It has been an incredibly active year in the HR world. Please review the following information to stay up-to-date with current changes that may impact you and your business. |
| Maryland Health Benefits Legislation |
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| Effective July 1, 2009
Recently legislation was passed that increases the coverage of health benefits in the state of Maryland. These changes become effective July 1, 2009 for new groups and for existing groups at their next renewal after June 30, 2009. These changes are:
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Dependent children who meet the definition of a dependent child, as defined in the Eligibility Provisions of your group's contract will now be covered to age 25. The dependent child must be unmarried, younger than 25 and the dependent of the subscriber.
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The surgical treatment of morbid obesity as defined in Insurance Article 15-839, Annotated Code of Maryland is now a covered service. The exclusion for the medical or surgical treatment for morbid obesity is deleted.
Any group that renewed prior to July 1, 2009 must wait until their next renewal for these benefit changes to take effect.
If you need more information about this health benefit legislation please contact our office at 410-224-7550. |
| MINIMUM WAGE INCREASE |
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New Minimum Wage:
The federal minimum wage provisions for covered, non exempt employees are contained in the Fair Labor Standards Act (FLSA). The Fair Minimum Wage Act of 2007 included phased increases to the federal minimum wage.
For work performed on or after July 24, 2009, the federal minimum wage is $7.25 per hour.
Many states also have minimum wage laws. Where an employee is subject to both the state and federal minimum wage laws, the employee is entitled to the higher of the two minimum wages.
Various minimum wage exceptions apply under specific circumstances to workers with disabilities, full-time students, youth under age 20 in their first 90 consecutive calendar days of employment, tipped employees and student-learners.
For more information go to the website:
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| TERMINATION AND COBRA NOTIFICATION |
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COBRA (the Consolidation Omnibus Budget Reconciliation Act) is an initiative that allows employees to maintain their health insurance coverage despite being terminated from their position - as long as the termination was not precipitated by gross misconduct.
All COBRA notifications will be provided to the eligible employees and their covered dependents by Omni Resource, Inc. with a certified letter. Omni must notify these individuals within 14 calendar days of the date of termination.
An employer that violates COBRA notification requirements may be subject to both civil and tax penalties ranging from $100 to $210 per day. Therefore, it is imperative that we receive termination paperwork within two (2) to three (3) working days of the date of an employee's termination.
Please contact our office at 410-224-7550 if you have any questions.
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| I-9 FORM UPDATE (April 2009 Version) |
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The revised April 2009 I-9 Form was scheduled to expire on June 30, 2009, however, employers have been instructed to continue using the form until the federal government issues an updated form.
Omni Resource, Inc. will keep you posted. |
