Pub. 1 2013 Issue 4

SPRING 2012  19 EXPERIENCE... Over 25 years of trusted insurance solutions. DETAILED ANALYTICS... Methodical approach to the bottom line. TOTAL CLARITY... Employee benefits made easy. WELLNESS... Progressive programs designed to promote healthy lifestyles. INNOVATIONS... Business solution to reduce healthcare cost. RESULTS... Proven track record time and time again. 23716 Birtcher Drive Lake Forest, CA 92630 888-661-0700 www.penben.com PenBen is Southern California’s Premier Benefit Broker Collaborative Armando Buitrago   abuitrago@penben.com Ron Joy   rjoy@penben.com Alison McCallum   amccallum@penben.com Mark Pattinson  mpattinson@penben.com Eric Trost  etrost@penben.com AutoConnections 2012 Conference & Expo SeptFNCFS t Aria Resort & Casino, Las Vegas Connecting your dealership with the right technologies, strategies, and leaders to create powerful new outcomes. Register Today 908-601-6475 www.AutoCon2012.com Powerhouse Keynote Speakers Plus 70 Workshops, Panel Discussions & Hands-on Labs Free admission to the Automotive Website Awards Ceremony on Sept 5th PCGConsulting T e c h n o l o g y s S e a r c h M a r k e t i n g s D e s i g n s S o c i a l M e d i a t Dealer Principals receive Complimentary Registration t Expanded Expo Hall: Receive $10,000 Dollars in Vendor Vouchers MORE REASONS TO ATTEND THIS FALL coverage by the 91st day after hire. For new variable-hour and seasonal employees, you must use an initial measurement period of from three to 12 months to determine whether each employee worked, on average, 30 or more hours per week. At the end of the measurement period, determine if each employee will be classified as full-time or part-time for the following stability period, which must be the same length as the regular stability period for ongoing employees. The stability period for full-time employees cannot be shorter than the initial measurement period and cannot be shorter than sixmonths. The stability period for non-full-time employees cannot be longer than the initial measurement period plus one month and cannot exceed the standard lookback measurement period in which the initial measurement period ends. You may use an optional administrative period of up to 90 days tomake the classification calculations and complete open enrollment for the stability period associated with each initial measurement period. Once an employee has been working for an entire standard lookback measurement period, he or she is transitioned into the ongoing employee standardmeasurement period which the initial measurement period ends. As far as counting hours of service, count the actual hours of service for hourly employees. For non-hourly employees, you may count actual hours or use equivalencies and credit eight hours for each day worked or credit 40 hours for each week worked. You must count all hours for which you pay an employee, whether they are for services performed or not (vacation, paid leave, etc.). You must also count unpaid hours related to FMLA leave, jury duty and military leave. These new requirements are complex, to say the least. If you need help in determining how, and whether, these rules apply to your operation, contact Chris Hoffmann at 858-597-9600 or at choffmann@laborlawyers.com. Continued from page 29