Sheba Vine, JD, CPCO, talks about Qualifying Events that Trigger COBRA Benefits. COBRA is a federal law and is short for the Consolidated Omnibus Budget Reconciliation Act of 1985. COBRA applies to employers with 20 or more employees that offer group health plans. COBRA provides the right to continue coverage in an employer
Healthcare providers have enough documentation to keep track of when it comes to patients and their medical records. But retaining employment related documents is equally important. There are various laws that govern recordkeeping. To complicate matters retention periods are not uniform and vary depending on the type of document. Use the following table to
First Healthcare Compliance hosted an informative webinar, “Best Practices for Employee Handbooks” with Allyson Britton DiRocco, Esq. of Morris James, LLP. To get helpful tips regarding the content of Employee Handbooks, click here to view the webinar. For employers and employees, Allyson provides the latest update to the Fair Labor Standards Act Overtime Exemption Rule
The growing trend in marijuana laws have presented a unique challenge for employers— the conflict between federal and state laws leave most employers in a daze. Given that some states place restrictions on marijuana drug testing, employers need a clear understanding to avoid the legal ramifications that can be caused by outdated drug testing policies.
The Family and Medical Leave Act (FMLA) provides employees with unpaid, job-protected leave for specified family and medical reasons. View our infographic to gain a better understanding of this law. https://www.dol.gov/whd/regs/compliance/whdfs28.htm https://www.dol.gov/whd/fmla/survey/FMLA_Survey_factsheet.pdf https://www.dol.gov/asp/evaluation/fmla/FMLA-2012-Executive-Summary.pdf http://www.hrmorning.com/wait-there-are-how-many-people-on-fmla-leave/
The Fair Labor Standards Act (FLSA), is the federal wage law that requires, among other things, employers to pay federal minimum wage and overtime compensation for workers that do not meet an exemption. On May 18, 2016, the Department of Labor (DOL) issued a Final Rule updating the overtime provisions of the FLSA that raised
On May 13, 2016, the Department of Health and Human Services issued the final rule implementing Section 1557, which prohibits discrimination on the basis of race, color, national origin, sex, age, or disability in certain health programs or activities. The final rule went into effect on July 18, 2016. To help you better understand how you can
On May 18, 2016, the Department of Labor (DOL) issued a Final Rule updating the FLSA’s overtime provisions to double the salary threshold from $23,660 to $47,476. This means that employers will need to be prepared before the rule goes into effect December 1, 2016. We've compiled an infographic to highlight the important changes.
The Fair Labor Standards Act (FLSA), is the federal wage law that requires, among other things, employers to pay federal minimum wage and overtime compensation for workers that do not meet an exemption. On May 18, 2016, the Department of Labor (DOL) issued a Final Rule updating the FLSA’s overtime provisions to double the salary
On May 17, 2016, the Equal Employment Opportunity Commission (EEOC) issued final rules that describe how the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) apply to employer wellness programs that request health information from employees. The ADA and GINA provide important safeguards for health information in order to protect employees