Reform, compliance and regulation are impacting businesses like never before. Employers need guidance and support to identify and manage the risks their businesses face. Our Compliance and Workplace Solutions team is there to support you as a complement to your in-house or retained counsel by providing practical guidance when difficult decisions need to be made.
We help you stay on top of all the trends and innovations in benefits, business insurance and human resources. This can include: compliance with new and changing regulations, fiduciary responsibility as a retirement plan sponsor, employment practices liability claims avoidance, affirmative action and contract compliance, as well as many other areas.
You will sleep better at night knowing our team of experts understand the employment laws and regulations impacting your business. 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, prepared for any challenges you might face. Services provided include:
We have added a Q&A to the end of the list about handling the employee portion of benefits that are continued as active through a furlough. As employers begin to lay off or place employees on furlough, they should consider the many issues that such actions can create. This Q&A includes answers to the most urgent questions we are receiving from employers. The information in this article is likely to change on a regular basis as the COVID-19 crisis continues to evolve, laws and regulations change, and we receive additional information from carriers and third-party administrators (TPAs). Please check back regularly for updates to our answers or guidance.
The Families First Coronavirus Response Act (FFCRA) includes provisions for Emergency Paid Sick Leave (EPSL), Emergency Family and Medical Leave Act (EFMLA) expansion, and employer tax credits to offset paying for the above benefits. Because the EPSL and EFMLA are separate and distinct benefits, it’s important to track and analyze each leave allotment separately. Preliminary guidance was issued by the DOL and IRS on March 20, and since then the DOL has issued further guidance addressing several important issues, such as that the law’s correct effective date is now April 1 (not April 2 as many people previously assumed), how to determine the number of employees, and how to calculate the amount you must pay an employee taking EPSL or EFMLA. We will continue to make updates as new information becomes available. Click the link to review our updated article with the most current information.
Religious accommodations are becoming more common in the workplace as businesses become more diverse. Where possible, employers are effectively navigating their employees’ requests and still maintaining productive workplaces. But this often requires a bit of creativity and thinking outside the box.
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