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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
Calculators:
Tracking turnover can help to identify trends that provide an early indication of potential problems in compensation, management practices, workload, etc. This provides the HR professional with valuable information that can be used to address issues before key employees leave the organization. This worksheet will calculate monthly, quarterly, and annual turnover rates.
Guidance:
Minimum wage rates vary from state to state. this chart identifies the 2015 minimum wage for all 50 states as well as the federal minimum wage.
The time is here for employers with 100 or more full-time employees (or full-time “equivalents”) to “play or pay” under the Affordable Care Act (ACA). Effective January 1, 2015, “applicable large employers” must offer affordable minimum-value healthcare coverage to at least 70 percent (95 percent beginning in 2016) of their full-time employees (minus up to 80 full-time employees in 2015 and 30 thereafter) and their applicable dependents or be subject to an annual penalty of $2,000 per each full-time employee who receives a premium tax credit or “subsidy” through a healthcare exchange or marketplace.
The Departments of Health and Human Services, Labor, and Treasury (Departments) recently proposed changes to the summary of benefits and coverage (SBC) regulations. These proposed regulations would change the SBC template and uniform glossary and codify certain pieces of interim guidance issued subsequent to the release of final SBC regulations by the Departments in 2012. The Departments are accepting comments on the proposed changes until March 2, 2015, and the changes are scheduled to go into effect for SBCs issued in conjunction with open enrollments beginning on or after September 1, 2015, and for all other SBC distribution events relating to plan years beginning on or after September 1, 2015.
Recently released research is providing a national view of a health insurance trend that has been playing out in local healthcare markets across the country—cost-shifting to consumers. The rate of premium increases for employer-sponsored health insurance has slowed over the past decade, but deductibles and other forms of cost-sharing are hitting household budgets hard, according to data from nearly 40,000 businesses that was analyzed by the Washington, DC-based Commonwealth Fund (CF).
This year stands to be an interesting one from both a statutory and regulatory perspective. Republicans have control over both houses of Congress, yet the White House is controlled by a Democratic president threatening to wield his veto pen. Will anything get done? Only time will tell.
With deductibles and copayments spiking, health plans and employers are pushing the bounds of consumer tolerance for out-of-pocket healthcare spending. A pair of reports released by the Washington, DC-based Commonwealth Fund (CF) spotlight the delicate balancing act playing out in the elevation of consumers’ economic role in the health insurance market.
Well, 2014 has come and gone, and 2015 is now in full gear. Employers in most states were confronted with many employment law changes in 2014, including major modifications to public policy such as the legalization of same-sex marriage and marijuana.
The DOL dinged employers for a quarter of a BILLION dollars in back wages for last year, and it's poised to overhaul regulations that will affect white-collar exemptions. Clearly, wage and hour compliance is one of HR's bigger and more dangerous challenges.
The DOL dinged employers for a quarter of a BILLION dollars in back wages for last year, and it's poised to overhaul regulations that will affect white-collar exemptions. Clearly, wage and hour compliance is one of HR's bigger and more dangerous challenges.
Perhaps you’ve got an employee who performs a hybrid role requiring a blended pay rate. Or, maybe you’re not sure how to compensate an employee who’s moving out of or into a new area. In that case, how should you assess salary differentials that may come into play?
Perhaps you’ve got an employee who performs a hybrid role requiring a blended pay rate. Or, maybe you’re not sure how to compensate an employee who’s moving out of or into a new area. In that case, how should you assess salary differentials that may come into play?
A nonqualified deferred compensation arrangement allows an employer to hold off compensating an employee. It can be by agreement with the employee or through a plan to compensate a group... for example, a company’s most highly paid individuals.
A nonqualified deferred compensation arrangement allows an employer to hold off compensating an employee. It can be by agreement with the employee or through a plan to compensate a group... for example, a company’s most highly paid individuals.
The OFCCP is expected to issue a range of proposed regulations and given the spring 2014 regulatory agenda it set into motion, it’s clear that the watchdog agency means business.
The OFCCP is expected to issue a range of proposed regulations and given the spring 2014 regulatory agenda it set into motion, it’s clear that the watchdog agency means business.
Whether your goal is to reward performance, time, knowledge or a combination of all three, establishing and solidifying your pay grades is the first step in building an equitable, competitive compensation structure.
Whether your goal is to reward performance, time, knowledge or a combination of all three, establishing and solidifying your pay grades is the first step in building an equitable, competitive compensation structure.
Got your 2015 compensation budget done? If not, you're hardly alone! According to a recent BLR survey, only one in five HR managers are planning employee pay increases of 2.5 to 3 percent for those who “meet requirements."
Got your 2015 compensation budget done? If not, you're hardly alone! According to a recent BLR survey, only one in five HR managers are planning employee pay increases of 2.5 to 3 percent for those who “meet requirements."
This survey, sponsored by BLR's partner, The Work Institute, provides insightful information surrounding termination, exit interviews, and severance pay of departed employees.
White Papers:
How do you change compensation practices that may be problematic, but have been in place for many years? It can be overwhelming to think about changing these policies along with your regular day-to-day functions. Compensation consultant Dan Walter suggests starting small.
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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