This guidance is considered temporary, but will apply until the DOL releases other regulations or guidance.
For an employer-sponsored wellness program to hit a home run, two factors must be in place. First, the program must address wellness issues important to your unique employee population. Second, the incentives for participation must be just right.
In a recent blog on private health exchanges, we outlined the basics of this innovative benefits strategy and why many employers are using this to control health care costs.
Private exchanges are a hot topic in employee benefits, and they're continue to pick up steam. [Our May 16th HNI U event on the topic has shattered our previous record for webinar registrations, and more and more people are signing up to learn more every day!]
Starting May 7, all employers will be required to use a revised Form I-9, the employment eligibility verification document completed for every new hire. U.S. Citizenship and Immigration Services (USCIS) announced the change to the I-9 employment eligibility form in early March.
When looking at opportunities to contain risk and expenses, many companies feel they are a bad fit for a captive insurance. The truth is, a captive could work for any firm willing to take the time to invest in this risk management tool.
It's Tax Day! Is your business ready for the new health care reform taxes and fees?
With all the talk (and action) about healthy employees being the key to reducing employer health care costs, a conversation has begun about the benefits of holistic wellness programs — those that go beyond a fitness membership to address the well-being of the whole individual.
Small businesses will not be able to provide workers with a choice of health plans because of a delay in rolling out health exchanges.
The Affordable Care Act (ACA) encourages worksite wellness programs to become part of the national public health strategy.
© 2013 [HNI]