September 2017 - Employee Benefits I AP Benefit Advisors

Working from Home – Is it a Necessary Option?

Working from home has become quite the luxury and invaluable benefit that many employees have come to know and love. MRINetwork 2017 Recruiter Sentiment Study polled 265 MRINetwork executive recruiters worldwide, along with 100 employers and 263 candidates across the U.S., and found that 68% of recruiters and 53% of employers state that job candidates […]

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More Employers Requiring Same-Sex Couples to Marry to Receive Benefits

More employers are requiring same-sex couples to marry to receive health care benefits after the 2015 Supreme Court ruling to legalize same-sex marriage. The International Foundation of Employee Benefit Plans revealed that three in ten employers will be eliminating same-sex domestic partner benefits. The year prior to the Supreme Court ruling, employers reported that: 51% […]

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Determining if Your Business is an ALE for Reporting & Penalty Purposes

Unfortunately, the Affordable Care Act’s employer reporting and shared responsibility penalties have not been repealed, like many hoped. So small businesses that have grown in 2016 to fifty or more full-time/full-time equivalent employees have crossed over to an Applicable Large Employer (ALE) status and are subject to 2017 reporting and penalties. 5-step process to determine […]

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HRCI & SHRM Pre-approved AssuredPartners Webinar | After All of That: The ACA is Still the Law of the Land

To the surprise of many, Congressional Republicans failed to make good on their 7-year long campaign promise to repeal and replace the Affordable Care Act (ACA). And after everything we have been through, especially since President Trump took office, we are left with not much more than a litany of questions…What went wrong? What’s going […]

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EEOC’s New Wellness Program Rules a Bust

In May 2016, the Equal Employment Opportunity Commission (EEOC) released its final rule with regard to employer wellness programs. The rules went into effect January 1, 2017, and state that the incentive (or penalty) for participating (or not participating) in a wellness program may not exceed 30% of a group health plan. Basically, these new […]

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