COBRA Obligations Expanded – Economic Stimulus Bill Adds Premium Subsidy

Those who work in either HR or benefits now have additional work!  While I am not sure how this will "stimulate" the economy, it will provide more paperwork for HR.  The following article by Chris Olmsted does a very good job of explaining the new COBRA obligations.

Employers’ obligations under COBRA have been significantly increased by the American Recovery and Reinvestment Act of 2009 (ARRA).  ARRA is commonly known as the economic stimulus legislation recently passed by Congress and signed by President Obama.

In a nutshell, ARRA entitles employees terminated between September 1, 2008 and December 31, 2009 to continue health care coverage through COBRA by paying only 35 percent of their premiums for up to nine months.  The remaining 65% is paid by employers, who may deduct the cost from federal payroll taxes.  Employers must immediately comply with the law by providing notice to eligible individuals, collecting 35% of the premiums from the employees, paying 65%, and filing quarterly tax returns claiming a credit for the 65% subsidized amount.

National Labor Relations Act and the Employee Free-Choice Act

On April 21^st The Iowa Employment, Training and Benefits Conference will present 2 sessions concerning the National Labor Relations Act and the Employee Free Choice Act.  David Garza of the National Labor Relations Board will present information on the NLRA including who is considered a supervisor, what is an unfair labor practice charge, and the current status of the Employee Free Choice Act.

In a separate session Jack Lipovac of HR-OneSource will present Dealing with Unions 101.  This session will highlight areas of the National Labor Relations Act that affect non-union employers, and prepare your managers and supervisors for the proper response in case of an organization attempt by a union.  Participants will gain knowledge of the current legal landscape for union organizing and learn about union organizing tactics and techniques.  This session will cover Union elections; from initial contact to unit determination to election; the potential impact of new legislation that will determine who will be a supervisor and the dangers employers face if the Employee Free Choice Act becomes law.

Employee Free Choice Act Introduction Appears Imminent

The Employee Free Choice Act (EFCA) could be introduced in both the House and Senate next week. This is a law that could be the final nail in small business.

Representative George Miller (D-CA) and Senator Edward Kennedy (D-MA), the respective chairmen of the House and Senate labor committees, reportedly will be the prime sponsors.  (In 2007, EFCA passed the House of Representatives, but stalled in the Senate after proponents failed to muster the 60 votes needed to bring the bill to a final vote.)

Max Gage presents "Coaching the Coach" at 2009 Employment Conference

As Human Resource professionals, our role is often times "coaching" the managers who in turn need to coach their employees to learn new skills, redirect poor work performance, and reinforce good work behaviors.  Getting results, doing more with less, holding people accountable, efficient on-boarding of new people, changing skills needed by changing work environments....the demands placed on managers and their employees are ever increasing.  In this session we will discuss your coaching role, and how to better equip the managers you support in their coaching and feedback efforts.

Approaching Deadlines for Human Resource/Payroll Professionals

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