Archived Webcasts and Podcasts

Under health care reform, voluntary benefits will play an increasingly important role in many employers’ benefits strategies. Many employers will shift toward providing only bare-bones core medical coverage and transferring more responsibility for additional coverage to the employee via voluntary benefits offerings. In this webinar, you'll learn how employers are reacting in different ways to changes under the Patient Protection and Affordable Care Act and how voluntary benefits could help you react seamlessly to these changes. We'll outline key ingredients for a successful voluntary benefit program, commonly offered voluntary benefits, and ways that voluntary benefits can solve employers' and workers' headaches under 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.

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.

During the webinar, we'll review the new provisions specific to small employers such as:

• Premium rating rules for non-grandfathered individual and small group plans (in 2014, carriers may vary premiums based only on age (3:1), tobacco use (1.5:1), family size, and geography)
• Deductible limits for non-grandfathered, small group plans. In 2014, deductibles for small plans cannot exceed $2,000/$4,000, with limited exception for plans unable to reach the actuarial value of a given coverage level (e.g., Bronze)
• Small business healthcare tax credit
• Small Business Health Options Program (SHOP)
and
• Employer Shared Responsibility provisions (identifying full-time employees)

Dependent Eligibility Verification Audits are an increasingly integral part of health care cost containment, ERISA compliance, and PPACA "Pay or Play" analysis. On average, 4-8% of Dependents enrolled in company benefits are NOT eligible. This costs employers 10's of thousands, 100's of thousands - even millions of dollars annually. Time and Money are the most common objections to conducting an audit, along with fear of adverse employee reaction. This webinar explores Best Practices, mistakes to avoid, and the substantial ROI achieved from a comprehensive dependent audit. Participants will learn what fraud in a benefits plan looks like, how prevalent fraud really is, and what type of savings they can generate for their company with an audit.

The California Department of Child Support Services (DCSS) recognizes the value employers provide to the child support program.

As a payroll or human resource professional it can get confusing keeping up with your roles and responsibilities as an employer.

Today’s webinar will provide you with the education you need regarding the child support process. Our focus is to provide employers with the latest changes, updates, laws and requirements as we work together to improve the lives of children. The law requires parents who owe child support to have it withheld from their pay. We hope you find this information helpful.

Cooperation between employers and the child support program is essential in supporting family self-sufficiency. We appreciate your cooperation and look forward to building a stronger partnership for the future.

Beginning in 2014, the Affordable Care Act (ACA) broadens the definition of who qualifies for benefits under an employer health plan. Depending on the actions taken by employers, the eligibility pool could expand by five to ten million U.S. workers—representing potentially billions of dollars in additional health premiums. But how many of these newly eligible employees will actually participate in their employer’s health plan? The answer is not clear. Many newly eligible employees occupy low-wage, non-exempt positions where health coverage was traditionally not offered. Income, age, and education could potentially influence participation. In order to forecast future health costs or evaluate alternative coverage scenarios under the ACA, employers need to understand the key variables likely to impact employee participation. To help employers navigate their options under the ACA, the ADP Research Institute conducted a study to help employers address critical questions: • How could income and affordability impact employee participation in health benefits today? • What percentage of employees pay more than 9.5% of income (the affordability threshold defined under the ACA) to purchase self-only health coverage? • How do employer contribution levels compare with premium subsidies potentially available through a Public Health Exchange? • Is there an income threshold below which an employee might prefer to participate in a Public Health Exchange? In this webinar, we will use the empirical data gleaned from the ADP Research Institute study to gain insight into the likely purchasing behaviors for employers who sponsors health coverage. At lower-income levels, health premiums may consume 5% to 20% (or more) of an employee’s disposable income and affordability may be a significant issue. Some individuals may be resistant to purchasing coverage even with the individual mandate in place, while others may prefer to obtain coverage through a Public Health Exchange if subsidized coverage is available. Session participants will learn valuable insights that can help employers with economic modeling, cost forecasting, and scenario planning of their health benefits in 2014.

Whistleblower claims brought under federal safety, health and environmental statutes can be costly and disruptive to your business, and claims may involve actions that an employer did not realize could be considered discriminatory. Find out how best to coordinate between safety and HR activities, to avoid prosecution under these statutes, and how to defend against claims when a complaint is filed.

This presentation will cover how to structure your incentive and disciplinary programs to avoid scrutiny by the government, how to document adverse actions properly, and how to address situations involving "bulletproof" employees in a legally sound manner.

The remedies available to whistleblowers and unique aspects of some laws - such as "temporary reinstatement" provisions that may require actual or economic reinstatement while a case is pending - will also be discussed.

Learn how the choices you make could affect your organization.
Now that the Affordable Care Act is here to stay, many employers are asking, "What do I have to do to avoid penalties and minimize costs?"

Register for this complimentary webinar featuring expert advice from Monique Warren, partner at Jackson Lewis LLP, to learn how you can avoid being blind-sided by unanticipated costs in 2014.

In this webinar you will learn how the penalties can be triggered in 2014, their potential financial impact, and how alternatives to avoid these penalties may affect your organization. Employers that have not already done so must put a strategy in place and develop tools and processes to comply before the 2014 deadline.

The Affordable Care Act (ACA) is one of the most significant pieces of legislation in decades regarding employee health care, and it impacts both businesses and individuals. Many of the provisions of the ACA are already in place, with more being implemented in 2013. Employers must determine if they are covered by the ACA and take proactive steps to comply with its extensive mandates. This webinar is designed to help executives and HR professionals understand what is coming and what options exist for employers.

The provisions of the ACA are broad and will have far-reaching effects on many areas of an employer’s organization. Failure to understand and carefully plan for the ramifications of the ACA may lead to significant issues for employers and lost opportunities for employees. New guidance is issued on a regular basis, and it is imperative that employers start the review and planning process.