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RECENT ENTRIES

Thursday, September 1, 2016
ProSential Group Partners Make the 2016 Inc. 5000 List

Tuesday, August 2, 2016
EEO-1 Pay Data Proposal

Wednesday, July 6, 2016
DOL Civil Penalty Fine Increase

Wednesday, June 15, 2016
New Resource Guide to Leave and Disability

Thursday, May 19, 2016
New Overtime Rule

CATEGORIES

 
By Christopher Brown, ProSential Group on 5/19/2016 4:03 PM
On May 18th, the Department of Labor (DOL) finalized the proposed change to the salary requirements that apply to exempt white-collar employees. Under the new rule, the minimum salary increases from the previous $455 a week to $913 a week. If an employer fails to provide this minimum salary to an otherwise exempt employee, the employee will no longer be considered exempt and thus be eligible for overtime compensation.
By Peter Marathas, ProSential Compliance on 5/16/2014

In April, the IRS released the 2015 inflation adjustments for Health Savings Accounts (HSA) and HSA-qualified high deductible health plans (HDHPs). A month earlier, HHS released details on the “premium adjustment percentage,” which is used to calculate annual increases in cost sharing under the Affordable Care Act’s (ACA) maximum out-of-pocket rules. These ACA rules limit participant cost-sharing under non-grandfathered group health plans for covered, in-network essential health benefits.

By Peter Marathas, ProSential Compliance on 4/16/2014

On March 28, 2014, the Internal Revenue Service’s (IRS) Office of Chief Counsel released two memoranda that provide guidance on certain administrative issues affecting employers that sponsor health flexible spending arrangements (health FSAs).

By Christopher Brown, ProSential Group on 4/8/2014 10:17 AM
On March 13th, the White House released a presidential memorandum directing the Department of Labor to revise and update regulations under the Fair Labor Standards Act (FLSA), particularly in regard to “white-collar” exemptions.
By Peter Marathas, ProSential Compliance on 3/6/2014
On February 10, 2014, the IRS released final regulations on the Affordable Care Act’s (ACA) employer “shared responsibility” provisions, also known as the “pay-or-play” mandate. The final regulations provide significant transition relief to “smaller” applicable large employers – i.e., those with 50-99 full-time employees, including full-time equivalents (FTEs). Prior to the final regulations’ release, employers that employed between 50 and 99 full-time equivalents were required to begin complying with the pay-or-play mandate in 2015, just like all other major employers. In the final regulations the IRS granted a brief but welcome reprieve to employers employing 50 to 99 FTEs. These small employers will not be subject to the pay-or-play rules until 2016.
By Peter Marathas, ProSential Compliance on 2/17/2014
Employers who engage a significant number of 1099 employees run a tremendous risk of incurring the no insurance penalty, even when they offer coverage to all of the employees they categorize as full-time.
By Peter Marathas, ProSential Compliance on 2/10/2014
On Tuesday, February 10, 2014, the IRS released final regulations on the Affordable Care Act’s (ACA) employer “shared responsibility” provisions, also known as the “Play or Pay” mandate.
By Christopher Brown, ProSential Group on 1/3/2014 3:13 PM
Although the “pay or play” penalty under the Affordable Care Act (ACA) was delayed until 2015, January 1st of 2014 still remains an important date for applicable large employers. This is particularly the case for employers that don’t currently sponsor a health plan or have a significant number of variable hour employee.
By Christopher Brown, ProSential Group on 8/29/2013 11:37 AM
The practice of paying for benefits on a pre-tax basis has become so common that employers often forget that if done incorrectly, both employer and employee may face significant tax consequences.
By Christopher Brown, ProSential Group on 7/10/2013 10:23 AM
A recent case in Pennsylvania illustrates the risks of an increasingly common payroll option utilized by employers of low-wage workers. In this particular case, a Pennsylvania woman who briefly worked at a McDonald's franchise is suing the owners because she claims she was told she must use an employer provided debit card to receive payroll. The card, she says, charges heavy fees for cash withdrawals.
 

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