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EEO-1 Report Proposed Due Date
The EEO-1 Report is an annual filing required by the Equal Employment Opportunity Commission (EEOC) that provides a summary of an employer’s workforce demographics. The Report includes information on a company’s workforce demographic information including sex, race, ethnicity, and job categories, helping the EEOC monitor compliance with equal employment opportunity laws. The EEOC recently submitted End excerpt
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Prescription Drug Data Collection Reports (RxDC)
Insurance carriers are currently collecting data for employers Prescription Drug Collection Reports (RxDC) which are due by June 2025. This report is required for all employer based medical plans regardless of size and companies are required to submit information on their Average Monthly Premium Data (member counts and total premium dollars paid by members and End excerpt
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Proposing delaying implementation of the Family and Medical Leave Insurance (FAMLI) program
Today, the Maryland Department of Labor (MD Labor) is proposing delaying the implementation of the Family and Medical Leave Insurance (FAMLI) program.Recent sweeping, unprecedented changes at the federal level have created a high degree of uncertainty for Maryland employers and workers. MD Labor has already taken a number of critical steps to support Marylanders who End excerpt
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Maryland Paid Family and Medical Leave
Employers Required to Prepare and Act Now The Maryland Department of Labor is launching a new Paid Family and Medical Leave program (MD PFML) for all employees working in the State of Maryland. Although benefit payments to eligible employees will begin July 1, 2026, employers must decide whether they want to go through the MD End excerpt
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Employer Health Plan and HR Compliance Checklist
2025 Key Reporting Dates and Requirements As we move forward into 2025, FosterThomas is here to assist your business in remaining compliant with the ever-evolving HR and benefits regulations. To help navigate many of this year’s requirements with confidence, we are sharing a checklist of the key reporting and compliance deadlines. This resource is designed End excerpt
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DOL Overtime Rule Vacated
On November 18, 2024, a federal judge in Texas struck down the Department of Labor’s (DOL) overtime expansion rule which was set to increase the salary threshold for the “white collar” overtime exemptions in two phases and for adjustments every three years thereafter. This ruling nullifies the salary threshold increase to $58,656 which was set End excerpt
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New Administration Likely to Result in Increased I-9 Audits and Raids
The new administration is likely to have a profound impact on immigration law and enforcement come January 20. As worksite enforcement and general immigration compliance issues were a primary focus of the Trump administration’s campaign, employers can expect an increase in the enforcement of immigration compliance, particularly ICE (Immigration & Customs Enforcement) I-9 audits and End excerpt
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Voting Leave Requirements
Election day is rapidly approaching, and it is important for companies to understand their employees’ voting leave rights. Although there is no federal law requiring organizations to give employees time off to vote during working hours, twenty-eight states and the District of Columbia do have voting leave statutes. The states currently with voting leave requirements End excerpt
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Credible Coverage & Medical Loss Ratio Rebate Updates
Credible Coverage Group health plan sponsors must disclose to individuals who are eligible for Medicare Part D and to the Centers for Medicare and Medicaid Services (CMS) whether their prescription drug coverage is at least as good as the Medicare Part D coverage (in other words, whether their prescription drug coverage is “creditable”). Disclosure to End excerpt
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Maryland Wage Transparency & Pay Stub Information Law Takes Effect October 1, 2024
Earlier this year, Governor Wes Moore signed into law two statutes — the Wage Range Transparency Law and the Pay Stub Information Law that increase the compensation details that Maryland employers must communicate to job applicants and employees. The law takes effect on October 1, 2024. Maryland employers of any size are required to: Employers End excerpt
