Category Archives: Discussion

LBi Software Releases New HR Help Desk Application: CaseManager 4.0 | Business News and Articles

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LBi Software announced today the next release of CaseManager, its HR Help Desk and knowledgebase solution. CaseManager empowers CSRs to easily enter information about employee calls and efficiently track issues to completion. The latest release includes several new features and can now be hosted in the Cloud. Sign up for one of the CaseManager webinars on January 11 or February 15, 2011 to find out more

LBi Software Releases New HR Help Desk Application: CaseManager 4.0 | Business News and Articles.

U.S. Department of Labor expansively interprets the definition of “son or daughter” under FMLA

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Last month, the U.S. Department of Labor (DOL) issued an interpretation letter in which it expansively interpreted the definition of “son or daughter” under the Family Medical Leave Act (FMLA). The FMLA entitles a qualified employee to take leave, among other things, to care for a “son or daughter” with a serious health condition, for the birth of a “son or daughter” or to bond with a “son or daughter” within the first 12 months following the birth or placement.    

The DOL’s new interpretation of “sons or daughters” may permit employees to take FMLA leave without regard to their legal or biological relationship to the child as long as they stand in loco parentis to him or her. While not law, DOL regulations and DOL’s interpretation of those regulations are accorded certain deference by court. The DOL interpretation has the practical effect of potentially expanding the pool of employees entitled to FMLA leave to include more parents and grandparents in non-traditional families, including families where the parents are same-sex partners, and others.  

Lexology – U.S. Department of Labor expansively interprets the definition of “son or daughter” under FMLA.

Lexology – Healthcare reform: what employers should be doing now to implement changes of the act

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Bricker & Eckler LLP

Christine M. Poth

USA

June 17 2010

Employers should be aware of a number of provisions enacted in the Patient Protection and Affordable Care Act and its companion bill, the Health Care and Education Reconciliation Act (collectively, “the Act”) that will impact their group health plans, cafeteria plans and medical flexible spending arrangements. Many of the provisions of the Act are effective for plan years beginning on or after September 23, 2010 and will require employers to make changes in their calendar year plans by January 1, 2011. For more information on the Act, see our Health Care Reform Resource Center at www.bricker.com/reform.

via Lexology – Healthcare reform: what employers should be doing now to implement changes of the act.

Lexology – Patient protection and Affordable Care Act’s impact on employers for first plan year

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Taft Stettinius & Hollister LLP

USA

May 26 2010

In a previous Taft alert, we discussed ways that the Patient Protection and Affordable Care Act of 2010 would immediately affect employers in 2010.

This bulletin will discuss the ways the Act will affect you on the first employee benefit plan year (“Plan Year”) beginning on or after September 23, 2010. For most employers who use the calendar year as their Plan Year, the changes listed below will become effective January 1, 2011, unless noted otherwise. However, for employers with a Plan Year that begins on October 1, November 1 or December 1, the changes below will occur earlier.

It is important to note that some of the changes below will affect all group health plans regardless of a plan’s grandfathered status and some changes will have no effect on grandfathered plans.

via Lexology – Patient protection and Affordable Care Act’s impact on employers for first plan year.

Lexology – Patient protection and Affordable Care Act’s impact on employers for first plan year

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Taft Stettinius & Hollister LLP

USA

May 26 2010

In a previous Taft alert, we discussed ways that the Patient Protection and Affordable Care Act of 2010 would immediately affect employers in 2010.

This bulletin will discuss the ways the Act will affect you on the first employee benefit plan year (“Plan Year”) beginning on or after September 23, 2010. For most employers who use the calendar year as their Plan Year, the changes listed below will become effective January 1, 2011, unless noted otherwise. However, for employers with a Plan Year that begins on October 1, November 1 or December 1, the changes below will occur earlier.

It is important to note that some of the changes below will affect all group health plans regardless of a plan’s grandfathered status and some changes will have no effect on grandfathered plans.

via Lexology – Patient protection and Affordable Care Act’s impact on employers for first plan year.

IRS, HHS, and DOL release grandfathered health plan regulations

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The wait is over for the estimated 2.2 million health plans hoping to qualify for grandfathered health plan status under the recently enacted health care reform legislation. Today, the three primary agencies charged with regulating and enforcing the federal government’s health care reform effort Department of Treasury, Department of Health and Human Services, and Department of Labor released interim final regulations that address the applicable exemptions for grandfathered health plans and the changes that may and may not be made to plans seeking to retain their grandfathered status.

via Lexology – IRS, HHS, and DOL release grandfathered health plan regulations.

Managing Expectations through Consistent Process

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Over the years, I’ve had plenty of people share their experiences with me and ask my advice on whether the organization they work for is doing things properly. As a human resources professional, I love to hear everyone’s stories, but am sometimes disheartened at the outcomes and ponder: How could this situation have been handled differently?Below are examples that outline how two different employers mismanaged their employees’ expectations through a lack of consistent process.

via HR Matters Blog: Managing Expectations through Consistent Process.

Musings on the Spirit of HR Leadership

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Recently I read with interest an article in the Huffington Post by Jon Younger, a Partner at The RBL Group, a firm providing consulting and executive education in strategic HR and leadership. Jon had recently completed a series of engagements with HR leaders of several global corporations. His observations centered around what HR leaders are doing to make better connections with company team members and, in doing so, increase their role as business partners.

Jon’s feedback shed light on how little time HR managers are spending (not for lack of trying?) on getting to know their specific business’ industry:

via Musings on the Spirit of HR Leadership.

The Top 50 Human Resources Blogs To Watch in 2010

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Hiring, firing, and everything in between – that is what this Top 50 blog list is all about. Chances are we have all been on the good end and the bad end of a human resources decision at one time or another. These bloggers are the best of the best in helping people make those tough decisions. So, whether you are looking to downsize, upsize, or create the most talented team you can, visit these blogs for advice.

via The Top 50 Human Resources Blogs To Watch in 2010.

Neil Dornbaum Speaks to SWHRMA

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Immigration Attorney, Neil Dornbaum

Noted immigration law attorney Neil Dornbaum spoke to the Sussex Warren HRMA chapter this evening discussing a variety of issues confronting HR professionals.  Mr. Dornbaum covered, among other things, hiring issues, Changes in Duties, Travel outside of the US, and Federal Govt audits.  Immigration issues are pressing for every HR professional and those who attended appreciated his experienced insights.