FFCRA Emergency Paid Leave Posting

Families First Coronavirus Response Act (FFCRA) Emergency Paid Leave Posting As many of you are aware, the Families First Coronavirus Response Act (FFCRA) Emergency Paid Family & Medical Leave Act and Emergency Paid Sick Leave provisions become effective tomorrow, April 1st.  I had hoped that the U.S. DOL would have published draft Regulations by the close of business today and prior to April 1st to give employers an indication as to how these provisions will be administered by the U.S. DOL.  As of the time of this email, the U.S. DOL has not published anything aside from the Frequently Asked Question (FAQs).  The U.S. DOL published FIELD ASSISTANCE BULLETIN No. 2020-1 that states that they will not bring enforcement actions against any employer who is out of compliance provided they can demonstrate that they have made a reasonable good faith effort to comply with the law.  We will make sure that we notify you as soon as the draft Regulations are published to ensure your organization is compliant. In the meantime, covered employers are required to post the Federal Employee Notice or the Non-Federal Employee Notice  in the same locations that they post similar notices by April 1, 2020.  Additionally,...

This content is available only to AAA members.
Log In or Register

Proposed Rule Impacts Employer Sponsored Health Plans

A proposed rule published on November 27th by the IRS, U.S. DOL, and HHS would place new requirements on group health plans and health insurance providers. The rule would require providers to disclose cost-sharing information to participants, beneficiaries, and other covered individuals which would outline their liability to pay certain cost-sharing amounts and out-of-pocket expenses. This rule is part of a Trump Administration effort to foster competition among insurers and healthcare providers in the marketplace. An article published by the Society for Human Resources Management (SHRM) outlines the concerns many employers have regarding the costs associated with implementing the requirements of the proposed rule. These requirements include providing plan enrollees with an online self-service portal where they can see these cost-sharing amounts, as well as require greater collaboration between third party plan administrators, pharmacy benefit managers, and other specialty providers to ensure the accurate disclosure of enrollee financial obligations. Comments on the proposed rule are due by January 14, 2020....

This content is available only to AAA members.
Log In or Register

New Parents Act Introduced to Provide for Paid Family Leave

On March 27, 2019, Senator Marco Rubio (FL) and Mitt Romney (UT) introduced the New Parents Act which would provide paid parental leave for up to three months by permitting new parents to tap into future Social Security Benefits by either delaying or reducing those benefits later in life.  The Bill also permits new parents to continue to work and use the funds to pay for childcare expenses.  There are several bills that are currently under consideration that provide for paid Family Leave by either postponing Social Security Benefits (The Child Rearing & Development Leave Empowerment Act (CRADLE) and The Family & Medical Insurance Leave Act (FAMILY) which provides for some wage replacement that is funded through a tax on payroll.  These Bills follow numerous state laws recently enacted or currently under consideration around the country to provide a form of paid family and medical leave....

This content is available only to AAA members.
Log In or Register

Retirement plan limit increases

The Internal Revenue Service (IRS) announced last week that it has increased the contribution limits for employees who participate in 401(k), 403(b), and most 457 plans.  The total contributions amounts has increased $500 from $18,500 to $19,000 for plan year 2019.  In addition, the “all sources” contribution maximum increase $1,000 to $56,000.  These limits on contributions are adjusted each year due to inflation.  The catch-up contributions for employees who are age 50 or older remains unchanged at $6,000 because that is not adjusted along with inflation but set by law....

This content is available only to AAA members.
Log In or Register

Do You Offer Equal Paternity Leave?

The Equal Employment Opportunity Commission (EEOC) announced today that Estée Lauder, the beauty product manufacturer, has entered a settlement agreement in the amount of $1.1mm to settle a class action lawsuit filed on behalf of 210 male employees who allege that Estée Lauder discriminated against them on the basis of their gender.  The allegations included that Estée Lauder provided “new fathers less paid leave for bonding with a newborn, or with a newly adopted or fostered child, than it provided new mothers. The parental leave policy at issue was separate from medical leave received by mothers for childbirth and related issues. The EEOC also alleged that the company unlawfully denied new fathers return-to-work benefits provided to new mothers, such as temporary modified work schedules, to ease the transition to work after the arrival of a new child and exhaustion of paid parental leave.” The EEOC filed suit in U.S. District Court for the Eastern District of Pennsylvania last August alleging unlawful sex discrimination in violation of the Equal Pay Act (EPA) and Title VII of the Civil Rights Act of 1964.  The U.S District Court entered a consent decree July 17, 2018 awarding the male members of the class action...

This content is available only to AAA members.
Log In or Register

July Brings Legal Changes for Employers in Many States

Oregon Statewide Transit Tax Important notice to ambulance service employers based in the state of Oregon: there is a new statewide transit tax taking effect on July 1, 2018. Beginning July 1st, employers must start withholding a tax of 1/10th of 1% from the wages of Oregon residents or from non-residents who perform services in Oregon. The Department of Revenue has published detailed information on the statewide tax with a list of available resources to assist employers with compliance. Iowa Lowers Standard for Positive Alcohol Tests Effective July 1, 2018, Iowa employers may lower their standard for taking employment action for positive alcohol tests from the old state standard of .04 to .02. Iowa has one of the strictest employment drug and alcohol testing requirements in the country. Employers are required to have a written policy that is distributed to all employees and job candidates for their review. Employers must establish a drug and alcohol awareness program alerting employees of the dangers of drug and alcohol use in the workplace, and most employees must be provided an option to enter a rehabilitation program instead of being disciplined. In addition, all supervisory staff must attend a two-hour initial drug and alcohol...

This content is available only to AAA members.
Log In or Register