Every year is a busy year for human resources professional—but 2010 is starting off fast for anyone who administers or manages employee benefits.

If your company has employees and provides benefits as part of their compensation package, then the Federal Government says that you must inform them of ERISA, COBRA, FMLA and EEOC changes.

Human resources experts are needed

If you do not have an on-staff human resources manager, it’s essential that you have an expert to help you administer and communicate changes to employee benefits.

Don’t make the mistake in believing that your payroll services company will keep you compliant. There are many regulations that have to be followed and businesses are required under the law to inform employees of these changes. Your best course of action is to rely on a human resources specialist.

There are many ways to communicate, from staff meetings, updated pages in Employee Benefit policies, letters and posters that inform employees of their legal rights. If you do not have a formal plan to communicate to employees, call a human resources expert and create a plan to administer the changes to stay compliant with federal regulations.

ERISA Changes

The Pension Protection Act of 2006 requires that pension plans permit non-spouse beneficiaries who received death benefits to roll the plan distributions into another eligible retirement plan.

The Worker, Retiree and Employer Recovery Act of 2008 makes the non-spousal rollover (trustee-to-trustee transfers) mandatory for plan years beginning after December 31, 2009. This means that plans must offer this rollover alternative.

COBRA Subsidy

Employees who were involuntarily terminated through February 28, 2010 will be eligible for the federal COBRA premium subsidy. The 2010 Defense Appropriations Bill includes provisions extending the period for involuntary terminations would allow eligibility, and the time the benefits can be received.

The subsidy provides eligible individuals with 65% subsidy of their premiums for continued coverage under a group health plan for 15 months from the original date of the involuntary termination.

EEOC

Federal regulations require companies to post an updated version of the Equal Employment Opportunity saying that the company does not discriminate based upon genetic information.

In addition to posting this information, you must also provide training to managers and supervisors, and you must also check application and other forms to make sure that none of the questions are requesting information about your applicant’s and employee’s family medical history.

FMLA

The change to the Family Medical Leave Act covers eligible employees and their spouse, son, daughter, parent who are active service members undergoing medical treatment, therapy, recuperation or who are on the temporary disability retired list for a serious injury or illness.

The Defense Authorization Act for 2010 allows for extended military caregiver leave.

Human resources specialists keep you compliant

New Federal regulations say that this information must be communicated to your employees immediately. And, you must be prepared today to apply all of these standards to employees.

Human resources expertise will help you to get all of the policies in order and explain them to your employees.

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