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Top Five ACA Information Reporting Mistakes

"[1] Only large employers that sponsor group health plans are required to report ... [2] Employers that qualify for 2015 transition relief from 'pay or play' penalties do not have to report ... [3] Penalty relief is available for all types of reporting errors.... [4] All employers are required to file electronically ... [5] Large employers that sponsor self-insured group health plans must use both sets of Forms to satisfy their reporting obligations."

Ten Low-Cost Benefits to Build Employee Satisfaction

"Wellness efforts can encompass everything from in-office programs for exercise and weight-loss, to at-work flu shots, to subsidized memberships at a fitness facility.... [P]aid sick time alleviates employees' having to choose between recuperating from an illness and getting paid.... [E]mployee assistance programs can also reduce absenteeism by helping employees manage and access resources to address a range of personal issues.... [Consider] programs that enable employees to set aside pre-tax dollars to pay for certain IRS-allowed expenses such as commuting, or to contribute to retirement accounts on a pre-tax basis."

2013 Group Health Plan Notices Calendar

"The 2013 edition of the Group Health Plan Notices Calendar features a number of important updates as a result of new requirements under Health Care Reform, including the new Model Exchange Notices required to be distributed by all employers no later than October 1, 2013."

Preventing Common COBRA Compliance Mistakes: What to Do and What Not to Do

"Understanding your responsibilities when it comes to COBRA compliance is the best way to prevent expensive mistakes. The following do's and don'ts can help you get started. DO Count Part-Time Employees to Determine if COBRA Applies to Your Plan.... DO Stay on Top of Required Notices.... DON'T Overlook Qualifying Events.... DON'T Terminate COBRA Coverage Too Early.... DON'T Forget About State Law."

Remember to Provide Medicare Part D Creditable Coverage Notices Before Oct. 15th

"To determine whether coverage is creditable, an entity must make an actuarial determination annually of whether the expected amount of paid claims under the entity's prescription drug coverage is at least as much as the expected amount of paid claims under the standard Medicare prescription drug benefit. Certain entities may be able to use a simplified determination method to determine the creditable coverage status of their prescription drug plans. There are two separate creditable coverage disclosure requirements for entities offering prescription drug coverage -- written notice to Medicare eligible individuals and online disclosure to the Centers for Medicare & Medicaid Services (CMS)."

Employee or Independent Contractor: Tips for Avoiding Employee Misclassification

"If a worker's classification is still unclear, the employer (or the worker) can file a Form SS-8, Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding, with the IRS. The IRS will review the facts and circumstances and officially determine the worker's status. Be aware that it can take at least six months to get a determination, but a business that continually hires the same types of workers to perform particular services may want to consider filing the form."

Nursing Mothers and the Workplace -- What Employers Should Know

"If your workforce includes nursing mothers, you'll want to be familiar with the requirements below.... For plan years starting on or after August 1, 2012, the Affordable Care Act requires most health plans to cover eight new preventive services for women -- including breastfeeding support, supplies, and counseling -- with no cost-sharing. Note that group health plans that have maintained grandfathered status are not required to cover these services. Additionally, the Affordable Care Act's amendments to the federal Fair Labor Standards Act (FLSA) may require you to provide break time for employees who are nursing so they can express their milk. We've summarized the basic provisions of the law below; additional guidance is available from the U.S. Department of Labor (DOL)."