BeaconPath

BeaconPath - Designing, implementing and managing programs that protect your business and your employees.    Why Choose BeaconPath?   ✅ Expertise With over 30 years of experience, the team at BeaconPath is dedicated to delivering exceptional service & solutions that will guide your business on the path to success!   ✅ Proven Track Record Our success stories span a diverse range of industries including engineering, healthcare, manufacturing, hospitality, education and more.   ✅ Client Focused Approach BeaconPath puts our clients first, striving to exceed expectations through personalized service and lasting relationships.   📅 We’d love to learn more about your business! Schedule a consultation today: www.beaconpath.com.     #employeebenefits #businessinsurance #compliance #humanresources #solutions

Employees are essential to any organization’s success, helping to create and maintain value for employers. However, they also introduce potential risks; current and former employees—as well as job candidates—can bring claims that their employment rights have been violated. These claims often result in lawsuits and other negative organizational impacts. Defending your organization from an employment claim can be a costly and time-consuming process. In an increasingly litigious landscape, EPL insurance is an essential form of risk insurance that no organization should go without. BeaconPath is here to help. Contact us today to discuss EPLI for your organization: 888-883-1920. #insurance #employmentpracticesliability #EPLI #liability #business

As election day draws near, employers should be prepared to handle requests from employees for time off from work to vote. Federal law does not require employers to provide their employees with time off to vote. However, many states have voting leave laws that allow employees to take time off to vote in certain circumstances. ⚠ The specifics vary by state and employers should be aware of the voting leave laws that apply to them and be prepared to comply with any applicable requirements. 🚨 In California: Employers must provide employees who do not have sufficient time outside of working hours to vote on an election day with leave for voting purposes. An eligible employee is entitled to take as much time off as necessary to vote. However, employers are only required to pay the employee for up to two hours of missed work time for voting leave. In addition, unless the employer and employee agree otherwise, an employee may only take leave at the beginning or end of his or her regular working shift (whichever allows the most free time for voting and the least time off from his or her regular working shift). If, on the third working day before an election, the employee knows or has reason to believe that he or she will need time off to vote, the employee must give the employer at least two working days’ notice of his or her intent to take leave. Employers must post a notice informing employees of their voting leave rights at least 10 days before every statewide election. The notice must be posted conspicuously at the workplace or where it can be seen as employees come or go to their place of work. The California Secretary of State's office has provided sample notices in both English (https://lnkd.in/g3CPUfzR) and Spanish (https://lnkd.in/gRinkTMp). Cal. Elec. Code § 14000; Cal. Elec. Code § 14001     #ElectionDay #employeerights #California #compliance #law #business

Workplace wellness is an investment in your most important asset—your employees. Review our new blog: “Workplace Wellness Programs” https://lnkd.in/gSX3frsD, to discover how these initiatives can provide opportunities for your employees to enhance their health and well-being while also lowering your healthcare costs, increasing employee productivity and morale, and decreasing absenteeism. ✅ Also, be sure to download your free “Designing Workplace Wellness Programs Checklist”, which provides a step-by-step analysis of the HIPAA, ADA and GINA rules employers should consider when designing workplace wellness programs. ☎ If you would like additional resources and assistance or have questions on how to administer incentives in your wellness program, reach out to BeaconPath today: 888-883-1920. #workplacewellness #blog #download #resource #employeebenefits

To get ready for open enrollment, employers who sponsor group health plans should be aware of compliance changes affecting the design and administration of their health plans for plan years beginning on or after January 1, 2025. These changes include limits that are adjusted for inflation each year, such as the Affordable Care Act’s (ACA) affordability percentage and cost-sharing limits for high deductible health plans (HDHPs). In addition, any changes to a health plan’s benefits for the 2025 plan year should be communicated to plan participants through an updated summary plan description (SPD) or a summary of material modifications (SMM). 🚨 If you need assistance with Open Enrollment or Employee Benefits for your organization contact BeaconPath. We can help you navigate OE, provide support and resources to employees, and lead a successful enrollment period in these uncertain times with our full spectrum of solutions. Contact us today: 888-883-1920. #OpenEnrollment #employeebenefits #healthplan #business #groupbenefits

OSHA recently revealed its top 10 most frequently cited standards in the 2024 fiscal year using preliminary data. This information is valuable for businesses of all kinds, as it helps identify common exposures that affect their workforce and gives information needed to plan compliance programs. For 2024, the top 10 most cited standards were as follows: ▫Fall protection—General requirements: 6,307 violations ▫Hazard communication: 2,888 violations ▫Ladders: 2,573 violations ▫Respiratory protection: 2,470 violations ▫Lockout/tagout: 2,443 violations ▫Powered industrial trucks: 2,248 violations ▫Fall protection—Training requirements: 2,050 violations ▫Scaffolding: 1,873 violations ▫Personal protective and life-saving equipment—Eye and face protection: 1,814 violations ▫Machine guarding: 1,541 violations ⚠For the safety and security of your business, in all aspects, do not risk noncompliance. ☎ Contact BeaconPath today - Your Full-Spectrum Partner for Insurance, HR, & Compliance: 888-883-1920. #OSHA #violations #compliance #business #riskmanagement #humanresources

California’s new statewide minimum wage and salary threshold for health care workers will take effect on Wednesday, October 16, 2024. ⚠ Employers must provide a notice to each employee of the applicable minimum wage and post a supplemental minimum wage order in a conspicuous area that employees regularly visit. The supplemental minimum wage order and more information, including which health care facilities are covered and the minimum wage schedule by type of facility, can be found in the links below. BeaconPath designs, implements and manages programs that protect your business and your employees. Call now: 888-883-1920. #California #minimumwage #healthcare #compliance #business #humanresources 

As a reminder, the deadline to distribute Medicare Part D notices and the extended Form 5500 filing deadline for calendar year plans is Tuesday, October 15, 2024. This deadline applies to employers with group health plans that provide prescription drug coverage and those with calendar year employee benefit plans that previously requested an extension of time to file their Form 5500, respectively. ⚠The DOL has the authority under ERISA to assess penalties of up to $2,670 per day for each day a plan administrator fails or refuses to file a complete Form 5500. ☎ BeaconPath has the knowledge and resources your organization needs to stay compliant and on the path to success, contact us today to learn more about our services: 888-883-1920. #Compliance #Medicare #Form5500 #healthplan #employeebenefits #business

Great opportunity to work for an amazing company ⬇ #hiring #ProjectManager #SEMCO

Large Group Health Plans Must Cover IVF & Fertility Services Starting July 1, 2025 On September 29, 2024, California Governor Gavin Newsom signed Senate Bill (SB) 729, which will require large group health care service plans to cover infertility and fertility services, including in vitro fertilization (IVF), beginning July 1, 2025. *Note: While small group plans will not be required to cover such services, they will be required to offer such coverage beginning July 1, 2025. Further details can be found in the link below. To create the right program for your company and your employees, group benefits require time and attention. Contact the insurance professionals at BeaconPath to discuss a benefits package and education campaign for your organization: 888-883-1920. #California #IVF #healthcare #healthplan #compliance