This outline is intended to provide employers with a roadmap to assist with decision making regarding employee health benefits. The Patient Protection and Affordable Care Act (a/k/a Obamacare) appears, as a result of the Presidential election on November 6, 2012, to be a permanent part of U.S. health care.
On September 17, 2012, the Department of Health and Human Services (HHS) announced that the Massachusetts Eye and Ear Infirmary and Massachusetts Eye and Ear Associates, Inc. (MEEI) agreed to pay an amount of $1.5 million to settle potential violations of the Health Insurance Portability and Accountability Act of 1996, as amended (HIPAA).
Generally speaking, Pennsylvania employers are required to pay employees according to the minimum wage and overtime standards under state and federal law.
Conducting investigations in the workplace may now be more difficult for employers thanks to a recent decision by the National Labor Relations Board (“Board”).
On June 28, 2012, the Supreme Court announced its long-awaited decision to uphold the constitutionality of the Patient Protection and Affordable Care Act (“Affordable Care Act”).
Pennsylvania hospitals and medical care providers now have options for computing overtime.
The Patient Protection and Affordable Care Act (PPACA) was signed into law March 23, 2010 and the related Health Care and Education Reconciliation Act of 2010 (HCERA), which modified certain provisions of the PPACA was signed into law March 30, 2010 (together known as the “Affordable Care Act” (ACA)).
Lawyers Associated Worldwide (“LAW”) held the Americas Regional Meeting in San Francisco on March 29-31, 2012.
On April 5, President Obama signed into law the Jumpstart Our Business Startups Act (JOBS Act).
In a story that has made recent headline news, approximately fourteen employees of the Elizabeth R. Wellborn Law Firm in Deerfield Beach Florida were fired on Friday, March 16 for wearing orange shirts.
Agreements compelling employees to submit employment-related claims to arbitration have become a standard part of many employment contracts.
We've kept you updated about the status of the National Labor Relations Board ("NLRB") Posting rule that was finalized in late 2011.
The tough economic climate and the decline of taxable real estate has encouraged local government officials to review the tax-exempt status of area nonprofit organizations.
In addition to the participant disclosure requirements described in Part I the Department of Labor (“DOL”) has issued regulations relating to service provider contracts with retirement plans. Under the service provider rules, covered service providers must make certain disclosures to the plan fiduciary (the employer).
401(k) plans have become the most popular type of retirement plan. Participant direction of investment is a common feature of 401(k) plans. To insure that participants are provided with the information they need in order to make informed investment decisions, the Department of Labor (“DOL”) has issued participant disclosure regulations effective for plan years beginning in 2012.