�ݺ�ߣshows by User: ntoscano50

�ݺ�ߣshows by User: ntoscano50 / http://www.slideshare.net/images/logo.gif �ݺ�ߣshows by User: ntoscano50 / Mon, 24 Jan 2022 17:23:40 GMT �ݺ�ߣShare feed for �ݺ�ߣshows by User: ntoscano50 OSHA Form 300A Posting Requirements Begin Feb. 1 /slideshow/osha-form-300a-posting-requirements-begin-feb-1-251047017/251047017 oshaform300apostingrequirementsbeginfeb11-220124172340
The Occupational Safety and Health Administration (OSHA) requires employers subject to its recordkeeping requirements to post copies of their OSHA Form 300A between Feb. 1 and April 30 of each year. The OSHA Form 300A, also known as the “Summary of Work-related Injuries and Illnesses,” must be completed by Feb. 1 using data from the previous calendar year. As a reminder, OSHA’s recordkeeping requirement does not apply to employers with 10 or fewer employees, or to employers that are in a partially exempt industry.]]>
The Occupational Safety and Health Administration (OSHA) requires employers subject to its recordkeeping requirements to post copies of their OSHA Form 300A between Feb. 1 and April 30 of each year. The OSHA Form 300A, also known as the “Summary of Work-related Injuries and Illnesses,” must be completed by Feb. 1 using data from the previous calendar year. As a reminder, OSHA’s recordkeeping requirement does not apply to employers with 10 or fewer employees, or to employers that are in a partially exempt industry.]]> Mon, 24 Jan 2022 17:23:40 GMT /slideshow/osha-form-300a-posting-requirements-begin-feb-1-251047017/251047017 ntoscano50@slideshare.net(ntoscano50) OSHA Form 300A Posting Requirements Begin Feb. 1 ntoscano50 The Occupational Safety and Health Administration (OSHA) requires employers subject to its recordkeeping requirements to post copies of their OSHA Form 300A between Feb. 1 and April 30 of each year. The OSHA Form 300A, also known as the “Summary of Work-related Injuries and Illnesses,” must be completed by Feb. 1 using data from the previous calendar year. As a reminder, OSHA’s recordkeeping requirement does not apply to employers with 10 or fewer employees, or to employers that are in a partially exempt industry. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/oshaform300apostingrequirementsbeginfeb11-220124172340-thumbnail.jpg?width=120&height=120&fit=bounds" /> The Occupational Safety and Health Administration (OSHA) requires employers subject to its recordkeeping requirements to post copies of their OSHA Form 300A between Feb. 1 and April 30 of each year. The OSHA Form 300A, also known as the “Summary of Work-related Injuries and Illnesses,” must be completed by Feb. 1 using data from the previous calendar year. As a reminder, OSHA’s recordkeeping requirement does not apply to employers with 10 or fewer employees, or to employers that are in a partially exempt industry.

OSHA Form 300A Posting Requirements Begin Feb. 1 from ntoscano50

]]> 86 0 https://cdn.slidesharecdn.com/ss_thumbnails/oshaform300apostingrequirementsbeginfeb11-220124172340-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Are You Prepared? Winter Storms & Extreme Cold /slideshow/are-you-prepared-winter-storms-extreme-cold/242011910 aypwinterstormsextremecold-homes-210129153036
While the amount of danger from winter weather varies across the country, nearly all Americans, regardless of where they live, are likely to face some type of severe winter weather at some point in their lives. Winter storms can range from a moderate snow over a few hours to a blizzard with blinding, wind-driven snow that lasts for several days. Many winter storms are accompanied by dangerously low temperatures and sometimes by strong winds, ice, sleet and freezing rain.]]>
While the amount of danger from winter weather varies across the country, nearly all Americans, regardless of where they live, are likely to face some type of severe winter weather at some point in their lives. Winter storms can range from a moderate snow over a few hours to a blizzard with blinding, wind-driven snow that lasts for several days. Many winter storms are accompanied by dangerously low temperatures and sometimes by strong winds, ice, sleet and freezing rain.]]> Fri, 29 Jan 2021 15:30:36 GMT /slideshow/are-you-prepared-winter-storms-extreme-cold/242011910 ntoscano50@slideshare.net(ntoscano50) Are You Prepared? Winter Storms & Extreme Cold ntoscano50 While the amount of danger from winter weather varies across the country, nearly all Americans, regardless of where they live, are likely to face some type of severe winter weather at some point in their lives. Winter storms can range from a moderate snow over a few hours to a blizzard with blinding, wind-driven snow that lasts for several days. Many winter storms are accompanied by dangerously low temperatures and sometimes by strong winds, ice, sleet and freezing rain. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/aypwinterstormsextremecold-homes-210129153036-thumbnail.jpg?width=120&height=120&fit=bounds" /> While the amount of danger from winter weather varies across the country, nearly all Americans, regardless of where they live, are likely to face some type of severe winter weather at some point in their lives. Winter storms can range from a moderate snow over a few hours to a blizzard with blinding, wind-driven snow that lasts for several days. Many winter storms are accompanied by dangerously low temperatures and sometimes by strong winds, ice, sleet and freezing rain.

Are You Prepared? Winter Storms & Extreme Cold from ntoscano50

]]> 75 0 https://cdn.slidesharecdn.com/ss_thumbnails/aypwinterstormsextremecold-homes-210129153036-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 OSHA Electronic Reports are Due by March 2 /slideshow/osha-electronic-reports-are-due-by-march-2/130802508 osharecordkeepingelectronicreporting-march2019-190206211552
Each year, employers that are subject to the Occupational Safety and Health Administration’s (OSHA) electronic reporting requirements must submit data from their OSHA Form 300A (“Summary of Work-Related Injuries and Illnesses”) from the previous calendar year, using OSHA’s Injury Tracking Application (ITA). For 2018 information, OSHA started accepting electronic submissions as of Jan. 2, 2019. Employers have until March 2, 2019, to complete their 2018 electronic reports. These requirements apply to:]]>
Each year, employers that are subject to the Occupational Safety and Health Administration’s (OSHA) electronic reporting requirements must submit data from their OSHA Form 300A (“Summary of Work-Related Injuries and Illnesses”) from the previous calendar year, using OSHA’s Injury Tracking Application (ITA). For 2018 information, OSHA started accepting electronic submissions as of Jan. 2, 2019. Employers have until March 2, 2019, to complete their 2018 electronic reports. These requirements apply to:]]> Wed, 06 Feb 2019 21:15:52 GMT /slideshow/osha-electronic-reports-are-due-by-march-2/130802508 ntoscano50@slideshare.net(ntoscano50) OSHA Electronic Reports are Due by March 2 ntoscano50 Each year, employers that are subject to the Occupational Safety and Health Administration’s (OSHA) electronic reporting requirements must submit data from their OSHA Form 300A (“Summary of Work-Related Injuries and Illnesses”) from the previous calendar year, using OSHA’s Injury Tracking Application (ITA). For 2018 information, OSHA started accepting electronic submissions as of Jan. 2, 2019. Employers have until March 2, 2019, to complete their 2018 electronic reports. These requirements apply to: <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/osharecordkeepingelectronicreporting-march2019-190206211552-thumbnail.jpg?width=120&height=120&fit=bounds" /> Each year, employers that are subject to the Occupational Safety and Health Administration’s (OSHA) electronic reporting requirements must submit data from their OSHA Form 300A (“Summary of Work-Related Injuries and Illnesses”) from the previous calendar year, using OSHA’s Injury Tracking Application (ITA). For 2018 information, OSHA started accepting electronic submissions as of Jan. 2, 2019. Employers have until March 2, 2019, to complete their 2018 electronic reports. These requirements apply to:

OSHA Electronic Reports are Due by March 2 from ntoscano50

]]> 26 1 https://cdn.slidesharecdn.com/ss_thumbnails/osharecordkeepingelectronicreporting-march2019-190206211552-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 OSHA Form 300A Posting Requirements Begin February 1 /slideshow/osha-form-300a-posting-requirements-begin-feb-1/130800818 oshapostingrequirementfeb2019-190206210539
By Feb. 1 of each year, employers that are subject to the Occupational Safety and Health Administration’s (OSHA) routine recordkeeping requirements must post copies of their completed OSHA Form 300A (“Summary of Work-related Injuries and Illnesses”) from the previous year in visible locations within their employees’ workplaces. The postings must then be kept in place until at least Apr. 30 every year. These requirements apply to all employers that are not in a partially exempt industry and have more than 10 employees.]]>
By Feb. 1 of each year, employers that are subject to the Occupational Safety and Health Administration’s (OSHA) routine recordkeeping requirements must post copies of their completed OSHA Form 300A (“Summary of Work-related Injuries and Illnesses”) from the previous year in visible locations within their employees’ workplaces. The postings must then be kept in place until at least Apr. 30 every year. These requirements apply to all employers that are not in a partially exempt industry and have more than 10 employees.]]> Wed, 06 Feb 2019 21:05:39 GMT /slideshow/osha-form-300a-posting-requirements-begin-feb-1/130800818 ntoscano50@slideshare.net(ntoscano50) OSHA Form 300A Posting Requirements Begin February 1 ntoscano50 By Feb. 1 of each year, employers that are subject to the Occupational Safety and Health Administration’s (OSHA) routine recordkeeping requirements must post copies of their completed OSHA Form 300A (“Summary of Work-related Injuries and Illnesses”) from the previous year in visible locations within their employees’ workplaces. The postings must then be kept in place until at least Apr. 30 every year. These requirements apply to all employers that are not in a partially exempt industry and have more than 10 employees. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/oshapostingrequirementfeb2019-190206210539-thumbnail.jpg?width=120&height=120&fit=bounds" /> By Feb. 1 of each year, employers that are subject to the Occupational Safety and Health Administration’s (OSHA) routine recordkeeping requirements must post copies of their completed OSHA Form 300A (“Summary of Work-related Injuries and Illnesses”) from the previous year in visible locations within their employees’ workplaces. The postings must then be kept in place until at least Apr. 30 every year. These requirements apply to all employers that are not in a partially exempt industry and have more than 10 employees.

OSHA Form 300A Posting Requirements Begin February 1 from ntoscano50

]]> 26 1 https://cdn.slidesharecdn.com/ss_thumbnails/oshapostingrequirementfeb2019-190206210539-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Compliance Overview - The Family and Medical Leave Act (FMLA) /slideshow/the-family-and-medical-leave-act-fmla/71918898 thefamilyandmedicalleaveactfmla-170208154558
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. For example, under the FMLA, eligible employees may take leave for their own serious health conditions, for the serious health conditions of family members, to bond with newborns or newly adopted children or for certain military family reasons. In addition to providing eligible employees with an entitlement to leave, the FMLA requires that employers maintain employees’ health benefits during leave and restore employees to their same or equivalent job positions after leave ends. The FMLA also sets requirements for notices, by both the employee and the employer, and provides employers with the right to require certification of the need for FMLA leave in certain circumstances. The FMLA is enforced by the Department of Labor’s (DOL) Wage and Hour Division.]]>
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. For example, under the FMLA, eligible employees may take leave for their own serious health conditions, for the serious health conditions of family members, to bond with newborns or newly adopted children or for certain military family reasons. In addition to providing eligible employees with an entitlement to leave, the FMLA requires that employers maintain employees’ health benefits during leave and restore employees to their same or equivalent job positions after leave ends. The FMLA also sets requirements for notices, by both the employee and the employer, and provides employers with the right to require certification of the need for FMLA leave in certain circumstances. The FMLA is enforced by the Department of Labor’s (DOL) Wage and Hour Division.]]> Wed, 08 Feb 2017 15:45:57 GMT /slideshow/the-family-and-medical-leave-act-fmla/71918898 ntoscano50@slideshare.net(ntoscano50) Compliance Overview - The Family and Medical Leave Act (FMLA) ntoscano50 The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. For example, under the FMLA, eligible employees may take leave for their own serious health conditions, for the serious health conditions of family members, to bond with newborns or newly adopted children or for certain military family reasons. In addition to providing eligible employees with an entitlement to leave, the FMLA requires that employers maintain employees’ health benefits during leave and restore employees to their same or equivalent job positions after leave ends. The FMLA also sets requirements for notices, by both the employee and the employer, and provides employers with the right to require certification of the need for FMLA leave in certain circumstances. The FMLA is enforced by the Department of Labor’s (DOL) Wage and Hour Division. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/thefamilyandmedicalleaveactfmla-170208154558-thumbnail.jpg?width=120&height=120&fit=bounds" /> The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. For example, under the FMLA, eligible employees may take leave for their own serious health conditions, for the serious health conditions of family members, to bond with newborns or newly adopted children or for certain military family reasons. In addition to providing eligible employees with an entitlement to leave, the FMLA requires that employers maintain employees’ health benefits during leave and restore employees to their same or equivalent job positions after leave ends. The FMLA also sets requirements for notices, by both the employee and the employer, and provides employers with the right to require certification of the need for FMLA leave in certain circumstances. The FMLA is enforced by the Department of Labor’s (DOL) Wage and Hour Division.

Compliance Overview - The Family and Medical Leave Act (FMLA) from ntoscano50

]]> 126 2 https://cdn.slidesharecdn.com/ss_thumbnails/thefamilyandmedicalleaveactfmla-170208154558-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Compliance Overview - Employee Benefits Compliance Checklist for Large Employers /slideshow/employee-benefits-compliance-checklist-for-large-employers/71918897 employeebenefitscompliancechecklistforlargeemployers-170208154557
Federal law imposes numerous requirements on the group health coverage that employers provide to their employees. Many federal compliance laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some additional requirements for large employers. For this purpose, a large employer is one with 50 or more employees. Unlike smaller employers, large employers must comply with the Affordable Care Act’s (ACA) employer shared responsibility rules, the ACA’s Form W-2 reporting rules and the Family and Medical Leave Act’s (FMLA) requirements. This Compliance Overview provides a checklist for employee benefit laws applicable to large employers.]]>
Federal law imposes numerous requirements on the group health coverage that employers provide to their employees. Many federal compliance laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some additional requirements for large employers. For this purpose, a large employer is one with 50 or more employees. Unlike smaller employers, large employers must comply with the Affordable Care Act’s (ACA) employer shared responsibility rules, the ACA’s Form W-2 reporting rules and the Family and Medical Leave Act’s (FMLA) requirements. This Compliance Overview provides a checklist for employee benefit laws applicable to large employers.]]> Wed, 08 Feb 2017 15:45:57 GMT /slideshow/employee-benefits-compliance-checklist-for-large-employers/71918897 ntoscano50@slideshare.net(ntoscano50) Compliance Overview - Employee Benefits Compliance Checklist for Large Employers ntoscano50 Federal law imposes numerous requirements on the group health coverage that employers provide to their employees. Many federal compliance laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some additional requirements for large employers. For this purpose, a large employer is one with 50 or more employees. Unlike smaller employers, large employers must comply with the Affordable Care Act’s (ACA) employer shared responsibility rules, the ACA’s Form W-2 reporting rules and the Family and Medical Leave Act’s (FMLA) requirements. This Compliance Overview provides a checklist for employee benefit laws applicable to large employers. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/employeebenefitscompliancechecklistforlargeemployers-170208154557-thumbnail.jpg?width=120&height=120&fit=bounds" /> Federal law imposes numerous requirements on the group health coverage that employers provide to their employees. Many federal compliance laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some additional requirements for large employers. For this purpose, a large employer is one with 50 or more employees. Unlike smaller employers, large employers must comply with the Affordable Care Act’s (ACA) employer shared responsibility rules, the ACA’s Form W-2 reporting rules and the Family and Medical Leave Act’s (FMLA) requirements. This Compliance Overview provides a checklist for employee benefit laws applicable to large employers.

Compliance Overview - Employee Benefits Compliance Checklist for Large Employers from ntoscano50

]]> 99 2 https://cdn.slidesharecdn.com/ss_thumbnails/employeebenefitscompliancechecklistforlargeemployers-170208154557-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Compliance Overview - Americans with Disabilities Act (ADA) /slideshow/compliance-overview-americans-with-disabilities-act-ada/65935078 complianceoverview-americanswithdisabilitiesactada-160912134529
The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA. The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.]]>
The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA. The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.]]> Mon, 12 Sep 2016 13:45:28 GMT /slideshow/compliance-overview-americans-with-disabilities-act-ada/65935078 ntoscano50@slideshare.net(ntoscano50) Compliance Overview - Americans with Disabilities Act (ADA) ntoscano50 The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA. The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/complianceoverview-americanswithdisabilitiesactada-160912134529-thumbnail.jpg?width=120&height=120&fit=bounds" /> The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA. The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.

Compliance Overview - Americans with Disabilities Act (ADA) from ntoscano50

]]> 157 2 https://cdn.slidesharecdn.com/ss_thumbnails/complianceoverview-americanswithdisabilitiesactada-160912134529-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 ACA Overview - 2017 Compliance Checklist /slideshow/aca-overview-2017-compliance-checklist/65935077 acaoverview-2017compliancechecklist-160912134528
The Affordable Care Act (ACA) has made a number of significant changes to group health plans since the law was enacted in 2010. Many of these key reforms became effective in 2014 and 2015, including health plan design changes, increased wellness program incentives and the employer shared responsibility penalties. Certain changes to some ACA requirements take effect in 2017 for employers sponsoring group health plans, such as increased dollar limits. To prepare for 2017, employers should review upcoming requirements and develop a compliance strategy.]]>
The Affordable Care Act (ACA) has made a number of significant changes to group health plans since the law was enacted in 2010. Many of these key reforms became effective in 2014 and 2015, including health plan design changes, increased wellness program incentives and the employer shared responsibility penalties. Certain changes to some ACA requirements take effect in 2017 for employers sponsoring group health plans, such as increased dollar limits. To prepare for 2017, employers should review upcoming requirements and develop a compliance strategy.]]> Mon, 12 Sep 2016 13:45:28 GMT /slideshow/aca-overview-2017-compliance-checklist/65935077 ntoscano50@slideshare.net(ntoscano50) ACA Overview - 2017 Compliance Checklist ntoscano50 The Affordable Care Act (ACA) has made a number of significant changes to group health plans since the law was enacted in 2010. Many of these key reforms became effective in 2014 and 2015, including health plan design changes, increased wellness program incentives and the employer shared responsibility penalties. Certain changes to some ACA requirements take effect in 2017 for employers sponsoring group health plans, such as increased dollar limits. To prepare for 2017, employers should review upcoming requirements and develop a compliance strategy. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/acaoverview-2017compliancechecklist-160912134528-thumbnail.jpg?width=120&height=120&fit=bounds" /> The Affordable Care Act (ACA) has made a number of significant changes to group health plans since the law was enacted in 2010. Many of these key reforms became effective in 2014 and 2015, including health plan design changes, increased wellness program incentives and the employer shared responsibility penalties. Certain changes to some ACA requirements take effect in 2017 for employers sponsoring group health plans, such as increased dollar limits. To prepare for 2017, employers should review upcoming requirements and develop a compliance strategy.

ACA Overview - 2017 Compliance Checklist from ntoscano50

]]> 186 2 https://cdn.slidesharecdn.com/ss_thumbnails/acaoverview-2017compliancechecklist-160912134528-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Personal Umbrella Liability Insurance /slideshow/personal-umbrella-liability-insurance/65741426 personalumbrellaliabilityinsurance-160906144302
While it’s difficult to pinpoint the monetary consequences of the risks you and your family take each day, are you certain your current liability insurance offers you enough protection? If you are found to be legally responsible for injuring someone or damaging their property without a personal umbrella liability insurance policy, anything beyond the limits of your standard liability insurance coverage will come out of your own pocket. Standard liability insurance generally includes homeowners, renters, auto and watercraft policies.]]>
While it’s difficult to pinpoint the monetary consequences of the risks you and your family take each day, are you certain your current liability insurance offers you enough protection? If you are found to be legally responsible for injuring someone or damaging their property without a personal umbrella liability insurance policy, anything beyond the limits of your standard liability insurance coverage will come out of your own pocket. Standard liability insurance generally includes homeowners, renters, auto and watercraft policies.]]> Tue, 06 Sep 2016 14:43:02 GMT /slideshow/personal-umbrella-liability-insurance/65741426 ntoscano50@slideshare.net(ntoscano50) Personal Umbrella Liability Insurance ntoscano50 While it’s difficult to pinpoint the monetary consequences of the risks you and your family take each day, are you certain your current liability insurance offers you enough protection? If you are found to be legally responsible for injuring someone or damaging their property without a personal umbrella liability insurance policy, anything beyond the limits of your standard liability insurance coverage will come out of your own pocket. Standard liability insurance generally includes homeowners, renters, auto and watercraft policies. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/personalumbrellaliabilityinsurance-160906144302-thumbnail.jpg?width=120&height=120&fit=bounds" /> While it’s difficult to pinpoint the monetary consequences of the risks you and your family take each day, are you certain your current liability insurance offers you enough protection? If you are found to be legally responsible for injuring someone or damaging their property without a personal umbrella liability insurance policy, anything beyond the limits of your standard liability insurance coverage will come out of your own pocket. Standard liability insurance generally includes homeowners, renters, auto and watercraft policies.

Personal Umbrella Liability Insurance from ntoscano50

]]> 50 2 https://cdn.slidesharecdn.com/ss_thumbnails/personalumbrellaliabilityinsurance-160906144302-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Are You Prepared? - Hurricanes /slideshow/are-you-prepared-hurricanes/65741425 areyouprepared-hurricanes-160906144302
Hurricanes are capable of producing winds in excess of 155 miles per hour and causing catastrophic damage to coastlines and several hundred miles inland. Additionally, hurricanes can also lead to storm surges along the coast and cause extensive damage from heavy rainfall. All Atlantic and Gulf of Mexico coastal areas are subject to hurricanes. Parts of the Southwest United States and the Pacific Coast also experience heavy rains and floods each year from hurricanes spawned off Mexico. The Atlantic hurricane season lasts from June to November, with the peak season from mid-August to late October. The Eastern Pacific hurricane season begins May 15 and ends November 30.]]>
Hurricanes are capable of producing winds in excess of 155 miles per hour and causing catastrophic damage to coastlines and several hundred miles inland. Additionally, hurricanes can also lead to storm surges along the coast and cause extensive damage from heavy rainfall. All Atlantic and Gulf of Mexico coastal areas are subject to hurricanes. Parts of the Southwest United States and the Pacific Coast also experience heavy rains and floods each year from hurricanes spawned off Mexico. The Atlantic hurricane season lasts from June to November, with the peak season from mid-August to late October. The Eastern Pacific hurricane season begins May 15 and ends November 30.]]> Tue, 06 Sep 2016 14:43:02 GMT /slideshow/are-you-prepared-hurricanes/65741425 ntoscano50@slideshare.net(ntoscano50) Are You Prepared? - Hurricanes ntoscano50 Hurricanes are capable of producing winds in excess of 155 miles per hour and causing catastrophic damage to coastlines and several hundred miles inland. Additionally, hurricanes can also lead to storm surges along the coast and cause extensive damage from heavy rainfall. All Atlantic and Gulf of Mexico coastal areas are subject to hurricanes. Parts of the Southwest United States and the Pacific Coast also experience heavy rains and floods each year from hurricanes spawned off Mexico. The Atlantic hurricane season lasts from June to November, with the peak season from mid-August to late October. The Eastern Pacific hurricane season begins May 15 and ends November 30. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/areyouprepared-hurricanes-160906144302-thumbnail.jpg?width=120&height=120&fit=bounds" /> Hurricanes are capable of producing winds in excess of 155 miles per hour and causing catastrophic damage to coastlines and several hundred miles inland. Additionally, hurricanes can also lead to storm surges along the coast and cause extensive damage from heavy rainfall. All Atlantic and Gulf of Mexico coastal areas are subject to hurricanes. Parts of the Southwest United States and the Pacific Coast also experience heavy rains and floods each year from hurricanes spawned off Mexico. The Atlantic hurricane season lasts from June to November, with the peak season from mid-August to late October. The Eastern Pacific hurricane season begins May 15 and ends November 30.

Are You Prepared? - Hurricanes from ntoscano50

]]> 76 2 https://cdn.slidesharecdn.com/ss_thumbnails/areyouprepared-hurricanes-160906144302-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Florida Workers' Compensation - Court Cases May Drive Up Worker's Compensation Rates /slideshow/florida-workers-compensation-court-cases-may-drive-up-workers-compensation-rates/64474637 floridaworkerscompensation-courtcasesmaydriveuprates-160728125845
Florida workers’ compensation insurance premiums may rise by up to 19.6 percent starting in October 2016, due, in large part, to recent Florida Supreme Court decisions that struck down portions of the state’s workers’ compensation law. The National Council on Compensation Insurance (NCCI) proposed the nearly 20 percent rate jump through requests filed with the Florida Office of Insurance Regulation (FOIR) on May 27, 2016, and June 30, 2016. If approved, the higher rates will apply to all policies in effect as of Oct. 1, 2016, as well as to all new, renewed and additional policies issued on or after that date. Interested parties will have an opportunity to comment on the proposed increases at a public hearing on Aug. 16, 2016.]]>
Florida workers’ compensation insurance premiums may rise by up to 19.6 percent starting in October 2016, due, in large part, to recent Florida Supreme Court decisions that struck down portions of the state’s workers’ compensation law. The National Council on Compensation Insurance (NCCI) proposed the nearly 20 percent rate jump through requests filed with the Florida Office of Insurance Regulation (FOIR) on May 27, 2016, and June 30, 2016. If approved, the higher rates will apply to all policies in effect as of Oct. 1, 2016, as well as to all new, renewed and additional policies issued on or after that date. Interested parties will have an opportunity to comment on the proposed increases at a public hearing on Aug. 16, 2016.]]> Thu, 28 Jul 2016 12:58:45 GMT /slideshow/florida-workers-compensation-court-cases-may-drive-up-workers-compensation-rates/64474637 ntoscano50@slideshare.net(ntoscano50) Florida Workers' Compensation - Court Cases May Drive Up Worker's Compensation Rates ntoscano50 Florida workers’ compensation insurance premiums may rise by up to 19.6 percent starting in October 2016, due, in large part, to recent Florida Supreme Court decisions that struck down portions of the state’s workers’ compensation law. The National Council on Compensation Insurance (NCCI) proposed the nearly 20 percent rate jump through requests filed with the Florida Office of Insurance Regulation (FOIR) on May 27, 2016, and June 30, 2016. If approved, the higher rates will apply to all policies in effect as of Oct. 1, 2016, as well as to all new, renewed and additional policies issued on or after that date. Interested parties will have an opportunity to comment on the proposed increases at a public hearing on Aug. 16, 2016. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/floridaworkerscompensation-courtcasesmaydriveuprates-160728125845-thumbnail.jpg?width=120&height=120&fit=bounds" /> Florida workers’ compensation insurance premiums may rise by up to 19.6 percent starting in October 2016, due, in large part, to recent Florida Supreme Court decisions that struck down portions of the state’s workers’ compensation law. The National Council on Compensation Insurance (NCCI) proposed the nearly 20 percent rate jump through requests filed with the Florida Office of Insurance Regulation (FOIR) on May 27, 2016, and June 30, 2016. If approved, the higher rates will apply to all policies in effect as of Oct. 1, 2016, as well as to all new, renewed and additional policies issued on or after that date. Interested parties will have an opportunity to comment on the proposed increases at a public hearing on Aug. 16, 2016.

Florida Workers' Compensation - Court Cases May Drive Up Worker's Compensation Rates from ntoscano50

]]> 71 2 https://cdn.slidesharecdn.com/ss_thumbnails/floridaworkerscompensation-courtcasesmaydriveuprates-160728125845-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 OSHA Safety Cornerstones - Summer 2016 /slideshow/osha-safety-cornerstones-summer-2016-64474422/64474422 oshasafetycornerstones-summer2016-160728125423
OSHA currently requires employers to keep track of their employees’ injuries and illness in an “OSHA log.” However, the agency has recently released a final rule that will also require some employers to submit these records electronically, so they can then be posted on OSHA’s website. Although the new rule will not change an employer’s requirements to complete and retain regular injury and illness records, some employers will have additional obligations. Here are the requirements for the new rule:]]>
OSHA currently requires employers to keep track of their employees’ injuries and illness in an “OSHA log.” However, the agency has recently released a final rule that will also require some employers to submit these records electronically, so they can then be posted on OSHA’s website. Although the new rule will not change an employer’s requirements to complete and retain regular injury and illness records, some employers will have additional obligations. Here are the requirements for the new rule:]]> Thu, 28 Jul 2016 12:54:23 GMT /slideshow/osha-safety-cornerstones-summer-2016-64474422/64474422 ntoscano50@slideshare.net(ntoscano50) OSHA Safety Cornerstones - Summer 2016 ntoscano50 OSHA currently requires employers to keep track of their employees’ injuries and illness in an “OSHA log.” However, the agency has recently released a final rule that will also require some employers to submit these records electronically, so they can then be posted on OSHA’s website. Although the new rule will not change an employer’s requirements to complete and retain regular injury and illness records, some employers will have additional obligations. Here are the requirements for the new rule: <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/oshasafetycornerstones-summer2016-160728125423-thumbnail.jpg?width=120&height=120&fit=bounds" /> OSHA currently requires employers to keep track of their employees’ injuries and illness in an “OSHA log.” However, the agency has recently released a final rule that will also require some employers to submit these records electronically, so they can then be posted on OSHA’s website. Although the new rule will not change an employer’s requirements to complete and retain regular injury and illness records, some employers will have additional obligations. Here are the requirements for the new rule:

OSHA Safety Cornerstones - Summer 2016 from ntoscano50

]]> 61 2 https://cdn.slidesharecdn.com/ss_thumbnails/oshasafetycornerstones-summer2016-160728125423-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Compliance Overview - HIPAA Compliance Reviews - Audit Protocol /ntoscano50/compliance-overview-hipaa-compliance-reviews-audit-protocol-63621759 hipaacompliancereviewauditprotocol-160630194300
The Department of Health and Human Services (HHS) has launched the second phase of its HIPAA audit program, which focuses on compliance with HIPAA’s Privacy, Security and Breach Notification Rules. HHS’ Office for Civil Rights (OCR) is responsible for conducting these audits. This second phase of the HIPAA audit program covers both covered entities and business associates. According to OCR, these HIPAA audits are primarily a compliance improvement activity. However, if an audit reveals a serious compliance issue, OCR may initiate a compliance review to investigate.]]>
The Department of Health and Human Services (HHS) has launched the second phase of its HIPAA audit program, which focuses on compliance with HIPAA’s Privacy, Security and Breach Notification Rules. HHS’ Office for Civil Rights (OCR) is responsible for conducting these audits. This second phase of the HIPAA audit program covers both covered entities and business associates. According to OCR, these HIPAA audits are primarily a compliance improvement activity. However, if an audit reveals a serious compliance issue, OCR may initiate a compliance review to investigate.]]> Thu, 30 Jun 2016 19:43:00 GMT /ntoscano50/compliance-overview-hipaa-compliance-reviews-audit-protocol-63621759 ntoscano50@slideshare.net(ntoscano50) Compliance Overview - HIPAA Compliance Reviews - Audit Protocol ntoscano50 The Department of Health and Human Services (HHS) has launched the second phase of its HIPAA audit program, which focuses on compliance with HIPAA’s Privacy, Security and Breach Notification Rules. HHS’ Office for Civil Rights (OCR) is responsible for conducting these audits. This second phase of the HIPAA audit program covers both covered entities and business associates. According to OCR, these HIPAA audits are primarily a compliance improvement activity. However, if an audit reveals a serious compliance issue, OCR may initiate a compliance review to investigate. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/hipaacompliancereviewauditprotocol-160630194300-thumbnail.jpg?width=120&height=120&fit=bounds" /> The Department of Health and Human Services (HHS) has launched the second phase of its HIPAA audit program, which focuses on compliance with HIPAA’s Privacy, Security and Breach Notification Rules. HHS’ Office for Civil Rights (OCR) is responsible for conducting these audits. This second phase of the HIPAA audit program covers both covered entities and business associates. According to OCR, these HIPAA audits are primarily a compliance improvement activity. However, if an audit reveals a serious compliance issue, OCR may initiate a compliance review to investigate.

Compliance Overview - HIPAA Compliance Reviews - Audit Protocol from ntoscano50

]]> 152 4 https://cdn.slidesharecdn.com/ss_thumbnails/hipaacompliancereviewauditprotocol-160630194300-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Compliance Overview - OSHA’s General Duty Clause /slideshow/compliance-overview-oshas-general-duty-clause/63621715 oshasgeneraldutyclause-160630194109
The Occupational Safety and Health Act (Act) was enacted to regulate workplace safety and health. The Act is administered by the Occupational Safety and Health Administration (OSHA). The Act and its accompanying regulations identify a significant number of recognized hazards and establish safety and health standards to address them. OSHA standards are classified into four different groups, known as the agriculture, construction, maritime and shipyard, and general industries. However, even when no standard specific to a recognized hazard applies, the Act imposes certain safety and health responsibilities on employers through a provision that is commonly known as the OSHA “general duty clause.”]]>
The Occupational Safety and Health Act (Act) was enacted to regulate workplace safety and health. The Act is administered by the Occupational Safety and Health Administration (OSHA). The Act and its accompanying regulations identify a significant number of recognized hazards and establish safety and health standards to address them. OSHA standards are classified into four different groups, known as the agriculture, construction, maritime and shipyard, and general industries. However, even when no standard specific to a recognized hazard applies, the Act imposes certain safety and health responsibilities on employers through a provision that is commonly known as the OSHA “general duty clause.”]]> Thu, 30 Jun 2016 19:41:09 GMT /slideshow/compliance-overview-oshas-general-duty-clause/63621715 ntoscano50@slideshare.net(ntoscano50) Compliance Overview - OSHA’s General Duty Clause ntoscano50 The Occupational Safety and Health Act (Act) was enacted to regulate workplace safety and health. The Act is administered by the Occupational Safety and Health Administration (OSHA). The Act and its accompanying regulations identify a significant number of recognized hazards and establish safety and health standards to address them. OSHA standards are classified into four different groups, known as the agriculture, construction, maritime and shipyard, and general industries. However, even when no standard specific to a recognized hazard applies, the Act imposes certain safety and health responsibilities on employers through a provision that is commonly known as the OSHA “general duty clause.” <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/oshasgeneraldutyclause-160630194109-thumbnail.jpg?width=120&height=120&fit=bounds" /> The Occupational Safety and Health Act (Act) was enacted to regulate workplace safety and health. The Act is administered by the Occupational Safety and Health Administration (OSHA). The Act and its accompanying regulations identify a significant number of recognized hazards and establish safety and health standards to address them. OSHA standards are classified into four different groups, known as the agriculture, construction, maritime and shipyard, and general industries. However, even when no standard specific to a recognized hazard applies, the Act imposes certain safety and health responsibilities on employers through a provision that is commonly known as the OSHA “general duty clause.”

Compliance Overview - OSHA’s General Duty Clause from ntoscano50

]]> 100 4 https://cdn.slidesharecdn.com/ss_thumbnails/oshasgeneraldutyclause-160630194109-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Cyber Risks & Liabilities - Cyber Security for Small Businesses /slideshow/cyber-risks-liabilities-cyber-security-for-small-businesses/63621714 cyberliability-cybersecurityforsmallbusinesses-160630194108
High-profile cyber attacks on companies such as Target and Sears have raised awareness of the growing threat of cybercrime. Recent surveys conducted by the Small Business Authority, Symantec, Kaspersky Lab and the National Cybersecurity Alliance suggest that many small business owners are still operating under a false sense of cyber security. The statistics of these studies are grim; the vast majority of U.S. small businesses lack a formal Internet security policy for employees, and only about half have even rudimentary cybersecurity measures in place. Furthermore, only about a quarter of small business owners have had an outside party test their computer systems to ensure they are hacker proof, and nearly 40 percent do not have their data backed up in more than one location.]]>
High-profile cyber attacks on companies such as Target and Sears have raised awareness of the growing threat of cybercrime. Recent surveys conducted by the Small Business Authority, Symantec, Kaspersky Lab and the National Cybersecurity Alliance suggest that many small business owners are still operating under a false sense of cyber security. The statistics of these studies are grim; the vast majority of U.S. small businesses lack a formal Internet security policy for employees, and only about half have even rudimentary cybersecurity measures in place. Furthermore, only about a quarter of small business owners have had an outside party test their computer systems to ensure they are hacker proof, and nearly 40 percent do not have their data backed up in more than one location.]]> Thu, 30 Jun 2016 19:41:08 GMT /slideshow/cyber-risks-liabilities-cyber-security-for-small-businesses/63621714 ntoscano50@slideshare.net(ntoscano50) Cyber Risks & Liabilities - Cyber Security for Small Businesses ntoscano50 High-profile cyber attacks on companies such as Target and Sears have raised awareness of the growing threat of cybercrime. Recent surveys conducted by the Small Business Authority, Symantec, Kaspersky Lab and the National Cybersecurity Alliance suggest that many small business owners are still operating under a false sense of cyber security. The statistics of these studies are grim; the vast majority of U.S. small businesses lack a formal Internet security policy for employees, and only about half have even rudimentary cybersecurity measures in place. Furthermore, only about a quarter of small business owners have had an outside party test their computer systems to ensure they are hacker proof, and nearly 40 percent do not have their data backed up in more than one location. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/cyberliability-cybersecurityforsmallbusinesses-160630194108-thumbnail.jpg?width=120&height=120&fit=bounds" /> High-profile cyber attacks on companies such as Target and Sears have raised awareness of the growing threat of cybercrime. Recent surveys conducted by the Small Business Authority, Symantec, Kaspersky Lab and the National Cybersecurity Alliance suggest that many small business owners are still operating under a false sense of cyber security. The statistics of these studies are grim; the vast majority of U.S. small businesses lack a formal Internet security policy for employees, and only about half have even rudimentary cybersecurity measures in place. Furthermore, only about a quarter of small business owners have had an outside party test their computer systems to ensure they are hacker proof, and nearly 40 percent do not have their data backed up in more than one location.

Cyber Risks & Liabilities - Cyber Security for Small Businesses from ntoscano50

]]> 84 4 https://cdn.slidesharecdn.com/ss_thumbnails/cyberliability-cybersecurityforsmallbusinesses-160630194108-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Compliance Bulletin - OSHA Final Rule on Electronic Reporting /slideshow/compliance-bulletin-osha-final-rule-on-electronic-reporting/62579367 oshafinalruleonelectronicreporting-160531145658
On May 12, 2016, the Occupational Safety and Health Administration (OSHA) issued a final rule requiring certain employers to electronically submit data from their work-related injury records to OSHA. The final rule also solidifies employee anti-retaliation protections for reporting work-related injuries and illnesses. The final rule becomes effective on Jan. 1, 2017, but compliance with anti-retaliation provisions and reporting deadlines will be phased in through 2019.]]>
On May 12, 2016, the Occupational Safety and Health Administration (OSHA) issued a final rule requiring certain employers to electronically submit data from their work-related injury records to OSHA. The final rule also solidifies employee anti-retaliation protections for reporting work-related injuries and illnesses. The final rule becomes effective on Jan. 1, 2017, but compliance with anti-retaliation provisions and reporting deadlines will be phased in through 2019.]]> Tue, 31 May 2016 14:56:58 GMT /slideshow/compliance-bulletin-osha-final-rule-on-electronic-reporting/62579367 ntoscano50@slideshare.net(ntoscano50) Compliance Bulletin - OSHA Final Rule on Electronic Reporting ntoscano50 On May 12, 2016, the Occupational Safety and Health Administration (OSHA) issued a final rule requiring certain employers to electronically submit data from their work-related injury records to OSHA. The final rule also solidifies employee anti-retaliation protections for reporting work-related injuries and illnesses. The final rule becomes effective on Jan. 1, 2017, but compliance with anti-retaliation provisions and reporting deadlines will be phased in through 2019. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/oshafinalruleonelectronicreporting-160531145658-thumbnail.jpg?width=120&height=120&fit=bounds" /> On May 12, 2016, the Occupational Safety and Health Administration (OSHA) issued a final rule requiring certain employers to electronically submit data from their work-related injury records to OSHA. The final rule also solidifies employee anti-retaliation protections for reporting work-related injuries and illnesses. The final rule becomes effective on Jan. 1, 2017, but compliance with anti-retaliation provisions and reporting deadlines will be phased in through 2019.

Compliance Bulletin - OSHA Final Rule on Electronic Reporting from ntoscano50

]]> 81 4 https://cdn.slidesharecdn.com/ss_thumbnails/oshafinalruleonelectronicreporting-160531145658-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 HHS Extends Transition Policy for Non-ACA Compliant Health Plans /slideshow/hhs-extends-transition-policy-for-nonaca-compliant-health-plans/60511202 hhsextendstransitionpolicyfornon-acacomplianthealthplans-160405145124
On Feb. 29, 2016, the Department of Health and Human Services (HHS) extended an existing transition policy for certain health plans that do not comply with the Affordable Care Act (ACA) for an additional year, to policy years beginning on or before Oct. 1, 2017. In states that allow it, this transition policy gives health insurance issuers the option of renewing current policies for current enrollees without adopting all of the ACA’s market reforms that took effect in 2014. Originally announced on Nov. 14, 2013, the transition policy was intended to apply in 2014 only. However, it was previously extended for two years, to policy years beginning on or before Oct. 1, 2016...]]>
On Feb. 29, 2016, the Department of Health and Human Services (HHS) extended an existing transition policy for certain health plans that do not comply with the Affordable Care Act (ACA) for an additional year, to policy years beginning on or before Oct. 1, 2017. In states that allow it, this transition policy gives health insurance issuers the option of renewing current policies for current enrollees without adopting all of the ACA’s market reforms that took effect in 2014. Originally announced on Nov. 14, 2013, the transition policy was intended to apply in 2014 only. However, it was previously extended for two years, to policy years beginning on or before Oct. 1, 2016...]]> Tue, 05 Apr 2016 14:51:24 GMT /slideshow/hhs-extends-transition-policy-for-nonaca-compliant-health-plans/60511202 ntoscano50@slideshare.net(ntoscano50) HHS Extends Transition Policy for Non-ACA Compliant Health Plans ntoscano50 On Feb. 29, 2016, the Department of Health and Human Services (HHS) extended an existing transition policy for certain health plans that do not comply with the Affordable Care Act (ACA) for an additional year, to policy years beginning on or before Oct. 1, 2017. In states that allow it, this transition policy gives health insurance issuers the option of renewing current policies for current enrollees without adopting all of the ACA’s market reforms that took effect in 2014. Originally announced on Nov. 14, 2013, the transition policy was intended to apply in 2014 only. However, it was previously extended for two years, to policy years beginning on or before Oct. 1, 2016... <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/hhsextendstransitionpolicyfornon-acacomplianthealthplans-160405145124-thumbnail.jpg?width=120&height=120&fit=bounds" /> On Feb. 29, 2016, the Department of Health and Human Services (HHS) extended an existing transition policy for certain health plans that do not comply with the Affordable Care Act (ACA) for an additional year, to policy years beginning on or before Oct. 1, 2017. In states that allow it, this transition policy gives health insurance issuers the option of renewing current policies for current enrollees without adopting all of the ACA’s market reforms that took effect in 2014. Originally announced on Nov. 14, 2013, the transition policy was intended to apply in 2014 only. However, it was previously extended for two years, to policy years beginning on or before Oct. 1, 2016...

HHS Extends Transition Policy for Non-ACA Compliant Health Plans from ntoscano50

]]> 163 4 https://cdn.slidesharecdn.com/ss_thumbnails/hhsextendstransitionpolicyfornon-acacomplianthealthplans-160405145124-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Cobra Premiums /slideshow/cobra-premiums-60511201/60511201 cobrapremiums-160405145124
Group health plans can require qualified beneficiaries to pay for COBRA continuation coverage, although plan sponsors can choose to provide continuation coverage at reduced or no cost. The maximum amount charged to qualified beneficiaries cannot exceed 102 percent of the plan’s total cost of coverage. The cost amount is based on the cost of coverage for similarly situated individuals who have not incurred a qualifying event. For qualified beneficiaries receiving the 11-month disability extension, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage...]]>
Group health plans can require qualified beneficiaries to pay for COBRA continuation coverage, although plan sponsors can choose to provide continuation coverage at reduced or no cost. The maximum amount charged to qualified beneficiaries cannot exceed 102 percent of the plan’s total cost of coverage. The cost amount is based on the cost of coverage for similarly situated individuals who have not incurred a qualifying event. For qualified beneficiaries receiving the 11-month disability extension, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage...]]> Tue, 05 Apr 2016 14:51:23 GMT /slideshow/cobra-premiums-60511201/60511201 ntoscano50@slideshare.net(ntoscano50) Cobra Premiums ntoscano50 Group health plans can require qualified beneficiaries to pay for COBRA continuation coverage, although plan sponsors can choose to provide continuation coverage at reduced or no cost. The maximum amount charged to qualified beneficiaries cannot exceed 102 percent of the plan’s total cost of coverage. The cost amount is based on the cost of coverage for similarly situated individuals who have not incurred a qualifying event. For qualified beneficiaries receiving the 11-month disability extension, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage... <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/cobrapremiums-160405145124-thumbnail.jpg?width=120&height=120&fit=bounds" /> Group health plans can require qualified beneficiaries to pay for COBRA continuation coverage, although plan sponsors can choose to provide continuation coverage at reduced or no cost. The maximum amount charged to qualified beneficiaries cannot exceed 102 percent of the plan’s total cost of coverage. The cost amount is based on the cost of coverage for similarly situated individuals who have not incurred a qualifying event. For qualified beneficiaries receiving the 11-month disability extension, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage...

Cobra Premiums from ntoscano50

]]> 160 4 https://cdn.slidesharecdn.com/ss_thumbnails/cobrapremiums-160405145124-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Food Safety Modernization Act.pdf /slideshow/food-safety-modernization-actpdf/60344874 riskinsights-foodsafetymodernizationact-160401144540
The Food Safety Modernization Act (FSMA), signed into law on Jan. 4, 2011, expands the power of the Food and Drug Administration (FDA) to oversee food safety with a focus on prevention. Each year, about 48 million people get sick, 128,000 are hospitalized and 3,000 die—all from foodborne diseases that are preventable. The FSMA is designed to reduce those numbers by radically updating industry practices to ensure food safety and defense in an evolving global economy. Because of how vast and interconnected food supply has become, these regulations will impact a number of industries.]]>
The Food Safety Modernization Act (FSMA), signed into law on Jan. 4, 2011, expands the power of the Food and Drug Administration (FDA) to oversee food safety with a focus on prevention. Each year, about 48 million people get sick, 128,000 are hospitalized and 3,000 die—all from foodborne diseases that are preventable. The FSMA is designed to reduce those numbers by radically updating industry practices to ensure food safety and defense in an evolving global economy. Because of how vast and interconnected food supply has become, these regulations will impact a number of industries.]]> Fri, 01 Apr 2016 14:45:40 GMT /slideshow/food-safety-modernization-actpdf/60344874 ntoscano50@slideshare.net(ntoscano50) Food Safety Modernization Act.pdf ntoscano50 The Food Safety Modernization Act (FSMA), signed into law on Jan. 4, 2011, expands the power of the Food and Drug Administration (FDA) to oversee food safety with a focus on prevention. Each year, about 48 million people get sick, 128,000 are hospitalized and 3,000 die—all from foodborne diseases that are preventable. The FSMA is designed to reduce those numbers by radically updating industry practices to ensure food safety and defense in an evolving global economy. Because of how vast and interconnected food supply has become, these regulations will impact a number of industries. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/riskinsights-foodsafetymodernizationact-160401144540-thumbnail.jpg?width=120&height=120&fit=bounds" /> The Food Safety Modernization Act (FSMA), signed into law on Jan. 4, 2011, expands the power of the Food and Drug Administration (FDA) to oversee food safety with a focus on prevention. Each year, about 48 million people get sick, 128,000 are hospitalized and 3,000 die—all from foodborne diseases that are preventable. The FSMA is designed to reduce those numbers by radically updating industry practices to ensure food safety and defense in an evolving global economy. Because of how vast and interconnected food supply has become, these regulations will impact a number of industries.

Food Safety Modernization Act.pdf from ntoscano50

]]> 404 4 https://cdn.slidesharecdn.com/ss_thumbnails/riskinsights-foodsafetymodernizationact-160401144540-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Non-Owned Aircraft Liability Coverage for Businesses /slideshow/nonowned-aircraft-liability-coverage-for-businesses/60344873 non-ownedaircraftliabilitycoverageforbusinesses-160401144540
Organizations utilize aircraft owned by third-parties for a variety of business-related purposes—from chartering flights for executives to commissioning fly-overs for research. However, when accidents occur involving these aircraft, businesses could unknowingly be at risk for the resulting injuries or property damage. Most commercial general liability policies exclude claims related to the use or operation of aircraft. What’s more, businesses may still be considered at fault, regardless of whether or not they own the aircraft involved in a claim.]]>
Organizations utilize aircraft owned by third-parties for a variety of business-related purposes—from chartering flights for executives to commissioning fly-overs for research. However, when accidents occur involving these aircraft, businesses could unknowingly be at risk for the resulting injuries or property damage. Most commercial general liability policies exclude claims related to the use or operation of aircraft. What’s more, businesses may still be considered at fault, regardless of whether or not they own the aircraft involved in a claim.]]> Fri, 01 Apr 2016 14:45:40 GMT /slideshow/nonowned-aircraft-liability-coverage-for-businesses/60344873 ntoscano50@slideshare.net(ntoscano50) Non-Owned Aircraft Liability Coverage for Businesses ntoscano50 Organizations utilize aircraft owned by third-parties for a variety of business-related purposes—from chartering flights for executives to commissioning fly-overs for research. However, when accidents occur involving these aircraft, businesses could unknowingly be at risk for the resulting injuries or property damage. Most commercial general liability policies exclude claims related to the use or operation of aircraft. What’s more, businesses may still be considered at fault, regardless of whether or not they own the aircraft involved in a claim. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/non-ownedaircraftliabilitycoverageforbusinesses-160401144540-thumbnail.jpg?width=120&height=120&fit=bounds" /> Organizations utilize aircraft owned by third-parties for a variety of business-related purposes—from chartering flights for executives to commissioning fly-overs for research. However, when accidents occur involving these aircraft, businesses could unknowingly be at risk for the resulting injuries or property damage. Most commercial general liability policies exclude claims related to the use or operation of aircraft. What’s more, businesses may still be considered at fault, regardless of whether or not they own the aircraft involved in a claim.

Non-Owned Aircraft Liability Coverage for Businesses from ntoscano50

]]> 121 4 https://cdn.slidesharecdn.com/ss_thumbnails/non-ownedaircraftliabilitycoverageforbusinesses-160401144540-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 https://public.slidesharecdn.com/v2/images/profile-picture.png https://cdn.slidesharecdn.com/ss_thumbnails/oshaform300apostingrequirementsbeginfeb11-220124172340-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/osha-form-300a-posting-requirements-begin-feb-1-251047017/251047017 OSHA Form 300A Posting... https://cdn.slidesharecdn.com/ss_thumbnails/aypwinterstormsextremecold-homes-210129153036-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/are-you-prepared-winter-storms-extreme-cold/242011910 Are You Prepared? Wint... https://cdn.slidesharecdn.com/ss_thumbnails/osharecordkeepingelectronicreporting-march2019-190206211552-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/osha-electronic-reports-are-due-by-march-2/130802508 OSHA Electronic Report...