Here is an article I found that talks about the impact on employers. http:// employmentlawpost . com/hrnews/2009/11/03/house-reveals-health-care-reform-legislation/?HLR Some key things here: 1. Penalties for employers that don't offer insurance. 2. Changes to HSA (and other similar plans) in terms

I found this IRS information when researching another question. From IRS Notice 2009-27"Involuntary termination is the involuntary termination of employment, not theinvoluntary termination of health coverage. Thus, qualifying events other than aninvoluntary termination, such as divorce

, or after a pandemic, are there restrictions on the type of information that can be shared? . . . nder... information (e.g., information about the nature of an employee’s illness) confidential (i.e., maintained on a separate form and in a separate medical file). Business information regarding the status

of a HIPAA or ADA violation

You should have it somewhere in your company policy. However, it is a common knowledge or reasonable man issue. Everyone should know that if you use internet and/or email at work you have no any privacy rights. The employer has the right to monitor your activities on their computer. And the right

I have had managers who did this kind of search on google and found information on a candidate that was posted on MySpace. I think you have to be very careful about using that information. It may be very old and posted when the individual was in school, or it could have been posted by someone else

From IRS Notice 2009-27"Involuntary termination is the involuntary termination of employment, not theinvoluntary termination of health coverage. Thus, qualifying events other than aninvoluntary termination, such as divorce or a dependent child ceasing to be a dependentchild under the generally

We are looking at offering an HRA for our medical renewal effective January 1st. If we offer this plan, the overall increase to the health care plan is only 1.6%; however, the administrative fees for the HRA plan is extremely high as they charge a monthly "employee usage" fee and annual

Then they aren't violating your absence notification policy. You'll have to call them to find out whether or not their absence is FMLA qualified. At that time, you should simply request that they also call HR after calling their supervisor or, if you trust your supervisor to relay information

share information with CA in a timely manner. They hired a receptionist full time about 3 months ago... the receptionist our benefit information as “she had passed her 90 day probationary period.” We haven’t had