Before January 1, 2014, employers covered by the employer responsibility provision of the health care reform law—also known as the Affordable Care Act (ACA)—will need to decide if they will provide health care insurance to their employees or pay the penalties for not doing so. This decision is commonly referred to as 'play or pay.'
Under the ACA, "applicable large employers" must decide whether they will "play" by providing affordable, adequate health care coverage to their employees or "pay" penalties instead. This infographic helps you determine whether you are an applicable large employer and whether you will be subject to either of the penalties.
The infographic also links to a video featuring BLR Legal Editor Jessica Webb-Ayer, who provides further detail about the employer responsibility provision including definitions of what is considered both affordable and adequate health care coverage.
In 2014, one of the most significant provisions under the Affordable Care Act (ACA) becomes effective—the employer responsibility mandate—commonly referred to as 'play or pay.'
Under the health care reform law, only 'applicable large employers' are subject to the play or pay provision.
In this video, ACA expert Jessica Webb-Ayer, a Legal Editor at BLR, defines applicable large employers, explains the play or pay decision such employers must make by the end of 2013, and provides details about the potential penalties under the law.
Today, we announce the launch of a new customer-focused interactive marketplace. The site, store.BLR.com, simplifies and expedites the search for items that explain employer rights and obligations and make workforces more effective.
“The new BLR Store has better search, better navigation, and a cleaner design to make it much easier to find and assess products and services that help management satisfy compliance duties,” says Dan Oswald, president of BLR. “Now visitors can review contents, authors, and topic areas in seconds to know beyond a doubt which products answer their specific questions.”
The BLR Store presents our full line of compliance and training tools, webinars, manuals, online reference services, subscription newsletters, forums, and live learning events. Key subject areas include employment law, environmental regulatory compliance, compensation laws and best practices, workplace safety and OSHA compliance, and online employee training.
Longtime BLR customers will notice the new store (store.BLR.com) employs the most current intuitive graphic interface and new live chat features to answer site visitor questions.
“We’ve studied hundreds of information sites and pulled together what we feel are the best features of each to create the new store,” says Matt Humphrey, VP of Marketing. “Now HR, Compensation, EHS, and Training professionals facing complex policy and management challenges can more easily find just what they need to get the job done right.”
You can search by legal area, such as Family and Medical Leave Act (FMLA), or format, such as books, online resources, and webinars. You can stream lengthy samples of video products such as First Line of Defense, and find training tools for hiring, firing, discipline and performance evaluations.
Humphrey added: "We are in a competitive market. Customers rightly expect and deserve a good deal, a good online user experience, and professional service. Our products have always been the gold standard—the best tools our customers can have. And we strive to improve every aspect of our customers’ experience. This new store is another way to accomplish that goal."
With March Madness nearly upon us, many employers across the United States will undoubtedly see NCAA basketball tournament 'brackets' at their workplace. Are these harmless fun or should employers be concerned?
In this video, Mary Drexler, Executive Director for the Connecticut Council on Problem Gambling, tells BLR about the potential ramifications of problem gambling in the workplace. Drexler addresses both the dangers posed by condoning an NCAA tournament bracket/office pool and by employees with a potential gambling problem.
In the video, Drexler answers the following questions posed by BLR editor Kyle Emshwiller:
What makes employee gambling related to March Madness more disruptive than for other sporting events?
Should an employer be concerned if its employees organize or participate in a March Madness office pool?
Why should an employer be concerned about an employee's potential gambling problem?
What are the warning signs that an employee may have a gambling problem?
What proactive steps should employers take to guard against workplace problems due to employee gambling?
In a new video by Business & Legal Resources (BLR), Senior Legal Editor Susan Schoenfeld discusses the recent Family and Medical Leave Act (FMLA) Final Rule on family military leave issued by the U.S. Department of Labor.
In the video, Schoenfeld explains how the Final Rule amends certain FMLA regulations implementing amendments to the military leave provisions of the law made by the National Defense Authorization Act (NDAA) and discusses how the Rule will change the way in which covered employers administer family leave for servicemember caregivers and employees with family members in the military.
The video is the second episode of BLR's new 'HR Compliance News Update' video series. In each installment of the series, BLR's editors review recent, significant developments employers should know about—and their legal experts provide insights beyond the headlines. To subscribe to receive these video updates, visit BLR's YouTube Channel.
Susan Schoenfeld, J.D., is a Senior Legal Editor for BLR’s human resources and employment law publications. She has practiced in the area of employment litigation and counseling, covering topics such as disability discrimination, wrongful discharge, sexual harassment, and general employment discrimination. Schoenfeld has litigated numerous cases before the U.S. Court of Appeals, state court, and at the U.S. Department of Labor.
Business & Legal Resources (BLR) has announced the launch of its 'HR Compliance News Update,' a new video series that will keep employers updated on the latest HR compliance news. In each episode, BLR will go over recent, significant developments employers should know about and provide insights beyond the headlines from our team of HR legal editors.
In the February 2013 premiere episode, Senior Managing Editor Patricia Trainor discusses recent developments that have implications for employers. These include an immigration reform proposal from a bipartisan group of senators; an appeals court ruling on President Obama’s recess appointments to the National Labor Relations Board; and the release of some telling statistics regarding union membership in the United States.
One potentially confusing area for employers is determining under which circumstances employee training time must be paid. Is all employee training time considered hours worked? BLR Legal Editor Susan Prince provides the answer in this new video.
Hi. I’m Susan Prince, a Legal Editor at HR.BLR.com. We recently received an Ask the Expert question from a subscriber asking "Do we have to pay an employee for an evening training course that we asked her to take?"
The time that employees spend in meetings, lectures, or training is considered hours worked and must be paid, unless:
Attendance is outside regular working hours;
Attendance is voluntary;
The course, lecture, or meeting is not job related; and
The employee does not perform any productive work during attendance.
Training is directly related to the employee's job if it is designed to make the employee handle his job more effectively as distinguished from training him for another job, or to a new or additional skill. For example, a stenographer who is given a course in stenography is engaged in an activity to make her a better stenographer. Time spent in such a course given by the employer or under his auspices is hours worked.
However, if the stenographer takes a course in bookkeeping, it may not be directly related to her job. Thus, the time she spends voluntarily in taking such a bookkeeping course, outside of regular working hours, need not be counted as working time.
Where a training course is instituted for the bona fide purpose of preparing for advancement through upgrading the employee to a higher skill, and is not intended to make the employee more efficient in his present job, the training is not considered directly related to the employee's job even though the course incidentally improves his skill in doing his regular work.
HR.BLR.com's Ask the Expert service is an exclusive benefit of our subscribers. To learn more about becoming a subscriber, visit HR.BLR.com. Thanks.
January 2013 is National Mentoring Month, which is the perfect time for employers that may be interested in establishing an external mentoring program to learn about how they can get started and enjoy the benefits of providing employee-mentors while helping their local community.
In this video, BLR interviews an expert on internal and external business mentoring: Dr. Susan Weinberger is president of the Mentor Consulting Group and a consultant to numerous corporations and community agencies. She explains the events and activities planned for National Mentoring Month as well as how employers can participate.