The Affordable Care Act (ACA) and looming regulatory changes that impact healthcare costs and liability for all US employers are causing organizations to rethink their workforce management strategies and technologies. New rules require greater visibility into the hours employees work, new strategies for planning schedules that adhere to the organization’s planned response to the ACA, and heightened levels of reporting at the individual, organizational, local and federal level. Without a solid strategic workforce management foundation and the right automated workforce management tools, organizations will struggle to comply and make the right choices when it comes to healthcare reform. In this webinar, Mollie Lombardi, vice president and principal analyst of Aberdeen Group’s Human Capital Management practice will share her latest research on workforce management strategy and technology.
ADP invites you to join us for our latest event in a series focused on Health Care Reform – the dos and don’ts in managing your workforce.
The Health Care Reform law (also known as the Patient Protection and Affordable Care Act, the Affordable Care Act, or the “ACA”) has created new obligations for employers, the full force of which will take effect in 2015. However, employers should be paying attention to these rules now. They will soon need to be in a position to make decisions that will have a direct impact on the healthcare they will be offering. In 2015 and beyond, the requirements of the ACA are extremely complex and its legal implications extend well beyond ERISA and the Internal Revenue Code.
With the retirement plan landscape evolving, the fiduciary responsibility of managing a retirement plan falls to the employer.
“Driving Healthy Outcomes for Retirement Plans” is a presentation focusing on one company’s strategic plan to help employees achieve a healthier retirement outcome and promote financial wellness. The presentation outlines use of plan features and investment tools that make planning for retirement easier and help employees build healthier results and stronger retirement plans. The presentation also highlights significant financial benefits for the organization sponsoring the plan, a winning strategy for both plan sponsors and retirement plan participants. The case study which was conducted over a five year period on a company that implemented a strategy to drive participant outcomes also focuses on the return on investment to the company of helping employees become ready for retirement by normal retirement age. The presentation concludes with a discussion on the current retirement plan marketplace and what lies ahead for opportunities to enhance retirement readiness.
In this presentation, Jason Rothman, an employee benefits attorney with the international labor and employment law firm of Ogletree, Deakins, Nash, Smoak and Stewart, P.C. will cover two key employee benefit plan issues that all employers must understand: (1) the Affordable Care Act employer mandate, including guidance issued this summer delaying employer mandate assessments until 2015; and (2) the U.S. Supreme Court’s recent decision in the case of United States v. Windsor ruling that Section 3 of the Defense of Marriage Act (DOMA) is unconstitutional. These two developments significantly impact employee benefit plans and require employers to take strategic action in the near future to comply with the requirements thereunder.
Target-date funds are becoming more popular with company 401(k) retirement plans. And as they do so, it puts more burden of responsibility on the plan sponsor to know what they are offering their employees who chose to invest in Target-date funds (TDF).
According to the SEC’s document Recommendation of the Investor Advisory Committee Target Date Mutual Funds April 11, 2013, TDFs had approximately $485 billion at the end of 2012, up 29% over the previous year. Roughly 70 percent of U.S. employers report offering target-date funds as their default investment option for company sponsored defined contribution plans.
In this webinar, learn what you the plan sponsor need to know about managing your target-date fund program.
In the webinar, you will learn the various triggers of an audit, whether from the Department of Labor or (and) the Internal Revenue Service and how best you can begin preparing for their inevitability….
And we will emphasize the necessity of a team approach…to encompass any external advisors…,accountants to attorneys and actuaries…,that must be part of your audit prep.
We will cite specific examples of audits triggered by employees…,past and present…,not because of something you did (or did not) do…but a transgression by a third party provider that if not addressed, can prove costly.
And all of this data will be disseminated to you in easy to understand non technical terminology…we promise not to touch on either Alpha or Beta ratios.
Launch your learning journey with a high energy start! This session will introduce the Institute for Human Resources (IHR) Benefits: Cost Containment, Audits and Legal Risks and the Institute for Human Resources (IHR) certification program. Find out about the workshops that will be available, and learn how the IHR certification process works. Throughout this conference you will gain practical ideas and concepts that you will be able to put into practice in your organization. You will be introduced to the Advisory Board, learn about the opportunity to become certified within the IHR and see who is speaking and their topics. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. You will have the opportunity to ask questions as it relates to the overall program, prior to its commencement. You can access all of the archived sessions where we launched this Institute in May, 2011.
During this thought-provoking webinar, you’ll learn five strategies that can provide the blueprint for a successful, sustainable wellness program. To spark lasting behavior changes in your employees or members, you need to develop a program that recognizes the unique characteristics of your population. We’ll also share strategies to get critical leadership support for your wellness program and to incorporate effective incentives. At the conclusion of the webinar, you’ll be armed with five key tools to build a company culture that radiates health and wellness. Our research shows that with the correct program in place, you can reduce absenteeism, create a vibrant culture and see happier, healthier and more productive employees.
The California Department of Child Support Services and the Employment Development Department recognizes the value employers provide to the child support program. As an employer, payroll or human resource professional it can get confusing keeping up with your roles and responsibilities; the forms, reporting requirements, etc. This webinar will connect all these requirements and how your roles and responsibilities support family self-sufficiency.
Today’s topics will include:
New Hire and Independent Contractors
What Information to Report
How to Report
Employers Who Fail To Report?
Where To Update Company Information?
Reporting Terminated Employees
During 2011/2012, approximately 70% of child support collections came from employers. This resulted in $1.46 billion dollars for California’s children and families.
Coaching has become an undeniable "Best Practice" in all aspects of life. Coaching has also been accepted as a keystone, in any and all risk improvement efforts - this includes health, safety, etc.
Coaching "The Many" has been the elusive prize, in most health management or risk management strategies.
Coaching "The Few" will help "The Few", while coaching "The Many" will move the needle.
This webcast will focus on coaching "The Many."
Specifically, we will discuss coaching delivery options and their respective levels of effectiveness. We will discuss the logistical challenges of coaching the majority of workforces. Most importantly, we will explore coaching the significant majority of workforces while avoiding disruption and any invasion of privacy issues ... right where they work.