Upcoming Webcasts

Health Care Reform is complex – and failing to get things right can result in significant penalties for employers. One of the most serious issues facing an employer is making sure that it offers a plan that meets the “affordability” requirement in order to avoid triggering a $3,000 annual penalty per full-time employee who receives a federal tax credit for Exchange coverage.

An employer can also fail to meet the shared responsibility requirement if the plan that is offered is not considered to be of “minimum value” with respect to covered benefits.

In other circumstances, such as failing to offer coverage to at least 95% of full-time employees, just one employee going to an Exchange and getting a subsidy can trigger a penalty applicable to all full-time employees (minus the first 30) – even those who are enrolled for healthcare.

This session will examine:

• how these penalties can be triggered
• how to mitigate the possibility of doing so
and
• the financial consequences of not getting it “right”

As an attendee of these events, you will receive information about some of the most frequently asked questions (FAQs), which ADP’s health and benefits team has received related to Health Care Reform.

Health Care Reform is complex – and failing to get things right can result in significant penalties for employers. One of the most serious issues facing an employer is making sure that it offers a plan that meets the “affordability” requirement in order to avoid triggering a $3,000 annual penalty per full-time employee who receives a federal tax credit for Exchange coverage.

An employer can also fail to meet the shared responsibility requirement if the plan that is offered is not considered to be of “minimum value” with respect to covered benefits.

In other circumstances, such as failing to offer coverage to at least 95% of full-time employees, just one employee going to an Exchange and getting a subsidy can trigger a penalty applicable to all full-time employees (minus the first 30) – even those who are enrolled for healthcare.

This session will examine:

• how these penalties can be triggered
• how to mitigate the possibility of doing so
and
• the financial consequences of not getting it “right”

As an attendee of these events, you will receive information about some of the most frequently asked questions (FAQs), which ADP’s health and benefits team has received related to Health Care Reform.

Workplace mental health issues present significant costs to Canadian businesses. Estimates are as much as $1,494 per person per year. How much does that add up to at your organization? These costs are not obvious, and are hidden in places like turnover, drug plans, absence, disability claims and presenteeism. However, they can be tackled while also improving employee engagement—if you have an integrative mental health program.

Whether your goal is to understand the impact of the recently released National Standard for Psychological Health and Safety in the Workplace, to develop a new strategy and plan or to improve what you are doing now, this webinar will provide the guidance you are looking for. Three industry experts will demonstrate how an approach that is measurable, integrative and flexible is able to deliver financial ROI and employee engagement.

Our presenters will identify successful approaches to identifying risks, building a business case, increasing leadership awareness and developing and training people managers and employees. During this webinar you’ll have an opportunity to compare your mental health readiness to the average of your competitors—getting instant, confidential results—with Morneau Shepell’s free Mental Health Pulse Check tool.

The Patient Protection and Affordable Care Act (commonly referred to as the PPACA, or the health reform law) poses unique and complex challenges to employers everywhere. Although the law is already three years old, its signature provisions—and most onerous requirements—take effect January 1, 2014, just months from now.

Employers everywhere are scrambling to understand and comply with the law’s complex rules. The issues and challenges for employers vary significantly depending on employer size and industry sector. But the law will impact all employers in some way: financially, in hiring and retention, and in the great many administrative challenges the law imposes.

We look forward to helping you understand the impact of health care reform on your business.

Do you know whether rating disparities exist along race, gender or age, which may then translate into pay and promotion disparities in a pay-for-performance organization?

Attend this session to help ensure that your company can defend itself on an organization-wide basis against claims of employment discrimination arising from tainted performance ratings? All attendees will gain actionable insight to help you:

• Identify strategies for pay-for-performance organizations to utilize in striking a balance between workforce effectiveness and workforce compliance
• Tips to simultaneously encourage high performing employees while mitigating legal risks
• To spot and avoid potential legal liabilities before they arise

This session will also provide HR leaders the insight needed to arm your business managers with the knowledge necessary to avoid discriminatory practices within performance evaluations. Register for this session today to ensure that your performance processes protect your people and your organization.

OSHA is turning up the heat on its Recordkeeping Rule with increased enforcement efforts, a proposed Recordkeeping Modernization rule involving radical changes to data collection requirements, and plans for an eventual Injury and Illness Prevention Program (I2P2) standard. HR professionals and safety managers need to stay compliant and aware of activity surrounding the standard. This session covers the main components of the rule, including OSHA Forms 300, 300A, and 301, as well as provides an overview of current related regulatory activity, a review of recordable incident criteria and scenarios, and actionable steps for achieving and maintaining compliance with the standard.

This program will discuss all aspects of legally effective incident investigation and management, arising from a variety of crisis situations. Basic principles of accident investigation will be examined, as well as management of OSHA/MSHA inspections arising from occupational accidents, insurance and tort/contractor liability issues, media management, staffing, and site security. Given that improperly managed incidents can frequently give rise to OSHA/MSHA prosecution or civil tort and contract liability, learning the basic principles will help to limit legal exposures for companies and their managers. Participants will learn proper approaches to root cause analysis as well as proactive steps that can be taken to avoid crisis situations in the future.

Few businesses face as much complexity in payroll administration and accounting as manufacturing. Unions, irregular hours, government contracts, high turnover and immigration issues add to the challenges of multiple jobs, pay rates, state jurisdictions, and industry-specific reporting standards. Ammu Warrier, a recognized expert in managing contingent workers for manufacturing companies, will provide practical advice for managing industrial worker time and expense. The session will cover: • Work scheduling techniques that provide the workers needed for each production run • Establishing and enforcing pay and work rules – consistently and accurately – across the organization. • Curbing the rising rate of litigation over alleged violations of state and federal labor laws • Building a Link between time management and worker safety • Generating workforce intelligence data that ties actual labor costs to production, even when your labor picture includes complexities such as different wages, premium pay, partial shifts, and team allocation.

Every day brings news of the latest law involving employers’ use of background checks. The Equal Employment Opportunity Commission has intensified its scrutiny of hiring practices, exposing employers to greater risk of discrimination lawsuits.

Armed with real-world examples, EmployeeScreenIQ’s Jason Morris will examine the changing legal landscape that employers must operate against. Jason addresses these new guidelines along with the “ban the box” legislation. Jason also speaks to the controversy surrounding employers’ use of social networking sites like LinkedIn, Facebook and Twitter to influence hiring decisions.

Organizations shouldn’t be dissuaded from executing background checks, but these new guidelines underscore the need for employers to be vigilant in their compliance measures.

“Worker Misclassification” is the term most used when a business designates a worker as an independent contractor when the government or the Courts deem the worker to be an employee of the company for whom the work was done. Simply deciding to call someone an independent contractor is an ill-fated approach; and even an agreement between you and the worker where you both agree that the worker is independent may not be the protection you think. Worker misclassification can (and has) cost individual businesses millions of dollars. Risk comes from the federal government, state governments and from civil lawsuits brought by independent contractors themselves. Remember, since this issue potentially involves federal and state taxes that should have been collected and paid by your company, these liabilities can go past the assets of your business to the owners who were ultimately responsible for proper tax management. Further, if your business has any plans to sell at some point or make a public offering, it’s important to know that this issue is now on the due diligence checklist used by professionals involved in helping make sale transactions happen. You’re invited to take an important next step and attend this presentation to become better educated.