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Regulatory Analysis
We continually update our state and national regulatory analysis to help you stay current with changing regulations.

See the "updated" section below to find all of the latest topics.
New Documents
Checklists:
Walks you through the basics of creating a blended job in 10 easy steps.
Guidance:
The U.S. Supreme Court reviewed the Affordable Care Act (ACA) again this term, and in Burwell v. Hobby Lobby Stores, Inc., it held that the ACA’s contraceptive mandate violates the Religious Freedom Restoration Act of 1993 (RFRA) as it is applied to “closely held corporations.” According to the Court, in a divisive 5-4 opinion, the mandate “substantially burdens the exercise of religion.”
While much has been written about Affordable Care Act (ACA) compliance obligations for employer-sponsored plans—such as the “pay or play” rules, various fees and taxes, and insurance reforms—the ACA’s changes with respect to the Health Insurance Portability and Accountability Act’s (HIPAA) administrative simplification provisions have received less attention.
It’s rumored that President Ronald Reagan once referred to the Employee Retirement Income Security Act of 1974 (ERISA) as “Every Ridiculous Idea Since Adam.”
Let's say you’ve got a pregnant employee who experiences complications. She’s entitled to FMLA leave because her condition is serious enough to be protected. But is she also entitled to leave as an accommodation under the ADA? And if so, how much leave is she entitled to in total?
Let's say you’ve got a pregnant employee who experiences complications. She’s entitled to FMLA leave because her condition is serious enough to be protected. But is she also entitled to leave as an accommodation under the ADA? And if so, how much leave is she entitled to in total?
Proper determination of pay grades is often overlooked as many companies focus instead on salary survey data. Even if you have great data, the wage won't be right if you don't first determine the job's value to your organization.
Proper determination of pay grades is often overlooked as many companies focus instead on salary survey data. Even if you have great data, the wage won't be right if you don't first determine the job's value to your organization.
learn about knowledge- and skill-based pay, both "person-based" pay models, and how they differ from job-based pay methods, so you have the information necessary to determine the best fit for your organization.
Learn about knowledge- and skill-based pay, both "person-based" pay models, and how they differ from job-based pay methods, so you have the information necessary to determine the best fit for your organization.
Are you applying accountability and logic to back up your compensation decisions? Without an effective compensation scorecard in place, you run the risk of having to strong-arm your organization into making responsible and equitable choices.
Are you applying accountability and logic to back up your compensation decisions? Without an effective compensation scorecard in place, you run the risk of having to strong-arm your organization into making responsible and equitable choices.
National politics are shining a spotlight on the gender pay gap. The Fair Pay Act is back for debate in Congress, and on April 8, 2014, President Barack Obama issued an executive order forbidding federal contractors from retaliating against employees who discuss their pay and ordered new regulations requiring federal contractors to report pay data by gender and race to the Department of Labor.
National politics are shining a spotlight on the gender pay gap. The Fair Pay Act is back for debate in Congress, and on April 8, 2014, President Barack Obama issued an executive order forbidding federal contractors from retaliating against employees who discuss their pay and ordered new regulations requiring federal contractors to report pay data by gender and race to the Department of Labor.
This webinar will help you spot the signs that a sales compensation plan makeover is in order and give strategies for keeping what's working so you can reestablish sound compensation practices that benefit your organization.
This webinar will help you spot the signs that a sales compensation plan makeover is in order and give strategies for keeping what's working so you can reestablish sound compensation practices that benefit your organization.
When it's time to talk to the CFO about your plans, will you flourish or flounder? A lot of your ability to sell the C-suite on your compensation plan rests in your ability to walk the walk and talk the accounting and finance talk. But, it goes far beyond simply learning the lingo.
When it's time to talk to the CFO about your plans, will you flourish or flounder? A lot of your ability to sell the C-suite on your compensation plan rests in your ability to walk the walk and talk the accounting and finance talk. But, it goes far beyond simply learning the lingo.
Help employees who wear multiple hats understand how their pay range is based on market data for all the elements of their blended job.
Final regulations implementing the Affordable Care Act’s play-or-pay provision were released in February 2014.
Final regulations implementing the Affordable Care Act’s play-or-pay provision were released in February 2014.
If you are contemplating the use of incentive compensation, the key questions to answer are whether the conditions are right inside your organization, and, if so, what incentive plans should you consider?
If you are contemplating the use of incentive compensation, the key questions to answer are whether the conditions are right inside your organization, and, if so, what incentive plans should you consider?
When it comes to the Affordable Care Act (ACA), the employer responsibility section (also commonly referred to as the “play or pay” provision) has received a lot of attention from the media and employers. However, employers also need to be aware of another related provision—the employer and insurer reporting requirements found in Internal Revenue Code Sections 6055 and 6056. As discussed in an article in last month’s issue, the IRS recently released final regulations clarifying these reporting requirements. This article provides another look at the new regulations.
On Monday, February 10, the IRS released final regulations under Section 4980H of the Internal Revenue Code. Section 4980H sets forth the requirements a “large employer” needs to satisfy to avoid a tax penalty for failing to provide the mandated level of healthcare coverage for its full-time employees and their dependents. These requirements are commonly referred to as the Obamacare “employer mandate.”
Almost one year ago, the U.S. Supreme Court declared in Windsor v. U.S. that parts of the Defense of Marriage Act (DOMA), the law that barred same-sex married couples from receiving federal marriage benefits, was unconstitutional. After the shockwaves of the historic ruling subsided, many questions remained. Would the holding in Windsor apply retroactively to claims for benefits under retirement plans subject to the Employee Retirement Income Security Act (ERISA)? Would employers need to amend their individual retirement plans to comply with Windsor? The IRS recently issued a Revenue Ruling in an attempt to provide further clarity and guidance to employers.
If there’s one thing on which smokers and nonsmokers can agree, it’s that smoking is an expensive habit. While tobacco companies and trade groups challenge coupon and discount bans on cigarettes, employers have taken up a different fight against the rising costs of smoking.
Policies:
Surveys:
It’s post recession and pay is going up, but how much?
It’s post recession and pay is going up, but how much?
How effectively are your appraisals implemented? Are supervisors held accountable for completing reviews?
How effectively are your appraisals implemented? Are supervisors held accountable for completing reviews?
White Papers:
A common problem with traditional health insurance is that people may simply be unable to afford their part of the cost. Even when the premium is paid by an employer, the copays and deductibles can be unaffordable. Potential answers are benefits such as telemedicine and health advocates
Leadership is undergoing a shift. You may have read about different generations and how they view their work and their lives. Change is coming from the upper reaches of corporate America, where the largest generation on record is retiring— and a new generation is getting set to take over. How will this impact your executive pay practices?
As an employer of choice, you take time and effort to help your employees face the challenges that inevitably come along. for those who have diligently saved for retirement and kept themselves healthy to minimize their healthcare costs, there is one more danger lurking in the shadows: The cost of long-term care could wipe them out in just a few years.
Should the federal minimum wage be raised to $10.10 per hour? To shed light on the discussion, we consulted with Stephanie R. Thomas, PhD., a labor economist at Cornell University, and a favorite source for clarifying murky economic concepts, especially those that impact employers and their workforces.
“Say on pay has changed the executive compensation landscape,” says Chris McGoldrick of Equilar. Say on pay allows stockholders the opportunity to express an opinion about CEO pay through an advisory vote. Most companies conduct the advisory vote annually—and it has had an impact.
Updated Documents
Regulatory Analysis:
State:
How much should you be paying to attract and retain the best employees, based on your industry and location?


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