Jonathan Juchnevics

New Year, New Compliance Reminder for Rhode Island Employers As we head into 2026, Rhode Island employers should be aware of an important update to the Payment of Wages law. Effective January 1, 2026, a new “mini handbook” requirement will apply at the time of hire — adding another key compliance step for employers across the state. Cameron & Mittleman LLP has developed practical compliance materials to help employers meet this requirement with clarity and confidence. Please take a moment to review the details below, and reach out if you have questions about how this change may impact your business. _________ 401-331-5700 www.cm-law.com #rhodeislandlaw #employmentlaw #hrcompliance #minihandbook #employerupdates #cmllp

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A lot of employers are still asking the same question: “What does the Consolidated Appropriations Act actually mean for us?” It’s not just another regulation. It expands fiduciary responsibility, increases transparency requirements, and raises expectations around how benefits are managed and documented. Read our article to learn more: https://bit.ly/3PmJnRE #CAACompliance #FiduciaryResponsibility #HealthcareCompliance #ERISA #BenefitsAdministration

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Good documentation = strong compliance. Make sure your employee benefit plans meet ERISA requirements and are reviewed regularly. 📋 🔗https://lnkd.in/ebeKwV-a #Document #TheBenefitsGroup #HR #EmployeeBenefits

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ICE updated its I-9 inspection guidance, reclassifying numerous formerly correctable errors as substantive violations and removing key carve-outs—significantly increasing employer exposure. Employers should prioritize I-9 audits, review remote/e‑I9 workflows, and document remediation. Read more or contact us for assistance with audits, remediation planning, and compliance updates. #BeBoldBeWise #BrownWinick https://hubs.ly/Q04dJZ-l0 Danielle Smid, Matt Mauntel-Medici

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Managing employee benefits in employment separations is the end of an employee’s working relationship with an employer. It includes voluntary separations, involuntary separations and departures. To help ensure all critical tasks are addressed, employers should implement a standardized offboarding process that includes essential steps regarding employee benefits. Visit our website for key compliance tips. https://lnkd.in/gJ7EcXKR

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Workers’ compensation costs can significantly impact a company’s bottom line — but understanding the drivers behind those costs can help businesses take control. NTEA members: Login to access this article that breaks down how workers’ compensation loss history and the experience modification rate (EMR) influence insurance premiums and overall risk exposure. #riskexposure #workerscomp #losshistory #businessinsurance https://lnkd.in/gVRHRUar

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In New York State, employers must navigate guidelines around paid sick and safe leave, along with the recently introduced paid prenatal personal leave. It is important for employers to have policies that are clear, compliant, and supportive of employees’ needs. As a reminder, the requirement for employers in New York State to provide COVID Sick Leave ended July 31, 2025. Check out ESC's blog for a break down of legal requirements and suggestions to ensure policies are compliant and supportive of employee well-being: https://lnkd.in/eQBYwwJb

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“It used to take me 45 minutes just to process a simple benefits change.” If that sounds familiar, you’re not alone. In our latest blog, Viventium’s Avi Waren, SHRM-CP - former SNF AIT turned Senior Account Manager - shares what he hears every day from nursing homes struggling with disjointed systems: ➡️ Too many logins ➡️ Too much paperwork ➡️ Not enough time for what matters He breaks down: ☑️ The real cost of manual benefits admin ☑️ What to ask if you think your process works fine ☑️ How integrated systems free up time and give administrators peace of mind This Q&A is for every facility still juggling benefits, payroll, and ACA compliance across separate platforms. https://hubs.ly/Q03y3vv-0

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Worker’s compensation fraud hurts businesses, raises insurance costs and negatively impacts genuinely-injured employees. To help spot fraud, look for these red flags: • Inconsistent incident history • Delayed reporting • Lack of witnesses • Exaggerated symptoms • Refusing injury-confirming treatment • Working side jobs Vendors with fraud detection expertise can also help with surveillance techniques like social media checks, video surveillance and medical record analysis to help uncover fraud. 📫Contact our Worker’s Compensation Practice Group for guidance and help finding the right vendor. https://hubs.la/Q03rRqm-0

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Don't let voluntary benefits sound like a legal contract. Employers are seeking simplicity in an increasingly complex landscape, according to The Hartford’s 'Future of Benefits' study. If an employee can't explain what 'Accident Indemnity' is in ten seconds, they won't sign up for it. Marketing your benefits is about translating insurance-speak into human-speak. Simple videos. Clear headlines. Real impact. Keep it simple. Keep them covered. Source: The Hartford #FlashBenefits #TotalRewards #EmployeeExperience

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🗞️ [NEW BLOG] What Employers Need to Know: New Pay Transparency Laws in Maine and Virginia Pay transparency requirements are expanding rapidly across the United States, pushing compensation strategy out of the back office and into the earliest stages of recruiting. In 2026, both Maine and Virginia enacted new laws that require employers to... ⬇️ Continue reading full update: https://lnkd.in/eSmg9GKH #PayTransparency #PayLaw #Maine #Virginia #Compensation

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#Newsletter New Jersey’s Pay & Benefit Transparency Act is now in effect! Employers must include pay, benefits, and compensation details in all job postings and notify employees of promotion opportunities. Read more: https://lnkd.in/gJ8X97em (Payroll, New Jersey, Employers, Compensation, Benefits) Karina Kumari | Maureen A.

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🚨 Maine Employers: New Pay Transparency Law Takes Effect July 29, 2026 Maine has enacted LD 54 — a new wage transparency law that applies to employers with 10 or more employees. If your organization isn’t ready, the clock is ticking. ANA HR Partners can help you audit job postings, update your handbook, establish compliant pay ranges, and train your team — all before July 29. 📧 Reach out: admin@anahrpartners.com | www.anahrpartners.com #MaineEmployers #PayTransparency #LD54 #HRCompliance #WageTransparency #EmploymentLaw #HRPartners #MaineBusiness #ANAHRPartners

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💡 Transparency Matters: New “Junk Fee” Rules Are Here in Massachusetts As of September 2, 2025, Massachusetts’ new “junk fee” regulations are in effect — and they’re shaking up how employers communicate about benefits. Employers are being urged to review benefit materials, enrollment portals, and vendor communications to ensure there are no hidden or unfair fees buried in the fine print. This move is part of a growing, national push toward clearer, fairer disclosure — giving employees a transparent view of what they’re paying for in their benefit programs. 👉 If your organization offers health, dental, vision, or supplemental benefits, now is the time to audit your materials and vendor agreements for compliance. 🔍 Learn more: ExactPay Payroll #HRCompliance #MassachusettsEmployers #EmployeeBenefits #Transparency #Payroll #ExactPayPayroll #ForceAdvisors

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New York Workers’ Compensation Safety Groups are one of the best ways for safety-conscious employers to reduce workers’ comp costs over time. As the group manager of 10 NYSIF Safety Groups, Friedlander Group has helped clients save $815M+ and paid $457M+ in dividends! Learn more about Safety Groups here: https://conta.cc/46RA4Pg #safetygroups #nysif #workerscomp

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