In The News
On August 20, 2018, the Department of Labor (DOL) posted the Association Health Plans ERISA Compliance Assistance fact sheet.
Data shows that when it comes to influencing people’s interactions in the workplace, generally information doesn’t change behavior.
Learning about best practices benefits everyone, whether you are the interviewer or the interviewee. Especially at busy times, it can be easy to forget that an interview isn’t simply to learn about potential coworkers.
If you haven’t heard by now, sitting for long periods of time increases the chance that you’ll die early, regardless of your race, gender, age, body mass index (BMI), or even if you exercise. The longer you sit, the higher your risk of dying sooner rather than later.
As the gig economy increases its influence, offices become more decentralized. Sometimes, whether to save money or finesse consistency, companies turn to artificial intelligence, or AI, for assistance.
Current best-in-class companies know that the rising talent pool is composed of millennials, people of color, and women, and so they are already working in concrete ways to leverage this shifting workforce.
Short-term, limited-duration insurance is a type of health insurance coverage designed to fill temporary gaps in coverage when an individual is transitioning from one plan or coverage to another plan or coverage.
An article on CNN’swebsite titled, “How to resist technology addiction” equates digital products like social media websites, video games, and mobile apps to more traditional addictions like food, alcohol, and smoking.
Design thinking is a process for creative problem solving, utilizing creative tools like empathy and experimentation, often with a strong visual component.
More and more frequently, experts urge offices to focus not on performance but on growth.
One in five adults has a mental health disorder, and one in 10 has a substance abuse problem. In addition, major depression and its associated conditions cost the U.S. over $210 billion every year.
In a recent column in Human Resource Executive, Carol Harnett reminds us that humans are notoriously poor at evaluating risk. We don’t always focus on the major problem, or weigh compromising factors correctly.
What people want in their benefits package is changing. Retirement and health care still rank high but soft perks and voluntary benefits factor into satisfaction more than any other benefits, so says “Employees Increasingly Excited About Soft Perks and Company-Culture Benefits,” in Employee Benefit News.
On May 10, the IRS announced 2019 Health Savings Account contribution limit increases within their release of Revenue Procedure 2018-30.
|Individual contribution limit||$3,450||$3,500|
|Family contribution limit||$6,900*||$7,000|
In 2019, the HSA contribution limit for an individual will increase by $50 to $3,500 and for a family by $100 to $7,000. As a reminder, the 2018 family contribution limit recently increased to $6,900 with the update released by the IRS* on April 26, 2018.
In addition, the 2019 High Deductible Health Plan deductible amounts and out-of-pocket expense limits were also announced. To be eligible to contribute to an HSA in 2019, one must be enrolled in a high deductible health plan that meets the following requirements:
|Minimum annual deductible||$1,350||$1,350|
|Maximum annual out-of-pocket||$6,6500||$6,7500|
|Minimum annual deductible||$2,700||$2,700|
|Maximum annual out-of-pocket||$13,300||$13,500|
Visit our Cafeteria Plan limits/threshold page HERE for more information.
In January 2018, the EEOC asked the court to reconsider the portion of the court’s order that required the EEOC to issue new proposed rules by August 31, 2018.
Under the ACA, applicable large employers are required to offer health benefits to their full-time employees and report on the health coverage they offer.
The Tax Cuts and Jobs Act includes a new federal tax credit for employers that provide paid family and medical leave to their employees.
The Tax Cuts and Jobs Act eliminates the business deduction for qualified mass transit and parking benefits starting in 2018.
The Best and Brightest Companies to Work For in the Nation® identifies and honors organizations that display a commitment to excellence in operations and employee enrichment that lead to increased productivity and financial performance. This competition scores potential winners based on regional data of company performance and a set standard across the nation. This national program celebrates those companies that are making business better, creating richer lives and building a stronger community as a whole. There are numerous regional celebrations throughout the country.
The Best and Brightest Companies to Work For® award has been recognizing companies for seven years. The 2017 winning companies were assessed by an independent research firm, which reviewed a number of key measures relative to other nationally recognized winners. They include Compensation, Benefits and Employee Solutions; Employee Enrichment, Engagement and Retention; Employee Education and Development; Recruitment, Selection and Orientation; Employee Achievement and Recognition; Communication and Shared Vision; Diversity and Inclusion; Work-Life Balance; Community Initiatives; Strategic Company Performance and the Best of the Best Small Business.
Of the 2,000 applicants, 437 were recognized as 2017 Best and Brightest Companies to Work For® in the Nation. HRPro is proud to be selected for this award for the second year in a row.
“We are proud to be selected for this award and honored to be included with other great national businesses” says Kristopher Powell, CEO and President of HRPro. “We are even more proud that we have achieved this honor for the second year in a row. This award validates what we already knew, that not only is our organization one of the best and brightest to work for, we also have a staff of some of the best and brightest in the nation and are excited to share this award with them”.
To see the complete 2017 List of the Best and Brightest Companies to Work For®, visit 101bestandbrightest.com.
Interim Final Rules were released and became effective on October 6, 2017, allowing a greater number of employers to opt out of providing contraception to employees at no cost through their employer-sponsored health plan.