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Less than a month after the American Rescue Plan Act of 2021 (ARPA)
was signed into law, new U.S. Department of Labor (DOL) guidance
and model forms are clearing up a number of employer concerns about
the 100 percent COBRA coverage subsidy for continuing
health benefits that runs from April 1, 2021, to September 30,
2021.
Though employers still await COBRA premium subsidy regulations,
including guidance from the Internal Revenue Service (IRS) on
claiming reimbursements, on April 7, 2021, the DOL s Employee
Benefits Security Administration (EBSA) issued guidance in the form
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Executive Summary: On March 23, 2021,
Governor J.B. Pritzker signed into law Illinois Senate Bill 1480
which amends the Illinois Human Rights Act, the Illinois Equal Pay
Act of 2003, and the Illinois Business Corporation Act, and imposes
new obligations on employers. The amendments are available at: https://www.ilga.gov/legislation/publicacts/101/101-0656.htm.
The changes include:
Consideration of Criminal Histories under Illinois Human Rights
Act
Amendments to Illinois Business Corporations Act regarding
employee demographics
New Equal Pay Requirements (including whistleblower protection
for reporting violations of the new requirements)
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The recently enacted American Rescue Plan Act ( ARP )
contains an important provision affecting all private employers
with 20 or more employees (and all Michigan governmental employers)
that sponsor employee health insurance plans. Below we
very briefly summarize essential aspects of the new law and
its most immediate impact on the obligations of employers and COBRA
administrators.
Under COBRA - the Consolidated Omnibus Budget Reconciliation Act
of 1985, for those too young to remember that COBRA is
not some weird reptilian reference to a health benefit - most
Seyfarth Synopsis:
New York
has become the latest state to enact a law protecting the use of
personal nonmedical cannabis for individuals age 21 and over.
As one of the nation s largest cannabis markets, New York will
eliminate the criminalization of possession of less than three
ounces of cannabis and significantly expand the list of medical
conditions that qualify for medical cannabis use under the
state s current law. While the new law is not immediately
in effect, New York employers should proceed to review their
current policies and drug testing practices to ensure compliance
with New York s law.
On March 30, 2021, New York s legislature approved The