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- IRS Allows Health Plans to Cover More Treatments
- SHRM Statement on U.S. Passage of Fairness for High-Skilled Immigrants Act
- Happy Work Anniversary, Candida!
- Kansas City, MO Bans Salary History Inquiries
- EEO-1 Reporting Period / Latest Advice
Career Opportunities: Sales, Marketing, Administrative, Project Management, Payroll, & Accounting
IRS Allows Health Plans to Cover More
Treatments Before Deductible is Met
By Stephen Miller
The Treasury Department
and IRS added treatments for a range of chronic conditions to the list of preventive-care benefits for which a high-deductible health plan (HDHP) can pay-even if a plan enrollee's health care spending hasn't surpassed the plan deductible-without running afoul of the rules allowing pretax contributions to health savings accounts (HSAs).
Medical care, including prescription drugs, for certain chronic conditions will now be classified as preventive care for someone diagnosed with that condition. This rule immediately took effect. Any medical care previously recognized as preventive care under IRS rules is still treated as preventive care.
The new guidance adds to the types of medical care that now can be treated as "preventive" 14 cost-effective items or services likely to prevent the worsening of a chronic condition or the development of a secondary condition that would require more costly treatment. Read more.
SHRM Statement on U.S. House Passage of Fairness for
High-Skilled Immigrants Act
The U.S. House of Representatives passed H.R. 1044, the bipartisan Fairness for High-Skilled Immigrants Act. SHRM - the Society for Human Resource Management - has supported this initiative since 2011, reiterating its support in a letter to congressional leaders.
Happy Work Anniversary, Candida!
We would like to recognize Candida Arvizu for her four-year anniversary as Human Resource Advisor with HR Advantage!
Candida's areas of expertise include addressing small business challenges, wage and hour law, FMLA administration, training, leadership, and group processes.
She helps solve problems people care about in organizations, through tactical solutions as well as strategic HR planning. With a uniquely client-centered approach, Candida has a passion for enabling business leaders to more effectively engage and motivate talent.
Thank you for all that you do, Candida. We are lucky
have you on the HRA team!
Kansas City, MO Employers Banned from
On Thursday, May 23, 2019, the KCMO City Council unanimously passed ordinance no. 190380, joining an increasing number of state and local jurisdictions prohibiting employers from inquiring about an applicant's salary history during the hiring process. The ordinance will go into effect
October 31, 2019.
Kansas City's ordinance means:
- Salary history cannot be considered when offering an applicant a job opportunity or determining the applicant's compensation and benefits.
- Public record searches and direct questioning of the applicant and/or former employers are prohibited.
There are several exceptions to the prohibition, including when an applicant voluntarily discloses salary history.
EEO-1 Reporting Period (June 1 - August 31)
Notice of Immediate Reinstatement of Revised EEO-1: Pay Data Collection for Calendar Years 2017 and 2018
EEO-1 Component 2 reporting and recent developments:
EEO-1 filers should begin preparing to submit Component 2 data for calendar year 2017, in addition to data for calendar year 2018, by September 30, 2019. The EEOC is collecting EEO-1 Component 2 data for calendar years 2017 and 2018 now. The survey is open. Please
visit the EEO-1 website
for general information.
IMPORTANT DEVELOPMENT TO WATCH: A federal judge has reinstated the revised EEO-1 form's pay-data reporting requirements, which were suspended in 2017 by President Donald Trump's administration. The controversial provisions require covered employees to report pay information by race, ethnicity and sex, but the mandate's effective date wasn't clear.
Although the reinstatement is currently under appeal, employers should collect EEO-1 compensation data for 2017 and 2018, and submit Component 2 data by the September 30, 2019 deadline
for more insight on this development.
HR Advantage offers executive recruitment of candidates in C-Suite, Sales, and Administrative positions for our clients. Our firm offers concierge services to both the employer and candidates, helping to assure the perfect match. Additionally, we have a database of thoroughly vetted, qualified candidates who are ready to begin working today.
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