Compensation and benefits news, articles, blogs, case studies and analysis on compensation and benefits policy and plans.
 

The sweeping health care reform passed in 2010 finally takes full form in 2014. Here’s what HR needs to know.

The countdown to 2014 — when the entirety of the health care legislation passed in 2010 is set to take effect — has begun.

Three major changes will happen next year as a result of the Affordable Care Act, and each poses challenges for employers.

First, all taxpayers will be required to show proof of health insurance when paying their taxes or pay a penalty. Second, employers with more than 50 full-time employees will be required to provide health insurance or pay a penalty.


 

The sweeping health care reform passed in 2010 finally takes full form in 2014. Here’s what HR needs to know.

The countdown to 2014 — when the entirety of the health care legislation passed in 2010 is set to take effect — has begun.

Three major changes will happen next year as a result of the Affordable Care Act, and each poses challenges for employers.

First, all taxpayers will be required to show proof of health insurance when paying their taxes or pay a penalty. Second, employers with more than 50 full-time employees will be required to provide health insurance or pay a penalty.


 

The sweeping health care reform passed in 2010 finally takes full form in 2014. Here’s what HR needs to know.

The countdown to 2014 — when the entirety of the health care legislation passed in 2010 is set to take effect — has begun.

Three major changes will happen next year as a result of the Affordable Care Act, and each poses challenges for employers.

First, all taxpayers will be required to show proof of health insurance when paying their taxes or pay a penalty. Second, employers with more than 50 full-time employees will be required to provide health insurance or pay a penalty.


 

Here are some best practices to help educate employees and communicate more effectively about benefits offerings.

Although health care reform will pose new challenges in 2013, HR decision-makers can arm themselves with the knowledge and tools they need to market, educate and communicate about benefits offerings to more effectively promote employee satisfaction and retain top talent. Taking a customized, informed approach to benefits can help create and maintain a strong workforce not only in the new year, but in the long term. Here are some best practices.


 

Here are some best practices to help educate employees and communicate more effectively about benefits offerings.

Although health care reform will pose new challenges in 2013, HR decision-makers can arm themselves with the knowledge and tools they need to market, educate and communicate about benefits offerings to more effectively promote employee satisfaction and retain top talent. Taking a customized, informed approach to benefits can help create and maintain a strong workforce not only in the new year, but in the long term. Here are some best practices.


 

Here are some best practices to help educate employees and communicate more effectively about benefits offerings.

Although health care reform will pose new challenges in 2013, HR decision-makers can arm themselves with the knowledge and tools they need to market, educate and communicate about benefits offerings to more effectively promote employee satisfaction and retain top talent. Taking a customized, informed approach to benefits can help create and maintain a strong workforce not only in the new year, but in the long term. Here are some best practices.