When the Equal Employment Opportunity Commission released its latest regulations regarding the Americans with Disabilities Act, they made it clear that employers should be less concerned with determining which employee impairments qualify as a disability and, instead, focus their efforts on trying to provide reasonable accommodations so that employees can continue performing their essential job functions.
While the end of the year may be winding down, there’s no slowdown in sight for employers trying to keep pace with the Affordable Care Act’s ever-expanding compliance requirements and approaching deadlines. With so much to do and so little time, what’s an employer to do?
During this one-hour complimentary webinar, employee benefits attorney Jim Prince, employment attorney Paul Ross, and moderator Charlie Plumb break down the Windsor and Bishop rulings, discuss employer obligations regarding the treatment of same-sex spouses under federal law, and provide analysis of what controversies may still lie ahead.
Since the landmark Pregnancy Discrimination Act of 1978 amended Title VII of the Civil Rights Act to prohibit sex discrimination on the basis of pregnancy, a myriad of federal employment laws have been enacted, creating confusion for employers and courts alike as to how pregnant workers must be treated in the workplace.
In recent years, companies and organizations designated as “applicable large employers” under the Affordable Care Act have had to focus much of their attention on understanding and complying with the ACA’s complex “play-or-pay” rules, which — starting next year — generally give employers a choice between offering full-time employees and their dependents health coverage or paying certain penalties.
During this one-hour complimentary webinar, Brandon Long and special guest Bill Minick provide Oklahoma employers with an update on the status of workers’ comp reform in Oklahoma, with specific emphasis on the Oklahoma Option, a unique provision that allows employers to exercise even greater control by covering claims through its own injury benefit plan.
To ensure retirement plans comply with an ever-changing array of federal statutes and regulations and maintain their tax qualified status, the Internal Revenue Service has implemented a process for pre-approving plan documents prepared by law firms, brokerage firms, insurance companies, and other service providers on a six-year cycle.