Here’s a helpful “to-do” list from KMA Human Resources Consulting for planning your 2016 employee notice, reporting, communication, and training requirements.
The following apply to Federal requirements for benefits and compensation.
- Ensure compliance with Affordable Care Act reporting for 2015. Employers now have more time to meet this requirement. (See “IRS Delays Affordable Care Act Reporting for 2015.”)
- Ensure compliance with the new City of Portland minimum wage requirement for 2016. (See “Plan Now for Increases in Exempt Pay and City of Portland Minimum Wage Hikes.”)
- Review your workforce for potential impact of proposed Department of Labor changes to the minimum salary requirement. (See “New Overtime Rule Delayed.”)
- Send out the Health Care Marketplace/Exchange Notice to new hires within 14 days of hire.
- Send health insurance Summary of Benefits and Coverage (SBC) to all newly eligible employees; annually during open enrollment; and with plan changes, special enrollments, and upon request.
- Send all other required annual health plan notices to covered individuals.
In addition, Maine law has other notice and annual training requirements.
- Send your annual Sexual Harassment Notice. For workplaces with 15 or more employees, schedule sexual harassment training for new hires, including additional supervisor training.
- Schedule Video Display Terminal (VDT) training for employees with more than four hours of consecutive use.
- Check your employment posters and notices to ensure they are current and you have all that are required. Many of these were updated in November of 2015.
- While not a requirement, it is a good practice to review your employee handbook annually to ensure it is up-to-date for legal issues and internal processes.
For More Information
KMA is here to assist you with these or other items on your employer to-do list. If you have questions, contact your KMA designated HR consultant or KMA’s Kim Anania at email@example.com or (207) 232-4203.