Kainos Partners is proud to announce that we are now part of AssuredPartners. After joining the company in February 2021, we are taking steps to align with the identity and culture of our parent company, AssuredPartners. While this change means we have national resources available to us, we still operate locally offering the personal touch that you have come to expect and you will continue working with the account team you know and trust. We are committed to providing Power through Partnership. Learn more at AssuredPartners.com

Webcast Series

In order to provide educational opportunities for a broad audience of human resource and benefits professionals we offer bi-monthly webinars through our partnership with UBA regarding compliance, mitigating risk, as well as general benefits related issues such as FMLA, workplace productivity, disability, personal and financial wellness.

Access Previous Webinars

Upcoming Webinars:

Dollars & Sense: Health Plan Affordability for Applicable Large Employers

Tuesday, April 12th | 1:00 p.m. CST

Applicable large employers (ALEs) are required to provide affordable health coverage to their full-time employees. Affordability is considered to be no more than 9.66 percent of an employee’s household income. In addition to multiple safe harbors that an employer can use to make its affordability calculations, affordability can be influenced by wellness programs, opt-outs or cash waivers, flex credits, and health reimbursement arrangements (HRAs). Employees that are offered affordable health coverage are ineligible for an advance premium tax credit or subsidy in the Marketplace.

This webinar will discuss all the factors that affect affordability, how employers can calculate affordability, and best practices for selecting an affordability safe harbor.

This webinar will:

  • Explain what is considered “affordable” and how affordability is calculated
  • Discuss the three affordability safe harbors (W-2, federal poverty level, and rate of pay) and how they are calculated
  • Explain when certain affordability safe harbors cannot or should not be used for a particular employee population and discuss best practices for selecting and documenting affordability safe harbors
  • Explain how wellness program incentives and penalties affect affordability
  • Explain how HRAs may affect affordability, depending on their design
  • Provide information on the difference between a conditional opt-out waiver and an unconditional opt-out waiver, and how they affect affordability
  • Discuss flex credits and provide information about how they affect affordability
  • Provide best practices for educating employees about what “affordable” means and the impact on employees, their spouses and dependents, in relation to subsidy eligibility

This 90-minute beginner to intermediate level webinar will help employers understand the requirements of offering affordable health coverage.

Presented by:

Kathleen R. Barrow | Principal in the Rapid City, South Dakota, office of Jackson Lewis P.C.

Register Here

Managing Compliance in 2016 – FMLA Evolution, ADAAA Compliance, and Legislative Trends

Thursday, April 14th | 1:00 p.m. CST

Signed into law in 1990, the Americans with Disabilities Act (ADA) sought to prohibit discrimination based on disability by requiring employers to make “reasonable accommodations” to employees with disabilities. With the passing of 2009’s Americans with Disabilities Act Amendments Act (ADAAA), the scope and impact of the original Act was materially expanded: under the ADAAA provisions, fully 19 percent of working Americans are classified as living with a disability. Key elements of the regulatory landscape will impact employers and change the scope of their exposure. These include the recent Supreme Court decision altering the scope of the Family and Medical Leave Act (FMLA); more than 135 federal, state and municipal leave laws; President Obama’s proposal to establish paid sick leave at the federal level and proposals pending in 13 states for paid family leave.

Of these, the ADAAA is currently the most significant as it broadened the definition of a disability and reinforced that leave is a qualified accommodation. This has made things very complicated for employers, since employees with health conditions who exhaust their leave under FMLA may now be entitled to extend their leave under the ADA/ADAAA.

This webinar will focus on employer compliance, case law, and industry trends for FMLA/ADA.

Presented by:

Cheryl Jez | Regional Practice Leader – Reliance Standard Life Insurance Company

Register Here