• eliminating tax breaks
• creating a new tax credit for employers offering paid family and medical leave
• repealing the individual mandate under the Affordable Care Act (ACA)

That being said, the impact on the fringe benefit programs is less drastic that what was contained in earlier drafts of proposed tax bills that were being considered.

It was recently announced that the Trump Administration may no longer enforce a rule requiring individual Americans to carry health insurance or pay a penalty if they do not.

If you were one of the millions of people who decided to waive health insurance from your employer yet still did not enroll for insurance in the federal marketplace exchange, you were to be assessed an individual mandate penalty by the Internal Revenue Service (IRS) for 2016. 

The IRS recently announced it will be extending the ACA reporting deadline to provide employee statements from its original date of January 31, 2017 to March 2, 2017. This means that you will no longer need to apply for a 30-day extension - here's what you need to know.

Within the past week the IRS released Revenue Procedure 2016-55 indicating there will be a $50 increase in the health flexible spending arrangement (FSA) salary reduction contribution limit for 2017 to $2,600. But - what does this mean for employees and employers?

The rule was originally scheduled to take effect on August 10, but OSHA extended the enforcement deadline to November 1 due to the fact that employer groups filed a lawsuit in July seeking to block the rule.

In mid-October the judge in this case asked the employer groups and the government to agree to delay the effective date for one more month so that the parties would have time to fully brief the issues. OSHA has now delayed for a second time the enforcement date of this reporting rule to December 1. 

With the deadline to electronically file ACA information returns with the IRS fast approaching, employers are reminded that failure to comply with the law's information reporting requirements may result in significant penalties. 

Is your company covered by Title VII of the Civil Rights Act, the ADA, or GINA? If yes, you may want to pay attention to the recent EEOC announcement regarding the penalty for violating the notice posting requirements under these three laws. If ignored, big fines could be headed your way.