risk – Your Guide for Holiday Parties

“Reminding employees that rules of conduct apply at company holiday parties helps minimize inappropriate behavior that can leave employers liable for harassment and other misconduct, employer-side attorney Bob Nobile, a partner in Seyfarth Shaw’s New York office, told Bloomberg BNA Nov. 26.

“Unfortunately, during the course of my career I’ve had to handle a number of matters for clients that involved misconduct and other things which have occurred at holiday parties,” Nobile said.

Right after Thanksgiving, Nobile said, he advises clients to send out a reminder to employees that during holiday parties, the established rules, regulations, policies and procedures apply to their conduct.

“Unfortunately, during the course of my career I’ve had to handle a number of matters for clients that involved misconduct and other things which have occurred at holiday parties,” attorney Bob Nobile said.

Employees need to be aware “that the dress code applies, the harassment policy applies and certainly that they are to abide by the policy on use of alcohol and drugs, which means no drug use and no abusing alcohol,” he said. “Hopefully they will give that some thought when they are at the event.”

He added that…”

Originally posted by Bloomberg BNA. Full article can be found at