You did not get into business to spend all your time pouring over constantly changing regulations, sweating over what a court case means for your organization or puzzling through seemingly conflicting laws. Fortunately, we did.
We have in-house experts who take the worry out of compliance, allowing you to focus on your job. With a robust mix of practical and legal experience, our HR solutions team helps our clients recognize risks they may not have known they were facing, while ensuring that problems don’t turn into crises. If you are already in the midst of a crisis, we have a bench of experts who will partner with you to help achieve the best resolution.
We are good at solving problems because we know what is critical, and, what is not. Having the proper perspective is key. Whether it is safety, health management, benefit plans, liability exposures or employment laws, we have knowledge and experience that is second to none.
Not only do we help you solve your problems, we also make sure we share our knowledge and resources with you so you have the tools and information necessary to move forward with confidence.
Every health and welfare plan (health, dental, vision, short-term disability, long-term disability, AD&D, Health FSA, etc.) subject to ERISA that has 100 or more participants on the first day of the plan year is required to file a Form 5500 with the federal Department of Labor (DOL) seven months after the end of the plan year. There’s a lot of to unpack in that statement, but a hidden issue that often gets overlooked is just how many plans are there.
If you are a Minnesota employer, here's a quick recap to this point: OSHA passed a new rule; said it didn't apply to you; then said it did apply to you; then said it had no way to enforce it. Last week, Minnesota finally got around to adopting the federal rule effective immediately, but with a twist. Read on to find out what this means for Minnesota employers.
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