The National Labor Relations Board has restored the right of unionized employers to implement changes that are consistent with past practice (as long
Senate Republicans continue to work on legislation to repeal the Affordable Care Act (commonly referred to as Obamacare). As Politico reported on
In December 2015 the IRS announced that any unconditional payment to employees to opt out of employer-sponsored insurance was basically a salary
As previously noted, Congress passed legislation eliminating the Form 1099 requirements for spending over $600.
This week, the Illinois legislature approved a civil unions bill that appears all but certain to become law.
As a general matter, most parts of the new federal health care law (the Patient Protection and Affordable Care Act, or PPACA), do not immediately become effective upon group health plans in union contracts that are already in force.
The newly enacted health care reform bill has fueled numerous questions by employers seeking direction on arguably the most important workplace decisions they will make in the next few years.
For those school districts that currently have aid ratios of 0.4 or less (i.e., the wealthiest school districts in the Commonwealth of Pennsylvania), the real squeeze is currently taking place on districts and we are only seeing the beginning.
After months of negotiations and several different versions of competing bills, the House of Representatives passed a health reform bill (H.R. 3962) that contains sweeping changes for employer-based health care.
On October 7, 2009, the Internal Revenue Service, U.S. Department of Labor and the Centers for Medicare & Medicaid Services published interim final regulations under Title I of the Genetic Information Nondiscrimination Act of 2008 (GINA) to prohibit group health plans and health insurance issuers from discriminating based on genetic information.