Regulation & Public Policy

Employers must be aware that even if a manager never stops monitoring and managing, once the manager engages in non-exempt duties, there is a risk that the entire time performing those duties will be counted as non-exempt time when evaluating the "primarily engaged" test for exempt status.

The hurdles for properly deducting premiums paid to one's own insurance company are both numerous and, to some extent, subjective.

Once the currently undocumented can legally remain in the US and continue to work in the industries they occupy, it is more likely that they will opt to go to their home country for medical treatment should they get injured on the job.

Health plans, their insurers, employer and other sponsors, and business associates should review critically and carefully the adequacy of their current HIPAA Privacy and Security compliance policies, monitoring, training, breach notification and other practices.

In the face of rising enforcement and fines, the Office of Civil Rights' initiation of HIPAA audits and other recent developments, covered entities and their business associates should tighten privacy policies, breach and other monitoring, training and other practices to reduce potential HIPAA exposures.

The most important thing to remember is that when an injury occurs to one of your employees, you need to make sure that they know and understand their right to secure outside treatment but at their own expense.

The unfunded liabilities in Medicare and Social Security represent the real fiscal cliff.

If you have an effective Injury & Illness Prevention Program and training program in place which is well documented and enforced you may be able to effectively defend against an OSHA serious violation. However, the important thing to remember is that proper documentation wins the day.