About this Program:
There is clearly a law that says all employers must pay employees a minimum wage for work performed. Does the law say an employer has to provide any benefits to employees? If an employer is willing to provide some benefits, what are some of the legal issues that complicate this decision? Are there certain benefits that are elective and others that are not?
Initially, the legal issues concerning communications between the employer and employee, as it concerns the administration of a health insurance plan, will be addressed. This will include a discussion of COBRA as well as the pitfalls of an SPD. Many employers are considering wellness plans as part of their overall health insurance benefit plan.
Additionally, the issue of extending the term “dependent” to include a domestic partner and the taxable consequences of such decision will be addressed. Finally, a discussion concerning the common pitfalls in the administration of 401k plans. The second part of the program will feature a discussion regarding elective employee benefits versus non-elective.
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How You Will Benefit:
Many employers complain about the ever increasing cost of health insurance and other benefits. While the direct cost will always remain a concern for employee benefits, it is important to take into account the indirect costs that result from poor management of employee benefits. What are some of the elective benefits that an employer can provide its employee versus the non-elective benefits which are mandated by law?
Your Instructors: Clare Armbruster, Renisa Dorner and Miles McKee
Ms. Armbruster, Ms. Dorner and Mr. McKee are all lawyers practicing with the Toledo law firm Cooper & Walinski L.P.A. Ms. Armbruster practices in the area of employee benefits which incorporates a broad range of topics. Mr. McKee practices in the areas of employee benefits, executive compensation, state, local and payroll tax matters, and plan design, procedures and administration. Ms. Dorner practices in the area of labor and employment law, as well as employment litigation
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This Program has been approved for 2.5 recertification credit hours toward PHR and SPHR recertification by the HRCI. |
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You may send a substitute at any time; however, no-shows or cancellations within 5 full business days of the program will be responsible for the full registration fee. The Employers’ Association reserves the right to reschedule or cancel seminars if minimum requirements are not met. |
