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Welcome to our Downloads Page, full of great resources on a wide variety of Employer/Employee related categories.
Please check back often, we will keep adding to this page as more of our Downloads become available.
If you have any questions, do not hesitate to contact us.
Major changes to the existing California Family Rights Act (CFRA) took effect on January 1, 2021 and all California employers with 5 or more employees must follow the new CFRA rules.
Employers that fail to grant family, medical and parental leaves as required by federal and state law could have an expensive and damaging lawsuit on their hands.
Click HERE to download an informational chart on California Leave Laws regarding Leave Entitlement and Wage Replacement.
As most employers are aware, the state of California requires employers with five or more employees to either provide a private retirement savings plan for their employees or register for the state plan, known as CalSavers.
Along with the CalSavers program, there are many other types of retirement plans available to employers, such as a 401(k), 403(b) or defined benefit plans. You can download our brief on Choosing a Retirement Plan, which includes a comparison chart of options available.
Safety and health programs are about promoting positive wellbeing for your employees as well as preventing injury and illness.
Need some help getting started on a strategy for your business?
Click HERE to download our free 10 page checklist, designed for general industry employers, providing best practices for implementing Workplace Health and Safety programs.
Establish a workplace safety and health program as a core value of your organization.
If you are looking for recommendations on how to implement a Workplace Safety and Health program, we encourage you to follow the 10 steps indicated in our "Developing a Workplace Safety & Health Program" infographic.
Consistent communication to employees year-round will increase the likelihood of preventative care usage. And with the right communication, organizations can encourage even the most obstinate employees to take the first step towards a healthier future.
The process of creating and delivering a manageable and effective employee benefit communication program at your organization can be time-consuming, but by following some helpful tips and best practices, you can streamline the success of your program.
Our download regarding "Developing a Benefits Communication Program" may be of assistance to you.
The COVID-19 pandemic has undoubtedly reshaped the benefits industry.
An employer of choice is reacting to this new reality by addressing their employees real time needs through investing in new benefit options. It’s not just medical insurance that people need. Your employees are struggling with mental and financial health like no other time in recent history. You have the opportunity to rethink your employee benefits package and make one of your largest expenses bring a return on investment you’ve never known before. Don’t let this moment pass you by.
Check out our Benefit Insight for ideas on lowering employee stress through financial assistance programs.
A successful scam can wreak havoc on your business. Be it a costly data breach with legal consequences, a time-consuming project to restore data, or the embarrassment of public scrutiny when your employee’s or client’s private information is mishandled, cyberattacks have the ability to ruin companies.
To learn more, including simple steps to keep your business secure and other important security tips for your company and employees, download our Cyber Security HR Insights article.
Our Quickstart Guide: Managing Political Conversations and Supporting Employee Voting Rights discusses several topics and issues that may arise in the workplace and offers suggestions on how to deal with issues such as:
Staying compliant with COBRA regulations is a must, and it isn’t a simple task. There are timelines that must be strictly followed, calculations that must be completed properly, and updates that must be recognized and acted upon.
Risking non-compliance could cost your business greatly.
If you’re unsure of your level of compliance with COBRA or other benefit related issues, contact BeaconPath and determine if our risk assessment process can set your company on the right path. Or if you like, download our Risk Management Scorecard and see if your organization is where it ought to be.
California Senate Bill 973, Pay Data Reporting, requires employers to file information about their employee's pay and work hours with DFEH every year.
New requirements apply to every private employer that:
• Has 100 or more employees, at least one of whom work in California; and
• Is required to file the federal Employer Information Report (EEO-1) with the U.S. EEOC.
Download this HR Compliance Overview on Workforce Pay and Data Requirements.
*Plan materials and participant communications must reflect the new limits.
Download this informational Compliance Bulletin, regarding the HSA/HDHP limits, including action items, that will help employers prepare for the 2022 plan year.
Many employers may worry about having too strict of a social media policy for their employees while some may not have a policy in place at all.
If done correctly, employees feel more comfortable making their posts when you have a social media policy that clearly defines your business’s values and expected tone.
We have created a guideline of information regarding Social Media Policies in the Workplace, available for download, that we hope you find beneficial.
The penalties for non-compliance can be hefty; both financially and culturally (organizationally speaking). Our infographic explains not only the fiscal penalties that can come from non-compliance, it contains a sort of “cheat sheet” on:
Medical Loss Ratio (MLR) is one of the rules the Affordable Care Act came up with to make sure health insurance carriers are using member premium dollars to pay for actual care and claims and other tools for its members.
For individual and small group plans, insurers must spend at least 80% of premium dollars on medical care and health care quality improvements. Large group plans must spend at least 85%. If the medical plans do not spend these threshold amounts, the insurance carriers must reimburse the affected members.
Many MLR Calculators have been created to help assist you in making the determination of how much money needs to be used for each participant/employee. Click the button below to Download one.
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