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VETS-4212 Report due by September 30th, 2025
Each year, covered federal contractors and subcontractors must submit the VETS-4212 report to the U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS). The filing window runs from August 1st, 2025, through September 30th, 2025, meaning the deadline is quickly approaching. What is the VETS-4212 Report?The VETS-4212 is an annual report required under the Vietnam Era Veterans’ End excerpt
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What President Trump’s Big Beautiful Bill means for your 2026 benefits
With Q4 approaching, it is important to understand the implications that the One Big Beautiful Bill Act will have on your health insurance plans. Come 2026, many provisions will take effect that could significantly impact your group benefits strategy, compliance obligations, and employee communication plans. Below is a summary of the most important changes for End excerpt
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Maryland Clarifies Parental Leave Act
Maryland Clarifies Parental Leave Act Beginning October 1, 2025, Maryland employers who are covered by the federal Family and Medical Leave Act (FMLA) are no longer required to comply with Maryland’s unpaid parental leave law. Senate Bill 785 changes the definition of “employer” under the Maryland Parental Leave Act to exclude those employers already covered End excerpt
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DEI Restrictions, Enhanced I-9 Worker Eligibility Requirements, and the Myriad of Federal and State Leave Laws
With the recent restrictions on Diversity, Equity and Inclusion (DEI), a heightened focus on I-9 Worker Eligibility requirements, and the enaction of multiple state and local leave laws it is now more important than ever for companies to ensure that their policies and procedures are in line with the current laws governing their business. From End excerpt
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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
