September 2019
Stay Current Newsletter

Q: I have an employee turning 65 soon. When can they enroll in Medicare, and can I remove them from my group plan?

The employee has a seven-month enrollment window that begins three months before the month they turn 65 and ends three months after the month they turn 65. For example, their birthdate is August 20: enrollment begins May 1 for an August 1 start date and ends November 30. If enrolling in or after August, Medicare will begin the first of the following month.

They don't need to enroll at that time if they are enrolled in medical insurance through your employer benefits package that meets Medicare's Creditable coverage guidelines. Should the employee choose to enroll in Medicare, the termination of their group benefits will align with the beginning of their Medicare benefits.

We encourage and recommend a personal consultation as each situation is different and there are many factors to consider. Contact our Medicare specialist for more information at 800-482-1817.
Anchor2 HRDR Blog - Managing Leave Laws In California

The alphabet soup of leave laws in California can be a complex process. FMLA, CFRA, PDL, PFL, PSL -keeping abreast of these and the many other types of leaves, in addition to knowing how they interact with each other can be a challenge to navigate. 

Click here to read the HR Done Right Blog .
Anchor3ACA Affordability Contribution Rate Set at 9.78% for 2020

Under the employer shared responsibility ("pay or play") provisions of the Affordable Care Act, applicable large employers-generally those who have 50 or more full-time employees (including full-time equivalent employees)-may be subject to a penalty if they do not offer affordable coverage that provides minimum value to their full-time employees and their dependents.

For plan years beginning in 2020, the Internal Revenue Service has announced that coverage will generally be considered affordable if the employee's required contribution for the lowest-cost self-only health plan offered is 9.78% or less of his or her household income for the taxable year. For plan years beginning in 2019, the applicable percentage is 9.86%.

Given that employers are unlikely to know an employee's household income, they may use a number of safe harbors to determine affordability, including reliance on Form W-2 wages. 

Article reprinted with permission from

Anchor4Harassment Prevention Training

Governor Brown expanded the harassment prevention training requirement to employers with five or more employees effective in 2019. These employers are now required to provide training to all employees. An extension has been granted by Governor Newsom, giving employers until January 1, 2021.

Click here for more information on training requirements and to register for our next manager/supervisor session on September 25.

Click here to register for our next employee session on October 16.
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