December Issue Highlights
- December 2013 a note from the editor
- Profile: Sherry Johnson, SPHR, SHRM Field Services Director
- Highlights from the Strategic Leadership for HR Executives in Jackson, MS
- HIghlights from the Memphis Chamber HR Legal Summit
- How to Put Effectiveness into Performance Appraisals by Voss W. Graham
- How Employers Should Handle Tax Settlements and Damages: The IRS is Watching! by Jeff Weintraub and Jennifer Riley
- Make Sure Your Company Stays on the Nice List When it Comes to Year-End Wage and Hour Issues by Jonathan Hancock and Whitney Harmon
- How to Determine Annual Pay Changes by Mike Umphres
- Sometimes it IS About the Money by Bill Catlette
- The Leadership Memphis FastTrack Program Creates Good-Doers in the Memphis Community! by Jared Bulluck
- EEOC Charges – Why You Should Care by Kristi H. Johnson
- A Workplace Culture of Health by Murray L. Harber and Matt Ginn
- Health Care Transparency 101 by Christine H. Evans
- Recognizing and Addressing Bullying in the Workplace by Lisa A. Krupicka
- The 3 Rs of Managing Millennial Employees-Recruit, Relate, Retain by Donald R. Hillman
- Wrestling with Employee Retention by Jeff Kortes
- How to Keep Great People by Harvey Deutschendorf
- USCIS Adds Tools to E-Verify to Combat Identity Fraud by Bruce E. Buchanan
- How Long is Long Enough? Leaves of Absence as a Reasonable Accommodation by Latosha Dexter
- The DOL’s Interpretive Dance – How the New Persuader Rule Will Limit “Advice”
Effective January 2014, group health plan coverage for any employee hired before January 1, 2014, cannot begin later than March 31, 2014—90 days after December 31, 2013 under the Patient Protection and Affordable Care Act. The waiting-period limitation applies to any group health plan subject to the PPACA, which includes any group health plan that covers two or more current employees. Therefore, virtually all group health plans are included.
Section 2708, which was added to the Public Health Service Act under The PPACA, prohibits any group health plan regardless of whether insured or self-insured, and whether or not grandfathered—from applying any waiting period that exceeds 90 days, effective for plan years beginning on or after January 1, 2014.
However, “excepted benefits” are not subject to the waiting-period limit. This means that ‘stand-alone,’ limited-scope group dental or vision plans—where employees make a separate election and pay a separate premium for the dental or vision coverage—are not limited to a 90-day waiting period.
HR Professionals Magazine is an exciting monthly trade publication designed to educate and inform HR professionals in every discipline of the Human Resources function. We cover current hot topics on employment law, staffing and recruiting, compensation and benefits, employee relations, diversity, ethics, business leadership, relocation, employee training and development, payroll, and HR technology. Employment law will not only focus on federal legislation, but also on state and local regulations for Tennessee, Arkansas, and Mississippi. Articles are detailed and comprehensive written by local HR specialists, educators, and attorneys who are highly regarded as experts in their respective fields.
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