New administrations bring new challenges
to the professional realm, and the Trump administration is no exception. Many
of the former administration’s health care initiatives are being rolled back
or halted. This leaves employers in an uncertain place in regard to
compliance regulations and reform laws. This uncertainty comes in addition to
the already complicated day-to-day tasks of an organization, leaving many
The following are five important
issues that should be closely monitored in 2017:
- A new administration is now in office and
President Donald Trump is vowing to repeal the Affordable Care Act
(ACA). The first wave of this dismantling came in an executive order
that directs federal agencies to waive, delay or grant exemptions from
ACA requirements that may impose a financial burden. Other measures are
promised to come later in the year, and experts agree that the “wait and
see” approach is best for employers until a clear directive is issued.
This means employers should focus their energy on increasing employee
health care knowledge in order to make employees more educated
consumers. Health care consumerism will likely only increase under this
administration, so focusing on employee education is a must.
- Employee retention and
engagement is more difficult now than ever. With millennials projected
to make up the dominant demographic of the workforce by 2020, employers
need to rethink their company culture. To underscore the importance of
fresh retention ideas, 44 percent of millennials say they would quit
their jobs within two years if given the chance. Sixty percent say they
wish to leave their current jobs by 2020. Now is the time to consider
new retention and engagement initiatives.
Family and Medical Leave:
Paid family and medical leave is an important and enticing package for
employees. In the United States, over 88 percent of private sector
employees do not have paid leave options, according to the Department of
Labor (DOL). And of the few that do have access, over 33 percent believe
taking leave would put their jobs at risk. States like California, New
Jersey and Rhode Island all have paid leave laws in place, with other
states working on their own legislation. This staggering gap in benefit
offerings makes paid leave packages especially appealing for younger
- The Equal Employment
Opportunity Commission (EEOC) has formally adopted modifications to the
Employer Information Report (EEO-1), effective March 31, 2018. Beginning
at this time, employers will need to report their total number of
workers, their gender and race, their pay grade and job classification.
The EEOC says this will help it more effectively investigate
discrimination claims and pay disparities. In order to prepare for this
new requirement, employers should begin compiling this information in
- : The latest version of the I-9 form
is now effective, as of Jan. 22, 2017. This means that employers must
use the latest version for all new employees or face steep penalties.
The form is not required for existing employees. The main changes
include marking “N/A” in fields that would previously be left blank,
verifying employment for individuals in person (not remotely via a
webcam, for instance) and using a large blank field to leave notes
instead of putting them in the margins.
As history shows, when there’s an
administration change, employee benefits change as well. There will certainly
be new legislation in the coming months, as promised by President Trump. HR
needs to lead the way in communication and make adjustments to adhere to any
aforementioned issues describe only a handful of the new HR changes that are
forecast for 2017. Contact Brady, Chapman, Holland & Associates, Inc. for
more information on these issues and other HR-related questions.
BCH has a unique approach
to advising our clients on how to control their Total Cost of Risk, not
simply insurance cost. The Total Cost of Risk (TCOR™) includes preventive,
direct and indirect costs associated with operating a business. The BCH
approach includes collaborating with our clients to create a long range
written plan for controlling their TCOR ™.