On Monday evening House Republicans released the “American Health Care Act,” draft legislation intended to repeal and replace Obamacare (the ACA). Committee mark-ups are scheduled for March 8th and although revisions may occur, it is expected to advance to the House and Senate before eventually being presented to President Trump for signature, possibly as early as April.
Have you ever heard of an employer allowing pets at work? According to the Society of Human Resource Management, seven percent of employers now allow pets to come to work with their owners. If you are contemplating implementing a pet policy in your office, it is important to weigh the pros and cons. Read the whole post here
It’s been over a week since the election results came in and since then, you have likely been inundated with emails, seen many television interviews, and heard other news sources espousing predictions of what is on the horizon for employee benefit plans, and specifically, the future of the Affordable Care Act (“ACA”). Indeed, the Trump administration and the Republican-dominated Congress will likely come out swinging, raring to take down the ACA as one of its top priorities in an effort to show supporters that President Trump is fulfilling one of his campaign promises immediately.
Our Fall Storm is here - our phones are out but here are some helpful storm mitigation services out there. Keep in mind many of our companies have 24/7 direct claims reporting if you need help right away.
We are moving to Riverpark just a few blocks from our old office. Our new office allows for our continued expansion and better technology. Come and visit us at our new office at 15809 Bear Creek Parkway #300 Redmond WA 98052.
EEOC Issues Final Rules on Employer Wellness Programs
The Equal Employment Opportunity Commission (EEOC) has issued final rules clarifying how Title I of the Americans with Disabilities Act (ADA) and Title II of the Genetic Information Nondiscrimination Act (GINA) apply to employer wellness programs.
The final rules remain fairly consistent with the 2015 proposed rules however they provide much needed clarification and additional guidance necessary to ensure employers structure their wellness programs without violating the ADA or GINA.