Regulations

Healthcare & Benefits Regulations 

Federal and local regulations are constantly changing and can keep employers from getting the best value for their insured workforce.

Valley Schools proactively manages benefit offerings and programs, paying close attention to regulatory changes to ensure the best value for members. 

Staying up to date with your best interest in mind!

  • Legislative changes to employer mandates
  • The future of the ACA
  • High deductible health plans
  • Evolving wellness programs
  • Generational shift and coverage needs
  • Unique flextime coverage
  • Redefined state mandates
  • Changing employee classifications
  • Marriage equality and more

 

Some of the most recent regulatory issues facing our members:

Proposed Expansion of Overtime Rules.

In early July, the U.S. Department of Labor (DOL) released a proposed rule to update the regulations governing which executive, administrative, and professional employees (white collar workers) are entitled to the Fair Labor Standards Act’s (FLSA) minimum wage and overtime pay protections. The DOL last updated these regulations in 2004 with a minimum salary threshold of $455 per week ($23,660 per year) for the impacted white collar exemptions. Under the proposed rule, the DOL is suggesting the minimum salary level for these exemptions be set at the 40th percentile of earnings for full-time salaried workers, estimating a 2016 level to be about $970 a week, or $50,440 a year. The rule change is now going through a public comment period and is expected to be finalized sometime in 2016.

What public entities need to know: In preparation for the new rule, many businesses are reevaluating how they staff and operate their businesses. Adjustments to worker classification, evaluation of wages, review of similar state laws, and carefully tracking employee hours are among the top considerations related to this issue for employers.


 

 

U.S. Supreme Court Ruling on Same-Sex Marriage.

On June 26, 2015 the Supreme Court released its decision on the legality of same-sex marriage in the United States. By a 5-4 ruling, the Court held that the 14th Amendment requires a state to license a marriage between two people of the same sex and recognize a same-sex marriage lawfully performed outside the state. Same-sex couples who are legally married may now be eligible for the same benefits available to opposite-sex married couples.

What public entities need to know: Spousal benefits mandated by federal law must now be extended to same-sex marriages. If an employer elects to provide certain other benefits, such as health insurance, to opposite-sex spouses, it may be obliged to treat same-sex spouses in a similar manner. Employers should review plan documents and benefit offerings to ensure they reflect the change in law.