The Affordable Care Act (ACA) requires most individuals to obtain acceptable health insurance coverage for themselves and their family members or pay a penalty. This rule, which took effect in 2014, is often referred to as the individual mandate. The penalty amount that an individual will have to pay is capped at the annual national average bronze plan premium.
As more and more veterans enter the civilian workforce, employers must stay ahead of an ever-growing body of laws and regulations affecting veteran employees and their employers. Two such laws are:
Every employer must have an I-9 Employment Eligibility Verification Form completed for every employee who they employ in the US. This requirement only applies to workers hired since November 7, 1986. This form applies to all persons who work in the US, regardless as to the country from which they are paid (i.e. a German citizen working in the US, but paid in Germany, requires an I-9). The I-9s are completed but are kept with the employer until an appropriate US government agent requests to see them.
At our offices we often look at each other in amazement when we see some of the job applications and resumes forwarded to us so we can conduct background checks. We see outright lies about previous employment and education. We see people who admit to a criminal record, but only give partial details.
The Consumer Price Index (CPI) is a program conducted by the US Department of Labor/Bureau of Labor Statistics that produces monthly data on changes in the prices paid by urban consumers for a representative basket of goods and services. The important value to note here is the “change” in the cost of those goods and services over the past 12 months.
In my experience, pointing to your at-will status as your reason for letting someone go is rarely the best option. It leaves the ex-employee confused and searching for answers. So, while you may have let your employee go for a legitimate (and legal) reason, by not stating this during the termination you create a situation where their imagination is free to wander. The reasons she comes up with on her own may be much worse and result in the kind of legal headaches you are hoping to avoid. Perhaps she believes that the reason you fired her is because she was your only employee over 40 yea
HR departments and employers can prepare for the onrush of applications and communication from college graduates by following these tips:
With all of the hullabaloo of the Affordable Care Act (ACA), it can be easy to forget about HIPAA and COBRA. With recent changes, more enforcement and larger penalties, letting ACA eclipse HIPAA and COBRA can be a costly mistake to make. After years of experience, people often forget how important it is to remain in compliance with HIPAA and COBRA and that the same simple steps may also make ACA compliance easier and more efficient.
The Internal Revenue Service has issued final regulations on the tax credit available to certain small employers that offer health insurance coverage to their employees under the Affordable Care Act.
Many companies are overlooking the opportunity to hire veterans and National Guard members to bring in high quality employees whose skills are and training make them high potential assets ready to fill the skill shortage that is holding back company growth.