• Updated Consumer Report Notice Required Sept. 21

    Notice Available for Download

    Beginning September 21, 2018, an updated Summary of Consumer Rights notice must be provided when required under the federal Fair Credit Reporting Act (FCRA). As a reminder, the FCRA requires employers to provide an applicant or employee with this notice before rejecting a job application, terminating an employee, or taking any other adverse employment action based on information in a consumer report.

    Click here to view more information and download the updated notice.

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  • Reminder: Medicare Part D Notices Due by October 15

    Notices Due to Medicare-Eligible Individuals

    Employers who sponsor group health plans that offer prescription drug coverage to Medicare-eligible individuals are reminded that they must provide a Medicare Part D Creditable or Non-Creditable Coverage Notice to those individuals by October 15. This notice serves to inform Medicare-eligible individuals whether the prescription drug coverage offered is “creditable,” meaning it is expected to pay, on average, as much as the standard Medicare prescription drug coverage.

    For more information on this notice requirement, including links to downloadable model notices, click here.

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  • DOL Releases Updated Model Employer CHIP Notice

    Model Notice Informs Employees of Eligibility for Premium Assistance Under Medicaid or CHIP

    The U.S. Department of Labor (DOL) has updated its model notice for employers to provide information on eligibility for premium assistance under Medicaid or the Children’s Health Insurance Program (CHIP). This notice is generally updated twice a year. Click here to download the updated notice in PDF format.

    Annual Notice Requirement
    Employers that provide health insurance coverage in states with premium assistance through Medicaid or CHIP must provide employees with the employer CHIP notice annually before the start of each plan year. An employer can choose to provide the notice on its own or concurrent with the furnishing of:

    • Materials notifying the employee of health plan eligibility;
    • Materials provided to the employee in connection with an open season or election process conducted under the plan; or
    • The summary plan description (SPD).

    The updated model notice includes information on how employees can contact their state for additional information and how to apply for premium assistance, with information current as of July 31, 2018.

    Our Benefits Notices by Company Size section features information on additional health plan notice requirements.

    To access your HR library, please visit www.HR360.com/login.

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  • Short-Term Health Insurance Soon Available For Up to 36 Months

    New Rule Loosens Current Restrictions

    Effective October 3, 2018, a new rule will allow individuals to purchase short-term, limited-duration health insurance coverage for a period of less than 12 months, and renew such coverage for up to 36 months. Under current law, the maximum coverage period for short-term, limited-duration health insurance is less than 3 months, and these policies cannot be renewed.

    Notably, short-term, limited-duration health insurance is:

    • Not required to comply with the Affordable Care Act’s ban on pre-existing condition exclusions and lifetime and annual dollar limits.
    • Not required to comply with the Affordable Care Act’s essential health benefits requirement, which requires individual health insurance policies to cover, among other things, hospitalizations, emergency services, and maternity care.
    • Not “minimum essential coverage,” meaning that policyholders may remain liable for an individual mandate penalty for any month in 2018.

    Click here to read the new rule. A fact sheet is also available.

    Check out our Health Care Reform section for more on the Affordable Care Act.

    To access your HR library, please visit www.HR360.com/login.


    Health Care Reform Updates provided by:

    Team Nash
    2005 E 2700 St, Suite 140, Salt Lake City, UT 84109
    385-234-6754

    Please Note: The information and materials herein are provided for general information purposes only and are not intended to constitute legal or other advice or opinions on any specific matters and are not intended to replace the advice of a qualified attorney, plan provider or other professional advisor. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy. In accordance with IRS Circular 230, this communication is not intended or written to be used, and cannot be used as or considered a ‘covered opinion’ or other written tax advice and should not be relied upon for any purpose other than its intended purpose.

    The information provided herein is intended solely for the use of our clients and members. You may not display, reproduce, copy, modify, license, sell or disseminate in any manner any information included herein, without the express permission of the Publisher. Kindly read our Terms of Use and respect our Copyright.

    Copyright © 2018 HR 360, Inc., All rights reserved.

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  • Nash Insurance Voted One of the Best Insurance Agents in Park City

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  • Short-Term Health Insurance Soon Available For Up to 36 Months

    Effective October 3, 2018, a new rule will allow individuals to purchase short-term, limited-duration health insurance coverage for a period of less than 12 months, and renew such coverage for up to 36 months. Under current law, the maximum coverage period for short-term, limited-duration health insurance is less than 3 months, and these policies cannot be renewed.

    Notably, short-term, limited-duration health insurance is:

    • Not required to comply with the Affordable Care Act’s ban on pre-existing condition exclusions and lifetime and annual dollar limits.
    • Not required to comply with the Affordable Care Act’s essential health benefits requirement, which requires individual health insurance policies to cover, among other things, hospitalizations, emergency services, and maternity care.
    • Not “minimum essential coverage,” meaning that policyholders may remain liable for an individual mandate penalty for any month in 2018.

    Click here to read the new rule. A fact sheet is also available.

     

    Health Care Reform Updates provided by:

    Team Nash
    2005 E 2700 St, Suite 140, Salt Lake City, UT 84109
    385-234-6754

    The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.

    Copyright © 2018 HR 360, Inc., All rights reserved.

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  • Protect Your Business Against Spear-Phishing Emails

    Tips to Protect Against Damage from Spear-Phishing Emails

    Cyberattacks and resulting data breaches often begin with a spear-phishing email. Spear phishing differs from regular email phishing in its use of extensive research to target a specific audience, which allows the spear phisher to pose as a familiar and trusted entity in its email to a mark. Spear phishers seek a company’s valuable information-such as credentials providing access to customer lists, trade secrets, and confidential employee information-and some of their methods include:

    • Directing email recipients to fake (but authentic-looking) websites that ask for information like account numbers, and passwords or other credentials.
    • Inducing recipients to click on links or attachments that download malware onto the recipient’s computer. The malware often allows the phisher to steal passwords and sensitive data by, for example, tracking keystrokes.

    The IRS offers the following tips to protect against spear phishing:

    1. Educate all employees about phishing in general and spear phishing in particular.
    2. Use strong, unique passwords with a mix of letters, numbers, and special characters. Also remember to use different passwords for each account.
    3. Never take an email from a familiar source at face value, especially if it asks you to open a link or attachment, or includes a threat about a dire consequence that will result if you fail to take action.
    4. If an email contains a link, hover your cursor over the link to see the web address (URL) destination. If it’s not a URL you recognize, or if it’s an abbreviated URL, don’t open it.
    5. Poor grammar and odd wording are warning signs of a spear-phishing email.
    6. Consider calling the sender to confirm the authenticity of an email you’re unsure of, but don’t use the phone number in the email.
    7. Use security software that updates automatically to help defend against malware, viruses, and known phishing sites.

    Click here for additional information about protecting yourself from spear-phishing attacks.

    Check out our Employee Records and Files section for more on how to protect confidential employee information.

     

     

    HR News Alerts provided by:

    Team Nash
    2005 E 2700 St, Suite 140, Salt Lake City, UT 84109
    385-234-6754

    Please Note: The information and materials herein are provided for general information purposes only and are not intended to constitute legal or other advice or opinions on any specific matters and are not intended to replace the advice of a qualified attorney, plan provider or other professional advisor. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy. In accordance with IRS Circular 230, this communication is not intended or written to be used, and cannot be used as or considered a ‘covered opinion’ or other written tax advice and should not be relied upon for any purpose other than its intended purpose.

    The information provided herein is intended solely for the use of our clients and members. You may not display, reproduce, copy, modify, license, sell or disseminate in any manner any information included herein, without the express permission of the Publisher. Kindly read our Terms of Use and respect our Copyright.

    Copyright © 2018 HR 360, Inc., All rights reserved.

    Read more
  • Federal Workplace Poster Requirements

    Various federal workplace poster requirements apply to employers across the United States. This Federal Workplace Poster Requirements chart includes helpful information and links to download the following posters:

    • Minimum Wage Posters
    • OSHA Posters
    • FMLA Posters
    • Workers with Disabilities Posters

    Click on the image below to download the chart.

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  • Employers in 7 States Lose Exemption

    The federal Occupational Safety and Health Administration (OSHA) recently announced that covered establishments in all states-including establishments in California, Maryland, Minnesota, South Carolina, Utah, Washington, and Wyoming-must electronically submit data from their 2017 OSHA Form 300A to OSHA by July 1, 2018. Previously, employers in those seven states were deemed exempt.

    As a reminder, the following establishments-if currently required to comply with OSHA’s recordkeeping requirements-are required to electronically submit data from their 2017 Forms 300A to OSHA:

    Click here to read the OSHA announcement. To submit your establishment’s data, click here.

    To learn more, check out our Electronic Recordkeeping Requirementpage.

    To access your HR library, please visit www.HR360.com/login.

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  • Small Businesses May Be Able to Keep Existing Health Coverage Through 2019

    Policies Renewed Under Extended Transitional Policy Must End by December 31, 2019

    A previously extended transitional policy which allows health insurance issuers, at their option, to continue group coverage that would otherwise be terminated or cancelled has been further extended to policy years beginning on or before October 1, 2019, provided that all policies end by December 31, 2019. Health insurance issuers that renew coverage under the extended policy are required to provide standard notices to affected small businesses for each policy year.

    Policies subject to the transitional relief will not be considered to be out of compliance with key Affordable Care Act provisions, including:

    • The requirement to cover a core package of items and services known as essential health benefits;
    • The requirement that any variations in premiums be limited with regard to a particular plan or coverage to age, tobacco use, family size, and geography;
    • The requirements regarding guaranteed availability and renewability of coverage; and
    • The requirements relating to coverage for individuals participating in approved clinical trials.

    Click here to review the extended transitional policy.

    Visit our ACA by Year & Company Size section for an overview of other requirements related to Health Care Reform.

    To access your HR library, please visit www.HR360.com/login.

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