Searching Employment Law on page 26

Action Items for Employers In light of the ruling, Asghar and Pinto advised that employers be more cautious when making employment decisions, even where there is no change in pay, receipt of bonus, level of employment and/or responsibilities (i.e., no significant tangible economic impact or ultimate employment decision).

From the perspective of workers, the ideal situation is for employers to institute a program that makes direct student loan payments on their behalf.

Workspan Daily article;Employers Showing ‘Growing Appetite for Disruptive’ Benefits Solutions , Workspan Daily article;Most Employers Hold Firm on Well-Being Offerings — But Want Results , Workspan Daily article; Biologics are likely an unfamiliar class of medications to many Americans, and for good reason — they represent less than 5% of all prescriptions.

Action Items for Employers Both Gunderson and Rutigliano offered the following guidelines for employers to better address the mental health needs of employees.

Employers’ Employee Health Insurance Expenses A small employer’s annual health insurance expense may be offset by tax deductions and potentially the Small Business Health Care Tax Credit under the Affordable Care Act (ACA).

Employer-sponsored pet health insurance and other pet benefits are a growing field, one that industry experts argue is key for employers looking to attract and retain talented, engaged employees.

Coverage for LTPT Employees Under the existing SECURE provisions, employers sponsoring 401(k) plans had to permit employees aged 21 and older who worked at least 500 hours (but less than 1,000 hours) per year for three consecutive years to participate in the plan for elective deferrals (i.e., 401(k) and Roth contributions), said William Robinson, an attorney at law firm Baker Donelson.

Maine Employers Face Bigger Fines for L abor L aw V iolations According to the Portland Press He rald , M aine employers will face bigger fines for violating labor laws governing minimum wage, overtime and other standards, but also will benefit from expanded opportunities to appeal penalties as part of a state rule that took effect Sept. 19.

The details include: ;Employers with 10 or more employees would be required to provide defined funds per hour worked to an employer contribution savings plan, which could include existing plans such as a 401(k).; ;Employees without access to an employer-sponsored 401(k) would be able to save through federally provided “UP Accounts,” which are modeled after the Thrift Savings Plan for federal workers.

Medicare will be secondary to the employer’s plan and will, therefore, pay for some of the hospital costs not covered under the employer’s plan.