New federal regulations have been approved regarding the electronic distribution of required participant notices and disclosures. If properly executed, this will reduce greatly the administrative workload in any office. We will review the old requirements, explain the new requirements, and provide a short description of each required notice.

This comprehensive three part educational webinar discusses Service Contract Act (SCA) obligations and fringe options in detail. Part I provides an overview of the series and the Service Contract Act in general, with an emphasis on maintaining compliance and reducing real cost in a way that minimizes administrative workload. Topics discussed include often unknown Service Contract requirements and options, efficient and most cost effective use of the Health & Welfare (H&W) Fringe, and options and requirements of the Paid Time Off (Holiday and Vacation) fringe.

This comprehensive three part educational webinar discusses Service Contract Act (SCA) obligations and fringe options in detail. Part II specifically addresses the Affordable Care Act (ACA) and its effect on Service Contract Act employers. Topics include: a) Implementation of an employee insurance program, using the H&W Fringe to pay premiums. b) A system for efficiently and easily determining eligibility requirements for variable hour (part time and temporary) employees. c) How to simplify mandatory notice and ACA reporting requirements. d) An easy method to determine COBRA eligibility.

This comprehensive three part educational webinar discusses Service Contract Act (SCA) obligations and fringe options in detail. Part III is a demonstration of program tools and resources. Topics discussed include creation of a written program, remote employee communication, new company employees based on SCA contract inheritance, consideration for non-SCA jobs and employees, and the upcoming (2017) Federal sick time requirement.

A properly constructed Prevailing Wage 401k Plan is not merely a 401k with the Prevailing Wage box checked. Employers many times do not realize the decisions and options that are theirs to make, just as many 401k persons are not aware of rules that are Prevailing Wage specific. The timeliness of deposits, compensation definitions, in service distributions, and the severe penalty that may result when annualizing contributions all make a difference. This webinar discusses the three reasons any employer has for implementing a 401k and their impact on the set-up of the plan. It also provides a step-by-step specific review of the questions to ask and a list of the items that make a difference.

This webinar covers Prevailing Wage obligation and options in detail. Topics discussed include common PW assumptions that aren't true, how to be confident your company is in absolute compliance, and how to apply every cent of every bona fide fringe (including holiday and vacation pay) towards the PW fringe rate.

Sometimes called “Blended Average Overtime”, this Federal Requirement is often overlooked or unknown until audit time. In summary, when an employee works at more than one straight time rate in any week (often seen when working Prevailing Wage), federal law states overtime is to be paid at a blended rate, not necessarily one and one-half times any specific hourly rate. Topics include identifying when overtime pay is required, differences and discrepancies between state and federal law, and how to properly calculate the weighted average rate.