The Department of Labor (DOL) released a final rule that gives businesses more freedom to join together as a single group to purchase health insurance in the large group market. These benefit arrangements are called Association Health Plans (AHPs).  According to the DOL, this will provide employers with more affordable health insurance options.  However, in exchange for lower premiums, AHPs may cover fewer benefits.
 
Prior to this executive order, the criteria that must be satisfied for a group of employers to sponsor an AHP were very narrow.  The final rules make it easier for employers to join together to purchase health insurance.  However, just because the legislation reduces the requirements for creating an AHP doesn’t mean that insurance carriers will be any more receptive to covering these groups than in the past.
 
What many employers do not realize is there are currently a few existing Association Health Plans available in the New Jersey market.  These programs utilize the largest networks of participating providers and are viable alternatives to the traditional carriers.
 
As always, please let me know if you have any questions or would like additional information.


Barry E. Fields
Vice President, Employee Benefits

JGS I N S U R A N C E
Cell: 908-406-7000 | Fax: 732-834-0233
101 Crawfords Corner Road, Suite 1300, Holmdel, NJ 07733

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Governor Phil Murphy signed into law a bill that requires New Jersey residents to have health coverage or pay a penalty.  

 
The law, which will take effect on January 1, 2019, will require every New Jersey resident to obtain health insurance with minimum essential coverage or pay a fee, essentially adopting the rules of the federal Affordable Care Act (ACA). Under the Individual Mandate at the federal level, most Americans were required to obtain health insurance or pay a fine.  However, beginning in January 2019 there is no fee associated with the Individual Mandate due to the federal repeal. The main purpose of this new law is to

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New Jersey is the latest state to mandate a comprehensive equal pay law, called the Diane B. Allen Equal Pay Act.  What makes this law different and more robust than laws in other states is that the New Jersey equal pay law will soon extend legal protections beyond gender and provide relief to all classes of employees protected under the state's antidiscrimination law.

New Jersey's existing wage and hour law already prohibits employers from discriminating in any way in the rate or method of payment of wages to any employee because of his or her sex.

The new law, which will take effect on July 1, expands this protection and amends the New Jersey Law Against Discrimination to make discrimination in wages on the basis of any protected class an unlawful employment practice. With the new law soon taking effect, you need to carefully analyze your existing pay practices to ensure compliance.

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Last week New Jersey Governor Phil Murphy signed A1827 (New Jersey Paid Sick Leave Act) into law. New Jersey now joins nine other states and the District of Columbia that have enacted paid sick leave to provide earned compensation for workers who miss work due to illness or needing to take care of a sick loved one.  The law allows workers to accrue one hour of earned sick leave for every 30 hours worked, capped at a maximum of 40 hours each year.

Fortunately, the paid sick leave law does not take effect for 6 months, so you have time to figure out the impact on your company and how these benefits will operate with your current sick leave.

If you missed the first communication about this early last week, attached and below is information covering many details of the law.

NJ Paid Sick Leave

Paid Sick Leave by State

We will keep you apprised of additional information when it becomes available.  In the meantime, please let me know if you have any questions.
 
Barry E. Fields
Vice President, Employee Benefits

JGS I N S U R A N C E
Cell: 908-406-7000 | Fax: 732-834-0233
101 Crawfords Corner Road, Suite 1300, Holmdel, NJ 07733

Published in Blog style
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