Topics: Human Resources

Trump Administration Proposes to Expand Association Health Plans; Congress Targets Employer Mandate

The Trump Administration and Republicans in Washington are continuing their efforts to dismantle the Affordable Care Act after failing to directly repeal the law last year. More

NATSO Analysis: Joint Employer and the Nature of Employment Members Only Join or Login

As NATSO has previously reported, the National Labor Relations Board (NLRB) in December reversed the controversial Obama-era standard for "joint employment" under the National Labor Relations Act. This was a positive development for employers, particularly in the travel center industry where contract workers (such as equipment inspectors and delivery personnel) and franchise relationships are ubiquitous. However, businesses must remain vigilant of these issues because joint employer liability remains a fact-specific, often state-by-state issue. More

NLRB Overrules Browning-Ferris Industries and Reinstates Prior Joint-Employer Standard

The National Labor Relations Board (NLRB) on Dec. 14 reversed its position on the joint employer standard, returning the standard to its pre-2015 definition and ending years of uncertainty within the business community about the definition of joint employer. More

House Passes Bill Limiting Joint Employer Liability

The U.S. House of Representatives on Nov. 7 voted 242-181 in favor of the Save Local Business Act (H.R. 3441) which, if enacted, would redefine the definition of joint employer under the National Labor Relations Act (NLRA) and the Fair Labor Standards Act (FLSA). More

Employer Mandate Penalty Notices Reportedly Forthcoming

NATSO has learned that the Internal Revenue Service (IRS) may be starting to send out notices to employers regarding potential tax liability under the Affordable Care Act (also known as "Obamacare") employer mandate for calendar year 2015. Calendar year 2015 was the first year of reporting under the 6055 and 6056 reporting requirements (forms 1094 and 1095). The data for 2015 calendar year reporting was due to the IRS in March of 2016. The IRS has been reconciling this data and this is why the 2015 notices are being sent. More

Employee Dying to Make Our Workplace More Colorful

Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues. Question: We have a staff member who has dyed her hair bright blue, purple, red, yellow (up to and including her eyebrows). How acceptable is this in the work place? More

House Committee Approves Joint Employer Legislation

The House Committee on Education and the Workforce on Oct. 4 passed legislation along party lines that would redefine the term "joint employer" under the National Labor Relations Act and the Fair Labor Standards Act. The legislation, which NATSO supports as an active member of the Coalition to Save Local Businesses and was an issue on which NATSO members lobbied at the 2016 NATSO Day on the Hill, would clarify that two or more employers must have direct control over employees to be considered "joint employers." More

Legislation Introduced to Streamline Employer Reporting Requirements Under Affordable Care Act

  • NATSO Articles
  • Healthcare Reform

U.S. Sens. Mark R. Warner (D-Va.) and Rob Portman (R-Ohio) introduced bipartisan legislation Oct. 3 that seeks to streamline the employer reporting requirements under the Patient Protection and Affordable Care Act (ACA), to make it more flexible and less burdensome for employers. More

Indefinite Leave. Can You Terminate?

Today Federated Insurance is sharing one of our “HR Questions of the Month” regarding employment-related practices liability issues. Question: Our employee has tendonitis. His condition has not seen any improvement, if anything he has experienced regression. To date we have conducted two ergonomic assessments. We made the recommended adjustments following both assessments. We have also accommodated the employee throughout his employment with modified duty and modified schedule as dictated by the employee's physician and the employee's feelings for what he can undertake day to day. The employee’s work hours since December of 2016 have averaged 20.65 hours/week. Because of this reduction in work hours and the volume of work he is producing, we have hired a new full-time employee to handle what the employee has not been producing, as well as to meet the overall increased work load demands of our engineering department. We have three employees in this group and our work volume is such that we need all three to be productive 40 hours each week. However, we are not able to spread this out evenly and the other two engineers are having to work in excess of 40 hours to handle the volume that the employee is unable to produce. This employee sent an email today advising that “both of his hands are pretty messed up now, to the point that I cannot move them without being in a lot of pain. I cannot work anymore and I do not know if or when I will be able to. The medications I’ve been given are doing a bad job of dulling the pain, and it continues to get worse. I have a physical therapy appointment on Monday and a primary care appointment on Tuesday. I don’t know if they will help to get me back to work, and I don’t know when that will be.” We are really struggling with how to move forward properly with this employee and would really appreciate some guidance here. More

NATSO Files Overtime Comments With Labor Department

NATSO urged the Department of Labor (DOL) to refrain from making dramatic changes to the Overtime Rule that would expand the universe of employees eligible for overtime pay, arguing that significant changes to the salary threshold and duties test would harm the very employees that they are designed to help. The Trump Administration is reexamining the rules governing overtime pay in the wake of the Obama Administration's effort recently being struck down by a federal court. More