If there’s one thing that’s catching my attention at the HR Technology show this week, it’s the growing importance of benefits among tech companies.
The ADA protects cancer as a disability. Any employer that fires an employee after a cancer diagnosis is going to have big problems.
The ADA protects ‘alcoholism’ as a disability, but there is a difference between alcoholism and being drunk at work, which the ADA absolutely does not protect.
Health care benefits still offer a sense of financial and emotional security despite the substantial changes in who pays for what.
There’s no set structure, and companies aren’t required to match employee 401(k) contributions; for those that do, formulas vary.
Halbig v. Burwell challenged the IRS interpretation of two conflicting provisions and lost at the U.S. District Court of D.C. The appeals court overturned the lower court’s decision.
One cost-saving strategy is growing in popularity: conducting audits to ensure that every dependent is eligible for health care benefits.
Once an employer becomes aware of the need for a reasonable accommodation, the ADA obligates it to engage in an interactive process with the employee to identify and implement appropriate reasonable accommodations.
Many employees will find new benefit options and other changes that will require more education and assistance from employers as workers make their choices.
Telemedicine programs can help workers defer the ever-growing cost of health care.