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The rules and regulations governing HR and Benefits are confusing and complex.  It is difficult for many HR professionals to understand how they all fit together as a coherent set of rules so that they can apply them in various situations.  They learn bits and pieces ad hoc as the need arises and that leaves a confusing tangle of seemingly contradictory rules.   This session is designed to provide a high-level overview of the basics of HR and benefits compliance.   This is designed to give attendees and understanding of the structure of the core HR and benefits rules, how they work together, and be able to apply them in specific situations.   Attendees will get a contextual overview and summary of core HR, leave and benefits requirements that all HR professionals should know.  The presenters will give the attendees a structure to bring some order and understanding to the seemingly arbitrary rules associated with HR and Benefits Compliance.   Just knowing the internal structure and logic of individual rules and regulations help to broaden and clarify the rules when applying them to specific instances.

Learning Objectives:

• Learn the overall structure, organization and methodology (versus just a recitation of specific rules) of ERISA, IRC and other laws and regulations that govern employee benefits.
• Learn the overall structure, organization and methodology of the core HR rules and requirements.
• Learn the basics of the various paid leave requirements in the various states and other jurisdictions and how they interact with the federal rules.
• Learn how the various rules and regulations interact in various situations to understand the overall structure and be able to apply the rules in specific situations.

According to the CDC, the U.S. obesity rate was 41.9% as of March 2020. Current projections have this rising to half of all Americans within the next 8 years.  Health experts have declared this a public health crisis, but employers have been slow to recognize their role in fighting this costly chronic disease.

Obesity-related comorbidities including type 2 diabetes, heart disease, stroke and certain types of cancer add significant cost to health plans. The estimated annual medical cost of obesity in the United States was $248 billion in 2020.  The cost of diabetes alone accounts for approximately 1 in 4 health care dollars spent. 

Science has debunked the stigma of obesity being a personal failing of the individual similar to its disproving that substance abuse could be overcome by just saying no.  Today there are several therapies and treatment options that have proven effective in preventing and/or reversing obesity, but outdated mores and coverage protocols stand in the way of patients’ access to improved health. 

Employers play a critical role in the health of Americans.  Approximately half of the country gets their health coverage through an employer related plan.  Any meaningful inroads into the fight against obesity will necessarily require employers to play a leading role.

This webcast will explore the role an employer can play in the fight against obesity and discuss tangible steps for them to consider in reducing obesity rates as well as lowering their overall long term health costs.

Learning Objectives:

• The scope of the crisis caused by the obesity epidemic
• The array of new treatment options
• The importance of access to preventive care including behavioral counseling, medications and nutritional therapy in addition to invasive bariatric surgery
• The disproportionate impact obesity has on communities of color
• The importance of chronic disease de-stigmatization around obesity

Join Salary.com’s CEO, Kent Plunkett, and Employment Attorney & HR Analyst, Heather Bussing, for an insightful discussion on getting pay right. Pay equity isn't just about fair compensation—it's about leveling the playing field, ensuring everyone gets what they deserve regardless of factors like gender or race. It's not just a concept; it's a way to address discrepancies and promote real equality in the workplace. Understanding market dynamics is crucial; it helps us ask the right questions and act where needed. To achieve pay equity, we need leadership commitment, job grouping, internal analysis, benchmarking, transparent communication, and ongoing updates. The benefit? A workplace built on fairness, competitiveness, and trust, with reduced risks and a stronger, more inclusive culture. Learn how to get pay right today.

We look forward to seeing you! Bring your questions. 

Learning Objectives:

• What is pay equity
• Why pay equity matters
• How to assess pay equity
• Rewards of achieving pay equity