This suite combines our Training & Certification Programs for four of the most common - yet hardest to administer - of the federally-mandated compliance laws:
Each course uses the same award-winning interface, giving you a quick and easy way to help you understand and comply with these laws and their respective and often interlocking compliance requirements.
These course sell individually for $599. Purchase this suite of courses now and save over $600!
For details on any of the courses, either click the course name below or call us at 770-410-1219.
Top FAQs
oss costs, loss cost multipliers, rates, experience modification factors, schedule credits, premium discounts, expense constant. Unravel the mystery and learn why some employers pay much more than others for the same coverage.
Develop, maintain, and manage the organization's workers' comp program, including communicating with employees, managers, insurance carriers, medical providers, attorneys, and upper management, handling claims, the reporting requirements, medical-related issues, and fraud investigations.
Workers Comp is an insurance that provides certain wage and other benefits to people who are injured or become ill at work. Coverage and benefits are mandated by each individual state and can vary according to the state in question.
Handling claims, medical certifications, return-to-work, terminations, and more.
Compensation planning is the process of defining and implementing the strategies that will be used to attract, motivate, and retain talent to help an organization meet its operating objectives and employee needs.
Yes. Certain types of Compensation Plans do require a written plan document, plus have certain notice and reporting requirements.
Some of the work involved in developing a Compensation Plan includes analyzing and evaluating jobs, performing market surveys, writing job descriptions, and communicating and evaluating your plan.
Leave Management laws include FMLA, ADA, COBRA, Workers' Comp, and more.
Insurance Agents also should understand his or her applicable state's workers' comp rules and requirements, responsibilities of the organization, proper procedures for claims handling and return-to-work, and how to investigate claims of fraud.
Yes. Additionally, there are certain rules regarding what qualifies, status changes, use of funds, and more.
Prompt reporting, quick action, managing care, and a return-to-work planning.
Cafeteria Plans allow employees to pay certain qualified medical expenses on a pre-tax basis.
Arguable the most confusing aspect of Leave Management is understanding the benefits for each law - including knowing both state and federal law - for FMLA, ADA, and other laws, especially if the various laws conflict or overlap.
More InfoYes. There are also notice and reporting requirements to have a qualified Cafeteria Plan.
The Fair Labor Standards Act (FLSA) is a federal law that establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector.
There are several: employees get beneficial tax treatment on certain expenses, while employers get to cost share health care premiums and save on reduced payroll tax expenses.
ERISA does not require any employer to establish a retirement plan. It only requires that those who establish plans must meet certain minimum standards.
The FLSA generally requires covered employers to pay nonexempt employees overtime pay of at least one and one-half times their regular rate. Employers also must keep detailed payroll records.
Leave management includes the processes and requirements of managing employee absences, such as vacation, holidays, sick leave, and parental leave.
Cafeteria Plans offer tax savings on certain health insurance premiums for medical, dental, and vision coverage, plus certain costs for health and dependent care
A Compensation Plan consists of the salary, wages, commissions, benefits, and perqs paid to attract and retain employees.
They definitely can be. For instance, though FMLA permits up to 12 weeks of leave, certain employees always seem to take a Friday or Monday off under leave laws, so employers need to know what and how they can fight against abuse.
What you need to track, when you need to track it, and why
A Cafeteria Plan is an employer-sponsored benefit that complies with Section 125 of the Internal Revenue Code.
