Upcoming Webinars
Affordability for Medical Coverage
Whether an employer offers affordable medical coverage impacts eligibility for premium tax credits toward individual Marketplace coverage. In addition, applicable large employers must offer affordable medical coverage if they want to avoid employer shared responsibility rules under §4980H. Therefore, it is important for employers to understand and communicate whether coverage offered under an employer-sponsored group health plan is “affordable.” We’ll dive into the details of how to calculate a medical plan’s affordability for employees and their family members to help employers when setting plan contribution rates. Additionally, for applicable large employers, we’ll address how to use the affordability safe harbors and how to report offers of coverage to avoid §4980H(b) penalties.
May 22nd, 2025 @ 2pm
Registration link: https://assurexglobal.zoom.us/webinar/register/WN_IqRPqAuGT3GyIKl3M3VeAg#/registration
Presenters: Bob Radecki, Principal, Benefit Comply LLC & Regan Debban, J.D. MBA, Principal, Benefit Comply LLC
Compliance Corner
By: Benefit Comply
Domestic Partner Benefits
While opposite-sex and same-sex marriages are permitted nationwide, today’s workforce presents a wide variety of relationship arrangements for which a domestic partner benefit offering provides more flexibility. In addition, while most employers are not required to offer benefits to domestic partners, doing so may provide additional protection against claims of discrimination based on gender. For employers who offer coverage to domestic partners, and maybe to their children as well, it is important to ensure the administration and taxation are handled in a compliant manner.
Benefits Buzz
By: WA Group
Navigating the leave management puzzle
Managing employee leave internally may seem straightforward—but for many organizations, it quickly becomes a source of risk, inefficiency, and employee frustration. Here’s why:
- Compliance Risk: Federal, state, and local leave laws (like FMLA, ADA, and paid sick leave) are constantly evolving. Staying compliant without legal expertise is difficult—and mistakes can result in costly penalties.
- Administrative Overload: Tracking multiple leave types, processing forms, calculating eligibility, and maintaining documentation creates a heavy burden on HR teams—especially if systems are manual or outdated.
- Inconsistent Policy Enforcement: Without standardized processes, leave requests may be handled unevenly. This opens the door to perceptions of favoritism or even legal disputes.
- Employee Relations Impact: Delays or miscommunication around leave can damage employee trust, morale, and engagement—making it harder to retain top talent.
- Documentation and Audit Risks: Accurate record-keeping is crucial for compliance and defense against potential claims. Without reliable systems, critical information can fall through the cracks.
- Payroll & Scheduling Disruption: Leave has ripple effects—affecting workforce scheduling, payroll accuracy, and productivity. Poor coordination can lead to staffing shortages or payroll errors.
Takeaway: Managing leave in-house requires more than good intentions—it demands systems, knowledge, and time that many organizations struggle to maintain. That’s why many employers are now turning to dedicated leave management solutions or third-party providers for support.
HR Question of the week
Powered by: Mineral
If an employee puts in their notice, can we let them go that day instead of keeping them for the full notice period?
Generally, yes, you can let an employee go that same day unless there is a contract or agreement to the contrary. While you aren’t required to retain an employee or provide compensation during a resignation notice period if the employee doesn’t work, there are some things you should consider before telling the employee you don’t want them to work through their notice period.
This Q&A does not constitute legal advice and does not address state or local law.