Employers Must Use New Version of Form I-9 Beginning May 7, 2013

Employers needing additional time to switch to the new Form I-9 (released in March) have until May 7th to begin using the revised version. Federal law requires all U.S. employers to verify the identity and employment eligibility of employees hired to work in the United States by completing Form I-9.

Prior versions of the Form I-9 will no longer be accepted effective May 7th, 2013. Employers should not complete a new Form I-9 for current employees if a properly completed Form I-9 is already on file.

 

New Summary of Benefits and   Coverage Template for 2014 Employers responsible for   distributing a summary of benefits and coverage (SBC) to employees in   connection with group health plan coverage will need to include additional   language to satisfy new requirements under Health Care Reform becoming   effective in 2014. An updated SBC template, which includes the new language,   is now available for SBCs provided with respect to coverage beginning on   or after January 1, 2014 and before January 1, 2015. SBC Notice Requirements Group health plans are required to provide, without charge, a standard SBC   form explaining plan coverage and costs to employees at specified times   during the enrollment process and upon request. For insured group health   plans, the notice requirement may be satisfied if the issuer furnishes   recipients with a timely and complete SBC. New Language Required for 2014

The updated SBC template includes   additional language indicating whether the plan provides “minimum   essential coverage” (the type of coverage an individual needs to satisfy   the individual responsibility requirement), and   whether the plan meets the “minimum value” standard under Health   Care Reform (meaning the plan pays for at least 60% of covered health care   expenses). FAQs issued simultaneously provide some relief for plans   already working on preparing SBCs for 2014, where adding the new information   to the template would present an administrative burden. To the extent a plan   is unable to modify the SBC template for coverage beginning on or after   January 1, 2014 and before January 1, 2015, a plan may use the previously   authorized template, so long as the SBC is furnished with a cover   letter or similar disclosure stating whether the plan does or does not   provide “minimum essential coverage” and “minimum value.”

5 Tips for Keeping Stress at Work in Check

Stress in the workplace, whether triggered by significant workloads or pressing deadlines, can sidetrack employees and prevent them from doing their best. The following simple steps for managers and employees can help reduce the pressure and increase team performance and productivity:

• Avoid Setting Unrealistic Goals. Setting achievable goals with reasonable timelines helps your sense of accomplishment grow while your stress level declines.
• Step-Out Complicated Projects. Dividing a complex project into phases provides specific direction, helps maintain a calm environment, and motivates the team. Daily or weekly to-do lists can also help prioritize tasks.
• Make Time for Meetings and Completing Tasks. Blocking out the time necessary to complete a task on your calendar is just as important as scheduling time for meetings.
• Communicate Regularly. Recognizing employee achievements can increase confidence, as well as reduce stress related to workloads. Employees may also be able to help identify new ways that they can contribute.
• Schedule Time for Exercise. A regular exercise routine can help lower stress and recharge your batteries for the challenges ahead.

Plan sponsors are required to do annual discrimination testing to remain qualified. The testing is two part; “The Benefits Test” and “The Eligibility Test”. Failure to properly preform and report these annual test can result in a failing plan. Penalties can include benefits becoming taxable as income! If you are not sure if your plan is in compliance gives us a call we can help!

“Well designed health promotion and disease prevention interventions work only if people participate. The higher the level of participation, the greater the potential savings to a health plan. These savings are not only from direct health care cost, but also from improved productivity at work and fewer absences. But the battle is how does a health plan engage members in participating in wellness and health promotion programming?”

Ask us; we will tell you how to engage your employees!