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.

In this fast-moving, informative and entertaining session, get the “why” and the “how” on worksite wellness. Come away with useful takeaways that can be applied immediately toward any worksite wellness initiative – whether you are just getting started or already have a robust worksite wellness program in place. After participating in this session, you’ll have what you need to convince senior leaders that worksite wellness is one of the best ways to mitigate costs AND enhance productivity. To ensure real results, you’ll come away with helpful tips to move any worksite wellness program from a “check the box” program to an “out of the box” program to achieve maximum benefits.

This program is taught by a safety expert with over 18 years of professional speaking and training. The information should be shared with employees on all levels. The cost and financial impact of victimization strikes the bottom line of companies of all sizes. When employees are victimized, they miss work for medical appointments, sick days, court appearances, filing police reports, counseling and many do not return to work.

Prevention and awareness training is the key to showing employees that their safety is important, on and off the clock. It shows that employers care about them.

Participants will learn how to "not look like a victim". Implement a Safety Plan. Trust your instinct. Focus on raising your awareness level. Learn about ways you can prevent crime. Educate yourself about safety and security tools. This program will help empower you to take control of your safety and security.

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.

This presentation focuses on what employers need to know now about the latest updates within PPACA. If you are wondering if this law is still in effect, impacts you, or changes the rules you have been following, this session is for you. With a basic foundation of the key elements of the bill and a look at what compliance regulations may impact your organization. We will focus on four key components, the employer shared responsibility, individual mandate, taxes and fines and lastly the exchanges. We will offer resources of where to find the most updated information available. As every employer has a different set of decisions to make, we aim to bring clarity around what questions are worth asking!

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.

Group Long Term Disability Insurance represents 4-5% of the dollars spent on fringe benefits and as a result in many businesses it gets much less attention than other benefits which represent the larger dollar costs. This session will review, in detail, the 9 plan design feature choices and the 18 contractual language definition choices to precisely identify the impact of each on whether a claim gets paid and if it does, the amount (size) of the claim check. The end result of the session will probably be a review of the in-place group long term disability policy for the betterment of a future disabled employee.