Coronavirus and the Workplace – Compliance Issues for Employers
As the number of reported cases of the novel coronavirus (COVID-19) continues to rise, employers are increasingly confronted with the possibility of an outbreak in the workplace.
As the number of reported cases of the novel coronavirus (COVID-19) continues to rise, employers are increasingly confronted with the possibility of an outbreak in the workplace.
On the evening of March 18, 2020, the President signed the Families First Coronavirus Response Act (the “Act”). It will go into effect on April 2, 2020, and remain in effect until December 31, 2020. While the Act covers several programs, those most relevant to employers are included in this Bulletin.
In this issue: CMS Publishes FAQs to Ensure Individuals, Issuers and States have Clear Information on Coverage Benefits for COVID-19 IRS Grants COVID-19 Relief for High-Deductible Health Plans Employer Obligations Under the Proposed Families First Coronavirus Act (H.R. 6201) HHS Gives New Guidance on Drug Manufacturer Coupons and Out-of-Pocket Maximums New Federal Rules Will Let …
In response to the Novel Coronavirus (COVID-19) outbreak, the federal and state governments have been working with insurance commissioners and carriers to expand access to testing and treatment. Part of the response includes actions to remove cost barriers to services that could otherwise discourage individuals from seeking care.
In this Issue: NLRB Issues Joint Employer Final Rule Be Clear About What Accommodations Are Being Provided Recent Incomplete COBRA Notice Leads to Lawsuits Against Three Employers No Pretext Where Employer Had “Honest Belief” in Employee’s Misconduct U.S. Employers Weigh EEOC Guidance in Responding to Coronavirus Coronavirus Update: Employer Response, Contract Performance, and Public Company …
Under the Health Insurance Portability and Accountability Act (HIPAA), certain employer-sponsored health plans must provide special enrollment opportunities outside of the plan’s normal enrollment periods. Unlike the mid-year election change rules under Section 125 of the Internal Revenue Code, HIPAA’s enrollment opportunities – referred to as special enrollment rights – are mandated. Consequently, employers that …