Legislative Updates and Links
2012 Legislative Updates
April Legislative Blast - Click here
February Legislative Blast - Click here
January Legislative Blast - Click here
WTPA Fact Sheet
2011 Legislative Updates
October Legislative Blast - click here
September Legislative Blast - click here
May-June Legislative Blast - click here
February Legislative Blast - click here
January Legislative Blast - click here
2010 Legislative Updates
October Legislative Blast - Click here
January 2010 Legislative update - Click here
2009 Legislative Updates
November Legislative Blast - Click here
October Legislative Blast - Click here
September Legislative Blast - Click here
2009 Legislative Headlines
Changes to NYS New Hire Forms - Click here
Record retention information - Click here
Election Poster and Law. Click here
Federal Minimum Wage Poster.Please click here
New York State Division of Human Rights Poster. Click here
ARRA mandates that plans notify certain current and former participants and beneficiaries about the premium reduction.
The Department created model notices to help plans and individuals comply with these requirements. Each model notice is designed for a particular group of qualified beneficiaries and contains information to help satisfy ARRA’s notice provisions.
Click on the titles in Blue for a copy of the docuement.
General Notice (Full version): Plans subject to the Federal COBRA provisions must send the General Notice to all qualified beneficiaries, not just covered employees, who experienced a qualifying event at any time from September 1, 2008 through December 31, 2009, regardless of the type of qualifying event. This full version includes information on the premium reduction as well as information required in a COBRA election notice.
General Notice (Abbreviated version): The abbreviated version of the General Notice includes the same information as the full version regarding the availability of the premium reduction and other rights under ARRA, but does not include the COBRA coverage election information. It may be sent in lieu of the full version to individuals who experienced a qualifying event during on or after September 1, 2008, have already elected COBRA coverage, and still have it.
Alternative Notice: Insurance issuers that provide group health insurance coverage must send the Alternative Notice to persons who became eligible for continuation coverage under a State law. Continuation coverage requirements vary among States, and issuers should modify this model notice as necessary to conform it to the applicable State law. Issuers may also find the model Alternative Notice or the abbreviated model General Notice appropriate for use in certain situations.
Notice in Connection with Extended Election Periods: Plans subject to the Federal COBRA provisions must send the Notice in Connection with Extended Election Periods to any assistance eligible individual (or any individual who would be an assistance eligible individual if a COBRA continuation election were in effect) who:
1. Had a qualifying event at any time from September 1, 2008 through February 16, 2009; and
2. Either did not elect COBRA continuation coverage, or who elected it but subsequently discontinued COBRA.
This notice includes information on ARRA’s additional election opportunity, as well as premium reduction information. This notice must be provided by April 18, 2009.
New Program offered by DOL: Industrial Code Rule 60. This program offers companies who meet certain safety criteria to earn financial incentives by volunteering to start programs for safety, drug and alcohol prevention or return to work. click here for how to apply.
SHRM has made available new resources to help understand the provisions of the final Family and Medical Leave Act (FMLA) rules issued on November 17, 2008, by the Department of Labor (DOL).
The new rules, scheduled to go into effect on January 16, 2009, update and clarify the FMLA rules and reorganize the regulations for greater ease of use. In addition, the new rules provide guidance on implementing the new military leave benefits.
The resources included are designed to provide you with the information you need to understand how the rules differ from existing FMLA requirements and what changes you should anticipate in FMLA implementation next year.
Summary of New FMLA Rules. The summary highlights the most significant changes and clarifications made during the rule-making process. To view the FMLA rule summary, click here.
Selected FMLA Final Regulations Comparison. This chart compares key sections of the FMLA statute and current regulations with the new rule. To view the comparison, click here.
Final FMLA Rule. The complete text of the final FMLA rule is at http://edocket.access.gpo.gov/2008/pdf/E8-26577.pdf