Subscribe to Our Newsletter
We have a strict no-spam policy.
Our Q & A is the go-to resource for HR professionals, managers, supervisors, and employees. We are here to help solve your toughest questions about employment law, workers' compensation, benefits administration, human resources policies and procedures - or anything that falls under the HR umbrella. Human resource professionals need the best advice to stay compliant and profitable—our Q & A is all you need! Whether you're new to HR or like to keep up with the latest trends, the Q & A has you covered. We're here to answer your questions with reliable, thorough answers. Our team of experts can help you stay on top of your game.
Compliance is a tricky issue to tackle, but there are a few key benefits that HR can take advantage of to make compliance easier. The key benefits of HR compliance include training, managing payroll, and making sure that the company is meeting the legal requirements.
There are many parts of HR compliance, but the most important are the Internal Revenue Code, Title VII of the Civil Rights Act, and Title I-XIX of ERISA. IRS is critical because it establishes how employees are taxed for fringe benefits.
Title VII is important because it prohibits discrimination in employment practices or conditions of employment on account of race or color, sex, religion, or national origin. ERISA is an act that provides for pension protection and other employee benefits.
The four steps to take to ensure compliance with all relevant laws are as follows:
-Understand the law and its importance.
-Understand the risk and how it could affect your business.
-Know your obligations as well as those of others involved in the process, such as employees and external stakeholders.
-Create a strategy that includes an action plan, processes to mitigate risks and compliance procedures.
So how do you go about ensuring compliance with all regulations? Is it a time-consuming process?
The first step is to identify what regulations your company needs to comply with. This can be done through research as well as talking to professionals or people that have been in the industry for a long time. Once you have identified the regulations that your company needs to comply with, then you need to put together an action plan on how you will achieve compliance. The first step of this is going through all current policies and procedures and making sure they are compliant with any new regulations.
In order to comply with all relevant laws, a company should:
1. Define the issue or question that is being raised
2. Identify the applicable law that governs the issue or question
3. Review and analyze relevant law to identify obligations and risks
4. Put in place measures to address any issues identified
The following are the leading laws/regulations in human resource compliance.
• The Civil Rights Act of 1964
• Title VII of the Civil Rights Act of 1964
• The Equal Pay Act of 1963
• The Age Discrimination in Employment Act (ADEA)
• Americans with Disabilities Act (ADA)
• Family and Medical Leave Act (FMLA)
Companies need to be prepared for the worst-case scenario. It's important to know what is expected of employees during an emergency or disaster situation. There are laws in place that require employers to provide work choices and access to information on the safety of workplaces.
The most common HR violations are not paying employees on time, not following the minimum wage law, and not providing adequate breaks.
The following are examples, to date, of requirements that employers have most frequently failed to follow:
You can change plans through August 15 due to the coronavirus disease 2019 (COVID-19) emergency. If you’re currently enrolled in Marketplace coverage, you may qualify for more tax credits. Learn more about new, lower costs.
If you’re currently enrolled in Marketplace coverage, you may qualify for more tax credits.
A Summary Plan Description (SPD) is a document that employers must give free to employees who participate in Employee Retirement Income Security Act-covered retirement plans or health benefit plans. The SPD is a detailed guide to the benefits the program provides and how the plan works.
Generally, no. If you only have a cafeteria plan, you are not required to file Form 5500 or Schedule F. However, if you have a welfare benefit plan, you may be required under Department of Labor regulations to file a return for that plan.
A flexible spending account (FSA) is a type of savings account that provides the account holder with specific tax advantages.
An HSA is a type of savings account that lets you set aside money on a pre-tax basis to pay for qualified medical expenses. By using un taxed dollars in a Health Savings Account (HSA) to pay for deductibles, co-payments, coinsurance, and some other expenses, you may be able to lower your overall health care costs. HSA funds generally may not be used to pay premiums.
You can claim a tax deduction for contributions you, or someone other than your employer, make to your HSA even if you don’t itemize your deductions on Schedule A (Form 1040).
Contributions to your HSA made by your employer (including contributions made through a cafeteria plan) may be excluded from your gross income.
The contributions remain in your account until you use them.
The interest or other earnings on the assets in the account are tax-free.
Distributions may be tax-free if you pay qualified medical expenses.
An HSA is "portable." It stays with you if you change employers or leave the workforce.
According to the Department of Labor, to qualify for COBRA you must fall under three conditions to be considered for coverage:
ICHRA allows businesses the option to offer employees a monthly allowance of tax-free money to buy health insurance that fits their needs. ICHRA also
addresses ACA compliance for employers with more than 50 employees. ICHRA Helps Employer and Employee.
Amounts contributed by employers are contributions to a health and welfare plan, and therefore are a qualified business expense. Contributions by employers do not add to an employee’s income that now becomes a tax-free benefit.
You cannot contribute to your HRA. It is owned, defined, and completely funded by your employer. It’s one of the ways your employer helps you make healthcare more affordable.
Pre-existing conditions are medical conditions that a person has before enrolling in a health insurance plan.
Small employers who don't offer group health coverage to their employees can help employees pay for medical expenses through a Qualified Small Employer Health Reimbursement Arrangement (QSEHRA). If your employer offers you a QSEHRA, you can use it to help pay your household's health care costs (like your monthly premium) for qualifying health coverage.
At the beginning of each plan year, your employer will notify you of the amount they will contribute to your Health Reimbursement Arrangement for that plan year.
Yes. All eligible employees must enroll each year during the open enrollment period. Your employer will instruct you on how to complete enrollment.
Yes, as long as your dependent meets the definition of a dependent as defined by the IRS and is included in your employer’s plan.
It depends upon
We have a strict no-spam policy.